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<ul><li>The <keyword id="14332503" type="General" weightage="20" keywordseo="new-labor-codes" source="Orion">new labor codes</keyword> are expected to be implemented tomorrow, July 1.</li><li>New labor laws will bring a lot of changes in the working culture.</li><li>While the central government plans to implement these new laws by July 1, many states are still yet to ratify the laws.</li></ul>The new labor codes on wages, social security, industrial relations, and occupation safety, health, and working conditions are expected to be effective tomorrow, July 1. And there could be a lot of changes in the salary restructure, provident fund and gratuity, working hours, and leaves. While the central government plans to implement these new laws by July 1, many states are still yet to ratify the laws. Only 23 states and union territories (UTs) have released the draft guidelines under the Code on Wages, according to Rameshwar Teli, Minister of State for Labour and Employment. <cmsannotation type="cmsannotation" annotationid="Four days week with 12 hours shift" comment="subhead" text="Four days week with 12 hours shift"><keyword id="8533668" type="General" weightage="20" keywordseo="Four-days-week" source="Orion">Four days week</keyword> with 12 hours shift</cmsannotation> The new laws will allow companies to have four days working instead of five or six. However, four days doesn’t mean fewer working hours. Employees will have to work for 12 hours a day instead of 8 hours to compensate for the third leave in a week. However, this also doesn’t mean a cut in paid holidays. Four-day work week would mean three paid holidays <cmsannotation type="cmsannotation" annotationid="New exiting polices" comment="subhead" text="New exiting polices">New exiting polices</cmsannotation> According to the new labor codes, companies will have to pay full and clear all pending wages and salaries within the two days of employees’ last working day as per their respective resignation date, dismissal, and removal from employment. Currently, companies pay out or complete their employees' dues in 45 to 60 days from the employee’s last working day. In some cases, companies take 90 days to clear the dues. <cmsannotation type="cmsannotation" annotationid="Work from home" comment="subhead" text="Work from home">Work from home</cmsannotation> Remote working became the new working culture during the covid-19 pandemic, and now employees want this trend to continue. The new labor laws are drafted to help the employees maintain their work-life balance. <cmsannotation type="cmsannotation" annotationid="Take-home salary, provident funds, and gratuity" comment="subhead" text="Take-home salary, provident funds, and gratuity">Take-home salary, provident funds, and gratuity</cmsannotation> The take-home salary for every month will change significantly because the basic salary will be at least 50% of the gross monthly salary, as per the new wage codes. This also means that there will be a substantial rise in gratuity and PF contribution of the employee. <cmsannotation type="cmsannotation" annotationid="Leaves" comment="subhead" text="Leaves">Leaves</cmsannotation> The most significant changes will reflect in the number of paid leaves. Usually, an employee in a government office gets 30 days a year. In addition, employees can cash upto 300 holidays on carrying forward; however, the new laws are demanding to increase this number to 450. Presently, there are 240 to 300 holidays in different departments. Employees can take these holidays in cash only after 20 years of service. SEE ALSO: <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/business/startups/news/in-india-it-could-be-a-funding-autumn-not-winter-with-active-funds-are-still-closing-big-deals/articleshow/92570964.cms">In India, it could be a funding autumn not winter with active funds are still closing big deals</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/business/news/a-cred-like-platform-is-what-indian-ott-users-want-to-juggle-multiple-subscriptions/articleshow/92570894.cms">A CRED-like platform is what Indian OTT users want to juggle multiple subscriptions</a>

Four-days work week, full and final settlement within 2 days of exit — new changes at workplaces to reflect from July 1

