India, at present, stands at a place where being a country of superpower is not that difficult if taken care of certain aspects. The major barrier that stands in between the ambitious projects meant for the country is labour laws in India.
This subject of labor law in India and its reforms have always been a topic of a major debate or a topic of major concern. Thus, it’s necessity for people working in private as well as public sector (organized or unorganized) to know about the prevailing laws and rights as well as the reforms.
The Maternity Benefit Act, 1961
This act is of a great advantage for the expecting mother or woman. Since its inception women stopped worrying for giving birth to their child as they started getting maternity leaves much easily and as this act secure them and their child. This act points to safeguard the dignity of parenthood by providing payment for the complete care of the women and her child at the time of maternity when she is off on leave or when she is not operating.
NOTE: Every pregnant employed woman is qualified for maternity leave, health care, and several other benefits if she has worked with the respective organization for at least 80 days. In addition, the pregnant ladies are entitled to do light work for 10 weeks more as soon as she joins the office again. And, if the employer is not providing such advantages then the employers could also be imprisoned.
NOTE: Every pregnant employed woman is qualified for maternity leave, health care, and several other benefits if she has worked with the respective organization for at least 80 days. In addition, the pregnant ladies are entitled to do light work for 10 weeks more as soon as she joins the office again. And, if the employer is not providing such advantages then the employers could also be imprisoned.
The Apprentices Act, 1961
The Apprentices Act is taken care of so that it could develop the old skill by giving theoretical as well as practical training in the market.
Under this act, one is allowed to take casual leave of 12 days, medical leave of 15 days and certain other leaves of 10 days in a year. And one is just need to work for 42 or 48 hours a week.
Under this act, one is allowed to take casual leave of 12 days, medical leave of 15 days and certain other leaves of 10 days in a year. And one is just need to work for 42 or 48 hours a week.
The Workmen’s Compensation Act, 1923
It is one of its types that is helpful for the person injured in an accident. The Workmen’s Compensation Act 1923, intends to provide financial safety to the workers as well as their dependents in the form of compensation, in the case of accidental injury.
The Payment of Gratuity Act, 1972
Gratuity is a part of the salary collected by the employees. The company has to give them this in the form of gratitude for the services performed by them during their tenure.
It is one of the retirement benefits that the organization gives to its employees at the time of leaving the company. But for this, they have to finish one year of service to get the benefit of gratuity in case of his or her death.
It is one of the retirement benefits that the organization gives to its employees at the time of leaving the company. But for this, they have to finish one year of service to get the benefit of gratuity in case of his or her death.
The Payment of Wages Act, 1936
It points at dodging avoidable delay of reimbursement of wages without any sort of deduction from the wages. In this, the employers have no right to take away any money and they have to pay the reimbursement each month on time.
To your surprise, even if you are terminated from the services you are qualified to get your salary for that particular month.
To your surprise, even if you are terminated from the services you are qualified to get your salary for that particular month.
The Industrial Disputes Act, 1947
This labor act india is found significant by many. For example: If you have a dispute with your senior you could settle it down through legal means. The employer can’t throw you out just like that. They have to provide a notice of at least 6 weeks before they fire you out.
The Employees State Insurance Act (ESIC), 1948
This act safeguards benefits for the workers who are sick and got injured somehow while they were working.
ESIC is a self-financing security form and a health insurance scheme for all workers. This plan provides medicinal benefit for the employees and their families. It also bring dependents benefit for the dependent relative in case of death due to any sort of employment injury. In such a case, the employers should deduct and deposit the money each month in the employee’s A/C. Moreover, they should also grant leave to the protected (insured) employees based on their sickness certificates. And, the employer also has to cover the expenditures in case of a funeral or any other sort of tragedy that happened with their employees.
ESIC is a self-financing security form and a health insurance scheme for all workers. This plan provides medicinal benefit for the employees and their families. It also bring dependents benefit for the dependent relative in case of death due to any sort of employment injury. In such a case, the employers should deduct and deposit the money each month in the employee’s A/C. Moreover, they should also grant leave to the protected (insured) employees based on their sickness certificates. And, the employer also has to cover the expenditures in case of a funeral or any other sort of tragedy that happened with their employees.
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