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LABOUR
LEGISLATION
Meaning:
Legislation is required for protecting the interest of labour in the organizations. The
regulatory role has been changed as protective role gradually. The legislation has helped a lot
for providing several facilities to labour and their working & living conditions have been
improved. The appointments of labour welfare officer under statue and entrusting some
responsibilities and functions to the labour welfare officer helped for effective
implementation.
Objective:
Establishment of justice-social, political & economic
Provision of opportunities to all workers; irrespective of caste, creed, religion, beliefs; for
the development of their personality.
Ensure right of workmen to bargain collectively for the betterment of their conditions.
Make state interfere as protector of social well being tan to remain an on looker.
Impact of ILO:
The impact of ILO on India is stickly felt in the fields of labour legislation &
technical assistance. The two fields in which the ILO is most active.
Labour Legislation:
Until 1919 there was no important labour legislation in India. But the
establishment of ILO and Indians uninterrupted association with this
organization, coupled with trade union pressure in the country, has greatly
influenced labour legislation.
Technical Assistance:
Social Security:
Vocational Training:
Technical assistance is the fields of vocational training began in 1950 and has
since covered various aspects of the programs. Thus 18 months in 1959.
During this period, the assisted in formulation suitable syllabuses for different
grades of workers in different trades and thereby helped to improve the
standards of vocational training in India.
Employment Service:
The ILO has provided two experts to assist the authorities to improve
employment service. These assisted in organizing pilot projects for collecting
exhaustive data on labour market information and in the classification
industrial occupational on the basis of ILO’s international standards
classification for further occupational research and analysis in India.
Productivity:
ILO’s technical assistance in this field began in 1952 when a team of fire
experts carried out a series of studies on productivity in several undertakings
in Ahmadabad. Bombay and Calcutta. This was followed by another team of
experts during 1954-57, whose recommendations led to the establishment of
the national productivity centre. Since then the ILO experts have been
collaborating with their Indian counter parts in the study of the problems
connected with productivity.
FACTORY ACT 1948:
1. Government regulation o the working condition in factories begins in India in 1881
when the first Indian factories Act was passed.
2. This act was substantially amended in 1934 on the basis ob the recommendations of
the Royal commission on labour.
3. The act of 1934 dividend factories into two categories-seasonal and perennial.
7. The factories act 1948 is comprehensive in nature and through it the government has
tried to implement as many provisions of the ILO code of industrial hygiene as were
practicable under Indian conditions.
9. Since then there has been substantial modernization and innovation in the industrial
field.
10. Provisions have also been made for the qorers participation in safety management.
Objectives:
The main objective of the factories act is to regulate conditions of work in
manufacturing establishing and to ensure adequate safety sanitation, health, working hours,
leave with wages and weekly holidays for workers employed in such establishment.
The factories ac 1948 came into force on April 1st, 1948. It applies to factories all
over India.
Unless otherwise stated this act shall apply to factories belonging to central and
state governments.
Definition of Factory
Whereon 10 or more workers are working or were working on any day of the
preceding 12 months, and in any part of which a manufacturing process is being carried on
with the aid of power, or is ordinarily so carried on.
The first Factories Act in India was passed in 1881. It was designed primarily to
protect children and to provide for some health and safety measures. It was followed by new
Acts in 1891, 1911 & 1934. The act of 1934 was passed to implement the recommendations
of the Royal Commission on Labour in India & the conventions of the International Labour
Organization.
Hence the Factories Act of 1948. The Act makes detailed provisions regarding health,
safety and welfare of workers, working hours of adults, employment of young persons (which
includes children & adolescents), annual leave with wages, and so on.
The Act of 1948 not only consolidated but also amended the law regulating labour in
factories. It came into force on 1st April, 1949. In farming the new Act, the labour Minister
stated in the Legislature on 30th January, 1948 that the Government had tried to implement as
many of the provisions of the I.L.O code of industrial hygiene as were practicable under
Indian conditions and the provisions relating to periodical medical examination of young
persons and the submission of plans of factory buildings recommended under the
International Labour Conventions.
The Act was substantially amended in 1987. Some provisions of the Amending Act came into
force with effect from 1st Dec, 1987 & others from 1st June, 1988.
The Act makes detailed provisions in regard to various matters relating to health,
safety and welfare of the worker. These provisions impose upon the occupiers or managers
certain obligations:-
The Act deals with the provisions ensuring the health of the workers in the conditions
under which work is carried on in factories. These provisions are as follows:
1. Cleanliness (Sec.11): Factory to be kept clean and free from effluvia and dirt.
a) Every factory shall be kept clean and free from effluvia arising from any drain,
privy, or other nuisance. Accumulation of dirt and refuse shall be removed
daily by some effective method.
b) Effective means of drainage. Where a floor is liable to become wet in the
course of any manufacturing process to such an extent as is capable of being
drained, effective means of drainage shall be provided.
c) Use of disinfectants, etc., painting and varnishing. Use of disinfectants,
detergents, painting, repainting and varnishing, revarnishing, whitewashing or
colourwashing shall be resorted to.
I. All inside walls and partitions, all ceilings or tops of rooms and
all walls, sides and tops of passages and staircases where they
are painted otherwise than with washable water-paint or
varnished, shall be repainted at least once in every 5 years.
II. The dates on which these processes are carried out shall be
entered in the prescribed register.
III. Further all doors and window frames and other wooden or
metallic framework and shutters shall be kept paitned or
varnished and the painting or varnishing shall be carried out at
least once in every 5 years.
d) Exemption: If, in view of the nature of the operations carried on in a factory
or class or description of factories, it is not possible for the occupier to comply
with the above provisions, the state government may by order exempt such
factory or class or description of factories or part of a factory from any of
these provisions and specify alternative methods for keeping the factory in a
clean state.
2. Disposal of wastes and effluents (Sec.12):
1) Treatment of wastes and effluents and their disposal. Effective
arrangements shall be made in every factory for the treatment of wastes and effluents
due to the manufacturing process carried on therein, so as to render them innocuous,
and for their disposal.
4) Dust and fume (Sec.14): Effective measures shall be taken in every factory
for prevention of inhalation or accumulation of dust and fumes in work rooms.
In any factory no stationary internal combustion engine shall be operated
unless the exhaust is conducted into the open air.
5) Artificial humidification (Sec.15): In respect of all factories in which the
humidity of the air is artificially increased, the State Government may make
rules prescribing standards of humidification. It shall also make rules
prescribing methods to be adopted for securing adequate ventilation and
cooling of the air in the work room.
In any factory in which the humidity of the air is artificially increased the
water used for the purpose shall be taken from a public supply or other source
of drinking water, or shall be effectively purified before it is so used.
7) Lighting (Sec.16):
8) Drinking water (Sec.18)
9) Latrines and Urinals (Sec.19)
10) Spittoons (Sec.20)
Sections 21 to 40 lay down the provisions with regard to the safety of workers. The
following are the provisions:-
Sec 42 to 50 of the Factories Act, 1948 deal with the welfare of the workers.
1) Washing facilities (sec. 42) in every factory adequate and suitable facilities for
washing shall be provided and maintained for the use of the workers therein. Such
facilities conveniently accessible & shall be kept clean.
2) Facilities for storing & drying clothing (Sec.43) State Government may in
respect of any factory, make rules requiring the provisions therein of suitable
place for keeping clothing not worn during working hours & for the drying of wet
clothing.
3) Facilities for sitting (Sec 44) In every factory suitable arrangements for sitting
shall be provided & maintained for all workers who are obliged to work in a
standing position. This has been done in order that the workers may take
advantage of the opportunities for rest which may occur in the course of their
work.
4) First-aid appliance (Sec.45) There shall in every factory be provided and
maintained so as to be readily accessible during all working hours first-aid boxes
or cupboards equipped with the prescribed contents and the number of 6such
boxes or cupboards to be provided and mainted shall not be less than one for
every 50 workers.
5) Canteen (Sec. 46)
6) Shelter, rest room and lunch rooms (Sec 47)
Reference book:
For the purpose of the act, a mines means any excavation where any operation for the
purpose of searching for or obtaining minerals has been or is being carried on and includes, i)
all borings, bore holes and oil wells. ii) All shafts, in or adjacent to and belonging to a mine
whether in the course of being sunk or not. iii) all power stations for supply electricity solely
for the purpose of working the mine or a number of mines under the same management; iv)
conveyors or serial ropeways provided for the bringing into removal from a mine of minerals
or other articles or for the removal of refuse there from; v) unless exempted by the central
Government by the notification in the official gazette, any premises or part thereof, or
adjacent to and belonging to a mine on which any process ancillary to the getting, dressing or
preparation for sale of minerals or of coke is carried.
The act was amended in 1983 by the Mines (Amendment) Act, 1983 which received
the assent of the president on the 25th December, 1983. According to the amended act no
person below 18 years of age shall be allowed to work in any mine or part thereof. The
amending act provides for entitlement for an alternative employment in the mine to the
worker, found medically unfit which is directly ascribable to his employment. Keeping in
view the greater hazards to which the underground workers are exposed, the present rate of
one day for every 16 days of work performed for the calculation of annual leave with wages
of person employed below ground in a mine has been modified to one day for every 15 days
of work performed. Another new provision enables the chief Inspector of mines or any other
authorized officer to undertake a safety and occupational health survey in Mines.
The present definition of “serious bodily injury” in the main act has been amended by
introducing a new definition of “reportable injury” to cover injuries resulting in forced
absence of a worker because of bodily injuries has been reduced to 24 hours. The functions of
the committee include drafting of rules and regulations under the act and enquire under such
accidents as may be referred to by the Central Government and hear and decide appeals and
objections against the Act.
Elaborate provisions have been made in the Act for safe guarding the health and
safety of workers and for promoting their welfare. Every Mine is required to provide free of
cost, at least 2 liters of coal and whole some drinking water for every worker employed there
in also a sufficient number of latrines and urinals of the prescribed type separately for male
and female workers at convenient place. All the latrines and urinals are required to be
adequately lighted, ventilated and maintained in a clean and sanitary condition at all times.
The points for drinking water should not ordinarily be situated within twenty feet of any
washing place urinal or latrine. Each mine is also required to provide and maintain 1st aid
boxes or cupboard equipments with the prescribed contents. The central government have
framed the coal Mines regulations1926 and the coal Mines Regulations, 1955.
The new regulations provide for more effective measures to prevent as also to deal
with dangers from inflammable and noxious gases, dust, flooding and outbreak of fire or
spontaneous heating. The Metalliferrous Mines Regulations, 1961 governing safety in mines
other than coal and oil mine, were brought into force with effect from the 11 th March, 1961.
These regulations supersede the Indian Metalliferrous Mines Regulations, 1926. on the
recommendation of the 16th session of the Indian lab our conference, the amending act of
1983 has empowered the Mines Directorate to undertake safety and occupational health
survey in mines.
The act provides for severe punishment with imprisonment for a term which may
extend up to months or with fine up to RS. 2000 or both in persons who contravene certain
provisions of the act. The act provides for a more deterrent punishment with compulsory
imprisonment for a period up to two years and fine which may extend up to RS 5000 for the
offence of violating the orders issued under section 22 of the act. Where under the
employment of the person is prohibited at the mine in view of the apprehended and
immediate danger to the safety of persons employed.
At its third meeting held on 17th September, 1974, the central Advisory contract Lab
our Board made important recommendations. As well as the coal mining authority should be
abolished; ( i ) Raising or raising cum – of coal; ii) over burden removal and earth cutting; iii)
coal loading and unloading; iv) sand loading; v) soft coke Manufacturing.