In a move that will benefit millions of unskilled workers across the country, the current Indian government is about to make its first significant foray into <keyword id="954190" type="PERSON" weightage="20" keywordseo="labour-reform">labour reform</keyword>. On May 1st, the country’s minister of labour, Santosh Gangwar, told the Press Trust of India that a Parliamentary standing committee had finalised a policy draft of the <a href="http://www.prsindia.org/uploads/media/Code%20on%20Wages,%202017/Code%20on%20Wages,%202017.pdf">Wage Code Bill 2017</a>, and that the bill would be debated for passage in the next session of <keyword id="6354721" type="ORGANIZATION" weightage="20" keywordseo="parliament">Parliament</keyword> commencing in July. The bill largely aims to set a <keyword id="562632" type="UNKNOWN" weightage="20" keywordseo="minimum-wage">minimum wage</keyword> for different geographical regions in India. It was introduced in the lower house of Parliament (Lok Sabha) in August last year before being referred to a standing committee- the second step in the process of a bill becoming an act. Once the bill is implemented, a state government will not be allowed to set a minimum wage below the central government’s benchmark for that industry. A combination of four laws The bill updates and combines all four of India’s outdated minimum wage and remuneration laws- the 1936 Payment of Wages Act, 1936, the 1949 Minimum Wages Act, the 1965 Payment of Bonus Act, and the 1976 Equal Remuneration Act - into one <keyword id="2808767" type="PERSON" weightage="20" keywordseo="Labour-Code">labour code</keyword>. This will reduce overlap and contradictions and also make it easier for businesses to comply with the norms. The previous minimum wage acts only applied to “scheduled companies” with more than a 1000 employees, while the new bill applies to all workers across India in different sectors. The new bill also proposes the payment of wages to beneficiaries through electronic means, for the purpose of monitoring, and allows the central government to set a minimum overtime wage- which will be twice the normal minimum wage. No national benchmark The government will not specify a set national minimum wage. In response to news reports that the national floor level minimum wage would be fixed at ₹18,000 per month, the labour ministry has said that the <a href="http://www.business-standard.com/article/news-ani/national-minimum-wage-will-vary-not-fixed-at-rs-18-000-month-centre-117090501042_1.html">minimum wage will vary across the country</a>. Furthermore, the minimum wage levels will be assessed and revised every five years by central and state governments. While one can’t help thinking that a national floor rate across the country would be easier to enforce, the government is taking into account the widely disparate costs of living in different states and the nature of work in different industries. For example, rent and food costs in urban areas in Maharashtra are a lot higher than they are in the Northeast, hence they will have a higher minimum wage. Or labour intensive industries like manufacturing will likely have a higher minimum wage than less arduous ones like hospitality. A few problems There are a few weaknesses in the new bill, however. Firstly, it dilutes the Equal Remuneration Act of 1976 by taking out the clause preventing companies from discriminating against women when making <keyword id="6357342" type="UNKNOWN" weightage="20" keywordseo="Hiring">hiring</keyword> decisions, <a href="https://www.businessinsider.in/India-would-be-US550-billion-richer-if-it-just-increased-its-share-of-women-in-the-labor-force-by-10/articleshow/63974273.cms">which is definitely a problem </a>in today’s climate. Secondly, while the practice of having different minimum wage levels for different states and industries makes sense, it could lead to lobbying by large companies or resistance from states that aren’t ruled by the BJP. A number of industry leaders campaigned for lower GST rates while the rates were being set, and it isn’t hard to see that happening again here. Knock-on effects Following the recent slowdown in India’s economy, India’s small businesses have been struggling to stay afloat. They have had to contend with demonetisation, the implementation of GST, a dearth of credit options and a hike in wages paid to employees might just force them to slow down their hiring. While actual minimum wage rates are yet to be determined, they will be higher than current wage rates, which could impact employment in the formal sector. Concurrently, as India struggles to create new jobs, higher minimum wages could serve to exacerbate the situation. A hike in minimum wages could compel companies to hire employees on a temporary basis or off the books- something that the new bill should seek to address. Companies could also pass on the higher labour costs to customers. It’s highly plausible that you might end up having to pay more for your food at a restaurant or for gadgets that were assembled in India. What is certain though, is that the government needs to supplement the minimum wage code with policies that enable the formalisation of the economy and make hiring-and-firing easier. This will allow the new bill to have its intended effect.

