Content

•Industrial employment (standing orders)ACT,1946

•Industrial dispute ACT,1947
•Employee health
•Employee welfare
•Employee safety

Presented by :Martina
MBA II Sem
 Industrial Employment
 Industrial employment act 1947 applicable for
whole India. standing order means the
particular rule which is specially made for
employment .
 Establishment employing =100 or more=one
day =12 months(rule will follow)
 Appropriate govt.= can apply=notice=2
month notice(officially)
 It came into force on 23 April 1946.
Act not apply to certain industrial
establishments section 13 B
 Fundamental and supplementary
rules
 Civil services rule
 Civil services regulation
 Indian railway establishment code
 Revised leave rules
Definitions section 2

 Appellate authority [section 2a]means an

authority by the appropriate govt. By
notification in the official gazette to exercise the
functions of appellate authority under the act
 Appropriate govt. [section2b]means the state
government
 Certifying officer [section2c]means a labour
commissioner ,and include any other officer
appointed by the appropriate govt, to perform
all the functions of certifying officer under the
act
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 Employer [section 2d]means the owner of an

industrial establishment to which this act for
time being applies:-
 In a factory, any person named under section
7 of the factories act,1948,as ,manager of the
factory
 In any other industrial establishment , any
person responsible to the owner for the
supervision and control of the industrial
establishment.
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 Standing orders :- it means rules relating to

matters set out in the schedule.
 Trade union:- it means a trade union for the
time being registered under the trade unions
act 1926.
 Wages and workmen :-the meaning
respectively assigned to them in section 2(rr)
and section 2(s) of the industrial dispute act
,1947
Procedure for submission of draft
standing orders { section 3}

 With in six months from the date on which this act becomes
applicable to an industrial establishment, the employer
shall submit to the certifying officer 5 copies of the draft
standing orders propose by him for adoption in his
industrial establishment.
 The draft standing orders submitted under this section shall
be accompanied by a statement giving prescribed
particulars of the workmen employed in the industrial
establishment including the name of the trade union , if
any, to which they belong
 Subject to such conditions as may be prescribed ,a group of
employed in a similar industrial establishment may submit
a joint draft of standing order under this section .
Others provision relating to
standing orders
 Register of standing orders [section 8]a copy of
all standing orders as finally certified under the
act shall be filed by the certifying officer in a
register in the prescribed from maintain for the
purpose.
 Posting of standing orders [section 9] the text of
standing orders as finally certified under the act
shall be prominently posted by the employer in
english and in the language understood by the
majority of the workmen on special boards to be
maintain for the purpose .
 Industrial disputes act,1947
and its objectives
 Industrial disputes were settled under the
provision of the trade disputes act ,1929To
overcome from the shortcomings and
disputes ,a new act called industrial disputes
act,1947 came into existence.
 To give the workmen the right of collective
bargaining and promote conciliation.
 To provide relief to workmen in the matters
of lay-of f, wrongful dismissals and
victimisation.
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 To provide suitable machinery for

investigation and settlement of
industrial disputes between
employers and employees ,between
employers and workmen ,or between
workmen and workmen with a right
of representation.
Short title, extent and
commencement
 This act may be called the industrial dispute
act,1947
 It extends to the whole of India
 It came into force on the 1st day of the A pril 1947
 Industrial section [2j]:- “industry” means any
business ,trade ,undertaking ,manufacture or
calling of employers and includes any calling
,service ,employmen t,handycraft,or industrial
occupation or avocation of workmen.
Industry does not include
 Hospitals or dispensaries;
 Educational ,scientific,research or training
institution ;
 Khadi or village industries;
 Any domestic services;
 Institutions owned or managed by
organisation wholly or substantially engaged
in any charitable ,social or philanthropic
service.
Industrial dispute section 2k
 “industrial dispute” means any dispute or
difference between
 Employers and employees
 Between employers and workmen
 Between workmen and workmen , which is
connected with
 1. the employment of non employment
 2. the terms of employment
 3. the condition of labour
Types of industrial disputes