Enforcement:
The total number of inspections of mine made by all the inspecting officers during the
year 1983 was 8317 as compared to 10962 inspections carried out during 1982.
Reference:
Tirupathi
SHOPS AND ESTABLISHMENT ACT
Introduction:
The Shops and Establishment Act is a state legislation act and each state has framed its own
rules for the Act. The object of this Act is to provide statutory obligation and rights to
employees and employers in the unauthorized sector of employment, i.e., shops and
establishments. This Act is applicable to all persons employed in an establishment with or
without wages, except the members of the employers’ family.
It is necessary to have a good understanding of the law, particularly when one is employed in
shops or establishments. Before we turn to discuss the law relating to shops and
establishments, it is necessary to know the development of the law relating to them.
For example:
Dram shop or dramshop is a legal term in the United States referring to a bar, tavern or the
like where alcoholic beverages are sold. Traditionally, it referred to a shop where spirits were
sold by the dram, a small unit of liquid.
Dram shop liability refers to the body of law governing the liability of taverns, liquor stores
and other commercial establishments that serve alcoholic beverages. Generally, dram shop
laws establish the liability of establishments arising out of the sale of alcohol to visibly
intoxicated persons or minors who subsequently cause death or injury to third-parties—those
not having a relationship to the bar, as a result of alcohol-related car crashes and other
accidents.
The laws are intended to protect the general public from the hazards of irresponsibly serving
alcohol to minors and intoxicated patrons. Groups such as Mothers Against Drunk Driving
(MADD) have advocated for the enforcement and enactment of dram shop laws across the
United States as well as in the United Kingdom, Canada, New Zealand and Australia. The
earliest dram shop laws date from the 19th century temperance movement.
The laws have drawn criticism from some who claim they may downplay the role of personal
responsibility.
Serving alcohol to minors is illegal in all 50 states. Many states impose liability on bars for
serving minors who subsequently injure themselves or others in order to deter the illegal
practice of serving minors alcohol. Thus in Texas, minors can sue a drinking establishment
for their own injuries sustained while intoxicated. In other states, dram shop liability extends
to serving the "habitually intoxicated."
The majority of states allow for recovery when the defendant knew (or should have known)
the customer was intoxicated. Some states have attempted to address this problem through
more exacting tests. Missouri's recently revised dram shop law requires proof that the party
demonstrates "significantly uncoordinated physical action or significant physical
dysfunction." In Texas, a patron must be so obviously intoxicated that he presents a clear
danger to himself and others.
On the other hand, in Massachusetts, the highest court in the state held that a bar could be
sued where a patron exhibiting "drunk, loud and vulgar" behavior was determined to be
"visibly intoxicated," Cimino v. The Milford Keg, Inc., 385 Mass. 323 (1981). In Cimino,
evidence showed that the intoxicated patron had been served six or more White Russians by
the Milford Keg bar. The patron left the bar, arriving at another bar about fifteen minutes
later "totally drunk," holding a White Russian. The next bar that he went to refused to serve
him. Shortly thereafter, the intoxicated patron lost control of his car, drove up on a sidewalk
and killed a pedestrian.
Under Illinois' dram shop law, plaintiffs can recover after demonstrating:
Proximate cause includes the legal requirement the dram shop must have been able to foresee
that its actions could cause injuries to third parties, but this is true for any establishment that
serves (sells) alcohol. One Illinois court allowed a lawsuit against a company that dropped off
self-serve barrels of beer at a union picnic.
Some states (such as New Jersey) impose liability on social hosts as well as commercial
establishments. This related area of the law is known as social host liability.
Effectiveness:
Michigan and Alaska, whose dram shop laws are considerably more narrow than MADD
proposes, have drunk-driving fatality rates below the national average, while Illinois is above
the national average, despite having one of the broadest dram shop laws, according to a 2004
comparison by YAERD, a U.S. organization that studies alcohol use among youth.
Comparisons between a rural state like Alaska, with the lowest population density in the
United States, with that of Illinois, which includes the Chicago metropolitan area and other
major cities, may not be scientifically valid because of the existence of confounding
variables. A 1993 study from the National Bureau of Economic Research found some
reduction in alcohol-related fatalities from the implementation of dram shop laws, though it
did not control for the special cases of Utah and Nevada, which may have distorted the
results.
Summary:
Shops and establishments law regulates the working hours, leave, holidays, payment of
wages of persons employed in commercial establishments, shops, residential hotels,
restaurants, retail trade or business. It also prohibits the employment of children and makes
special provisions for young person.
References
Book
Labour law…………..B.D.Singh
website
www.google.com
MODULE 2
LEGISLATION
CONCERNING WAGES
AND BONUS
Payment of Wages Act, 1936
The Payment of Wages Act, 1936 is a central legislation which has been enacted to
regulate the payment of wages to workers employed in certain specified industries and to
ensure a speedy and effective remedy to them against illegal deductions and/or unjustified
delay caused in paying wages to them. It applies to the persons employed in a factory,
industrial or other establishment, whether directly or indirectly, through a sub-contractor.
The Central Government is responsible for enforcement of the Act in railways, mines,
oilfields and air transport services, while the State Governments are responsible for it in
factories and other industrial establishments.
The Act allows deductions from the wages of an employee on the account of the following:-
(i) fines; (ii) absence from duty; (iii) damage to or loss of goods expressly entrusted to the
employee; (iv) housing accommodation and amenities provided by the employer; (v)
recovery of advances or adjustment of over-payments of wages; (vi) recovery of loans made
from any fund constituted for the welfare of labour in accordance with the rules approved by
the State Government, and the interest due in respect thereof; (vii) subscriptions to and for
repayment of advances from any provident fund;(viii) income-tax; (ix) payments to co-
operative societies approved by the State Government or to a scheme of insurance maintained
by the Indian Post Office; (x) deductions made with the written authorization of the employee
for payment of any premium on his life insurance policy or purchase of securities.
Responsibility for payment of wages:-
Every employer shall be responsible for the payment to persons employed by him of
all wages required to be paid under this Act:
(a) In factories, if a person has been named as the manager of the factory under clause f of
sub-section 1 of section 7 of the Factories Act, 1948 (63 of 1948).
(b) In industrial or other establishments, if there is a person responsible to the employer for
the supervision and control of the industrial or other establishments.
(c) Upon railways (otherwise than in factories), if the employer is the railway administration
and the railway administration has nominated a person in this behalf for the local area
concerned.
Fixation of wage-periods:-
(1) Every person responsible for the payment of wages under section 3 shall fix periods (in
this Act referred to as wage-periods) in respect of which such wages shall be payable.
(2) No wage-period shall exceed one month.
(1) Deductions may be made under clause b of sub-section 2 of section 7 only on account of
the absence of an employed person from the place or places where, by the terms of his
employment, he is required to work, such absence being for the whole or any part of the
period during which he is so required to work.
(2) The amount of such deduction shall in no case bear to the wages payable to the employed
person in respect of the wage-period for which the deduction is made in a larger proportion
than the period for which he was absent bears to the total period, within such wage-period,
during which by the terms of his employment, he was required to work:
(1) A deduction under clause c or clause o of sub-section 2 of section 7 shall not exceed the
amount of the damage or loss caused to the employer by the neglect or default of the
employed person.
(2) All such deduction and all realizations thereof shall be recorded in a register to be kept by
the person responsible for the payment of wages under section 3 in such form as may be
prescribed.
(1) Every employer shall maintain such registers and records giving such particulars of
persons employed by him, the work performed by them, the wages paid to them, the
deductions made from their wages, the receipts given by them and such other particulars and
in such form as may be prescribed.
(2) Every register and record required to be maintained under this section shall, for the
purposes of this Act, be preserved for a period of three years after the date of the last entry
made there.
(1) No court shall take cognizance of a complaint against any person for an offence under
sub-section 1 of section 20 unless an application in respect of the facts constituting the
offence has been presented under section 15 and has been granted wholly or in part and the
authority empowered under the latter section or the appellate Court granting such application
has sanctioned the making of the complaint.
(2) Before sanctioning the making of a complaint against any person for an offence under
sub-section 1 of section 20, the authority empowered under section 15 or the appellate Court,
as the case may be, shall give such person an opportunity of showing cause against the
granting of such sanction, and the sanction shall not be granted if such person satisfies the
authority or Court that his default was due to-
(a) A bona fide error or bona fide dispute as to the amount payable to the employed person.
(b) The occurrence of an emergency or the existence of exceptional circumstances, such that
the person responsible for the payment of the wages was unable, though exercising
reasonable diligence, to make prompt payment.
(c) The failure of the employed person to apply for or accept payment.
(3) No Court shall take cognizance of a contravention of section 4 or of section 6 or of a
contravention of any rule made under section 26 except on a complaint made by or with the
sanction of an Inspector under this Act.
(4) Imposing any fine for an offence under sub-section 1 of section 20 the court shall take
into consideration the amount of any compensation already awarded against the accused in
any proceedings taken under section 15.
Display by notice of abstracts of the Act:-
The person responsible for the payment of wages to persons; employed in a factory or
an industrial or other establishment shall cause to be displayed in such factory or industrial or
other establishment a notice containing such abstracts of this Act and of the rules made there
under in English and in the language of the majority of the persons employed in the factory,
or industrial or other establishment, as may be prescribed.
Rule-making power:-
(1) The State Government may make rules to regulate the procedure to be followed by the
authorities and courts referred to in sections 15 and 17.
(2) The State Government may, by notification in the Official Gazette, make rules for the
purpose of carrying into effect the provisions of this Act.
(3) In particular and without prejudice to the generality of the foregoing power, rules made
under sub-section 2.
(a) require the maintenance of such records, registers, returns and notices as are necessary for
the enforcement of the Act prescribe the form there of and the particulars to be entered in
such registers or records;
(b) require the display in a conspicuous place on premises where employment is carried on of
notices specifying rates of wages payable to persons employed on such premises;
(c) Provide for the regular inspection of the weights, measures and weighing machines used
by employers in checking or ascertaining the wages of persons employed by them;
(d) Prescribe the manner of giving notice of the days on which wages will be paid;
(e) Prescribe the authority competent to approve under sub-section 1 of section 8 acts and
omissions in respect of which fines may be imposed;
(f) Prescribe the procedure for the imposition of fines under section 8 and for the making of
the deductions referred to in section 10;
(4) In making any rule under this section the State Government may provide that a
contravention of the rule shall be punishable with fine which may extend to two hundred
rupees.
(5) All rules made under this section shall be subject to the condition of previous publication,
and the date to be specified under clause 3 of section 23 of the General Clauses Act, 1897 (10
of 1897), shall not be less than three months from the date on which the draft of the proposed
rules was published.
Reference:
• Industrial Relations & Laws (Taxmann’s)
• www.Google.com
MINIMUM WAGES ACT 1948
Introduction:
Wages means all remuneration capable of being expressed in terms of money, which
Would, if the terms of contract of employment, express or implied, were fulfilled, be payable
to a person employed in respect of his employment or of work done in such. Employment it
includes house rent allowance but does not include the value of any house accommodation,
supply or light, water, medical attendance or other amenity or service excluded by general or
special order of appropriate Government; contribution paid by the employer to Pension/
Provident Fund or under scheme of social insurance; traveling allowance or value of traveling
concession; sum paid to the person employed to defray special expenses entailed on him by
the nature of his employment; or any gratuity payable on discharge.
As of now there is no uniform and comprehensive wage policy for all sectors of the
economy in India. Wages in the organized sector are determined through negotiations and
settlements between employer and employees. In unorganized sector, where labor is
vulnerable to exploitation, due to illiteracy and having no effective bargaining power,
minimum rates of wages are fixed/ revised both by Central and State Governments in the
scheduled employments falling under their respective jurisdictions under the revisions of the
Minimum Wages Act,1948.
