...LAW ACT, 2003 ARRANGEMENT OF SECTIONS 1. Scope of application PART II – PUBLIC EMPLOYMENT CENTRES AND PRIVATE EMPLOYMENT AGENCIES 2. Establishment of Public Employment Centre and registration of private employment agencies 3. Functions of the Centres 4. Registration of unemployed persons 5. Employment through Centres or Agencies 6. Employment data 7. Private Employment Agencies PART III – PROTECTION OF EMPLOYMENT 8 Rights of employers 9. Duties of employers 10. Rights of workers 11. Duties of workers 12. Contract of employment 13. Written statement of particulars of contract of employment 14. Prohibition of restrictive conditions of employment 15. Grounds for termination of employment 16. Types of contract of employment 17. Notice of termination of employment 18. Remuneration on termination of employment 19. Exception PART IV – GENERAL CONDITIONS OF EMPLOYMENT Sub-Part – Annual leave with pay 20. Leave entitlement 21. Continuous service 22. Interruption of work by public holidays, sickness of worker etc. 23. Interruption of work by voluntary work, civic duties and special leave 24. Sick leave not part of annual leave 25. Leave to be uninterrupted 26. Employer to bear cost of leave interruption 27. Record of employment leave 28. Worker may take leave in two equal parts 29. Leave entitlement to be restored to suspended worker on reinstallment 30. Termination of employment not to affect leave entitlement earned ...
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...Critical Analysis on Bonded Labour System (abolition) Act, 1976 SALIENT FEATURES OF THE BONDED LABOUR SYSTEM (ABOLITION) ACT, 1976 • This Act provides for the abolition of the system of bonded labour. It freed unilaterally all the bonded labourers from bondage with simultaneous liquidation of their debts. • The Act does away with every obligation of a bonded labourer to repay any bonded debt; it also dispenses with the future liability of repaying a bonded debt. The law provides that (a) no suit or other proceedings shall be instituted in any Civil Court for the recovery of any bonded debt (b) every attachment made before the commencement of the Act for the recovery of any bonded debt shall stand vacated and (c) such movable property shall be restored to the bonded labourer. • The district and sub-divisional magistrates have been entrusted with certain duties/responsibilities towards implementation of statutory provisions. Under Section-13 of the Act, Vigilance Committees are required to be constituted at the district and sub-divisional level for implementation of the provisions of the law. They are composite bodies with representatives from different cross sections of the society and have a life of 2 years. • Registers...
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...UNILEVER SECURES ITS MOBILE DEVICES Unilever is a $54 billion global manufacturer and 'supplier of fast-moving consumer goods, including brands such as Q Tips, Lipton tea, and Dove personal care products. It operates in 57 countries, with regional teams for Europe, the Americas, and Asia/Africa (including Australia.) Unilever also has teams for its Foods and Home and Personal Care products. This global giant is known for its ability to leverage products and brands throughout the world by tailoring them to local conditions and for its commitment to top-quality management. Unilever recruits its managers from all over the world and carefully trains them to serve as a unifying force for its operations. In March 2004, Unilever's senior management ordered the company's thousand top executives to be equipped with mobile handheld devices to increase their productivity. The devices had to provide both voice and data transmission, operate on different wireless networks, be able to view e-mail attachments, such as Word files, and run on battery power for more than four hours. The company selected BlackBerry 7100, 7290/ and 8700 handhelds from Research in Motion because they were the leader in their category and they worked with heterogeneous e-mail servers and multiple wireless network standards, including CDMA and Wi-Fi. Selecting the handheld was the easy part. The hard part was making sure Unilever's handhelds were secure. Wireless handhelds are easy to lose or steal because...
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...produced per time period with various combinations of resources and with a given state of technology. The production function can be presented as an equation, a graph or a table. The production function summarised in Table 8A.1 reflects, for a hypothetical firm, the output resulting from particular combinations of resources. This firm uses only two resources: capital and labour. The amount of capital used is listed in the left-hand column of the table, and the amount of labour employed is listed across the top. For example, if 1 unit of capital is combined with 7 units of labour, the firm can produce 290 units of output per period. We assume that the firm produces the maximum possible output given the combination of resources employed, and that the same output could not be produced with fewer resources. Since we assume that the production function combines resources efficiently, 290 units is the most that can be produced with 7 units of labour and 1 unit of capital. Thus, we say that the firm’s production is technologically (or productively) efficient. We can examine the effects of adding additional labour to an...
