...:1: QUESTION PAPER BOOKLET CODE : A Question Paper Booklet No. 327 Roll No. : Time allowed : 3 hours Total number of questions : 100 Maximum marks : 100 Total number of printed pages : 20 Instructions : 1. 2. Candidates should use blue/black ballpoint pen ONLY to fill-in all the required information in OMR Answer Sheet and this Question Paper Booklet. Answer Sheet cannot be taken out from the Examination Hall by the examinees and the same is required to be properly handed over to the Invigilator/Supervisory staff on duty and acknowledgement be obtained for doing so on the Admit Card before leaving the Examination Hall. Candidates are required to correctly fill-in the Question Paper Booklet Code and the Question Paper Booklet No. (as mentioned on the top of this booklet) in the OMR Answer Sheet, as the same will be taken as final for result computation. Institute shall not undertake any responsibility for making correction(s) at later stage. This Question Paper Booklet contains 100 questions. All questions are compulsory and carry ONE mark each. There will be no negative marking for wrong answers. Seal of this Question Paper Booklet MUST NOT be opened before the specified time of examination. Immediately on opening of Question Paper Booklet, candidates should ensure that it contains 100 questions in total and none of its page is missing/misprinted. In case of any discrepancy, the booklet shall be replaced at once. 3. 4. 5. 6. 7. Each question is followed...
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...Notes for Interview – Industrial Relations & Human Resource Dear Friends I have prepared few questions that will help the fresher’s or beginners in interview for IR/HR deptt. I have prepared these questions from my own Experience when I was fresher and these questions were asked by HR/IR heads of various companies. So pl get print out of these notes and do prepration and crack the interview . Thanks & Regards Bhuvnesh Singh MSW 09569780456 What is the difference between PM and HR? Personnel Management is widely used few years back. The main task of PM was to maintain personal records of the employees of the organization. It was just a job to maintain the records (Database), sometime PM use to take care of the recruitment and joining formalities but never expected beyond that. Human Resource Management takes care of all the aspect, right from Strategic planning Recruitment Joining formalities Induction Training Employee relationship Handling Employee Grievances Attrition Retention Exit Formalities Define SHIFT and RELAY. Where the work of the same kind is carried out by two or more of sets of workers working during different periods of the day each of such sets is called RELAY and each of such periods is called SHIFT. Define Job? Job is a collection of task to be performed everyday. What is Job Analysis? Job analysis is the process of studying and collecting information relating...
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...Submitted by: Submitted to: S Vasanth (CCBMDO/12-13/A21) Dr. Iragaravarapu Sridhar CCBMDO Batch: 09 Perspectives of Law and Business Assignment December 16, 2012 CORPORATE COMPLIANCE OF LABOUR LAWS INDEX PAGE No Cover Page with Contents 1 Introduction 2 Conceptual Discussions 3 Implementation of Labour Laws 6 Labour Laws Prevailing in Other Countries 26 Data Analysis & Interpretation 32 Conclusion & Recommendation 38 Bibliography 40 Chapter – 1 INTRODUCTION 1. Labour law also known as employment law is a body of laws, administrative rulings and precedents which address the legal rights of, and restrictions on, working people and their organisations. It mediates many aspects of the relationship between trade unions, employers and employees. In brief, Labour law defines the rights and obligations as workers, union members and employers in the workplace. Generally Labour law covers:- (a) Industrial Relations – Certification of Unions, Labour-management relations, collective bargaining and unfair labour practices (b) Workplace health and safety (c) Employment standards, including general holidays, annual leave, working hours, unfair dismissal, minimum wage, layoff procedures and severance pay. 2. There are two broad categories of Labour law. First, collective labour law relating to the tripartite relationship between employee, employer and...
