indian labour law. labour law is body of law that deals with relationshio between and among emlpoyers, employees and labour organization.

1. PRESENTATION
ON
LABOUR LAWS IN INDIA
BY DIVYA JINDAL

2. Presentation
on
Labour Laws In India

3. Labour laws is the body of laws, ruling and precedents
which deal with relationship between and among the
employer, employees and labour organization.

4. MINIMUM WAGES ACT, 1948
PASSED ON 15TH MARCH, 1948
Provide minimum amount of wages to the
workers .
Prevents exploitation of workers.
Consists of basic wages and special allowance.
Requires the Central and State Govt. to fix
minimum rates of wages in certain scheduled
employment.
Minimum wages fixed REVISED from time to
time

5. RULES UNDER MINIMUM WAGES ACT,
1948
 No adult and child is allowed to work more than nine
hours and more than 4.5 hours respectively.
 Wages paid to employees should be in cash.
 Wages should be paid within seven days or ten days
if the number of employees exceeds thousand or
more in an establishment.
 Every employer is liable to maintain registers and
records as well as records of deduction for damages
or loss caused by the fault of the employees.

7. According to the act, “wages” means all remuneration expressed
in terms of money and payable to person employed in respect of
his/her employment.
Wages has to be paid before the expiry of the 7th days in case
there is less than 1000 workers or 10th days in cash there are
more than 1000 workers.

8. Provisions
* Certain deduction from wages such as fines,
absenteeism, damage or loss of goods, house
accommodation, premium for LIC policy, income
tax, recovery of loans and advances are applicable.
Fines should not exceed 3% of the wages in a
month and should be recovered within 60 days.

9.  The Workmen’s Compensation Act, 1923 provides for
payment of compensation to workmen and their
dependents in case of injury and accident arising out of
and in the course of employment and resulting in
disablement or death.
 It extends to the whole of India except the states/union
territories of Arunachal Pradesh, Mizoram, Nagaland,
Sikkim, Daman and Dui and Lakshadweep.
 The amount of compensation to be paid depends on the
nature of the injury and the average monthly wages and
age of workmen. The minimum and maximum rates of
compensation payable for death and for disability have
been fixed and is subject to revision from time to time.

10.  It covers all the aspects relating to workers
employed in factories.
 It was enacted in 1948 and extends to whole
of India.

11. Definitions:

18. Trade Union Act, 1926
Trade Union Act, 1926 was formed to protect the
workers from the different types of harassment
faced by employees from the employers.

19. Registration of Trade Union Act,1926
• Seven or more members of a trade union is
needed for registration. They should subscribe
their names to the rules of Trade Union and
should fulfill with provisions of the Act.
• The registrar, on being satisfied shall register
the Trade Union within period of 60 days from
the date of such submission and due certificate
is to be issued giving the evidence that the said
union is registered.

20. Cancellation of Trade Union
 A certificate of registration of a Trade Union
may be withdrawn or cancelled by the
Registrar:
• On the application of the Trade Union
• If the Registrar is satisfied that the certificate has
been obtained by fraud or mistake

21. 
When a registered Trade Union is
dissolved, notice for the dissolution
signed by seven members and by the
Secretary of the Trade Union shall,
within fourteen days of the
dissolution, be sent to the Registrar.

27. THANK YOU
LEGAL AND REGULATORY FRAMEWORK.
Teacher
MR SUJIT CHIMORIYA
AND ALL FRIENDS.