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...Section III: Ratification of Conventions and acceptance of obligations (ILS Handbook of Procedures) Handbook of procedures relating to international labour Conventions and Recommendations III. Ratification of Conventions and acceptance of obligations 18. Procedure. Article 19 of the Constitution provides: 5(d) (I)f the Member obtains the consent of the authority or authorities within whose competence the matter lies, it will communicate the formal ratification of the Convention to the Director-General and will take such action as may be necessary to make effective the provisions of such Convention. 19. Form of communication of ratification. No specific requirements as to form are laid down in the Constitution. Each State will have its own constitutional provisions and practice. In order to be registered, an instrument of ratification nevertheless must (Endnote 1): (a) clearly identify the Convention being ratified; (b) be an original document (on paper, not a facsimile or photocopy) signed by a person with authority to engage the State (such as the Head of State, Prime Minister, Minister responsible for Foreign Affairs or Labour); (c) clearly convey the Government's intention that the State should be bound by the Convention concerned and its undertaking to fulfil the Convention's provisions, preferably with a specific reference to article 19(5)(d) of the ILO Constitution. 20. Compulsory declarations to be included in or to accompany ratifications. Several Conventions...
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...INTRODUCTION Contract labour, the labour of workers whose freedom is restricted by the terms of a contractual relation and by laws that make such arrangements permissible and enforceable. The essence of the contract labourer’s obligation is his surrender for a specified period of the freedom to quit his work and his employer. Other stipulations cover such matters as repayment of the costs of transportation, housing, training, and other expenses. The system of employing contract labour is prevalent in most industries in different occupations including skilled and semi skilled jobs. It is also prevalent in agricultural and allied operations and to some extent in the services sector. A workman is deemed to be employed as Contract Labour when he is hired in connection with the work of an establishment by or through a contractor. Contract workmen are indirect employees; persons who are hired, supervised and remunerated by a contractor who, in turn, is compensated by the establishment. Contract labour has to be employed for work which is specific and for definite duration. The system of contract labour offers tremendous opportunities for employment and allows the employers flexibility to choose what is best for them. This helps improve productivity and service competitiveness. The principal employer should however have to ensure payment of wages to contract labour as laid down by the law in force as also other basic amenities and other social security benefits The...
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...Law Labour Law 2 Branches of Government Legislature Parliament of Sri Lanka President and the Cabinet of Ministers Courts Makes laws Executive Implements the laws Interprets the laws Judiciary 3 Labour Law • Governs and Regulates the Relationship of Employer [Master] and Employee [Servant] Labour Law = Employment Law = Law relating to Master and Servant Employment = Employer + Employee 10-Jun-14 4 History of Labor Law of Sri Lanka • • • • • • • • • • • 1815 - Captured by British, 1823 - Started Estates Immigrant workers, Wage Labour Newly emerged working class, Unskilled, born to work Ordinance No 5 of 1841 – Contract for hire and service Ordinance No 14 of 1872 – Medical and Health Care Ordinance No 13 of 1889 – Estate Labour (indian) Ordinance No 1 of 1923 – Indian Immigrant Labour Ordinance No 27 of 1927 – The Minimum Wage 5 Ministry of Labour – History in Brief • • • • • • • • • 1931 – Ministry of Labour, Industries & Commerce 1947 – Ministry of Labour and Social Service 1952 – Ministry of Labour 1956 – Ministry of Labour Housing & Social Service 1959 - Ministry of Labour 1960 - Ministry of Labour Industry and Fisheries 1961 - Ministry of Labour & Nationalized Services 1963- Ministry of Labour & Social Services 1965 - Ministry of Labour, Employment and Housing 6 Contd.. 1970 - Ministry of Labour •1989 - Ministry of Labour & Social Welfare •1990 - Ministry of Labour and Vocational Training •1997 - Ministry of Labour •2001...