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...Assignment December 16, 2012 CORPORATE COMPLIANCE OF LABOUR LAWS INDEX PAGE No Cover Page with Contents 1 Introduction 2 Conceptual Discussions 3 Implementation of Labour Laws 6 Labour Laws Prevailing in Other Countries 26 Data Analysis & Interpretation 32 Conclusion & Recommendation 38 Bibliography 40 Chapter – 1 INTRODUCTION 1. Labour law also known as employment law is a body of laws, administrative rulings and precedents which address the legal rights of, and restrictions on, working people and their organisations. It mediates many aspects of the relationship between trade unions, employers and employees. In brief, Labour law defines the rights and obligations as workers, union members and employers in the workplace. Generally Labour law covers:- (a) Industrial Relations – Certification of Unions, Labour-management relations, collective bargaining and unfair labour practices (b) Workplace health and safety (c) Employment standards, including general holidays, annual leave, working hours, unfair dismissal, minimum wage, layoff procedures and severance pay. 2. There are two broad categories of Labour law. First, collective labour law relating to the tripartite relationship between employee, employer and union. Second, individual labour law concerning employees’ rights at work and through contract of work. 3. Once an investor sets-up a business in India, whether a liaison office, project office, branch or company, that...
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...The Industrial Employment (Standing Order) Act 1946 There was no uniformity in the condition of service of workers until this act was brought into force. Absence of standing orders clearly defining the rights and obligations of the employees and workers in respect of terms of employment was found to be one of the most frequent causes of friction between employers and workers in many industrial establishments. (Rules of regulations = 50). There was a need or provision of effective safeguard against unjust and wrong dismissal is therefore as much as in the interest of the industry and the workers The labour investigation committee 1944, 1946 observed that an industrial workers has the right to know the terms and conditions under which he is employees and the rules of discipline he is expected to follow broadly speaking Indian Industry the rules of service are not definitely set out and like all unwritten laws, where they exit, they have been very elastic to suit the convenience of employees. The Indian labour conference in its annual sessions held in 1944-45 requested the Government to have a law on this subject accordingly the act came into force on 1st April 1947 The objective of the Act is to require of the employees in industrial establishments to define with sufficient precision the condition of employment under them and to make said conditions known to the workman employed by them. The act was enacted a) To bring about uniformity in the terms and conditions...
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...INDEX THE INDUSTRIAL EMPLOYMENT (STANDING ORDERS) CENTRAL RULES, 1946 Rule 1,2 & 2A 758, 3 & 7 759, 7A & 8 760 SCHEDULE I. Model Standing Orders in respect of Industrial Establishment not being Industrial Establishments in coal mines for Industrial SCHEDULE IA Model Standing Orders Establishments in Coal Mines SCHEDULE IB SCHEDULE II FORM I FORM II FORM III FORM IV FORM IVA FORM V Model Standing Orders on additional items Format of letter with which draft Standing Orders are required to be submitted to the certifying officer Notice under section 5 of the Industrial Employment (Standing Orders) Act, 1946 Register of Standing Orders Memorandum of Appeal Notice of discontinuance/re-starting of a shift working to be given by an employer Service Card THE INDUSTRIAL EMPLOYMENT (STANDING ORDERS) CENTRAL RULES, 19461 In exercise of the powers conferred by section 15, read with clause (b) of section 2 of the Industrial Employment (Standing Orders) Act, 1946 (20 of 1946), the Central Government in pleased to make the following rules, the same having been previously published as required by sub-section (1) of the said section 15, namely:— 1. (1) These rules may be called the Industrial Employment (Standing Orders) Central Rules, 1946. 2 [(2) They extend to all Union territories, and shall also apply in any State (other than a Union territory) to industrial establishments under the control of the Central Government or a Railway administration or in a major port, mine or oil...