The concept of Minimum Wages was first Evolved by ILO in 1928 with reference to
Remuneration of workers in those industries Where the, level of wages was substantially Low
and the labor was vulnerable to Exploitation, being not well organized and Having less
effective bargaining power. The Need for a legislation for fixation of minimum Wages in
India received boost after World War – II when a draft bill was considered by The Indian
Labor Conference in 1945.
On the recommendation of the 8th Standing Labor Committee, the Minimum Wages
Bill was introduced in the Central Legislative assembly on 11.4.1946 to provide for fixation
of minimum wages in certain Employments. The Minimum Wages Bill was passed by The
Indian Dominion Legislature and came into Force on 15th March, 1948. Under the Act both
State and Central Government are “Appropriate Governments” for fixation/revision of
minimum Rates of wages for employments covered by The Schedule to the Act. The Central
Government is responsible for fixation and revision of minimum wages for the unskilled
workers in scheduled employments of Central Sphere Scheduled Employments of Central
Sphere are given in
The minimum rates of wages also include Special Allowance (Variable Dearness
Allowance) linked to Consumer Price Index Number which are revised twice a year effective
from April and October. The rates of minimum wages including VDA in different scheduled
employments in Central Sphere are at
The rates of wages once fixed are revised at an interval not exceeding of five years.
The minimum wages were last revised in 1994, under Central sphere. The minimum wages in
various mines as well as constructions, laying of underground cables etc. in the central sphere
have been revised vide gazette notifications S.O. no. 9(E) dated 3.1.2002 and S.O. no. 113(E)
dated 28.1.2002respectively.
The National Minimum Wage has been considered at various fora in the past.
However, State/UT Governments are not unanimous on the need of a National Minimum
Wage as socioeconomic conditions vary from state to state, region to region and also from
industry to industry due to different geographical, topographical and agro-climatic factors.
Pending easibility of a National Minimum Wage, the desirability of a regional minimum
wage has been felt to bring in regional uniformity.
The Six Regional Minimum Wages Advisory Committees set up in 1987 to reduce
regional disparities among States have been broadened and renamed as Regional Labour
Ministers’ Conferences.
The Central Government raised the national floor level minimum wage to Rs.40/- per
day in 1998 and further to Rs.45/- w.e.f. 30.11.1999, keeping in view the rise in consumer
price index. All the State/UT Governments were also directed to ensure fixation of minimum
rates of wages in all the scheduled employments not below Rs.45/- per day.
Minimum Wages under Central sphere are enforced through Central Industrial
Relations Machinery (CIRM). Presents cases of enforcement by CIRM. Under State sphere
the enforcement is ensured by the State machinery Central Board for Workers Education
gives wide publicity of provisions of Minimum Wages Act, besides other awareness
programmes through mass media Industry -wise special studies on implementation of
minimum wages are conducted by Labour Bureau. 5.19 Consumer Price Index determines
changes in commodity cost and changes in cost of living of the workers. The index is used in
determining VDA Separate baskets of goods and services are used for compilation of
consumer Price Index for Industrial, gricultural and Rural Workers.
The Consumer Price Index for Industrial workers (base 1982) and Agricultural &
Rural Labourers (Base 1986-87) are compiled on the basis of price data collected from
specified markets The yearly variation in Consumer Price Index for Industrial Workers and
Agricultural Labourers are presented from 1984-85 onwards.
Objective:
Applicability:
The Act is applicable in respect of the employments specified in the schedule of the
Act. Presently, the Punjab Government has notified 67 employments in the said Schedule.
A worker can made a complaint with regard to payment of less than the minimum wages or
unauthorized deductions made to the Labour Inspector Grade-I or II of the area.
Claims:
Bar to Suit:
Civil Courts are barred to entertain the suit for recovery of wages once a claim has been
lodged with or could have been recovered by application to the Competent Authority under
the Act.
Contracting out:
Any contract or agreement whereby a worker relinquishes or reduce his right to receive
minimum wages is null and void to that extent.
Penalties:
For non compliance of the provisions of the Act, an employer may be punished for
imprisonment up to six months or fine up to Rs. 500/- or both.
PAYMENT OF BONUS ACT 1965
Introduction:
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.
A plea was made to raise that formula in 1959. At the second and third meetings of the
Eighteenth Session of Standing Labour Committee (G. O.I.) held in New Delhi in
March/April 1960, it was agreed that a Commission be appointed to go into the question of
bonus and evolve suitable norms. A Tripartite Commission was set up by the Government of
India to consider in a comprehensive manner, the question of payment of bonus based on
profits to employees employed in establishments and to make recommendations to the
Government. The Government of India accepted the recommendations of the Commission
subject to certain modifications. To implement these recommendations the Payment of
Bonus Ordinance, 1965 was promulgated on 29th May, 1965. To replace the said Ordinance
the Payment of Bonus Bill was introduced in the Parliament.
“As both labour and capital contribute to the industrial concern it is fair that labour
should derive some benefit if there is surplus after meeting prior or necessary charges. These
first charges on gross profit are:
• A return on the working capital at a lower rate than the return on paid-up capital.
Bonus Commission:
The government of India appointed a commission by the suggestion given by the
associated cement company’s known as the bonus commission, by its resolution dated 6th
Dec, 1961. The bonus commission submitted its report to the government on 18th Jan, 1964.
Then the government accepted the report with slight modification by their resolution dated 2nd
Sept, 1964, and in order to give statutory effect to the recommendation made by the bonus
commission an, ordinance known as the payment bonus ordinance was promulgated in may
1965. The ordinance was later replaced by the payment of bonus act 1965 in September of
that year. The act came into operation with effect from 25th Sept, 1965.
To review the operation of the payment of bonus act 1965 the governments setup in
1972 a bonus review committee. As a result of the recommendation of this committee, the
payment of bonus (Amendment) act, 1972 was passed. This amendment increases the
minimum compulsory payment of bonus from 4% to 8 1/3%.
The ordinance was replaced by the payment of bonus (Amendment) act, 1977 which
was come into force retrospectively from the 3rd of September, 1977. The important
provisions of the Amendment Act have been discussed at relevant places.
The Act does not preclude “employees employed in any establishment or class of
establishment from entering into agreement with their employer for granting them an amount
of bonus under a formula which is different from that under this Act”. But no such
agreement shall have effect unless it is entered into with the previous approval of appropriate
government. This is subject to stipulations which among other things, provide that such
employees shall not be entitled to be paid bonus in excess of—
• 8.33% of the salary or wage earned by them during the accounting year if the
employer has no allocable surplus in the accounting year or the amount of such
allocable surplus is only so much that, but for the provisions of Sec. 10(2-A), it would
entitle the employees only to receive an amount of bonus which is less than the
aforesaid percentage; or,
• 20% of the salary or wage earned by them during the accounting year.” (Sec.34 as
substituted by the Amendment Act of 1977).
a) Fraud; or
2. In computing the allocable surplus under this section, the amount set on the amount
set off under the provisions of section 15 shall be taken into account in accordance
with the provisions of that section.
All amounts payable to an employee by way of bonus under this Act shall be paid in
cash by his employer -
(a) Where there is a dispute regarding payment of bonus pending before any authority
under section 22, within a month from the date on which the award becomes
enforceable or the settlement comes into operation, in respect of such dispute;
(b) In any other case, within a period of eight months from the close of the accounting
year.
Penalty:
If any person-
(a) contravenes any of the provision of this Act or any rule made there under, or
(b) to whom a direction is given or a requisition is made under this Act fails to
comply with the direction or requisition,
He shall be punishable with imprisonment for a term which may extend to six
months, or with fine which may extend to one thousand rupees, or with both.
3. To provide for payment of minimum and maximum bonus and linking the payment of
bonus with the scheme of “set-off and set-on” ; and
4. Top provide machinery for enforcement of the liability for payment of bonus [Jalan
trading co. (Pvt) V. Mill Mazdoor Union, A.I.R. (1967) S.C.961].
REFERENCE BOOK:
Though the principle of equal pay is widely accepted in the social policy of many
countries its practical application varies greatly. It is extensively applied in some countries
and substantial progress continues to be made.
Equal remuneration act 1976; INDIA satisfied ILO convention 100 on equal
remuneration in 1958. It was promulgated in 1975.IT was replaced in 1976.
Scope and coverage; the act extents to whole of INDIA .this was extended to all
establishments, employments, public or private, including domestic service and this is the
only labour act with universal coverage.
Equal pay for equal work ;IT is self evident ,implicit in the doctrine of equality
enshrined in art 14 it flows from it .it was stated as directive principle of state policy was not
enforceable in court of law.
Basic Wages; when award gives revised pay scales the employees become entitled to
revised emoluments and where the revision is, with retrospective effect, the arreas paid to the
employee, as a consequence, are the emoluments earned by them while on duty.
Duty of employers to pay equal remuneration to men and women workers for same
work or work of a similar nature
2 no employer shall, for the purpose of complying with the provisions of sub-section (1),
reduce the rate of remuneration of any worker.
Onus of proof: The employer has to show that it is more probable than not that the variation
was due to material difference and not based on sex.
The work done by women employee and man employee need not be same to warrant
payment of equal remuneration.
No employer shall make any discrimination against women except where employment of
women in such work is prohibited in law.
Provision of this section shall not affect any priority for sc and ST in matter no of
recruitment in establishment.
Advisory committee:
• For the purpose of providing increasing employment opportunities for women the
appropriate govt shall constitute one or more advisory committees to advise it with
regard to the extent to which women may be employed in such establishment.
• If any compliant arises as to whether two or more works are of the same nature, it
shall be decided by the authority appointed
• Duty of employer to maintain registers. ; On and from the commencement of this act,
every employer shall maintain such registers and other documents in relation to
workers employed by him as may be prescribed.
Penalties:
2 When an offence is omitted by a company and it is proved that the offence has
been committed with consent so such manager or director shall be deemed to be
guilty of that offence and shall be liable to be proceeded against and punished
according.
The central govt may, by notification, make rules for carrying out the
provisions of this act.
If any difficulty arises in given effect to the provision of this act, the central govt.
may, by notification make any order, not in consist with the provisions of this act, which
appears to be necessary for the purpose of removing the difficulty.
General Remarks:
IT is to be noticed that , apart from providing for equal pay for men and women
workers under the same employers, for doing same work in this act stipulates that no
discrimination is made while recruiting men and women workers by employers.
Reference:
B.D Singh
MODULE 3
LEGISLATION
CONCERNING SOCIAL
SECURITY
WORKERS COMPENSATION ACT 1923
The theory of Act is that “The cost of the product should bear the blood of the
workmen”.
The Act came into force on the first day of July, 1924. The growing complexity of
industry with increasing use of machinery and consequent dangers to workmen rendered it
advisable that they and their families should be protected, as far as possible, from hardship
arising from accidents. Keeping in view this fact an Act called the Workmen’s Compensation
Act was passed which came into force on 1st July 1924.it applies to the whole of India except
the state of Jammu & Kashmir. The Act provides for cheaper & quicker disposal of disputed
relating to compensation through special tribunals than possible under the Civil Law. The Act
looks upon compensation as relief to the workmen & not as damages payable by the
employer for a wrongful act.
Contracting Out:
Any contract or agreement which makes the workman give up or reduce his right to
compensation from the employer is null and void insofar as it aims at reducing or removing
the liability of the employer to pay compensation under the Act.
What Is Disablement?
Disablement is the loss of the earning capacity resulting from injury caused to a
workman by an accident.