 Interest dispute :- this dispute relate to

determination of new wage level and other
condition of employment
 Right dispute:- under category of right
disputes ,claim is made that the workmen
have not been treated in accordance with
the rules, individual contracts of
employment ,laws and regulations an as
per collective agreements.
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 Recognition dispute:- it arises

when the management of the
undertaking or employers
organisation refuses to recognise
the trade union for the purpose of
collective bargaining.
 Causes of industrial dispute
 Economic factors:- economic needs are
the basic for the human being, if these are
not satisfied ,there will be conflict in the
factory it includes so may issues :-
 Demand for higher wages
 Bonus
 High industrial profits
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 non economic factors:-the non economic factors

of industrial disputes are not directly connected
with industry ,but some are responsible for
disputes are as follows:-
 Working condition and working hours
 Political causes
 Personnel causes
 Indiscipline
 Miscellanous causes
 Weakness of trade unions

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 Legal and political factors :-there are many

legal and political factors , which un
necessarily interface in the industrial relations
systems of an organisation
 Political interferences
 Multiplicity of labour laws
Authorities under the act
 Works committee
 Board of conciliation
 Labour courts
 Court of inquiry
 Industrial tribunal
 National tribunal
Duties of authorities under the act
 Duties of work committee:-
 Comment upon matters of their common
interest
 To create good relation between the employers
and workmen
Duties of board:-
To bring about a settlement of the dispute
To communicate reasons to the parties if no further
reference
To submit report with in 2 months
Employee health
 According to veil, “ the aim of the
industrial hygiene is the promotion
and maintenance of the highest
degree of the physical , social and
mental well being of the workers ,the
prevention of the factors which are
responsible for the ill health in the
organisation “
Objectives of employees health
 To reduce absenteeism and labour turnover
rate
 To improve efficiency and productivity of the
workers
 To reduce indiscipline
 To improve motivation and morale
 To reduce occupational diseases
 To reduce industrial unrest
Aspects of employee health

 Mental health:-mental health ,is also known as

emotional health. The concept of mental health
includes subjective well being ,perceived self
efficiency ,autonomy ,competence .mental
health problems have an impact on employers
and on business directly .
 Physical health:-it is directly concern with mental
health. Bad health makes a person irritable and
he takes offence at he smallest things.
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 social health:-along with physical and mental

health ,social health forms the last of the
fundamental and vital forms of health for a
person. THE WORLD HEALTH Organisation
first introducted the idea of social health in
1947.
Statutory aspects of employee
health
 Cleanliness
 Disposal of wastages and effluents
 Ventilation and temperature
 Dust and fumes
 Overcrowding
 Lighting
 Drinking water
 Latrine and urines

Employee welfare

 “labour welfare means anything

done for the comfort and
improvement intellectual or
social, of the employees over and
above the wages paid which is not
necessity of the industry.”
Features of employee welfare

 Dynamic concept
 Complementary in nature
 Essential part of social welfare
 Dual aspect
Scope of employee welfare

 Conditions of work environment

 Workers health services
 Labour welfare programme
 General welfare work
Objectives of employee welfare

 To promote economic
development
 To improve efficiency
 To provide proper human
conditions
 To minimise hazards
Employee safety
According to R.Wayne Mondy:-
Employee safety involves protecting
employees from injurious caused by
work related accidents. According to
Jana M.Kemp:-Safety is both physical
and psychological and safety is
present when people are free from
being bodily harmed.
Objectives of employee safety
 Increasing productivity
 Raises employee morale
 Better industrial relations
 Legal complaence
 Improve employee satisfaction
Statutory aspects of employee
safety
 Fencing of machinery
 Employment of young persons
 Self acting machine
 Casting of new machinery
 Revolving machinery
 Protection of eyes
 Floors stairs and other means of access
 Pressure plant
 Safety of buildings or machinery