...now a days how the contemporary Labour law trend & practices apply. The origins of labour law can be traced back to the remote past and the most varied parts of the world. While European writers often attach importance to the guilds and apprenticeship systems of the medieval world, some Asian scholars have identified labour standards as far back as the Laws of Hammurabi and rules for labour-management relations in the Laws of Manu; Latin American authors point to the Laws of the Indies promulgated by Spain in the 17th century for its New World territories. None of these can be regarded as more than anticipations, with only limited influence on subsequent developments. Labour law as it is known today is essentially the child of successive industrial from the 18th century onward. It became necessary when customary restraints and the intimacy of employment relationships in small communities ceased to provide adequate protection against the abuses incidental to new forms of mining and manufacture on a rapidly increasing scale at precisely the time when the 18th-century Enlightenment, the French Revolution, and the political forces that they set in motion were creating the elements of the modern social conscience. It developed rather slowly, chiefly in the more industrialized countries of Western Europe, during the 19th century and attained its present importance, relative maturity, and worldwide acceptance only during the 20th century. The first landmark of modern labour law...
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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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...| | 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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...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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...1965 it touched record levels where unemployment was hovering at about 38.5%. However this number decreased in the 80s to about 33%-34%. Compared to other European countries in the 1970s Spain had the lowest participation by women, which was at 18% of all women in Spain. This is to be compared to Italy, which was at about 26% and in northern Europe, which was about 30% to 40 %. However with benefits, incentives, government policies, and legislation this value was raised to about 30% to 40% of the population of women working in the labour force. In the late 1980s Spain's economy was growing. This was mainly due to the rise in the employment, improved equipments, rise in industrial production and mainly government policies. However the figures might be false to a certain extent because it was believed that the underground economy had also contributed to the booming economy (http://www.workmall.com). SPANISH LABOUR MARKET The Spanish labour market is affected by tradition and culture, so there are two principal reasons that could represent the labor market in Spain. Firstly, there is a very high rate of unemployment besides the economic growth. Secondly, an individual tends to be unemployed for long time. Looking at the period from 1987 to 1991, there is 57.4%, unemployment in Spain. So in twentieth century, it was around 52.7% probably because the labor market was rigid. After the government allowed the extensive use...
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...children hands, we are partners in this because we get benefit from slavery. It means all speeches and laws against slavery are empty words. Poverty. Nothing changed from medieval ages. Children works in farms a whole week and do not get payments or their payment is 2 dollars a day. This is only one positive thing that they get but does it worth much. If children would not be slaves they could go to schools. Government has to provide education. Hence, literacy of people would increase and as a result it can decrease poverty and unemployment. What future can be if children do not have education? According to trade economics there is 15% of unemployment in Ivory Coast and this is only official numbers. If we stop eating chocolate from this country, government sunderstand that the only way to supply chocolate is give a job to adults. A special commission must be created to control this in such countries. If child labor disappears and will not exist anymore, only then trade can be reopened. Must be ensured that any monitoring and compliance scheme adopted by the industry takes full account of the need to protect all workers from forced labour no just children. · Identify and adopt all relevant national and local labour laws. · Communicate the policy to employees, suppliers/contractors and the community. · · Provide training and awareness programmes for employees at all levels.. ·...
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...DEFINITION Trade unions are independent organisations that represent workers to their employers. If you join a trade union, you are joining a group that will negotiate workplace issues such as salary, hours of work, and other conditions, on your behalf. HISTORY OF TRADE UNIONS Trade unions began in the 1880s and were legally reserved for whites only in South Africa. Organizations such as the South African Confederation of Labour (SACoL) supported employment policies that favoured white workers. In 1917 the Industrial Workers of Africa (IWA) was the first trade union established to uplift black workers. In 1919 IWA merged with the Industrial and Commercial Workers' Union of Africa (ICU), formed in 1919, in 1920. By the 1930s the South African...