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...LegalCrystal - Indian Law Search Engine - www.legalcrystal.com Gujarat Steel Tubes Ltd. and Ors. Vs. Gujarat Steel Tubes Mazdoor Sabha and Ors. LegalCrystal Citation : legalcrystal.com/655678 Court : Supreme Decided On : 1979-11-19 Reported in : AIR1980SC1896; (1980)ILLJ137SC; (1980)2SCC593; [1980]2SCR146 Judge : A.D. Koshal,; D.A. Desai and; V.R. Krishna Iyer, JJ. Acts : Industrial Employment (Standing Orders) Act, 1946; Industrial Disputes Act, 1947 - Sections 10A, 11 and 11A Appeal No. : Civil Appeal Nos. 1212, 2089 and 2237 of 1978 Appellant : Gujarat Steel Tubes Ltd. and Ors. Respondent : Gujarat Steel Tubes Mazdoor Sabha and Ors. Advocate for Pet/Ap. : V.M. Tarkunde and; Y.S. Chitale, Advs Excerpt : [A.D. Koshal,; D.A. Desai and; V.R. Krishna Iyer, JJ.] The appellant manufactures steel tubes in the outskirts of Ahmedabad city. It started its business in 1960, went into production since 1964 and waggled from infancy to adulthood with smiling profits and growling workers, punctuated by smouldering demands, strikes and settlement until there brewed a confrontation culminating in a head-on collision following upon certain unhappy happenings. A total strike ensued whose chain reaction was a whole-sale termination of all employees followed by fresh recruitment of workmen defacto breakdown of the strike and dispute over restoration of the removed workmen. As per the last settlement between the management and the workmen of 4th August, 1972, it was not open to the workmen to resort...
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...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 the labour law in India 14....
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...Case Study "Nike: The Sweatshop Debate" Sarah Martin MGT 448 July 27, 2011 Kenneth Peter Case Study "Nike: The Sweatshop Debate" “We’ve run the course – from establishing codes of conduct and pulling together an internal team to enforce it, to working external bodies to monitor factories and engaging with stakeholders” (Nikebiz, para. 2). The creation of this code of conduct came after serious allegations of using sweatshops with women and children working in hazardous conditions for less than minimum wage in overseas factories scattered across the globe to make their product. This paper uses the case study entitled, “Nike: The Sweatshop Debate,” to describe the legal, cultural, and ethical challenges that confront Nike’s global business. This paper will also determine the various roles that host governments have played as well as summarize the strategic and operational challenges that face global management for the Nike Corporation. Bill Bowerman, a track and field coach at the University of Oregon, and Phil Knight, a talented middle-distance runner from Portland, “shook hands to form Blue Ribbon Sports, pledged $500 each, and placed their first order of 300 pairs of shoes in January 1964” (Nikebiz, para. 1). In 1965, they hired their first employee, Jeff Johnson, to manage the growing requirements. In 1971, he conjured up the name Nike. According to the case study, the profits and success that the Nike Corporation has gained has affected hundreds of thousands of workers...
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...being whereby humans see the world as a homogenous supply of standing reserves that’s purpose is to be used up and consumed indefinitely (Steele). In the sway of gestell, Leach describes nihilism as the “omission” of aspects of the world “it regards as nothing, of no account” (94). As such, gestell and nihilism form an interdependent relationship, as upon developing aspects of society to function as bestand, much of the world deemed valueless falls into perpetual obscurity. In the highly technical world described in Mitchell’s An Orison of Sonmi-451, the fabricants, whose sole purpose is to serve the corporations...
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...Industrial disputes and it’s resolution on the garments industry of Bangladesh Borna Akter Department of Management Govt. BM College Barisal, Bangladesh BBA(Honours),2nd year Roll No. Md. Mizan Rahaman Assistant Professor Department of Management Govt. BM College Barisal, Bangladesh. Date of preparation: ABSTRACT Industrial dispute has been touted as a major constraint in the economy of Bangladesh. While poor management and inadequate institutional factors were widely blamed for the high propensity of industrial dispute, formation of workers’ behavioural intention of industrial dispute has hardly been studied in the context of Bangladesh. Based on three cases from Bangladesh Export Processing Zone (BEPZ), we apply theory of planned behaviour to identify what are the factors that influence the...
