MASTER IN BUSINESS ADMINISTRATION LABOUR LAWS, Study notes of Labour Law

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CONCEPT :

 laws regulating labour

 It is the body of laws, administrative rulings,

and precedents which address the legal

rights of, and restrictions on, working people

and their organizations

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Labour Laws cover:

a) Industrial relations (e.g. labour-

management relations, collective

bargaining, unfair labour practices etc.)

b) Workplace health and safety

c) Employment standards (e.g. general

holidays, annual leave, working hours,

unfair dismissals, minimum wage etc.)

CONCEPT :

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TYPES/CATEGORIES;

LABOUR LAWS^ LABOUR LAWS

Collective Labour Law

Collective Labour Law

Individual Labour Law

Individual Labour Law

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England

was the first country to industrialize in the world  (^) In 1802, the first major piece of labour legislation was passed

− the Health and Morals of Apprentices Act. (The act limited working hours to twelve a day and abolished night work, basic level of education for all apprentices, as well as adequate sleeping accommodation and clothing)  (^) The Factory Act of 1819 was the outcome of the efforts of the

industrialist Robert Owen and prohibited child labour under nine years of age and limited the working day to twelve.  (^) A great milestone in labour law was reached with the

Factory Act of 1833, which limited the employment of children under eighteen years of age, prohibited all night work and, crucially, provided for inspectors to enforce the law.

HISTORY:^ 4/5/

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In India

 (^) The history of labour legislation in India is interwoven with the

history of British colonialism  (^) “The Factories Act” was first introduced in 1883

 (^) India received the first stipulation of

a) eight hours of work,

b) the abolition of child labour,

c) the restriction of women in night and

d) the introduction of overtime wages for work beyond eight hours

The Factories Act,1883 was the beginning and next……………..

HISTORY:^ 4/5/

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MODULE-II

Laws relating to

Industrial Relations

 The Industrial Disputes Act – 1947

 Industrial Employment (Standing Orders)Act,

 Trade Unions Act, 1926

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Industrial relations

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MODULE-II

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INDUSTRIAL RELATIONS

WHY INDUSTRIAL RELATIONS??

OBJECTIVES :

 To enhance economic status of worker

 To avoid industrial conflicts and their consequences

 To extend and maintain industrial democracy

 To provide an opportunity to the worker to have a say

in the management decision making

 To regulate production by minimizing conflicts

 To provide forum to the workers to solve their

problems through mutual negotiations and

consultations with management

 To encourage and develop trade union in order to

develop workers collective strength

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APPROACHES:

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PARTIES TO IR

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INDUSTRIAL RELATIONS (EMPLOYEES EMPLOYERS ASSOCIATIONS )

EMPLOYEES

COURTS &

TRIBUNALS

GOVERMENT

EMPLOYEE

ASSOCIATIONS

EMPLOYER

ASSOCIATIONS

EMPLOYER

ROLE OF THE EMPLOYERS:

ROLE OF MANAGEMENT

An organization is represented through officials

designated in the organization structure for

coordination of activities relating to:

 Administering employee benefits

 Regulating terms and condition of employment

 Providing welfare and social security benefits

 Coordination is done through graded hierarchical and

formal communication channels of orders and

directives

 Style and manner in which employer organizations get

work and regulate the terms and conditions of

employment affects the industrial relations of the unit.

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ROLE OF GOVERNMENT:

 Govt or state machinery regulates the

relationship between workers’ organizations

and employers’ organizations.

 It does it through :

a) Statutes and legislations,

b) The judiciary- labor courts industrial

tribunals

c) An executive machinery- that lays down

rules, procedures and gives awards and

monitors them

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