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...* Administer staff monthly claims and deductions. Staffing And Recruitment * Deliver high quality candidates by sourcing, screening, interviewing and assessing applicants that match the qualifications, skills and the experience specified. * Conduct Orientation Day for newly join employee * Update and maintain staff movement data and organizational charts. * Arrange corporate mobile phone, petrol card and/or email setup Attendance & Leave Management * Administer staff attendance and leave application * Compensation And Benefits * Administer staff benefits to ensure that it is according to the approved HR Policies and Procedures Employee And Labour Relations * Maintain good interpersonal relationship among employee. Labour Laws * General correspondence with statutory bodies. Ensure compliance with all statutory requirements, its deadline and to keep abreast of current legislation. Trainings And Developments * Organise for employee and monitor the renewal from time to time. Sports And Events * Assist HR Manager to plan and organize company trip and special event for the Company. OTHER HR RESPONSIBILITIES * Handle the HR day to day operations. * Reviewing and implementation of systems, procedures and work processes to enhance internal controls and improve efficiency. * Assist...
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...Guideline for Participation Committee Development and Standardisation Team Members: Iqbal Hossain Naheed Irshad Rodney Reed Sumaiya Islam Syed Afzal Hasan Uddin Development of this Guideline is sponsored by IFC-SEDF, H&M, Carrefour, Levi Strauss, Lindex, Tesco International Sourcing, Disney Corporation and JC Penny Prepared by Reed Consulting Bangladesh Ltd. www.reedconsultingbd.com Date of Submission: December 31 2011 Guideline for Participation Committee (PC) Development and Standardisation Chapter 1 2 3 4 5 6 7 Table of Contents The purpose of the Participation Committee Membership of the Participation Committee The Office-holders of the Participation Committee The places for Management Representatives The places for Workers’ Representatives The powers of the Participation Committee compared to those of a Trades Union or in an EPZ a Workers’ Welfare Association Preparation for the formation of a Participation Committee or in preparation for new Representatives joining the Participation Committee 8 9 10 11 12 13 14 15 16 17 The duration of the Participation Committee Member Secretary of the Participation Committee Standard Documents Participation Committee Standard Procedures Election Procedure Role Description Participation Committee Member An implementation programme for the formation or development of a Participation Committee Grievance Procedure Company Suggestion Box – ‘3C Boxes’ (Comments, Complaints, Compliments) Flowchart of Participation Committee Function...
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...Human Resources Management in Business Today, I will describe the internal and external factors to consider when planning the human resource requirements of Tesco. Tesco is one of the major retailers in the world. They function in 14 different countries around the world. Some of them are UK, Slovakia, China, India or Hungary. Only in UK Tesco employs 300,000 people in over 2,900 stores. Tesco sells different ranges of product; groceries, clothes, furniture, technical equipment and many more. Whoever wants to shop at Tesco doesn’t have to even leave the house to do it. They offer online shopping option so customers can buy their everyday shopping and get it delivered usually the same day. Tesco’s main aims and objectives is to maximise the sales and profits and maintain they place in the market. They want to offer the best possible, deals and prices for their customers and meet their needs in order to stay the leading supermarket in UK. Human Resources Management Human Resources Management is the management of the organisation’s workforce. Its main role is to attract, select, recruit and train employees. Its main aim is to make sure that the organisation get the right people to work which can enable every firm to make profit and become successful. Human Resource Planning Human Resources planning is a process of looking at the current workforce and planning what is going to be needed in the future. The process helps to identify future gaps in workforce and develop...
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...LABOUR LAWS IN INDIA Index Particulars 1. Introduction a) History of Labour law 3 5 6 6 8 9 27 Page No. b) Evolution of Labour law in India c) Purpose of Labour Legislations d) Constitutional provisions with regard to labour laws e) 2. 3. 4. Labour Policy of India List of Labour laws in India Classification of labour laws in India Overview of important labour laws in India a) Apprentices Act, 1961 29 36 51 of 55 b) Employees State Insurance Act, 1948 c) Employees Provident Fund And Misc. Provisions Act, 1952 Employment Exchanges (Compulsory Notification d) The Vacancies) Act, 1959 e) f) g) Factories Act, 1948 Industrial Disputes Act, 1947 Labour Laws (Exemption From Furnishing Returns & Maintaining Registers By Certain Establishments) Act, 1988 h) Payment of Bonus Act, 1965 i) j) Payment of Gratuity Act, 1972 Workmen’s Compensation Act, 1923 83 87 91 58 74 80 1 k) l) The Trade Unions Act, 1926 Shops and Establishment Act, 1954 97 101 104 118 129 132 135 144 147 151 157 172 177 179 180 186 190 m) Laws related to wages n) Laws related to child labour o) Law related to contract labour p) Maternity Benefit Act, 1961 5. 6. 7. 8. 9. Checklist of labour law compliance Unfair labour practice Labour laws in the unorganized sector Women labour and the Law Industrial relations 10. Special points to be noted while drafting Employment Agreement 11. Important case laws under various labour legislations 12. Important organizations 13. Authorities under...