· Disablement’s can be classified as (a) Total, and (b) Partial. It can further be classified into
(i) Permanent, and (ii) Temporary, Disablement, whether permanent or temporary is said to
be total when it incapacitates a worker for all work he was capable of doing at the time of the
accident resulting in such disablement.
· Total disablement is considered to be permanent if a workman, as a result of an accident,
suffers from the injury specified in Part I of Schedule I or suffers from such combination of
injuries specified in Part II of Schedule I as would be the loss of earning capacity when
totaled to one hundred per cent or more. Disablement is said to be permanent partial when it
reduces for all times, the earning capacity of a workman in every employment, which he was
capable of undertaking at the time of the accident. Every injury specified in Part II of
Schedule I is deemed to result in permanent partial disablement.
Temporary disablement reduces the earning capacity of a workman in the employment in
which he was engaged at the time of the accident.
Accident Arising Out Of And In The Course Of Employment:
An accident arising out of employment implies a casual connection between the injury
and the accident and the work done in the course of employment. Employment should be the
distinctive and the proximate cause of the injury. The three tests for determining whether an
accident arose out of employment are:
1. At the time of injury workman must have been engaged in the business of the employer
and must not be doing something for his personal benefit;
2. That accident occurred at the place where he as performing his duties; and
3. Injury must have resulted from some risk incidental to the duties of the service, or inherent
in the nature condition of employment.
The general principles that are evolved are:
· There must be a casual connection between the injury and the accident and the work done in
the course of employment;
· The onus is upon the applicant to show that it was the work and the resulting strain which
contributed to or aggravated the injury;
· It is not necessary that the workman must be actually working at the time of his death or that
death must occur while he was working or had just ceased to work; and
Where the evidence is balanced, if the evidence shows a greater probability which satisfies a
reasonable man that the work contributed to the causing of the personal injury it would be
enough for the workman to succeed. But where the accident involved a risk common to all
humanity and did not involve any peculiar or exceptional danger resulting from the nature of
the employment or where the accident was the result of an added peril to which the workman
by his own conduct exposed himself, which peril was not involved in the normal performance
of the duties of his employment, then the employer will not be liable.
Calculation of Compensation:
The amount of compensation payable by the employer shall be calculated as follows:
(a) In case of death. - 50% of the monthly wages X Relevant Factor or Rs. 50,000, whichever
is more and Rs.1000 for funeral expenses.
(b) In case of total permanent disablement Specified under Schedule I - 60% of the monthly
wages X Relevant Factor or Rs. 60,000, whichever is more.
(c) In case of partial permanent disablement specified under Schedule I - Such percentage of
the compensation payable in case (b) above as is the percentage of the loss in earning
capacity (specified in Schedule I)
(d) In case of partial permanent disablement not specified under Schedule I .-Such percentage
of the compensation payable in case (b) above, as is proportionate to the loss of earning
Capacity (as assessed by a qualified medical practitioner).
(e) In case of temporary disablement (whether total or partial). - A half-monthly installment
equal to 25% of the monthly wages, for the period of disablement or 5 years, whichever is
shorter.
Filing of Claims:
Limitation:
Workman, to the Commissioner, may file the claim for accident compensation in the
prescribed form, within 2 years from the occurrence of the accident or from the date of death.
The claim must be preceded by
(i) a notice of accident, and
(ii) the claimant-employee must present himself for medical examination if so required by the
employer.
· To pay compensation for an accident suffered by an employee, in accordance with the Act.
· To submit a statement to the Commissioner (within 30 days of receiving the notice) in the
prescribed form, giving the circumstances attending the death of a workman as result of an
accident and indicating whether he is liable to deposit any compensation for the same.
· To submit accident report to the Commissioner in the prescribed form within 7 days of the
accident, which results in death of a workman or a serious bodily injury to a workman.
· To maintain a notice book in the prescribed from at a place where it is readily accessible to
the workman.
· To submit an annual return of accidents specifying the number of injuries for which
compensation has been paid during the year, the amount of such compensation and other
prescribed particulars.
Duties of Employees:
· To send a notice of the accident in the prescribed form, to the Commissioner and the
employer, within such time as soon as it is practicable for him. The notice is precondition for
the admission of the claim for compensation.
· To present himself for medical examination, if required by the employer.
An appeal against and order of the Commissioner lies to the High Court, within 60
days of the order. The employer is required to deposit the compensation before filing the
appeal.
No right to compensation in respect of any injury shall exist under this act if he has instituted
in Civil Court a suit for damages in respect of the injury against the employer or any other
person; and no suit for damages shall be maintainable by a workmen in any Court of law in
respect of any injury -
a. if he has instituted a claim to compensation respect of the injury before a Commissioner; or
b. if an agreement has come to between the workman and his employer providing for the
payment of compensation in respect of the injury in accordance with the provisions of his
Act.
Discussion of cases:
1. A railway company provided a hostel for their workmen in a certain place where
engine drivers who elsewhere were required to take rest off duty on payment of a
small charge. They could utilize their time in any way they liked. An engine driver
while on the premises was injured in an accident.
2. A workman suffered an injury by an accident arising out of & in the course of his
employment & was permanently disabled. But the accident has been caused by his
willful disabled. But the accident has been caused by his willful disobedience to
an order issued for the purposed of securing the safety of workmen.
Reference:-
• Google search.
EMPLOYEE STATE INSURANCE ACT 1948
Definitions: - In this Act, unless there is anything repugnant in the subject or context,
"appropriate Government" means, in respect of establishment under the control of the Central
Government or a railway administration or a major port or a mine oilfield, the Central
Government, and in all other cases, the State Government
"confinement" means labour resulting in the issue of a living child, or labour after
twenty six weeks of pregnancy resulting in the issue of a child whether alive or dead
"contribution" means the sum of money payable to the Corporation by the principal
employer in respect of an employee and includes any amount payable by or on behalf of the
employee in accordance with the provisions of this Act
"employee" means any person employed for wages in or in connection with the work
of a factory or establishment to which this Act applies and
(i) who is directly employed by the principal employer on any work of, or incidental or
preliminary to or connected with the work of, the factory or establishment, whether such
work is done by the employee in the factory or establishment or elsewhere.
(ii) who is employed by or through an immediate employer on the premises of the factory or
establishment or under the supervision of the principal employer or his agent on work which
is ordinarily part of the work of the factory or establishment or which is preliminary to the
work carried on in or incidental to the purpose of the factory or establishment.
(iii) whose services are temporarily lent or let on hire to the principal employer by the person
with whom the person whose services are so lent or let on hire has entered into a contract of
service; and includes any person employed for wages on any work connected with the
administration of the factory or establishment or any part, department or branch thereof or
with the purchase of raw materials for, or the distribution or sale of the products of, the
factory or establishment or any person engaged as an apprentice, not being an apprentice
engaged under the Apprentices Act, 1961 (52 of 1961), or under the standing orders of the
establishment; but does not include -
(b) Any person so employed whose wages (excluding remuneration for overtime work)
exceed such wages as may be prescribed by the Central Government
Employees' state insurance fund: - (1) All contributions paid under this act and all
other moneys received on behalf of the Corporation shall be paid into a fund called the
Employees' State Insurance Fund which shall be held and administered by the Corporation
for the purposes of this Act.
(2) The Corporation may accept grants, donations and gifts from the Central or any State
Government, local authority, or any individual or body whether incorporated or not, for all or
any of the purposes of this Act.
(3) Subject to the other provisions contained in this Act and to any rules or regulations made
in this behalf, all moneys accruing or payable to the said Fund shall be paid into the Reserve
Bank of India or such other bank as may be approved by the Central Government to the credit
of an account styled the Account of the Employees' State Insurance Fund.
(4) Such account shall be operated on by such officer as may be authorised by the Standing
Committee with the approval of the Corporation.
(1) With effect from such date25 as the Central Government may, by notification in the
Official Gazette, appoint in this behalf, there shall be established for the administration of the
scheme of employees' state insurance in accordance with the provisions of this Act a
Corporation to be known as the Employees' State Insurance Corporation.
(2) The Corporation shall be a body corporate by the name of Employees' State Insurance
Corporation having perpetual succession and a common seal and shall by the said name sue
and be sued.
Constitution of Corporation:
(c) Not more than five persons to be [appointed] by the Central Government
(d) One person each representing each of the [States] in which this Act is in force] to be
[appointed] by the State Government concerned.
(e) One person to be [appointed] by the Central Government to represent the [Union
Territories]
(h) Two persons representing the medical profession to be [appointed] by the Central
Government in consultation with such organisation of medical practitioners as may be
recognised for the purpose by the Central Government
(i) Three members of Parliament of whom two shall be members of the House of the People
(Lok Sabha) and one shall be a member of the Council of States (Rajya Sabha) elected
respectively by the members of the House of the People and the members of the Council of
States.
An outgoing member of the Corporation, the Standing Committee, or the Medical Benefit
Council shall be eligible for [re-appointment] or re-election as the case may be.
ABCDs of Government
Centre for Civil Society 64
Employee State Insurance:
For a handful of contribution,
a bagful of benefit
Introduction:
The Employee State Insurance Act, [ESIC] 1948, is a piece of social welfare
legislation enacted primarily with the object of providing certain benefits to employees in
case of sickness, maternity and employment injury and also to make provision for certain
others matters incidental there to. The Act in fact tries to attain the goal of socio-economic
justice enshrined in the Directive principles of state policy under part 4 of our constitution, in
particular articles 41, 42 and 43 which enjoin the state to make effective provision for
securing, the right to work, to education and public assistance in cases of unemployment, old
age, sickness and disablement. The act strives to materialise these avowed objects through
only to a limited extent. This act becomes a wider spectrum then factory act. In the sense that
while the factory act concerns with the health, safety, welfare, leave etc of the workers
employed in the factory premises only. But the benefits of this act extend to employees
whether working inside the factory or establishment or else where or they are directly
employed by the principal employee or through an intermediate agency, if the employment is
incidental or in connection with the factory or establishment.
The Beginning:
The Employee State Insurance act was promulgated by the Parliament of India in the
year 1948.To begin with the ESIC scheme was initially launched on 2 February 1952 at just
two industrial centers in the country namely kanpur and Delhi with a total coverage of about
1.20 lac workers. There after the scheme was implemented in a phased manner across the
country with the active involvement of the state government
Applicability:
The ESIC Act applies to non-seasonal, power using factories or manufacturing units
employing ten or more persons and non-power using establishments employing twenty or
more persons. Under the enabling provisions of the act, a factory or establishment, located in
a geographical area, notified for implementation of the scheme, falls in the purview of the act.
Employees of the aforesaid categories of factories or establishments, but drawing wages only
up to Rs 6,500 a month are entitled to health insurance cover under the ESI act. The wage
ceiling for purpose of coverage is revised from time to time; to keep pace with rising cost of
living and subsequent wage hikes. The present ceiling of Rs 6,500 has been effective from 1
January 1997 the appropriate government state or central is empowered to extend the
provision of the ESI Act to various classes of establishment, industrial, commercial,
agricultural or otherwise in nature. Under these enabling provisions most of the state
governments have extended the ESI act to certain specific classes of establishments. Like
shops
1ESI Act.1948. Sec.1
ABCDs of Government
Centre for Civil Society 65
Hotels, restaurants, cinemas, employing 20 or more persons.2 But no industry has the right to
opt out of the scheme.
