Dear Friends, After many past failed attempts, recently the NDA Government proposed to merge the 44 central labour legislations into five codes, relating to Industrial Relations, Wages, Social Security, Health and Safety, Welfare and Working Conditions. As one such initiative, the Ministry of Labour and Employment recently introduced the draft ‘Labour Code on Industrial Relations Bill 2015’ (Draft Code) which proposes to amalgamate three important central labour laws dealing with industrial relations:
The Trade Unions Act, 1926, which seeks to provide for the registration of trade unions and to define the law relating to registered trade unions.
The Industrial Employment (Standing Orders) Act, 1946, which was enacted to require employers in industrial establishments to formally define conditions of employment under them.
The Industrial Disputes Act, 1947, which provides for the investigation and settlement of industrial disputes and regulates matters relating to retrenchments, lay-offs, site closure, transfers of undertakings and changes in service conditions.
The present form of the Draft Code contains 107 sections and 3 schedules, dealing with various industrial relations issues, including registering trade unions, standing orders, notice of change of terms of employment, strikes, lockouts, lay-offs, redundancy and site closures. The labour ministry has set up a tripartite committee (a Joint bargaining council) with representatives from employer and trade unions and state government officials to look into all concerns to review the draft code. The ministry is planning to introduce the bill in the upcoming winter session of Parliament.
KEY PROVISIONS OF THE DRAFT CODE: The Draft Code presently includes 13 Chapters, 107 Sections and Three Schedules.
The Attachment ppt will give you overall outlook of the "Salient features of Cod on Industial Relations Bill,2019". And also "Analysis of the Code on Inddustrial Relations Bill"
Regards,
Dr. PBS KUMAR
From India, Kakinada
590 The Trade Unions Act, 1926, which seeks to provide for the registration of trade unions and to define the law relating to registered trade unions.
The Industrial Employment (Standing Orders) Act, 1946, which was enacted to require employers in industrial establishments to formally define conditions of employment under them.
The Industrial Disputes Act, 1947, which provides for the investigation and settlement of industrial disputes and regulates matters relating to retrenchments, lay-offs, site closure, transfers of undertakings and changes in service conditions.
The present form of the Draft Code contains 107 sections and 3 schedules, dealing with various industrial relations issues, including registering trade unions, standing orders, notice of change of terms of employment, strikes, lockouts, lay-offs, redundancy and site closures. The labour ministry has set up a tripartite committee (a Joint bargaining council) with representatives from employer and trade unions and state government officials to look into all concerns to review the draft code. The ministry is planning to introduce the bill in the upcoming winter session of Parliament.
KEY PROVISIONS OF THE DRAFT CODE: The Draft Code presently includes 13 Chapters, 107 Sections and Three Schedules.
The Attachment ppt will give you overall outlook of the "Salient features of Cod on Industial Relations Bill,2019". And also "Analysis of the Code on Inddustrial Relations Bill"
Regards,
Dr. PBS KUMAR
From India, Kakinada
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
A presentation on the Industrial Relations Code, 2020 - Important Changes and salient features.pdf
Wage Code Bill - Summary.docx