What Basic Indian Labor Law One Should Know
Every country across the globe has labor rights which forms part of the socio-economic development. Every nation has passed some laws that would protect these rights, and these would address the restrictions and legal benefits of the labors and their organizations, and this is commonly called as labor laws.
Simply defined, the legal structure or administrative ruling that deals with the restrictions and rights that the government would impose on the labors and their organizations are called labor laws. The general coverage of this law are the demands of the employees for a better working condition, the right to form trade union, to work independently without participating the union, and other safety rights. Other coverage of the law would be on the demand of the employers for control over the use of power by the workers union, the cost of labor, their costly health and safety requirements, and so forth.
In India, the labor laws both regulate employment terms and the provision of labor rights to their employees. The labor laws in India are specifically targeting the employer-employee relationship where the legal rights to the workers are guaranteed together with the promotion of their interests. Thus, the main objective of labor laws revolves around the needs and demands of employees, and actually in working towards bringing the specific improvement in areas like working conditions, wages, working hours, protection rights, and so forth to the employees.
Like in any other nations, there is the same coverage in labor laws for the fundamental labor rights that would maintain a harmonious relationship between employers and employees and trade unions, although in India, with culture, society and constitution differ, certain amendments are made on these laws.
Be informed that all the commercial establishments in India are required to implement the Central and State Government Labor law enactments in organizations to be legally authorized. Among these enactments of Central Government are the Employees Provident Fund Act of 1952, the Employees State Insurance Act of 1948, the Minimum Wages Act of 1948, the Contract Labor Act of 1970, the Payment of Bonus Act of 1965, the Maternity Benefit Act of 1961, the Payment of Wages Act of 1936, and the Equal Remuneration Act of 1976.
All companies in India are to follow the above mentioned enactments and other allied laws so that their business will function smoothly, and any company that does not follow the rules listed would be subject to punishment by the Indian government.
To look into the rights of workers, organizations in India are recommended to hire labor law consultant or outsource this legal work. There are comprehensive services that these consultancies would offer. All of these are directed to the goal of maintaining healthy relationship between the working people and the organizations where they belong.