Coverage:
With the implementation of ESI scheme, at just two industrial centres in 1952, namely
kanpur and Delhi, there was no looking back since then in terms of its geographic reach and
demographic coverage. Keeping pace with the process of industrialization, the scheme today
stands implemented at over 679 centres in 25 states and union territories. The Act now
applies to 230 thousand factories and establishments across the country, benefiting about 8.30
million family units of workers in the wage brackets. As of now, the total beneficiary
population stands at about 32 million.4
Administration:
The comprehensive and well-designed social security programme is administered by
an apex corporate body called the Employee State Insurance Corporation. It comprises
members representing vital interest groups that include, employee, employers, the central and
state government, besides, representatives of parliament and medical profession. The
corporation is headed by the union minister of labour, as its chairman, where as, the director
general, appointed by the central government functions as its chief executive officer. A
standing committee constituted from amongst the members of the corporation, acts as an
executive body. The medical benefit council, constituted by the central government, is yet
another statuary body that advises the corporation on matters related to effective delivery
services to the beneficiary population. The corporation with its central head quarters at New
Delhi, operates through a network of 26 regional and sub- regional offices located in various
state. The respective state governments take care of the administration of medical benefit.
Except in case of Delhi and Noida, greater Noida areas of Uttar pradesh, where, the
corporation
administers medical facilities directly.5
2 ESI Act.1948.Sec.1
3 ESI Act.1948. Sec.53&61
4 2001-2002. ESI Annual Report
5 ESI Act 1948. Sec 8,9,10.
ABCDs of Government
Centre for Civil Society 66
Finance:
Like most of the social security schemes, the world over, ESI scheme is a self-
financing health insurance scheme. Contributions are raised from covered employees and
their employers as a fixed percentage of wages. As of now, covered employees contribute
1.75% of the wages, whereas as the employers contribute 4.75% of the wages, payable to the
insured persons. Employers earning less than Rs 40 a day as daily wage are exempted from
payment of their share of contribution. The state government as per the provision of the act
contributes 1/8 of the expenditure on medical benefit within a per capita ceiling of Rs.600 per
insured person per annum. Any additional expenditure incurred by the state government, over
and above the ceiling, and not falling within the shareable pool, is borne by the state
governments concerned.6 The contribution is deposited by the employer in cash or by
cheaque at the designated branches of some nationalised banks. The responsibility for
payment of all contributions is that if the employer with a right to deduct the employees share
of contribution from employees wages relating to the period in respect of which the
contribution is payable 7.
Identity card:
On registration every insured person is provided with a ‘temporary identification
certificate’ which is valid ordinarily for a period of three months but may be extended, if
necessary, for a further period of 3 months. Within this period, the insured person is given a
permanent ‘family photo identity card’ in exchange for the certificate. The identity card
serves as a means of identification and has to be produced at the time of claiming medical
care at the dispensary/ clinic and cash benefit at the local office of the corporation. In the
event of change of employment, it should be produced before the new employer as evidence
of registration under the scheme to prevent any duplicate registration. The identity card bears
the signature/thumb impression of the insured person. Since medical benefit is also available
to the families of Insured persons, the particulars of family members entitled to medical
benefit are also given in the identity card affixed with a postcard size family photo. If your
identity card is lost, a duplicate card is issued on payment as prescribed.9
6 ESI Act 1948. Sec 38.
7 Employees Guide-2003 ‘Know Your Scheme’
8 ESI Act 1948. Sec.11.
9 Employees Guide- ESIC.
ABCDs of Government
Centre for Civil Society 67
Infrastructure:
Ever since its inception in 1952, the infrastructural network of the scheme has kept
expanding to meet the social security requirements of an ever-increasing worker population.
ESI corporation has, so far, set up 138 hospitals and 43 hospital annexes with about 26,000
beds for inpatients services are provided through network of 1,443 ESI dispensaries, 3,000
panel clinics and over 300 diagnostic centres, the corporation has set up five occupational
disease centers, one each at mumbai, Delhi, Calcutta, Chennai, Nagda for early detection and
treatment of occupational diseases prevalent among workers employed in hazardous
industries. For payment of cash benefits, the corporation operates through a network of over
840 local offices and cash offices, whose functioning is supervised by theregional/ sub-
regional offices. At the grass root level, services delivery units, comprising dispensaries,
clinics, hospitals and local offices etc are the mainstay of the huge service intensive.
The strategy:
Thus the only way to achieve this goal is by participation of citizens groups and other
non-profit agencies that advocate for workers’ health care rights. These groups can pressurise
ESIC at the local level to improve medical services, the supply of medicines, and benefits
related to accidents and occupational disease. Many of the agencies are addressing this
aspect, but overall coordination has been lacking. These lobbying groups should join force
with the workers’ watchdog committee and start a bigger movement to generate pressure on
the ground for legalised rights of workers in helping them to form and monitor the ESIC.
Change can only come about on the basis of building up consistent grassroots-based pressure
groups regionally and nationally. The media, which has shown favor towards the contributing
employees regarding the issue of the ESIC in the past, will also be leveraged effectively.
Together they can work to broaden the scope of the ESIC coverage to the informal sector
through the 73 amendment of the constitution, which calls for local self-governance from the
village to the district levels
.
• Eligibility
• Benefits
1. The central govt may in consultation with the corporation oppiont the
following principal officers of the corporation, namely
The corporation may employees such other staff of officers and servents as may be
necessary for the efficient transaction of its business. But the sanction of the central govt has
to be obtained for any post with a maximum monthly salary exceeding Rs 2250 and above.
Corporation officers and servents to be public servants {sec93}. All officers and
servants of the ESI corporation shall be deemed to be public servants within the meaning of
sec21 of the Indian penal code 1860.
Inspectors
The ESI corporation may appoints such persons as inspectors as it thinks fit for the
purpose of act with in such local limit as it may be assign to them {sec45(1)}.
Reference:
History:
The employees provident fund and miscellaneous provision act, 1952 is a piece of
social welfare legislation; a beneficent measure, enacted for the purpose of institution of
providers fund for employees in factories and other establishment. The provisions are
intended for the better future of the industrial worker on his retirement and also for his
dependents, in the event of his death in the course of employment. The act provided for the
institution of compulsory provident fund, family pension fund and deposit linked insurance
fund for the benefit of the employees.
• To provide old age benefit and early death of the bread-winner and in some other
contingencies.
EMPLOYEE
EMPLOYER
MEMBERSHIP
Contributions:
The statutory rate of contribution to the provident fund by the employs and the
employers, as prescribed in the act, is 10% of the pay of the employees.
The act, however, provides that the central government may, after making such
enquiries as it deems fit, enhance the statutory rate of contribution to 12% of wages in any
industry or class of establishment.
a) In case of employees less than 202 in the establishment of jute, beedi, brick,
coir or gum industry -10% of the basic wage, dearness allowance and retaining
allowance, if any.
Administration charges
Challens/Forms an\available at
Withdrawers
Nomination
Transfer
Account slips
Exemptions
REFERENCE:
B.D SINGH
EMPLOYEES PROVIDENT FUND ACT-1952
Introduction:-
Every worker wants security & maintenance for old age. The provident Fund act-
1952 deals with provident funds relating to only Govt., railways and local authorities.
Therefore, it was considered desirable to introduce a private scheme for industrial workers.
As a result, the provident fund act 1952 was passed which initially provided for payment of
pension fund to employees in industries specified in schedule-1.
Definitions:
Employee Definition:
"Employee" as defined in Section 2(f) of the Act means any person who is
employed for wages in any kind of work, manual or otherwise, in or in connection with the
work of an establishment, and who gets wages directly or indirectly from the employer and
includes any person employed by or through a contractor in or in connection with the work of
the establishment.
Membership:
All the employees (including casual, part time, Daily wage contract etc.) other then
an excluded employee are required to be enrolled as members of the fund the day, the Act
comes into force in such establishment.
Basic Wages:
"Basic Wages" means all emoluments which are earned by employee while on duty or
on leave or holiday with wages in either case in accordance with the terms of the contract of
employment and witch are paid or payable in cash, but dose not include
Objective:
The act is designed to provide a substantial measure of financial security and timely
monetary assistance to the industrial workers and their families through the institution of
compulsory provident funds.
Extent:
The act extends to the whole of India except the state of jammu & Kashmir.
Applies for:
The statutory scheme applies to---
C]who are engaged in scheduled industries and activities listed under tha act.
(iii) Housing
(iv) Family obligation
• Any covered establishment with less then 20 employees, for establishments cover
prior to 22.9.97.
• Any sick industrial company as defined in clause (O) of Sub-Section (1) of Section 3
of the Sick Industrial Companies (Special Provisions) Act, 1985 and which has been
declared as such by the Board for Industrial and Financial Reconstruction,
• Any establishment which has at the end of any financial year accumulated losses
equal to or exceeding its entire net worth and
Any establishment engaged in manufacturing of (a) jute (b) Breed (d) coir and (e) Guar
gum Industries/ Factories. The contribution under the Employees' Provident Fund Scheme by
the employee and employer will be as under with effect from 22.9.1997.
As soon as possible and after the close of each period of currency of contribution,
annual statements of accounts will de sent to each member through of the factory or other
establishment where the member was last employed. The statement of accounts in the fund
will show the opening balance at the beginning of the period, amount contribution during the
year, the total amount of interest credited at the end of the period or any withdrawal during
the period and the closing balance at the end of the period. Member should satisfy themselves
as to the correctness f the annual statement of accounts and any error should be brought
through employer to the notice of the correctness Provident Fund Office within 6 months of
the receipt of the statement.
REFERENCES –
INDUSTRIAL RELATIONS
www.epfindia.com
MATERNITY BENEFIT ACT 1961
Economic dependence of women is what gives rise to their subordination in society
today. Hence to remove such subordination and to lay the foundation of equality women too
must be made economically independent and must take an active role in all sectors of
business today. To support such initiative the Government must provide some conditions
which are suitable for the needs of women.
Problems faced by women in the economic sphere of life are mostly relating to
unequal wages and discrimination resulting from their biological role in nature of
childbearing. To curb such problems and protect the economic rights of women the
legislature introduced the Equal Remuneration Act 1976 and the Maternity Benefit Act of
1961.
Maternity benefits were first recognized when the Maternity Protection Conference
was held by the International Labour Organization in 1919. In a case in 1977, B. Shah v. P.O.
It was held that women need to be withdrawn from the workforce during pregnancy and after
the birth also they need the steady income for medical expenses etc. and therefore to preserve
her health law should make provisions for maternity benefit so women can ensure their
productivity as well as reproductivity.
A maternity benefit is one that every woman shall be entitled to, and her employer
shall be liable for, the payment of maternity benefit, which is the amount payable to her at the
rate of the average daily wage for the period of her actual absence.
The Maternity Benefit Act is applicable all across the whole Union of India and is
pertinent to every factory, mine or plantation including those belonging to Government,
irrespective of the number of employees, and to every shop or establishment wherein 10 or
more persons are employed or were employed on any day of the preceding 12 months.
Women can claim benefits under the act everywhere except in factories and other
establishments where the Employee’s State Insurance Act is applicable. Sec.2 of this Act lays
down its applicability where it states that this act must be followed in all Governmental
establishments such as factories, mines, and other plantations where people are employed for
the exhibition of equestrian and acrobatic skills. Also it applies to shops or any state owned
stores or markets where at least ten people are employed and the person must have been
working for at least 12 months to avail of the maternity benefits. Women are eligible to gain
benefits under the act if the woman employee, whether employed directly or through a
contractor, has actually worked in the establishment for a period of at least 80 days during the
12 months immediately preceding the date of her expected delivery. The qualifying period of
80 days does not apply to a woman who may have immigrated into the State of Assam and
was pregnant at the time of immigration. There is no wage ceiling for coverage under the Act
nor there is any restriction as regards the type of work a woman is engaged in.