India is revamping its minimum wage laws for the first time in 60 years

<ul><li>Around 25% of the organizations are planning to include <keyword id="60251" type="General" weightage="20" keywordseo="variable-pay" source="Orion">variable pay</keyword> in the wage definition.</li><li>One out of three organizations in <keyword id="3658" type="General" weightage="80" keywordseo="india" source="Orion">India</keyword> are also likely to increase the <keyword id="312732" type="General" weightage="20" keywordseo="basic-pay" source="Orion">basic pay</keyword>, as per <keyword id="11979993" type="General" weightage="20" keywordseo="WTW-report" source="Orion">WTW report</keyword>.</li><li>40% of organizations are expecting to have a significant impact on their profit and loss statement due to gratuity.</li></ul>Companies in India are still adapting to the new Labour Code, which will be implemented from July 1 this year. However, a majority of organizations are reviewing retirement or long-term benefits and looking for new ways to package them. In fact, 25% of the organizations are planning to include variable pay in the wage definition. But, a similar percentage of them are also unsure about what to do, reveals a new WTW report on ‘State of Retirement benefits in India’. Variable pay is also known as performance pay and is given to an employee based on the results of their performance. It is usually offered in addition to the employee's fixed salary on completion of certain targets. One out of three organizations in India are also likely to increase the basic pay as a part of the new wage code. The four <keyword id="9986984" type="General" weightage="20" keywordseo="New-labour-codes" source="Orion">new labour codes</keyword> approved by the President of India are — Code on <keyword id="6356975" type="General" weightage="100" keywordseo="wages" source="Orion">Wages</keyword>, 2019, the Industrial Relations Code, 2020, the Code on Social Security, 2020 and the Occupational Safety, Health and Working Conditions Code, 2020. These four codes will replace the existing 29 labour laws in India. Code on Wages will ensure timely payment of salaries and wages both in organized and unorganized sectors. Industrial Relations Code expands the definition of worker to be included under — skilled, unskilled, manual, technical, clerical and operational workers. Code on Social Security is about social security schemes like EPF, EPS, ESI — which are beneficial to the employees and workers. <cmsannotation type="cmsannotation" annotationid="Gratuity pay would rise" comment="subhead" text="Gratuity pay would rise">Gratuity pay would rise</cmsannotation> According to the report, 40% of organizations are expecting the code to have a significant impact on their profits; and are considering options to update their gratuity policy to mitigate the impact. While 28% say that they will not change their gratuity policy and are not expecting any change in their P&amp;L. Gratuity benefits are projected to have the largest impact in the new definition of wages. It is paid to employees who exit their companies after working for over five years. In the new code, the gratuity is expected to increase significantly, particularly for organizations where the basic pay to gross pay ratio has been quite low previously. <cmsannotation type="cmsannotation" annotationid="No change in PF contributions" comment="subhead" text="No change in PF contributions">No change in PF contributions</cmsannotation> The report further suggests that over 46% of the organizations would continue to contribute 12% of basic salary as per prevailing regulation in the provident fund. However, 8% say that they will restrict the PF upto ₹15,000 per month. As many as 32% of the organizations are unsure about what to do with the provident funds for its employees, says the report. During COVID-19 pandemic, a lot of companies had provided extra sick leaves to their employees as the infection required proper isolation and rest. This has led three out 10 organizations to restructure their leave policies, the report says. SEE ALSO: <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/stock-market/news/mid-cap-stocks-will-remain-under-pressure-for-few-more-months-say-experts/articleshow/92387603.cms">Mid cap stocks will remain under pressure for few more months, say experts</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/sustainability/article/not-just-health-tobacco-products-also-degrades-ecosystem-integrity-who-report/articleshow/92380121.cms">Not just health, tobacco products also degrades ecosystem integrity: WHO report</a>

One in four organizations plan to make variable a part of the wages

New Delhi, Jan 28 () Labour Minister Santosh Gangwar on Tuesday expressed confidence that Occupational, Safety, Health and Working Conditions (OSH) code will get Parliament approval in the Budget session beginning this Friday.
"We are quite hopeful of getting back the OSH Code from standing committee. It is most likely to be considered and passed by Parliament during this Budget Session scheduled to begin on January 31, 2020," Gangwar said on the sidelines of a conference on safety of mines.
However, the minister said the labour ministry will push all three codes, including OSH, for passage in both the Houses of Parliament.
There are greater chances of Parliament approval for Occupational Safety, Health and Working Conditions Code, 2019 in the Budget session as it was referred to standing committee in October last year.
The ministry is expecting that the committee would submit its report on the OSH Code during this Budget session. If no major changes are contemplated then it can be pushed for passage during this session only as it would continue till April first week.
In December, the ministry had sent The Industrial Relations Code, 2019 and The Social Security Code to the standing committee for scrutiny. The three codes were introduced in the Lok Sabha last year and subsequently sent for the committee's scrutiny.
The Code on Wages was also sent for standing committee's perusal.
As per the recommendations of the 2nd National Commission on Labour, the ministry is codifying existing 44 central labour laws into four codes by simplifying, amalgamating and rationalizing the relevant provisions of the legislations.
The Code on Wages has already been approved by Parliament last year. The law would be implemented after framing rules under the code.
The process of labour reforms began after 2nd National Labour Commission gave its report in 2004. But the process was expedited in 2014 (when NDA government came in power at centre). KKS BAL

