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MAIN PROVISIONS
THE TRADE UNION ACT, 1926
OBJECTIVE
TO CONFER A LEGAL AND
CORPORATE STATUS ON
REGISTERED TRADE UNIONS.
IMMUNITY FROM CIVIL AND
CRIMINAL LIABILITY TO TRADE UNION
EXECUTIVES & MEMBERS FOR
BONAFIDE TRADE UNION ACTIVITIES.
THE ACT APPLIES TO ENTIRE TRADE 1
UNION.
LIMITATIONS OF TRADE UNION
ACT
1. MULTIPLICITY OF UNIONS.
2. POLITICISATION.
3. THE ACT PROVIDES FOR
REGISTRATION, BUT NOT
RECOGNITION.
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MAIN PROVISIONS OF
INDUSTRIAL EMPLOYMENT ACT
1. PROCEDURE FOR SUBMISSION OF
DRAFT STANDING ORDER.
2. CONDITION OF CERTIFICATION.
3. DATE OF OPERATION AND DISPLAY
OF THESE ORDERS.
4. PROCEDURE FOR MODIFICATIONS.
5. MACHINERY FOR THE
IMPLEMENTATION OF THE ACT.
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1. REGISTRATION OF UNIONS.
2. RIGHTS AND PRIVILEGES.
3. OBLIGATIONS AND LIABILITIES OF
REGISTERED TRADE UNIONS.
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THE INDUSTRIAL EMPLOYMENT
(STANDING ORDERS) ACT, 1946
THE ACT CAME INTO FORCE ON
APRIL 1, 1946.
REGULATION OF THE CONDITIONS OF
RECRUITMENT, DISCHARGE,
DISCIPLINARY ACTION, HOLIDAYS OF
THE WORKERS EMPLOYED IN
INDUSTRIAL UNDERTAKINGS WITH
250 OR MORE WORKERS.
MODEL STANDING ORDERS
1. WORKING HOURS (INCLUDING SHIFT
WORK AND OVERTIME).
2. ATTENDANCE RULES AND REGULATIONS.
3. HOLIDAYS AND LEAVE.
4. PAYMENT OF WAGES.
5. DEDUCTION FROM WAGES.
6. PAYMENT OF BONUS.
7. INCREMENTS AND PROMOTIONS.
8. TRANSFER
9. DISCIPLINE ETC.
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MAIN PROVISIONS OF
THE FACTORIES ACT, 1948
FACTORIES ACT
OBJECTS 1. HEALTH, SAFETY AND WELFARE;
TO ENSURE ADEQUATE SAFETY MEASURES AND 2. HOURS OF WORK.
TO PROMOTE THE HEALTH AND WELFARE OF THE
WORKERS EMPLOYED IN FACTORIES. 3. EMPLOYMENT OF YOUNG PERSONS AND
WOMEN.
THE ACT EXTENDS TO THE WHOLE OF INDIA AND 4. ANNUAL LEAVE WITH WAGES.
APPLIES TO ALL ESTABLISHMENTS EMPLOYING 10 5. OCCUPATIONAL DISEASES.
OR MORE WORKERS WHERE POWER IS USED
AND TO ESTABLISHMENTS EMPLOYING 20 OR 6. ADMINISTRATION.
MORE WORKERS WHERE POWER IS NOT USED. 7. ENFORCEMENT AND
8. PENALTIES FOR OFFENCES.

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ADMINISTRATION UNDER
LABOR WELFARE OFFICER
FACTORIES ACT, 1948
FACTORIES EMPLOYING 500 OR MORE
WORKERS ARE REQUIRED TO APPOINT
LABOR WELFARE OFFICERS TO LOOK
AFTER THE WELFARE OF WORKERS. STATE GOVERNMENTS WILL
ADMINISTER THE ACT THROUGH
THE STATE GOVERNMENTS ARE THEIR OWN FACTORY INSPECTORS.
EMPOWERED TO PRESCRIBE THE DUTIES,
QUALIFICATIONS AND SERVICE
CONDITIONS OF THESE OFFICERS.

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MAIN PROVISIONS OF
THE INDUSTRIAL DISPUTES
INDUSTRIAL DISPUTES ACT,
ACT, 1947
1947
THE ACT PROVIDES A MACHINERY FOR IT RELATES TO
PEACEFUL ESTABLISHMENTS OF WORKS 1. WORKS COMMITTEES.
COMMITTEES TO PROMOTE HARMONIOUS
RELATIONS BETWEEN THE EMPLOYERS 2. CONCILIATION AND ADJUDICATION
AND WORKERS. MACHINERY.

INTRODUCED PRINCIPLE OF COMPULSORY 3. STRIKES AND LOCKOUTS AND

ADJUDICATION AND PROHIBITED STRIKES
WITHOUT NOTICE IN PUBLIC UTILITIES. 4. LAY OFF AND RETRENCHMENT.