The maximum period for which any woman shall be entitled to maternity benefit shall
be twelve weeks of which not more than six weeks shall precede the date of her expected
delivery.
Section 4 of this act states when women are prohibited to work under certain
circumstances- firstly, within six weeks that immediately follow the day of delivery,
miscarriage or termination of pregnancy, secondly, no employer should knowingly employ
them within the six weeks of above circumstances, thirdly, pregnant women on request by
employer are not allowed to do any work which involves standing for long hours or any
activity which may be harmful to the fetus. The time period for this will be one month
preceding the expected delivery date or any period during the six weeks when she is not to be
working but does not avail of this leave. In the B.Shah v. P.O. case it was held that 100%
wages were to be provided for all days of leave as well as benefits such a Sundays and rest
days as wages were being given for actual number of working days missed.
Section 5-A guarantees women the security of tenure during such period of leave.
Their employer will continue to pay her wages even though she is unable to attend work.
In case a woman dies during this period, the maternity benefit shall be payable only
for the days up to and including the day of her death. In case the woman dies during the
delivery or within a short period after it then the employer is liable for the entire period but if
the child dies then for the days up to and including the date of death of the child. The loss of
both wife and child can be very emotionally scarring and the husband will be paid the
compensation of maternity benefit. Women who work strenuous hours during the course of
their employment can develop stressful tendencies. When they reach a certain age they are
expected to start a family and due to their hectic schedules they develop complications while
conceiving. Hence for a certain period of time women should be allowed their personal rights
to give birth to healthy children and take care of the infants till a certain period of time while
getting support from their employing establishment as medical expenses as well as costs of
taking care of newborn children are expensive. Maternity benefit is paid in certain cases:a)to
women who are employed in factories or other institutions where the provisions of the
Employees’ State Insurance Act applyb)whose wages for a month exceed the amount
specified in sub clause (9) of sec.2 of the Actc)who fulfills the conditions specified in sub
section (2) of sec.5shall be entitled to the payment of maternity benefit under this Act.
Under sec.6 a Notice of claim for maternity benefit must be provided. A woman
employee entitled to maternity benefit may give a notice in writing (in the prescribed form) to
her employer, stating as follows:i.that her maternity benefit may be paid to her or to her
nominee (to be specified in the notice);ii.that she will not work in any establishment during
the period for which she receives maternity benefit; and iii.that she will be absent from work
from such date (to be specified by her), which shall not be earlier than 6 weeks before the
date of her expected delivery.
Women are entitled to these benefits as the child bearing process is intensely painful
and can cause bodily damage. This may severely affect the future work of the woman as an
employee and decrease her productivity. Hence a certain amount of time, usually six weeks is
given for recovery and nursing of the newborn child. Such leave may also be extended in
special cases related to pregnancy such as miscarriage or termination of pregnancy. Special
provisions are made for miscarriage.
For women who return to their services with the employing agency after the leave
provided a special provision for two breaks in the working day for a prescribed period of time
for nursing the child till the age of fifteen months. This gives women a feeling of
convenience as they do not have extra hassles of running home from time to time or the
inconvenience of losing their status of employment.
The main authority on this Act is the Central Government which determines the
extent of Act and makes rules to enforce it.
Its main aims are to give directions to the State Government regarding execution of
the act, and where the appropriate Government is the Central Government, to make rules for
carrying out the provisions of this act, to exempt establishments from any or all provisions of
the act. Where the appropriate government is the State Government, to make rules for the
purpose of carrying out the provisions of this act, to exempt establishments from any or all
provisions of the act. The duty of the Inspector appointed is to implement and enforce the
provisions of the act and to hear complaints regarding payment of maternity benefit. He or
she can enter at reasonable times with assistants, any premises where women are employed,
examine any person, require the employer to give information regarding women employees,
take copies of registers or records, order payments to be made.
(1) This Act may be called the Maternity Benefit Act, 1961.
(2) It extends to the whole of India [1] [* * *].
(3) It shall come into force on such date [2] as may be notified in this behalf in the Official
Gazette,-
[3] (a) in relation to mines and to any other establishment wherein persons are employed for
the exhibition of equestrian, acrobatic and other performances, by the Central Government;
and]
(b) in relation to other establishments in a State, by the State Government.
2. Application of Act:
(b) to every shop or establishment within the meaning of any law for the time being in force
in relation to shops and establishments in a State, in which ten or more persons are employed,
or were employed, on any day of the preceding twelve months:]
Provided that the State Government may, with the approval of the Central Government, after
giving not less than two month's notice of its intention of so doing, by notification in the
Official Gazette, declare that all or any of the provisions of this Act shall apply also to any
other establishment or class of establishments, industrial, commercial, agricultural or
otherwise.
(2) [5] [Save as otherwise provided in [6] [Sections 5A and 5B] nothing contained in this
Act] shall apply to any factory or other establishment to which the provisions of the
Employees' State Insurance Act, 1948 (34 of 1948) apply for the time being.
3. Definitions:
In this Act, unless the context otherwise requires,-
(a) “appropriate Government- means, in relation to an establishment being a mine [7] [or an
establishment wherein persons are employed for the exhibition of equestrian, acrobatic and
other performances] the Central Government and in relation to any other establishment the
State Government;
(b) “child- includes a still-born child;
(c) “delivery- means the birth of a child;
(d) “employer- means-
(i) in relation to an establishment which is under the control of the Government a person or
authority appointed by the Government for the supervision and control of employees or
where no person or authority is so appointed, the head of the department;
(ii) in relation to an establishment under any local authority, the person appointed by such
authority for the supervision and control of employees or where no person is so appointed,
the chief executive officer of the local authority;
(iii) in any other case, the person who, or the authority which, has the ultimate control over
the affairs of the establishment and where the said affairs and entrusted to any other person
whether called a manager, managing director, managing agent, or by any other name, such
person;
[8] [(e) establishment- means-
(i) a factory;
(ii) a mine;
(iii) a plantation;
(iv) an establishment wherein persons are employed for the exhibition of equestrian,
acrobatic and other performance; [9] [***]
[10] [(iva) a shop or establishment; or]
(v) an establishment to which the provisions of this Act have been declared under sub-section
(1) of Section 2 to be applicable;]
(f) “factory- means a factory as defined in clause (m) of Section 2 of the Factories Act 1948
(63 of 1948);
(g) “Inspector- means an Inspector appointed under Section 14;
(h) “maternity benefit- means the payment referred to in sub-section (1) of Section 5;
[11] [(ha) “medical termination of pregnancy- means the termination of pregnancy
permissible under the provisions of Medical Termination of Pregnancy Act, 1971];
(i) “mine- means a mine as defined in clause (j) of Section (2) of the Mines Act, 1952 (35 of
1952);
(j) “miscarriage- means expulsion of the contents of a pregnant uterus at any period prior to
or during the twenty-sixth week of pregnancy but does not include any miscarriage, the
causing of which is punishable under the Indian Penal Code (45 of 1860);
(k) “plantation- means a plantation as defined in clause (f) of Section 2 of the Plantations
Labour Act, 1951 (69 of 1951);
(l) “prescribed- means prescribed by rules made under this Act;
(m) “State Government-, in relation to a Union territory, means the Administrator thereof;
(n) “wages- means all remuneration paid or payable in cash to a woman, if the terms of the
contract of employment, express or implied, were fulfilled and includes-
(1) such cash allowances (including dearness allowance and house rent allowance) as a
woman is for the time being entitled to,
(2) incentive bonus, and
(3) the money value of the concessional supply of foodgrains and other articles, but does not
include-
(i) any bonus other than incentive bonus;
(ii) over-time earnings and any deduction or payment made on account of fines;
(iii) any contribution paid or payable by the employer to any pension fund or provident fund
or for the benefit of the woman under any law for the time being in force; and
(iv) any gratuity payable on the termination of service;
(o)“woman- means a woman employed, whether directly or through any agency, for wages in
any establishment.
4. Employment of or work by, women prohibited during certain periods:
(1) No employer shall knowingly employ a woman in any establishment during the six weeks
immediately following the day of her delivery, [12] [miscarriage or medical termination of
pregnancy].
(2) No women shall work in any establishment during the six weeks immediately following
the day of her delivery [13] [miscarriage or medical termination or pregnancy].
(3) Without prejudice to the provisions of Section 6, no pregnant women shall, on a request
being made by her in this behalf, be required by her employer to do during the period
specified in sub-section (4) any work which is of an arduous nature or which involves long
hours of standing, or which in any way is likely to interfere with her pregnancy or the normal
development of the foetus, or is likely to cause her miscarriage or otherwise to adversely
affect her health.
(4) The period referred to in sub-section (3) shall be-
(a) The period of one months immediately preceding the period of six weeks, before the date
of her expected delivery;
(b) any period during the said period of six weeks for which the pregnant woman does not
avail of leave of absence under Section 6.
(1) Any woman employed in an establishment and entitled to maternity benefit under the
provisions of this Act may give notice in writing in such form as may be prescribed, to her
employer, stating that her maternity benefit and any other amount to which she may be
entitled under this Act may be paid to her or to such person as she may nominate in the notice
and that she will not work in any establishment during the period for which she receives
maternity benefit.
(2) In the case of a woman who is pregnant, such notice shall state the date from which she
will be absent from work, not being a date earlier than six weeks from the date of her
expected delivery.
(3) Any woman who has not given the notice when she was pregnant may give such notice as
soon as possible after the delivery.
[23] [(4) On receipt of the notice, the employer shall permit such woman to absent herself
from the establishment during the period for which she receives the maternity benefit.]
(5) The amount of maternity benefit for the period preceding the date of her expected
delivery shall be paid in advance by the employer to the woman on production of such proof
as may be prescribed that the woman is pregnant, and the amount due for the subsequent
period shall be paid by the employer to the woman within forty-eight hours of production of
such proof as may be prescribed that the woman has been delivered of a child.
(6) The failure to give notice under this section shall not disentitle a woman to maternity
benefit or any other amount under thi7s Act if she is otherwise entitled to such benefit or
amount and in any such case an Inspector may either of his own motion or on an application
made to him by the woman, order the payment of such benefit or amount within such period
as may be specified in the order.
Every woman entitled to maternity benefit under this Act shall also be entitled to
receive from her employer a medical bonus of [24] [two hundred and fifty rupees], if no pre-
natal confinement and post-natal care is provided for by the employer free of charge.
10. Leave for illness arising out of pregnancy, delivery, premature birth of
child, [27] [miscarriage, medical termination of pregnancy or tubectomy
operation]:
A woman suffering from illness arising out of pregnancy, delivery, premature birth of
child [28] [miscarriage, medical termination of pregnancy or tubectomy operation] shall, on
production of such proof as may be prescribed, be entitled, in addition to the period of
absence allowed to her under Section 6, or, as the case may be, under Section 9, to leave with
wages at the rate of maternity benefit for a maximum period of one month.
.
11. Nursing breaks:
Every woman delivered of a child who returns to duty after such delivery shall, in
addition to the interval for rest allowed to her, be allowed in the course of her daily work two
breaks of the prescribed duration for nursing the child until the child attains the age of fifteen
months.
(1) When a woman absents herself from work in accordance with the provisions of this Act, it
shall be unlawful for her employer to discharge or dismiss her during or on account of such
absence or to give notice of discharge or dismissal on such a day that the notice will expire
during such absence, or to vary to her disadvantage any of the conditions of her service.
(2)(a) The discharge or dismissal of a woman at any time during her pregnancy, if the woman
but for such discharge or dismissal would have been entitled to maternity benefit or medical
bonus referred to in Section 8, shall not have the effect of depriving her of the maternity
benefit or medical bonus:
Provided that where the dismissal is for any prescribed gross misconduct, the employer may,
by order in writing communicated to the woman, deprive her of the maternity benefit or
medical bonus or both.