Hopeful of OSH code passage in Parliament this Budget session: Gangwar

New Delhi, Nov 15 () To safeguard the interest of workers in formal sector, particularly working class, the Centre is planning to introduce 'One Nation, One Pay Day' system, Labour Minister Santosh Gangwar said on Friday.
 "There should be a pan-India single wage day every month across various sectors to ensure that workers get timely payment of salaries. Prime Minister Narendra Modi is keen on this legislation to get passed soon. Similarly, we are also looking at uniform minimum wages across sectors which will safeguard better livelihood of workers," said Gangwar addressing at 'Security Leadership Summit 2019' organised by the Central Association of Private Security Industry (CAPSI).
 The central government is in the process of implementing Occupational Safety, Health and Working Conditions (OSH) Code, and Code on Wages. Parliament has already passed the Code on Wages and rules are being framed for its implementation.
 The OSH Code was introduced in the Lok Sabha on July 23, 2019. The Code will streamline the private sector by enhancing the coverage of workers manifold by merging 13 central labour laws relating to safety, health and working conditions into a single code.
 The OSH Code has many new initiatives like mandatory issues of appointment letter by employers, annual free medical check up of workers and broadening coverage of all type of workers in the country under it.
 Gangwar mentioned that since taking the office in 2014, Modi government has consistently worked on reforming labour laws. 
 "We have taken up 44 complex labour laws to reform them. We are talking to all stakeholders to make these laws more effective and useful. 
 "Similarly, we are preparing a 'Single Page' mechanism for various sectors to complete various compliances to ensure ease of doing business. We are also preparing an online system of all grievance redressal to ensure that all problems are resolved with 48 hours without any physical interface," said Gangwar. 
 Underlining the role of private security industry as a major job creator today, Gangwar said the sector employs around 90 lakh people at present, which has the potential to go up to 2 crore in the next few years. 
 He also said the prime minister is keen to ensure growth of the sector.
 "Mr Modi is keen to ensure that all those working in the unorganized sector should get a pension of Rs 3,000 per month besides getting medical coverage. We have introduced various attractive pension schemes for working class. We will introduce more schemes in future to ensure better social security of those working in unorganised sector and also labour class," Gangwar added. KKS MR

India mulls 'One Nation, One Pay Day: Gangwar

New Delhi, Dec 29 () The labour ministry has chalked out a plan to launch a new portal 'Santusht' next month for speedy redressal of worker as well as employer grievances and ensuring effective implementation of labour laws at the grassroot level, a source said.
 Initially, Santusht (Hindi for satisfied) would monitor all services provided by retirement fund body EPFO and health insurance and services provider ESIC to formal sector workers.
 Later, the portal would cover other wings of the ministry as well. It would also have data on real time basis to assess the performance of each and every official.
 Workers and employers can lodge their complaints on the portal, which would be managed by an internal monitoring cell comprising five to six officers, the source said.
 Presently, the ministry is in the process of categorising 44 central labour laws into four broad codes on wages, industrial relations, social security and occupational safety, health and working conditions (OSH).
 The ministry top brass is hopeful of getting all the four codes operational by 2020.
 "The ministry wants to ensure effective implementation of four labour codes which are likely to be a reality in 2020," the source said.
 "It is not enough to have legislations for safeguarding workers' rights and providing various facilities to employers for creating conducive environment for job creation and robust economic growth. The effective implementation of all codes is required. That would be ensured by Santusht," the source added.
 The portal would have all data related to business transacted by the EPFO and ESIC.
 There have been grievances of the subscribers of the two bodies as well as other workers regarding poor implementation of labour laws in the country. Workers have faced issues like delay in settling claims by Employees' Provident Fund Organisation (EPFO) and Employees' State Insurance Corporation (ESIC).
 Some workers do not get minimum wages, while other issues related to labour law implementation at the grassroot level affects both employees and employers.
 The portal would help the labour ministry to assess the performance of officials, which would be given due weighage at the time of their appraisals, transfers and postings, the source added. Santusht is envisaged to ensure transparency, accountability and effective implementation of labour laws. KKS ABM

Labour Ministry mulls 'Santusht' portal in Jan for speedy resolution of grievances

