Legal Aspects of Compensation and Industrial Relations
LEGAL ASPECTS OF
COMPENSATION AND INDUSTRIAL RELATIONS
Indian labor laws are the laws that regulate employment. These are broadly divided into 5 categories: working conditions, industrial relations, wages, welfare and social securities. Under the Constitution of India, Labor is a subject in the Concurrent List where both the Central & State Governments are competent to enact legislation subject to certain matters being reserved for the Centre. The Ministry of Labor and Employment has the responsibility of protecting and safeguarding the interests of workers in general and those of the poor deprived and disadvantaged sections of the society, in particular. It also has the responsibility of creating a healthy work environment for higher production and productivity and to develop and coordinate vocational skill training and employment services. These objectives are sought to be achieved through enactment and implementation of various labor laws, which regulate the terms and conditions of service and employment of workers. HR began to play a significant role after the enactment of these employment or labor laws.
LEGAL ASPECTS OF COMPENSATION
Here I have included all those acts which are slightly related to compensation, no matter which categories they are. Like Payment of Gratuity act is a social security act but as it is related to compensation later, I have included it.
1). Workers’ Compensation Act of 1923: Employee and their dependants receive compensation for injury due to accident out of or in the course of employment and resulting in disablement or death. Employees covered under Employee’s State Insurance Act, 1948 cannot claim under Worker’s Compensation act. The amount of compensation depends on the age, wage and nature of injury.
2). Payment of Wages Act 1936: This act ensures that wages will be paid to certain group of employees at regular intervals and with no unauthorized deductions. The intervals should not exceed one month and in the case of
COMPENSATION AND INDUSTRIAL RELATIONS
Indian labor laws are the laws that regulate employment. These are broadly divided into 5 categories: working conditions, industrial relations, wages, welfare and social securities. Under the Constitution of India, Labor is a subject in the Concurrent List where both the Central & State Governments are competent to enact legislation subject to certain matters being reserved for the Centre. The Ministry of Labor and Employment has the responsibility of protecting and safeguarding the interests of workers in general and those of the poor deprived and disadvantaged sections of the society, in particular. It also has the responsibility of creating a healthy work environment for higher production and productivity and to develop and coordinate vocational skill training and employment services. These objectives are sought to be achieved through enactment and implementation of various labor laws, which regulate the terms and conditions of service and employment of workers. HR began to play a significant role after the enactment of these employment or labor laws.
LEGAL ASPECTS OF COMPENSATION
Here I have included all those acts which are slightly related to compensation, no matter which categories they are. Like Payment of Gratuity act is a social security act but as it is related to compensation later, I have included it.
1). Workers’ Compensation Act of 1923: Employee and their dependants receive compensation for injury due to accident out of or in the course of employment and resulting in disablement or death. Employees covered under Employee’s State Insurance Act, 1948 cannot claim under Worker’s Compensation act. The amount of compensation depends on the age, wage and nature of injury.
2). Payment of Wages Act 1936: This act ensures that wages will be paid to certain group of employees at regular intervals and with no unauthorized deductions. The intervals should not exceed one month and in the case of