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...immigrants, recruitment and management of individuals gained vitality. Managers were higher than the employees. This system created a gap between the labour force and the management. Social welfare approached in the early HRM helped the immigrants to get adjusted to their jobs and to 'American' way of life. The programs was assigned to ensured an increase in productivity. In the 1790s, employees empower considerably and increased at a quick pace .In the 1800s and 1900s the advent of Labour Union led HR department more capable in politics and diplomacy. HR department has management, labour unions, and Frederick W. Taylor's (1856-1915) theory of 'Scientific Management'. In 1902, National Cash Register was formed to handle employee grievances, record keeping, wage management and other employee-related functions. In 1913, the US Department of Labour promoted the welfare of employees. In 1920s and 30s, the impact of the Hawthorne studies enhanced the physical work conditions for employees changes from workers' efficiency to efficiency through work satisfaction. In 1938, the Fair Labour Standards Act provided security and helped increased the standard of the employees. Since then, the welfare of workers have more new and efficient laws. Therefore, human relations became a prominent feature of organizational behaviour. The National Labour...
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...initially established in 1919 to provide settlement for industrial disputes and it still provide voluntary arbitration role. It also has a constitutional power about taking decisions between trade unions and employers or the management. The Industrial court is also known as the labour court. According to the Industrial Court Act in Mauritius the Industrial court is established by section 3 of the Industrial Court Act. The Industrial Court is composed of two Magistrates who are appointed by the Judicial and Legal Service Commission. The industrial law has some other powers that is any worker facing any difficulties at work can apply to the magistrate...
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...THIRD INDIA-EU SEMINAR ON EMPLOYMENT RELATIONS AND RESOLUTION OF CONFLICTS (NEW DELHI – SEPTEMBER 22-23, 2008) India and European Union (EU) have entered into a Joint Action Plan to have a policy dialogue and cooperation in the fields of employment and social policy to share experience, periodic exchange of views and information on the following issues:(i) Labour and employment issues, including employment policies, restructuring, the global employment opportunities and requirements for trained manpower; (ii) Human resource management in particular through training and skills development; and (iii) Social Security. 2. In line with the Joint Action Plan, the Ministry of Labour & Employment, Government of India has signed an Memorandum of Understanding (MOU) with the European Commission to strengthen dialogue and exchange of views and information on issues of common interests within the area of employment and social policy such as: skills, training and employment, social security, occupational health and safety; workers’ participation in management; and other relevant issues jointly identified. The structured dialogue consists of exchanges of experience, best practice, views and information on topics of common interest, trends and policy developments related to the above areas. As a part of this structured dialogue, it has been agreed upon to organize a joint seminar on mutually identified issues every year. These seminars will bring together EU and India government...
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...| | CHILD LABOUR INTRODUCTION Child labour (U.S. child labor) refers to the employment of children at regular and sustained labour. This practice is considered exploitative by many international organizations and is illegal in many countries. Child labour was utilized to varying extents through most of history, but entered public dispute with the advent of universal schooling, with changes in working conditions during the industrial revolution, and with the emergence of the concepts of workers' and children's rights. In many developed countries, it is considered inappropriate or exploitative if a child below a certain age works (excluding household chores or school-related work). An employer is usually not permitted to hire a child below a certain minimum age. This minimum age depends on the country and the type of work involved. States ratifying the Minimum Age Convention adopted by the International Labour Organization in 1973, have adopted minimum ages varying from 14 to 16. Child labor laws in the United States set the minimum age to work in an establishment without restrictions and without parents' consent at age 16. * | Historical During the Industrial Revolution, children as young as four were employed in production factories with dangerous, and often fatal, working conditions. Based on this understanding of the use of children as labourers, it is now considered by wealthy countries to be a human rights violation, and is outlawed, while...