New Delhi, Dec 4 () Union Environment Minister Prakash Javadekar on Wednesday said that the Union Cabinet has approved the fourth labour code -- the Code on Social Security Bill 2019.
 The bill seeks to consolidate the laws relating to social security of workers and subsume eight central laws.
 "In a major labour reform, this social security code is approved by the Cabinet today. This is fourth labour code," Javadekar told reporters in a briefing on Cabinet decisions on Wednesday.
 Last month, the Cabinet had approved Industrial Relations Code Bill, 2019 (third code), which was later introduced in the Lok Sabha. 
 The Code on Wage (first code) has already been approved by Parliament. The Code on occupational safety, health and working conditions (second code) has already been introduced in the Lok Sabha and later sent to a standing committee for review. This would be pushed for passage in the Budget Session after the committee's report submission in the House. 
 Javadekar said that under labour reforms, 44 central laws will be codified into four codes. 
 The Social Security Code will subsume 8 Central Labour Acts namely Employees' Compensation Act, 1923; Employees' State Insurance Act, 1948, Employees' Provident Funds and Miscellaneous Provisions Act, 1952; Maternity Benefit Act, 1961; Payment of Gratuity Act, 1972; Cine Workers Welfare Fund Act, 1981; Building and Other Construction Workers Cess Act, 1996 and Unorganized Workers' Social Security Act, 2008. KKS MR

Cabinet approves 4th labour code on social security

<ul><li>The Lok Sabha passed the Code on Wages Bill, 2019 on Tuesday, paving the way for labour reform. </li><li>The move will benefit 500 million workers across the country. </li><li>The overtime wage will be twice the normal wages, if the bill goes through. </li><li>The <keyword id="85252" type="PERSON" weightage="20" keywordseo="Minimum-wages">minimum wages</keyword> will be set by the government according to skills and difficulty of tasks.</li></ul>The Lok Sabha passed the Code on Wages Bill, 2019 on Tuesday, paving the way for labour reform. The bill was introduced to extend provisions of <keyword id="562632" type="UNKNOWN" weightage="20" keywordseo="minimum-wage">minimum wage</keyword> and timely payments to all employees — railways, mines and others. The Minister of State for Labour and Employment said that the bill will ensure ‘Right to Sustenance’ regardless of the wage bracket, across verticals. The move will benefit 500 million workers across the country. “This Bill provides for monthly wage holders to get their salary on time and all sections of society which were outside the ambit of the minimum wages will now get the right to minimum wages,” <keyword id="258592" type="PERSON" weightage="20" keywordseo="Santosh-Kumar-Gangwar">Santosh Kumar Gangwar</keyword>, the Minister of State for Labour and Employment<a href="https://www.thehindu.com/news/national/lok-sabha-passes-wage-code-bill-to-ensure-minimum-wage-for-workers/article28761226.ece"> said</a> in the Parliament. The bill will revoke the Minimum Wages Act, 1948, the Payment of Wages Act, 1936, the Payment of Bonus Act, 1965 and the Equal Remuneration Act, 1976. What amendments would the bill entail? The bill will formulate laws to increase <a href="https://www.prsindia.org/billtrack/code-wages-2019">provision of minimum wages</a> to employees across sectors. As of now, the Minimum Wages Act and Payment of Wages Act is applicable to workers below a certain wage bracket. This will also help workers of unorganised sectors, receive timely payments. As per the amendment, the minimum wage for farmers shall be revised every two years while the wages should be revised every four years for other workers. What are the provisions for minimum wages of employees? The minimum wages will be set by the government according to skills and difficulty of tasks. The employers will not be able to set wages which are less than the base that will be set by the government. How will it work? The government will set a ‘floor wage,’ according to the employee’s standard of living. And the minimum wage shall be higher than the floor wage value, set by the central government. How will it affect overtime policy and bonuses? The government will define the minimum number of hours that will constitute a normal working day. And if the employees work more than that, they will be given overtime wages — which is at least twice of the normal wage. The bill does not have provisions for bonuses like travel allowance and others. What will be the mode of payment of salaries and wage period? The employers can pay their employees either daily, weekly, fortnightly or monthly via cheque, currency notes, bank transfer or digital payment modes. How can it benefit female employees? The bill will provide equal wages to both men and women for similar type of work. Employees will be hired on the basis of skill, effort, experience. See also: <a href="https://www.businessinsider.in/markets/budget-2019-cues-one-third-of-national-income-goes-to-labour/articleshow/70040122.cms">In India, money is making money while the worker is left with a third-- explaining the gaping income inequality in the world’s fastest growing economy</a> <a href="https://www.businessinsider.in/india-economic-survey-2019-recommends-uniformity-in-minimum-wages/articleshow/70070881.cms">India has nearly 2,000 different minimum wages and the latest Economic Survey has called for ‘uniformity’— an idea corporates won’t like</a>