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...and the employees. While protective entitlements accrue to the employees, the responsibilities for compliance largely rest with the employers. SOCIAL SECURITY LAWS 6.2 The principal social security laws enacted in India are the following: • • The Employees’ State Insurance Act, 1948 The Employees’ Provident Funds & Miscellaneous Provisions Act, 1952 (Separate provident fund legislations exist for workers employed in Coal mines and tea plantations in the state of Assam and for seamen). The Workmen’s Compensation Act, 1923 The Maternity Benefit Act, 1961 The Payment of Gratuity Act, 1972 OF SOCIAL the Employees’ State Insurance Act, 1948 are administered by the Central Government through the Employees State Insurance Corporation (ESIC), whereas the State Governments and Union Territory Administrations are administering medical care under the Employees’ State Insurance Act, 1948. The Payment of Gratuity Act, 1972 is administered by the Central Government in establishments under its control, establishments having branches in more than one State, major ports, mines, oil fields and the railways and by the State Governments and Union Territory Administrations in all other cases. This Act applies to factories and other establishments. In mines...
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...Bonus Act - INDIAN BONUS ACT – 1965 Bonus - History The practice of paying bonus in India appears to have originated during First World War when certain textile mills granted 10% of wages as war bonus to their workers in 1917. In certain cases of industrial disputes demand for payment of bonus was also included. In 1950, the Full Bench of the Labour Appellate evolved a formula for determination of bonus. Introduction An Act to provide for the payment of bonus to persons employed in certain establishments on the basis of profits or on the basis of production or productivity and for matters connected therewith. It extends to the whole of India Every other establishment in which twenty or more persons are employed on any day during an accounting year. Bonus - Applicability (a) Every factory (as def. in Factories Act), & (b) Every other establishment in which 20 or more persons (less than 20 but 10 or more if appropriate Govt. notifies) are employed on any day subject to certain exemptions. (b) Bonus to be paid within eight months from the expiry of the accounting year. Establishments to include departments, undertakings and branches Where an establishment consists of different departments or undertakings or has branches, whether situated in the same place or in different places, all such departments or undertakings or branches shall be treated as parts of the same establishment for the purpose of computation of bonus Bonus – Eligibility Every employee shall...
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...: Diksha Juneja (141419) Smita Pillai (143107) Siddharth Chatterjee (153105) Batch: MBA-FT (2014-2016) Institute of Management, Nirma University Date of Submission: December 21, 2015 Introduction: This project is a review of various amendments in labour laws that have been done to make the labour laws more relevant with the needs of labour and society. The first Law is 1) Industrial Disputes Act (1947): (I)In the amendment to the Industrial Disputes Act, wherein the definition of a workman now includes a supervisor drawing a salary upto Rs. 10,000 p.m. and any person performing supervisory functions but being paid below Rs. 10,000 p.m. would be treated as workmen. In Maharashtra, where such workmen get protection of the MRTU & PULP Act, it means that termination of the supervisors can also become an industrial dispute and they would be workmen for all practical purposes. This is an important change, though many supervisors are paid in excess of Rs. 10,000/- this change is worthy of notice. i) The definition of ‘Appropriate Government’. ii) Has been amplified. (ii)While the definition of workmen remains the same, section 2(s) (IV) has been amended to exclude a person who is employed in a Supervisory capacity draws wages exceeding...
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...must first define what a leader is. Leaders have the ability to influence and motivate either a single person or group in order to achieve a goal or accomplish a task. When values or ideals are upheld by the leader, then they become a model ethical leader. The way one interprets leadership is not only formed by the world one lives in, but by the different situations one faces. With the world rapidly changing, the way one views a leader is changing as well. Several famous, well-known, individuals are thought of when one thinks of leadership. Oskar Schindler, a man who surrendered his reputation and money; who risked his own life in order to save lives of a people deemed his enemy is the perfect example of what an ethical leader is. A man, laden with faults and bad luck, rose above what was normal and did what was right. Oskar Schindler, recognizing the undeniable and horrific intentions of the Nazi Party, rebelled against the appalling acts that the Nazis committed during the Holocaust of World War II. He donated his entire income to save as many Jews as he could, experiencing greater achievement and prosperity compared to his failed business attempts as a factory owner. Due to his heroic actions, Schindler saved over 1,000 Jews from certain death. His bravery warrants praise for having risked everything dear to him, even his own life, in order to save those hated most. Schindler is an admired and ethical leader, but what makes him this way? Within this paper, we...
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