[29] [(b) Any woman deprived of maternity benefit or medical bonus, or both, or discharged
or dismissed during or on account of her absence from work in accordance with the
provisions of this Act, may, within sixty days from the date on which order of such
deprivation on discharge or dismissal is communicated to her, appeal to such authority as
may be prescribed, and the decision of that authority on such appeal, whether the woman
should or should not be deprived of maternity benefit or medical bonus, or both, or
discharged or dismissed shall be final.]
(c) Nothing contained in this sub-section shall affect the provisions contained in sub-section
(1).
No deduction from the normal and usual daily wages of a woman entitled to maternity
benefit under the provisions of this Act shall be made by reason only of-
(a) the nature of work assigned to her by virtue of the provisions contained in sub-section (3)
of Section 4; or
(b) breaks for nursing the child allowed to her under the provisions of Section 11.
Every Inspector appointed under this Act shall be deemed to be a public servant
within the meaning of Section 21 of the Indian Penal Code (45 of 1860).
If a woman works in any establishment after she has been permitted by her employer
to absent herself under the provisions of Section 6 for any period during such authorized
absence, she shall forfeit her claim to the maternity benefit for such period.
An abstract of the provisions of this Act and the rules made thereunder in the
language or languages of the locality shall be exhibited in a conspicuous place by the
employer in every part of the establishment in which women are employed.
Every employer shall prepare and maintain such registers, records and muster-rolls
and in such manner as may be prescribed.
(1) If any employer fails to pay any amount of maternity benefit to a woman entitled under
this Act or discharges or dismisses such woman during or on account of her absence from
work in accordance with the provisions of this Act, he shall be punishable with imprisonment
which shall not be less than three months but which may extend to one year and with fine
which shall not be less than two thousand rupees but which may extend to five thousand
rupees:
Provided that the court may, for sufficient reasons to be recorded in writing, impose a
sentence of imprisonment for a lesser term or fine only in lieu of imprisonment.
(2) If any employer contravenes the provisions of this Act or the rules made thereunder, he
shall, if no other penalty is elsewhere provided by or under this Act for such contravention,
be punishable with imprisonment which may extend to one year, or with fine which may
extend to five thousand rupees, or with both:
Provided that where the contraventions is of any provision regarding maternity benefit
or regarding payment of any other amount and such maternity benefit or amount has not
already been recovered, the court shall, in addition, recover such maternity benefit or amount
as if it were a fine and pay the same to the person entitled thereto.]
Whoever fails to produce on demand by the Inspector any register or document in his
custody kept in pursuance of this Act or the rules made thereunder or conceals or prevents
any person from appearing before or being examined by an Inspector shall be punishable with
imprisonment which may extent to [33] [one year, or with fine which may extend to five
thousand rupees], or with both.
(1) Any aggrieved woman, an office-bearer of a trade union registered under the Trade
Unions Act, 1926 (16 of 1926) of which such woman is a member or a voluntary
organization registered under the Societies Registration Act, 1860 (21 of 1860) or an
Inspector, may file a complaint regarding the commission of an offence under this Act in any
court of competent jurisdiction and no such complaint shall be filed after the expiry of one
year from the date on which the offence is alleged to have been committed.
(2) No court inferior to that of a Metropolitan Magistrate or a Magistrate of the first class
shall try any offence under this Act.]
The Central Government may give such directions as it may deem necessary to a State
Government regarding the carrying into execution of the provisions of this Act and the State
Government shall comply with such directions.
(1) The provisions of this Act shall have effect notwithstanding anything inconsistent
therewith contained in any other law or in the terms of any award, agreement or contract of
service, whether made before or after the coming into force of this Act:
Provided that where under any such award, agreement, contract of service or otherwise, a
woman is entitled to benefits in respect of any matter which are more favorable to her than
those to which she would be entitled under this Act, the woman shall continue to be entitled
to the more favorable benefits in respect of that matter, notwithstanding that she is entitled to
receive benefits in respect of other matters under this Act.
(2) Nothing contained in this Act shall be construed to preclude a woman from entering into
an agreement with her employer for granting her rights or privileges in respect of any matter
which are more favorable to her than those to which she would be entitled under this Act.
(1) The appropriate Government may, subject to the condition of previous publication and by
notification in the Official Gazette, make rules for carrying out the purposes of this Act.
(2) In particular, and without prejudice to the generality of the foregoing power, such rules
may provide for-
(a) the preparation and maintenance of registers, records and muster-rolls;
(b) the exercise of powers (including the inspection of establishments) and the performance
of duties by Inspectors for the purposes of this Act;
(c) the method of payment of maternity benefit and other benefits under this Act insofar as
provision has not been made therefor in this Act;
(d) the form of notices under Section 6;
(e) the nature of proof required under the provisions of this Act;
(f) the duration of nursing-breaks referred to in Section 11;
(g) acts which may constitute gross misconduct for purposes of Section 12;
(h) the authority to which an appeal under clause (b) of sub-section (2) of Section 12 shall lie;
the form and manner in which such appeal may be made and the procedure to be followed in
disposal thereof;
(i) the authority to which an appeal shall lie against the decision of the Inspector under
Section 17; the form and manner in which such appeal may be made and the procedure to be
followed in disposal thereof;
(j) the form and manner in which complaints may be made to Inspectors under sub-section
(1) of Section 17 and the procedure to be followed by them when making inquiries or causing
inquiries to be made under sub-section (2) of that section;
(k) any other matter which is to be, or m ay be prescribed.
[35] [(3) Every rule made by the Central Government under this section shall be laid as soon
as may be after it is made, before each House of Parliament while it is in session for a total
period of thirty days which may be comprised in one session [36] [or in two or more
successive sessions and if, before the expiry of the session immediately following the session
or the successive sessions, aforesaid] both Houses agree in making any modification in the
rule or both Houses agree that the rule should not be made, the rule shall thereafter have
effect only in such modified form or be of no effect, as the case may be; so however, that any
such modification or annulment shall be without prejudice to the validity of anything
previously done under that rule.]
The payment of gratuity Act, 1972, along-waited and progressive social security
measure was passed by parliament in August, 1972. it cam into force on 16 th September,
1972. The Act was amended twice in 1984. The latest amendment to the Act has been made
in 1987.
Extent of Act. The Act extends to the whole of India. But is so far as it relates to
plantations or ports, it shall not extend to the state of Jammu and Kashmir [sec.1 (2)].
The Act covers all person employed in the above establishment whose wages do not exceed
Rs. 2,500 per mensem, or such higher amount as the Central Government may, having regard to the
general level of wages, by notification, specify.
The payment of Gratuity (second Amendment) Act, 1984 provides that a shop or
establishment once covered shall continue to be covered under the Act not withstanding that the
number of persons employed there in at any time falls below ten.
a) Appropriate Government:
It means in relation to an establishment belonging to, or under the
control of, the central government, having branches in more than one
state, of a factory belonging to, or under the control of the central
government, of a major port, mine, oil-field or Railway Company, the
central government, in any other case, the state government.
The completion of continuous service of five year shall not be necessary where the
termination of the employment of any employee is due to death or disablement. In the
case of death gratuity payable to him shall be paid to his heirs.
Obligations and rights of employers and employees under the Act are summed up as
under:
Obligations of employers:
1. To pay gratuity to employees who fulfil the necessary conditions as laid down in the
Act [Sec.4(1) and 7(3)].
2. To determine the amount of gratuity as soon as it becomes payable and to give notice
in writing to the person to whom the gratuity is payable and also to the controlling
authority specifying the amount of gratuity so determined [Sec.7(2)].
3. To deposit with the controlling authority, in case of any dispute as to the amount of
gratuity payable to an employee, such amount as he admits to be payable by him as
gratuity [Sec.7(4)].
Rights of employers:
3. To claim exemption from the provisions of the Act if his employees are in
receipt of gratuity or pensionary benefits not less favorable than the benefits
conferred under the Act (Sec.5).
4. To appeal against the order the controlling authority under Sec.7(4) if the
controlling authority determines a larger amount of gratuity payable to an
employee than what is actually due to him or entertains any claim for gratuity
which the employer denies [Sec.7(7)].
Obligations of employees:
1. To nominate within thirty days of his completion of one year’s service persons
who may receive gratuity in case of his death [Sec.6(1), Rule 6(1)].
2. To apply to the employer ordinarily within thirty days from the date the
gratuity became payable for payment of such gratuity. The application may
also be made in his behalf by any person authorized in writing [Sec.7(1), Rule
7(1)].
Rights of employees:
1. To claim payment of gratuity of the manner provided under the Act and
the rules framed thereunder [Sec.4(1) and 7(1)].
2. To distribute the amount of gratuity payable to him amongst more than one
nominee [Sec.6(2)].
Reference:
S.M. SHUKLA
R.N. SAXENA
MODULE 4
WELFARE
Meaning:
The concept of ‘labour welfare’ is flexible and elastic and differs widely with time,
region , industry, social values and customs, degree of industrialization, the general socio-
economic development of the people and the political ideologies prevailing at an particular
time.
“Anything done for intellectual, physical, moral and economic betterment of the
workers, whether by the employers, by government or by other agencies, over and above
what is laid down by law or what is normally expected of the contractual benefits for which
workers have bargained.”
• The purpose of providing welfare amenities is to bring about the development of the
whole personality of the worker.
• Labour welfare is a term, covering social security and such other activities as
medically, crèches canteens, recreation housing etc.
* It helps to improve.
* Welfare measures help to improve the goodwill and public image of the enterprise.
The condition under which work is carried on or not congenial for health.
There is a social also as pointed out by the labour investigation committee, “the
provision of canteens improves the physique, entertainment reduces the incidents of vices;
medical aid and maternity and child welfare services improve the health of the workers and
bring down the rates of general, maternal and infantile morality; and education facilities
increase their mental efficiency and economic productivity.”
Statutory Requirements:
The Indian Trade Unions have miserably failed to provide welfare to its own
community. At the industrial centers where the trade unions movement is very
well developed, unions have taken steps for the welfare of workers.
The Mill Mazdoor Union, Indore, has established labour welfare centers to
provide cultural, recreational and other amenities to its members.
Emerging issues:
1. Workers Education: It is basic education for workers who lacked
opportunity for formal schooling. It helps a worker solve his problems not
as an individual but as a member of this social class. The basic objective of
workers’ education is to make the worker an efficient individual, disciplined
trade union member and an intelligent corporate citizen, so that he plays a
vital role in the socio-economic development of the country.
2. Workers Training: In India, there is an acute shortage of skilled and trained workers for a
number of industrial occupations and a majority of workers suffer from low efficiency.
Whereas Training leads to efficiency and increased productivity, less waste, reduced
supervision, higher employee earnings, reduced accidents, increased organizational stability
and flexibility, heightened morale and vertical job mobility.
WELFARE OF HUMAN EMPLOYEES
“Anything done for the intellectual, physical, moral and economic betterment
of the workers, whether by employers, by Govt or by other agencies, over and above what is
laid down by law or what is normally expected of the contractual benefits for which workers
may have bargained.”
The Encyclopedia of Social Sciences has defined Labour welfare work as:
“The voluntary efforts of the employers to establish, within the existing industrial
system, working and sometime, living and cultural conditions of the employees beyond what
is required by law, the custom of the country and conditions of the market.”
• It is the work which usually undertaken within the premises or in the vicinity of the
undertakings for the benefit of the employees and the members of their families.