Wage Code Bill can help 500 million Indians. Here’s all you need to know about it

New Delhi, Nov 20 () The Centre approved on Wednesday the Industrial Relation Code Bill, which is the third code under labour reforms.
The government wants to codify 44 central labour laws into four broad codes.
While the Code on Wages has already been approved by Parliament, the Labour ministry will push the Code on Occupational Safety, Health and Working Conditions Bill in the Budget session. The Code on Social Security is in pre-legislative stage.
The Union Cabinet, chaired by Prime Minister Narendra Modi, has given its approval for introduction of the Industrial Relations Code, 2019, in Parliament, an official statement said.
The bill provides for setting up of a two-member tribunal (in place of one-member), thus introducing a concept that some of the important cases will be adjudicated jointly and the rest by a single-member resulting speedier disposal of cases.
It also provides for imparting flexibility to the exit provisions relating to retrenchment and others, for which the threshold for prior approval of appropriate government has been kept unchanged at 100 employees, but added a provision for changing 'such number of employees' through notification (executive order). That means there would be no need for Parliament approval. The threshold can be changed by executive order.
It also said the re-skilling fund is to be utilised for crediting to workers in the manner to be prescribed. The bill also provides for definition of Fixed Term Employment and that it would not lead to any notice period and payment of compensation on retrenchment excluded.
It also provides for vesting of powers with the government officers for adjudication of disputes involving penalty as fines thereby lessening the burden on tribunal.
The draft code on Industrial Relations has been prepared after amalgamating, simplifying and rationalizing the relevant provisions of three Central Labour Acts -- the Trade Unions Act, 1926, the Industrial Employment (Standing Orders) Act, 1946, and the Industrial Disputes Act, 1947. KKS NSD
NSD

Cabinet approves Industrial Relations Code Bill

New Delhi, Jan 3 () A day after meeting the labour minister, 10 central trade unions on Friday said they will go ahead with their general strike or 'Bharat Bandh' on January 8 "to protest against anti-labour policies" of the government.
 "The Central Trade Unions conveyed their firm resolve after the meeting called by Union Labour Minister (on Thursday). The general strike on January 8, 2020 stands," a joint statement issued by the 10 central trade unions said.
 At the meeting, the minister told the unions that the government has been taking all steps for the welfare of workers and legislations on Labour Codes are a part of that, the statement said.
 However, the unions -- which included AITUC, HMS, CITU, AIUTUC, SEWA, AICCTU, LPF and UTUC -- maintained that the Labour Codes are designed to impose slavery on the workers.
 None of the issues which have been continuously raised by the central trade unions, including unemployment, minimum wages, social security and 14-point charter of demands, were addressed by the minister, it said.
 The government has also not called the tripartite Indian Labour Conference after 2015, it added.
 The united platform of trade unions also raised the issue of ignoring INTUC (Indian National Trade Union Congress), which they said was a political move to create rivalries between the bodies.
 The issues facing auto sector workers, particularly those employed by Honda in Gurgaon, were also raised before the minister.
 Against such anti-labour policies of the government, the central trade unions have decided to go ahead with the country-wide general strike on January 8, the statement said. KKS ABM