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...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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...youth labour market is not the sole reason for the upward extension of education. This trend has been in process throughout the twentieth century. There has been a generation ratchet effect: every generation of parents wants its children to at least equal and preferably exceed its own educational attainments. Hence the progressively rising levels of educational aspiration which, in recent years, have interacted with the decline in job opportunities. (Roberts, 1997 pp.148-149) 1. Are any of these NOT acceptable as a paraphrase of the first sentence? a) A percentage of young people in post-compulsory education and training would prefer to be working but are unable to find jobs. b) Some young people who are in post-compulsory education and training are disappointed employees who would prefer to have jobs if employment was available. “Some young people who enrol in post-compulsory education (and training) are discouraged workers who would rather be in employment if jobs were available.” This one is too close to the original: it follows exactly the same sentence structure and changes only a few vocabulary items (and some of these changes are simply swapping around the position of certain words). c) If there were sufficient jobs, some of the young people in post-compulsory education and training would rather be in work. 2. How could you paraphrase the second sentence? “However, the vanishing youth labour market...
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...locations of the Woolco discount retail chain. The advent of Wal-Mart’s expansion has forever changed the retail landscape in Canada. Other discount retailers such as Canadian-owned Zellers, have been hurt by Wal-Mart’s formidable rise. Wal-Mart employs a low cost provider strategy, as evidenced by their slogan “We sell for less, every day”. They sell goods at low prices, but often of poor quality. Prices are kept low by developing special relationships with suppliers, employing many part-time workers, resisting attempts by their workforce to unionize and controlling labour costs, which includes “discouragement” of working overtime. Wal-Mart founder Sam Walton once said in an interview, “I pay low wages. I can take advantage of that. Were going to be successful, but the basis is a very low wage, low benefit model of employment.” A number of Wal-Mart’s business tactics have been under fire by special interest groups and labour unions. In 2005, a store in Jonquiere, Quebec, was closed after workers came close to establishing a union. It would have been the chain’s first. While a spokesperson for Wal-Mart Canada cited profitability concerns, labour leaders decried the store closing as an example of Wal-Mart’s fierce opposition to unions. Wal-Mart has an extremely high employee turnover rate. Approximately 70% of its part-time workforce leave within the first year. In Canada, the wages of Wal-Mart employees with five or more years of experience are, on average, $1 to $2 dollars...
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...An example of an autobiographical essay/personal narrative [Written by a student in the Labour Studies program, used with permission] My name is Carlo, and I was born in June, 1958, in Italy. Our family, made up of my mother, father, and a brother, emigrated to Noranda, Quebec, when I was five years old. I encountered my first, but not last, taste of racism when kids in the neighbourhood laughed at my poor command of English. As fast as I could I learned not only English, but French as well. I became trilingual, speaking fluent French and English, as well as Italian. In the process, I made new friends from a lot of different cultural backgrounds. We then moved to Toronto, Ontario, where my Dad got work in a rubber factory. From my earliest days, I knew our family had to struggle for every penny. My Mom baked pizza which my brother sold by the slice, door to door. I caddied at the local golf courses and brought home all the money that I made. I hated it when other kids made fun of working people, like garbage collectors, who cleaned up trash for a living. When I was in grade six, I was ill in hospital for two months with a kidney infection, and it changed my whole life. I seriously took up playing guitar. I began to do photography, and joined the audiovisual club. I discovered I was artistic with an interest in graphic art, although I didn’t always agree with the kind of art assignments the teacher gave us. However, I had no idea what to do after high school graduation...
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