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WORKS COMITTEES
APPROPRIATE GOVERNMENTS HAVE CONCILIATION AND
BEEN EMPOWERED TO PRESCRIBE
THAT WORKS COMMITTEES SHOULD ADJUDICATION MACHINERY-
BE CONSTITUTED IN EVERY
INDUSTRIAL ESTABLISHMENTS IN
WHICH 100 OR MORE WORKERS ARE VOLUNTARY ARBITRATION
ENDEAVOUR.
COMPULSORY ARBITRATION

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STRIKES AND LOCK OUTS
THE APPROPRIATE GOVERNMENTS
ARE AUTHORISED TO PROHIBIT AND
DECLARE STRIKES AND LOCKOUTS
TO BE ILLEGAL IF THEY ARE
DECLARED WITHOUT GIVING NOTICE
IN THE PRESCRIBED MANNER.
LAYOFF, RETRENCHMENT
AND CLOSURE
LAYOFF, RETRENCHMENT AND
CLOSURE ARE ILLEGAL EXCEPT WITH
THE PRIOR PERMISSION OF THE
APPROPRIATE GOVERNMENT.

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MINIMUM WAGES ACT, 1948 MAIN PROVISIONS OF MINIMUM

WAGES.
STATUTORILY DETERMINATION OF THE 1. THE MINIMUM TIME RATES;
FLOOR WAGE IN INDUSTRY AND TRADE
2. MINIMUM PIECE RATES;
WHERE LABOR ORGANIZATIONS ARE
EITHER NON-EXISTENT OR INEFFECTIVE. 3. GUARANTEED TIME RATES; AND
4. OVERTIME RATES FOR DIFFERENT
THE MINIMUM WAGES CAN BE OCCUPATIONS, LOCALITIES, OR
PRESCRIBED BY THE APPROPRIATE CLASSES OF WORK AND FOR
GOVERNMENT, STATE OR CENTRAL AS ADULTS, ADOLESCENTS, CHILDREN
THE CASE MAY BE. AND APPRENTICES.
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ADMINISTRATION OF MINIMUM THE PAYMENT OF BONUS ACT,

WAGES ACT, 1948
ADVISORY COMMITTEES OR BOARDS
BY THE APPROPRIATE GOVERNMENT
FIX AND REVISE THE MINIMUM
WAGES AND ADVISE THE CENTRAL
OR STATE GOVERNMENT.
1965
TO MAKE PAYMENT OF BONUS TO
WORKMEN IN CERTAIN CATEGORIES
A STATUTORY OBLIGATION.
IT IS APPLICABLE TO ALL FACTORIES
AND CERTAIN ESTABLISHMENTS LIKE
PUBLIC UTILITIES.

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MAIN PROVISIONS OF BONUS MINIMUM AND MAXIMUM

ACT, 1965
RELATES TO
1. ELIGIBILITY FOR BONUS;
2. PAYMENT OF MINIMUM AND MAXIMUM
BONUS;
3. TIME LIMIT FOR PAYMENT OF BONUS;
4. DEDUCTIONS FROM BONUS;AND
5. COMPUTATION OF GROSS PROFITS AND
AVAILABLE ALLOCABLE SURPLUS.
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LIMIT
THE MINIMUM LIMIT IS 8.33 % AND
MAXIMUM IS 20% OF THE WAGES.
MINIMUM BONUS IS TO BE PAID EVEN
IF THE ORGANIZATION INCURS LOSS.
IT SHOULD BE PAID WITHIN 8
MONTHS FROM THE CLOSE OF THE
ACCOUNTING YEAR.
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MAIN PROVISIONS OF
WORKMENS COMPENSATION
WORKERS COMPENSATION
ACT, 1923
ACT
IMPOSES AN OBLIGATION UPON
EMPLOYERS TO PAY COMPENSATION 1. ENTITLEMENT;
TO WORKERS FOR ACCIDENTS
ARISING OUT OF AND IN COURSE OF 2. RATES;
EMPLOYMENT, RESULTING IN DEATH
OR TOTAL OR PARTIAL 3. COVERAGE OF DEPENDANTS; AND
DISABLEMENT FOR A PERIOD
EXCEEDING THREE DAYS.
4. DISTRIBUTION OF COMPENSATION.
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MAIN PROVISIONS OF
WORKMENS COMPENSATION
ACT
COMPENSATION IS PAYABLE IN CASE
OF INJURY CAUSED BY ACCIDENT
ARISING OUT OF AND IN COURSE OF
EMPLOYMENT, BUT NOT DUE TO THE
FAULT OF THE WORKER OR HIS
WILFUL DISOBEDIENCE OF AN
ORDER.
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MAIN PROVISIONS OF
GRATUITY ACT, 1972
IT IS PAYABLE TO ALL EMPLOYEES
COVERED BY THE ACT WHO HAVE
PUT IN 5 YEARS OF CONTINUOUS
SERVICE AT THE TIME OF
TERMINATION OF SERVICE, BE IT DUE
TO DEATH, DISABLEMENT,
RESIGNATION, RETIREMENT OR
RETRENCHMENT.
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PAYMENT OF GRATUITY ACT,
1972
IT IS DENIED ONLY IN CASES OF
CERTAIN TYPES OF MISCONDUCT.
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PAYMENT OF GRATUITY ACT,
1972
IT IS A GRATUITOUS PAYMENT AND IS
STATUORY SOCIAL OBLIGATION OF
THE EMPLOYER AS ON 16/09/72.
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MAIN PROVISIONS OF
GRATUITY ACT, 1972
FOR EVERY YEAR OF COMPLETED
SERVICE OR PART THEREOF IN
EXCESS OF SIX MONTHS, THE
EMPLOYER WILL HAVE TO PAY TO AN
EMPLOYEE AT THE RATE OF FIFTEEN
DAYS WAGES BASED ON THE WAGES
LAST DRAWN, SUBJECT TO A
MAXIMUM OF 20 MONTHS WAGES.
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