Trade unions to go ahead with Jan 8 general strike

New Delhi, Nov 28 () Amid vehement opposition by the Congress and other parties, Labour Minister Santosh Kumar Gangwar on Thursday introduced the Industrial Relations Code Bill 2019 in the Lok Sabha.
 Congress and other Opposition parties were protesting against the bill while describing it as "anti-labourers". They demanded that the bill be referred to the parliamentary standing committee on labour.
 Speaking about the bill, Gangwar said nothing in this bill is against the rights of labourers.
 This bill is part of the government's initiative to reform labour laws by amalgamating 44 legislations related to labourers into four codes.
 The Code on Industrial Relations amalgamates, simplifies and rationalises the relevant provisions of three Central Labour Acts namely Trade Unions Act, 1926; Industrial Employment (Standing Orders) Act, 1946 and Industrial Disputes Act, 1947.
 The bill was approved by the Union Cabinet on November 20.
 Meanwhile, a labour ministry statement quoting Gangwar, said "the Code has been prepared after wide consultations with trade union representatives, employers' organizations and state governments".
Contrary to the claims of the opposition parties that the bill is against the interest of labours, the bill rather aims to consolidate and amend the laws relating to trade unions, conditions of employment in industrial establishment or undertaking, investigation and settlement of industrial disputes, the ministry said.
 Provisions are being made to have a two-member Industrial Tribunal, with second member being from administrative side, in place of single member Labour Court and Industrial Tribunal at present.
 Further, the tribunal will be empowered to execute the award as a decree of a civil court, which will facilitate speedy disposal of disputes.
 The bill also aims to impart flexibility to the exit provisions (relating to retrenchment etc), for which, the threshold for prior approval of the government has been kept unchanged at 100 employees, but added a provision for changing 'such number of employees' through notification.
 "The reskilling fund is to be utilised for crediting to workers in the manner to be prescribed. Definition of fixed term employment and that it would not lead to any notice period and payment of compensation on retrenchment excluded. Vesting of powers with the government officers for adjudication of disputes involving penalty as fines thereby lessening the burden on tribunal," it said.
 Under the bill the definition of strike is proposed to be modified to include mass casual leave within its ambit.
 The draft law also prohibits strikes and lockouts in any industrial establishment without giving notice of 14 days and also during the pendency of conciliation proceedings.
 It also defines the expression 'fixed term employment' to mean engagement of a worker on the basis of a written contract of employment for a fixed period. The fixed term employee will get all statutory benefits like social security, wages, etc, at par with the regular employee who is doing work of same or similar nature.
 The definition of "worker" under the bill includes persons in supervisory capacity getting wages up to Rs 15,000 within its ambit.
 At present, under the Industrial Disputes Act, 1947, definition of 'worker' includes person in supervisory capacity getting salary up to Rs 10,000 per month.
 The bill also aims to provide for the obligation on the part of the industrial establishment pertaining to mines, factories and plantation having 100 or more workers to take prior permission of the government before lay-off, retrenchment or closure.
 However, the government is proposed to be empowered to modify such threshold number of workers by notification.
 It provides for a sole negotiating union in an industrial establishment for negotiating with the employer, on such matters as may be provided by rules.
 The bill also provides for continuation of services of Presiding Officers of the existing adjudicating authorities.
 Another feature of the bill is that "reference by the government will not be required for Industrial Tribunal, except the National Industrial Tribunal".
 The bill also provides for penalties for different types of violations to rationalise with such offences and commensurate with the gravity of the violations.
 It has seeks to empower the government to appoint officers for holding enquiry and impose penalty in certain contraventions punishable with fine up to Rs 50,000 and compounding of offences which are not punishable with imprisonment. JTR ABI ABI ANU
ANU

Industrial Relations Code Bill introduced in Lok Sabha

New Delhi, Nov 30 () All India Trade Union Congress (AITUC) on Saturday demanded that the government should send the Industrial Relations Code Bill to a parliamentary standing committee before passing it hurriedly.
Labour Minister Santosh Gangwar introduced the bill in the Lok Sabha on Thursday amid protest by the opposition parties.
"AITUC demands that the bill be referred to the Parliamentary Committee on Labour, where the trade unions should be heard, before passing it hurriedly, as done with the Code on Wages," the union said in a statement.
It said that all the changes that the government was trying to bring in under the guise of amalgamating 44 labour laws, either take away the existing rights of the workers, or make them more stringent for the workers, and they
have been unanimously opposed by all the Central Trade Unions in India.
"But the government has simply ignored the view point of the trade unions," it said.
It is obvious that the government is acting at the behest of their corporate masters, it said.
"This kind of ease of doing business is no way to get the sluggish economy moving. What is required is to urgently put money in the hands of the workers, by strengthening MNREGA...," it added.
RSS-affiliate Bharatiya Mazdoor Sangh (BMS) too has demanded that the government should send the Industrial Relations Code Bill to a parliamentary standing committee for a redraft as certain provisions are against the interest of workers.
In a separate statement, AITUC made a very strong objection to the statement of Union Minister Ravi Shankar Prasad that the contractual workers in BSNL and MTNL should fend for themselves as they are on the rolls of the contractors and not on that of the BSNL and MTNL.
The reply of the minister in Rajya Sabha on November 28 "smacks of arrogance and is made in utter disregard to the laws of the land". RR BAL