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...As a Human Resources Manager, the level of supply and demand in the labour market affects the recruitment and retention of employees. Before I analyse the impacts of supply and demand in the labour market, I will first define what the labour market is in the context of HRM. According to Wilton 2013, labour markets are “the mechanism by which human labour is bought and sold and how the number and type of available jobs, the labour demand, is matched with the number and type of available workers, the labour supply.” In other words, employers are the buyers of labour with the employees being the seller. Labour markets can be segmented in many different ways, such as geographic location, occupation, or industry but for the purposes of this case study the labour market will be organised along the lines of occupation as I am trying to recruit staff for two different occupations. The supply and demand for these labour markets differ, as there is a greater supply of catering employees than registered midwives. According to the Department of Employment 2014, there is a shortage of midwives both in Sydney and regional NSW, particularly with experienced midwives as 40 percent of employers unable to find suitable applicants. As of 2014, there has been a 20.1 percent decrease in registered midwives since 2011 (Australian Institute of Health and Welfare 2015) due to the introduction of the new regency of practice standards that require midwives to actively be working in midwifery to maintain...
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...Since 1997 England’s uncodified constitution has seen a significant amount of change. Westminster has devolved some of its power, an Act protecting and stating human rights has been established and a referendum is due to be held in 2014 on whether or not Scotland should have a codified constitution. While one could argue that discussions as to whether the upper house should be elected or appointed have not yet reached a decision, and it has taken over a decade for a devolved assembly to have the chance to be independent, it would appear that constitutional changes have gone as far as they are ever going to, however it ... gone far enough. Parts of the British political system were seen as undemocratic, especially during Labour’s terms in office in the late 1990’s, in particular the House of Lords (HOL). The Labour government set out to remove all hereditary peers in 1999; instead they abolished all but 92 and now promoted life peers as an alternative. Many Lords and Ladies are offered a place in the HOL either for service, such as previous MP’s, or due to their particular knowledge in a field, such as Alan Sugar as he has a vast amount of knowledge in business. However this was the last reform made, no more hereditary peers have been abolished, the question on whether or not to make the upper house elected is still on-going and previous conservative MP’s still hold more seats than any other party thus making the HOL unrepresentative and undemocratic. Therefore many argue this...
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...Role of labour and industrial laws are of paramount importance. We know that the total economy of a country greatly depends upon the industrial sector. In addition, the growth of the industrial sector involves with some major aspect. These major aspects are the local investment policy, foreign direct investment policy, labour management etc. Besides the necessary infrastructure for investment natural resources are also important and it is very clear that if all these essential elements are not available then growth of industrial sector is unfeasible. Besides all these things labour issues are also very important. Proper management of labour is an essential matter for growth of industrial sector. Timely disposal of labour disputes are also important. We see that in most of the cases the labour law disputes do not solve with in short time. So the remedy which is essential from the case becomes delayed. The labour law is very much important in Bangladesh perspective. It is highly important for the industrial development of Bangladesh. We know that labour is a most important part of an industry. So, we can not think an industry with out labour. Labour right is most essential in Bangladesh. But the labours are in ignorance about their right. They don’t know properly about labour laws and education. It is a great problem. For this reason, they retrenched by the employee. Very often, they retrenched with out any legal process. Labour Laws in Bangladesh: In Bangladesh 47 labour laws are...
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...informal sector poses a big challenge. 94% of our work force is in the informal sector where implementation of labour laws is difficult. Harmonious relationship is necessary for both the employers and employees to safeguard the interests of both the parties of production and all the other stakeholders. Evolution of IR in India The first phase (1947 to 1966): It was a time of import-substitution industrialization and national capitalism. Large employment-intensive public enterprises were forming and largely centralized bargaining with static real wages. The public sector unionism was growing and industrial relation was majorly Government controlled and regulated. The second phase (1967 to 1980): The employment growth was slowing down and real wages were declining. The IR system faced a major crisis during this phase. There were massive strikes, industrial conflicts, multiple unionism and decline in strength. The government was losing control over the IR system. The third phase (1981 to 1991): This was a period of ‘jobless growth’. The ‘independent’ enterprise unionism was rising and several city/ regional IR systems were operating. The government was slowly withdrawing from IR system. The post-reform decade (1992-2007): About 15% of the workforce (approximately 1.1 million) lost their jobs during 1995-2000 because of natural attrition, hiring freezes and weakly enforced labour laws. In 2004-05, employment growth outstripped population growth. Trade Unions in India Union | Party...
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