Labor Law - A Manager
Labor laws can be quite complex, often requiring professionals to guide you on compliance related issues
. While outsourcing compliance to an organization like TalentPro can ease the burden of keeping track of the repeatedly changing extensions to acts and arbitration, it is a good idea for every new manager to have some idea about labor laws under the purview of centre and state "" Because it means understanding the rights of people working under them. It is obligatory knowledge. Employment law covers all rights and obligations within the employer "" employee relationship""whether they are current employees, job applicants, or former employees.
The top five laws that a manager should be aware of are:
The key categories: Labor laws fall under the key categories Salary & payroll, administration, social security and employee relations.
Follow the Act:
The Key Labor Laws Related To Salary & Payroll Are:
The Payment of Wages Act, 1936
The Minimum Wages Act, 1948
The Payment of Bonus Act, 1965
The Equal Remuneration Act, 1976
The Key
Labor Laws Related To Administration Are:
The Factories Act, 1948
The Shops and Establishment Act, 1948
The Indian Fatal Accidents Act, 1985
The Contract Labor (Regulation & Abolition) Act, 1970
The Apprentices Act, 1961
The Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959
The Key Labor Laws Related To Social Security Are:
The Workmen"s Compensation Act, 1923
The Employees" State Insurance Act, 1948
The Employee Provident Fund & Miscellaneous Provisions Act, 1952
The Maternity Benefit Act, 1961
The Payment of Gratuity Act, 1972
Employment and Retirement Benefit Act of Different Union Territories and States.
The Key Labor Laws Related To Employee Relations Are:
The Industrial Dispute Act, 1947
The Industrial Employment (Standing Orders) Act, 1946
Recognition of Trade Unions and Prevention of Unfair Labor Practices Act of Different Union Territories and States.
No discrimination: It is against the law to discriminate on the basis of caste, community, creed, race, color, religion, national origin, sex, age or disability. Even if our society has many obvious and direct employment reservations that are based on communities, a manager is not entitled to deny anyone an opportunity based on these factors, outside of the quota of reservations. It does sound a little hypocritical, but well, it makes sense not to allow discrimination to creep even outside of the reservation quotas where it is apt. And within a private enterprise, it is all at the discretion of the management and the manager who is the representative of the organization "" so do not discriminate.
Report well: As a representative of the company, a manager must report any information that pertains to the performance of employees regardless of where and when that information is heard. To avoid problems in a social environment, do not inquire about personal issues off the job and warn off any disclosure by employees while off the job.
Sexual harassment: A manager should be aware that sexual harassment covers all employees. No one is beyond its purview. It is up to the manager to employ due diligence in initiating appropriate inquiry and not overlook complaints that may arise, even at subtle planes - Because it is the responsibility of the manager not to put his organization at legal risk. Sexual harassment or hostile work environment protections extend to customer, vendor and supplier relationships, as well as to employees.
An organization is usually considered "guilty until proven innocent" when accused of illegal labor practices. The burden of proof usually falls on the employer to show that behavior was within the framework of building healthy and strong employee relationships.
While managers need not be legal experts, a proper understanding of the rights of the employees will help them protect their company from responsibilities and damages as well as foster sound relations with employees.
by: TPblogger
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