Send Industrial Relations Code Bill to parliamentary committee on labour: AITUC

New Delhi, Apr 24 () Industries cannot be forced to pay wages to their employees during the coronavirus-induced lockdown, BJD MP Bhartruhari Mahtab, who chairs the parliamentary panel on labour, said on Monday. Amid the countrywide lockdown to check the spread of the novel coronavirus, the parliamentary panel on labour on Thursday submitted its report on the Industrial Relations Code, 2019, to Lok Sabha Speaker Om Birla via online. In its report, the committee expressed its reservations over payment of compensation to the workers in the event of closure of an establishment due to natural calamity. "...in case of natural calamities like earthquake, flood, super cyclone, etc. which often result in closure of establishments for a considerably longer period without the employer's fault, payment of wages to the workers until the reestablishment of the industry may be unjustifiable," the report said. The panel sought clarity in relevant clauses so that employers not responsible for closure or lay off are not "disadvantaged in case of such natural calamity of high intent". Mahtab said the current lockdown is forced upon industries due to the COVID-19 crisis and, "they can't be forced to pay wages for the lockdown period." The panel has also recommended that the special provisions in case of lay-off, retrenchment and closure of company, applicable to an industrial establishment having 100 or more workers, should be raised to 300 workers. "The Committee note that some state governments like Rajasthan have already increased the threshold to 300 workers, which according to the Ministry has resulted in an increase in employment and decrease in retrenchment," the report said. The Committee suggested that the threshold limit of employees should be increased in the Industrial Relations Code itself. Three members of the parliamentary standing committee -- CPI (M) Rajya Sabha member Elamaram Kareem, CPI Lok Sabha member K Subbarayan and DMK's M Shanmugam -- gave their dissent notes as they were against the recommendations made by the panel. India is currently under a lockdown to check the spread of the novel coronavirus, which has infected over 23,000 people and killed at least 718. The lockdown, which began on March 25, has been extended till May 3. JTR SMNSMN

Industries cannot be forced to pay wages during lockdown: Chief of par panel on labour

<ul><li>The <keyword id="7829013" type="UNKNOWN" weightage="20" keywordseo="Economic-Survey-2018-19">Economic Survey 2018-19</keyword> has called for a national floor minimum wage. </li><li>Indian states would be allowed to fix the wages which cannot be lower than the floor wage. </li><li>The government also wants to leverage technology to monitor the implementation of the national minimum wage. </li></ul>As the Economic Survey 2018-19 was tabled in the Rajya Sabha, the Indian government is looking to establish a national floor minimum wage. The idea behind the move is to bring in uniformity in the minimum wages in India. The government would then allow states to find allow states to fix the wages which cannot be lower than the floor wage. Furthermore, the decision of fixing the minimum wage would be based upon primarily two factors – the skill category, that is whether the person is unskilled, semi-skilled, skilled or highly skilled, and the geographical region. In India, currently there are 1,915 minimum wages, with the liberty given to each state to fix their own wages. The government believes that the establishment of minimum wage which will also lead to reduction in labour migration in the country as it will push industries in India to move to interior areas. A day before the Economic Survey was tabled the Cabinet had also approved the Code Wages Bill which allows the Centre to fix minimum wages for the entire country. The<a href="https://www.business-standard.com/article/economy-policy/national-minimum-wage-will-hurt-jobs-states-must-fix-earnings-cii-119062300514_1.html"> Confederation of Indian Industry</a> had said that the establishment of a national minimum wage could possibly hurt job creation and that the states should be in charge of fixing the minimum wages. The technological push The digitally savvy Modi government wants to ensure that the minimum wages are paid to Indian workers and for that, it wants to leverage the use of technology. The Economic Survey 2018-19 stated, “Use of a variety of online, mobile phone and networking technologies have the potential to facilitate the collection and analysis of labour statistics, assist with the dissemination of information about labour laws and policies, reduce costs and improve transparency.” The government also wants to build a national level dashboard that will regulate the minimum wages and will also issue ‘red alerts’ if any state fails to follow the mandate. The Survey also talks about a toll-free number which can be used to address grievances. See Also: <a href="https://www.businessinsider.in/budget/india-economic-survey-2019-recommends-subsidy-to-save-water/articleshow/70070808.cms">Give money to farmers who save water, India’s chief economic advisor tells government</a> <a href="https://www.businessinsider.in/indias-latest-economic-survey-makes-a-case-to-use-aadhaar-create-a-master-database-of-every-citizen/articleshow/70069756.cms">India's latest economic survey makes a case to use Aadhaar to create a master database for every citizen</a>

You Searched For "New Wage Labour codes" and got 14 results

Four-days work week, full and final settlement within 2 days of exit — new changes at workplaces to reflect from July 1

Vaamanaa Sethi

India is revamping its minimum wage laws for the first time in 60 years

Dilsher Dhillon