• The work generally includes those items of welfare which are over and above what is
provided by statutory provisions or required by the custom of the industry or what the
employees expect as a result of a contract of service from the employers.
• The purpose of providing welfare amenities is to bring about the development of the
whole personality of the worker- his social, psychological, economic, moral, cultural
and intellectual development to make him a good worker, a good citizen and a good
member of the family.
• These facilities may be provided voluntarily by progressive and enlightened
entrepreneurs at their own accord out of their realization of social responsibility
towards labour, or statutory provisions may compel them to make these facilities
available; or these may be undertaken by Govt or trade unions, if they have the
necessary funds for the purpose.
• Labour Welfare is a very broad term, covering social security and such other activities
as medical aid, canteens, recreation, housing, adult education, arrangements for the
transport of labour to and from the work place.
A comprehencive dock-workers scheme 1961 has been formed under the Dock
Workers (Regulation of Employment) Act, 1948. The various welfare measures proposed
under the act include provision pertaining to:
Besides these facilities, certain extra mural labour welfare facilities are also made
available to workers, such as provision of:
3. Crèche’s (sec.48)
4. Working hours (secs.51 and 54). A woman shall not be required or allowed to work in
factory for more than 48 hours in any week or 9 hours in any day
The state government may make rules providing for the exemption from the
restrictions imposed by sec. 66 (w) in case of women working in flash-curing or flash
canning factories, where the employment of women beyond the specified hours is necessary
to prevent damage to, or deterioration in, any raw material (sec.66 (2)). The rules so made
shall deterioration in, any raw material (sec.66 (2)). The rules made shall remain in force for
not more than 3 years at a time (sec.66 (3)).
6. Effect of certificate of fitness granted to female adolescent (sec.70 (1-A). this has
already been discussed.
7. Dangerous operations (sec.87(b)).where the state government is of opinion that any
operation carried on in a factory exposes any person employed in it to a serous risk of
bodily injury, poisoning or disease, it may make rules prohibiting or restricting the
employment of women in that operation.
Work:
In thermodynamics, work is the quantity of energy transferred from one system to another
without an accompanying transfer of entropy.
Night Shift:
1. A group of employees working during the night in a factory or business.
Ventilation:
Adequate ventilation for the circulation of fresh air, and for the propulsion of the air
from the room, either by natural ventilation through windows and ventilators or by artificial
means like that of electric fans;
Temperature:
Shall be kept at a level comfortable to workers and prevent injury to health. The walls
and roofs shall be of such material and of such design as to keep the temperature low. State
governments may prescribe a standard of adequate ventilation and reasonable temperature,
and can ask every factory to reduce temperature by such methods as white washing, spraying
or by raising the level of the roof or insulating the roof either by an air space and double roof
or by the use of insulating roof materials or other methods.
(section 27):
Women and child workers are prohibited to be employed in any part of a factory for
pressing cotton in which a cotton opener is at work. But they may be employed on the other
side of the partition where the feed- end is situated, if the feed –end of the cotton opener is
separated from the delivery end by a partition. But in such case a written permission has to be
obtained from the inspector.
The period of work shall be so fixed that no adult worker is required to work for a
period exceeding five hours without an interval of rest of at least half an hour (section 55)
The period of work, including such intervals of rest, shall be so arranged that they
shall not spread over more than ten and a half hors with the permission of the chief inspector
for specified reasons (section 56)
Reference:
DYANAMICS OF INDUSTRIAL RELATIONS
Introduction:
As a follow up to the above, in August 2002,CARAM Asia with the support of the
United Nations Office of the High Commissioner for Human Rights, the International
Organization for Migration, the Asia Pacific Forum on Women in Law and Development, the
Arab Organization for Human Rights, Migrant International, the Global Alliance Against
Trafficking in Women, the Wield solidarities – Solidarite Mondiale, the Indonesian National
Commission on Violence Against Women and the Canadian Human Rights Foundation
organized a Regional Summit on Foreign Migrant Domestic Workers, in Colombo, Sri
Lanka. 132 participants from 24 countries including migrants, government representatives,
NGOs and UN representatives participated in the summit.
The summit was the result of issues and concerns identified by foreign domestic
workers and migrant support groups involved at the community level in origin and
destination countries. These issues were later discussed at various regional and national level
consultations which preceded the summit.
According to factories act 1948, women and children should not after 7.pm.
According to Sec.57
Night Shifts (Sec.57): where worker in a factory works on shift which extends beyond
midnight:
a) His weekly holiday and compensatory holiday means a period of holiday for twenty-
four consecutive hours beginning when his shift ends.
b) The following day for him shall be deemed to be the period of twenty-four hours
beginning when such shift ends and the hours he has worked after midnight shall be
counted in the previous day.
Overlapping of shifts(Sec.58): Work shall not be carried on in any factory by means of a
system of shifts so arranged that more than one relay of worker is engaged in work of the
same kind at the same time.
Employment of women (Sec.66):
a) Hours of work: No women can be allowed to work for more than the maximum daily
hours of work, i.e., nine hours a day. No women shall be employed in any factory
except between the hours of 6 a.m. and 7 p.m. the State Government may be
notification in the Officaial Gazette vary the limits for particular factories. But such
provisions must not authorize the employment of women except under a weekly
holiday or any other holiday.
b) Work on or near Machinery in Motion: No women shall be allowed to clean,
lubricate or adjust any part of the machinery while the prime-mover or transmission
machinery is in the motion or to work between moving parts, or between fixed and
moving parts of an machinery which is in motion, and is likely to expose her to the
risk of injury from any moving part [Sec.22(2)].
c) Prohibition of Employment of women near cotton openers: No women shall be
employed in any part of a factory for pressing cotton in which a cotton-opener is at
work(Sec.27).
d) Excessive weights: the State Government may make rules prescribing the maximum
weights which may be lifted, carried or moved by adult men, adult women,
adolescents and children employed in factories or in carrying on any specified
process.
e) Creches: in every factory wherein more than thirty women workers are ordinanly
employed, there shall be provided and maintained suitable room or rooms for the use
of children under the age of six ears of such women (sec.48).
f) Dangerous Operations: When the State Government declares any operation in any
factory as dangerous or injurious to the health of women, it may make rules
prohibiting or restricting the employment of women in that operation [Sec.87(b)].
Ethical issues:
What is ethics?
Successful campaigns usually spread far and wide. The issues and the campaign is
taken up by many groups in different areas. It is essential therefore to establish some clear
principles of the campaign from the beginning to ensure that the campaign is ethical, does not
abuse people’s rights and does not negatively affect foreign domestic workers.
Risk Assessment:
Prior to the campaign, the group will need to assess all the possible scenarios that
could occur as a consequence of the campaign. Below
are some examples of possible scenario:
• One nationality of foreign domestic workers become vocal on cases of abuse, the
government decides to change policy and import “more docile” foreign domestic workers
from another country.
• Foreign domestic workers who speak out on cases of abuse by influential employers
may be threatened, harassed or simply disappear.
• Foreign domestic workers associations may be harassed, targeted or shut down by
authorities.
• One group or nationality of foreign domestic workers may secure better conditions
and wages than another group or nationality.
Divisions may arise.
• The campaign message may change as the campaign progresses.
The discussions will need to include ways to minimize possible negative
consequences, these may include discussions on:
How to ensure that all groups are well-informed on national and international laws in
order to be able to respond to illegal and unethical responses to the campaigns
• Including plans and funding in the activities to be able to provide for security,
relocation and livelihood of domestic workers suffering negative consequences of the
campaign.
• Securing alliances and support networks at the beginning of the campaign. Finding
allies among local women’s workers unions or associations may be critical to the protection
of the foreign domestic workers.
• Agree on methods to ensure that all participating in the campaign adhere to the basic
principles. While changes in activities and focus over time are healthy progressions, the
principles should be non-negotiable.
• Developing effective communication channels between all groups to know what is
happening and what are the responses.
This section aims to define the various forms of sexual harassment and other forms of
violence that foreign domestic workers may experience. While women’s experience of
particular forms of violence may differ from country to country, foreign domestic workers
experience violence in all countries. For this reason, this section does not focus on any
country in particular, but rather tries to provide the reader with an awareness about violence
and about national and international instruments and methods which can be used to develop
strategies to overcome the violence and abuse that women face.
Migrant women leave their homes and their countries to find work in another country.
This, they hope, will offer them opportunities to send money back to support their families, to
improve their own standard of living and if possible to gain experience and skills. Whether
through a specialized recruiting agency or through informal networks, many women migrate
to work as domestic workers. They did not travel thousands of miles to voluntarily clean,
wash and cook for someone they do not know. And yet, few governments have taken steps to
ensure that worker rights of domestic workers are fully protected, few unions have
campaigned for effective legislation to protect the labour rights of domestic workers. The law
considers the employment of foreign domestic workers as “private”, ‘informal” and thus
outside of the realm of labour laws.
Foreign domestic workers share the same burden of vulnerabilities and stigmatization
like other migrants in terms of health. They are denied the conditions necessary for well-
being and health promotion. This results in chronic as The situation of our physical and
psychosocial health of foreign domestic workers is very fragile and unstable…..As live-in
foreign domestic workers, we are forced to work long hours (from 12 to 20 hours) and 24
hours on call so we lack rest and there is not enough time to recover our energy. That directly
impacts on our physical health. With regard to the psychosocial health, we experience a
variety of emotions from being absent-minded/forgetful to depression and homesickness.
Many of us experience back pain, irregular menstruation, insomnia and other problems. It is
worse for those who are victims of physical and sexual abuses.
1. WITHHOLDING OF DOCUMENTS BY
EMPLOYERS
The withholding of passports and other legal documents by employers renders the
domestic workers technically ‘illegal’ or ‘undocumented’
when she is unable to produce valid legal documentation when stopped in public places by
enforcement authorities seeking to check her legal status; becoming a cause for arrest and
detention.
3. SPECIFICITY OF WORK PERMITS
Work permits of migrant workers are usually specific to their employers; place of
work, geographical region and for a specific period of time. Any violation of the same (i.e. if
migrant workers change employers, place of work or geographical region for example)
becomes terms for arrest and deportation, even if it is an attempt to escape abuse and
exploitation.
The above situation has special relevance for foreign domestic workers who most
often work and live in inadequate conditions, without access to basic services and at risk of
physical and sexual abuse. These workers are subject to weak recruitment regulations and
limited legal protection. Consequently, they are vulnerable to exploitation by unscrupulous
recruitment agents and employers. Human Rights Watch, in its report on Indonesian domestic
workers in Malaysia, has stated that these workers often work grueling 16 to 18 hour days,
seven days a week, and earn less than 25 U.S. cents per hour. Some suffer physical or sexual
abuse at the hands of their employers. However, given their severe limitations to access a
remedy for their grievances they have no recourse but to run away from the abusive situation.
What is Reintegration?
In the migration cycle, Reintegration is regarded as the last stage of migration. This is when
the foreign domestic worker returns to the country or community of origin after spending
some time abroad.
Interventions:
Programs should be put in place to effectively address trafficking and smuggling that
may occur during the process of migration.
Provisions and arrangements should be made available to foreign migrant domestic
workers for safe and secured transfer of remittances and their productive utilization.
In cases of serious human rights violations or serious injuries such as death, arbitrary
detention, crimes, unfair trials, sexual violence and abuse, States must undertake full and
transparent investigation and ensure that those responsible are held accountable.
Interventions should be developed by the State and civil society for enhancing skill
and empowerment of foreign migrant domestic workers.
The Durban Declaration and Program of Action of the World Conference against
Racism seek to eliminate racism, xenophobia, racial discrimination and other forms of related
intolerance. As part of this process public awareness to build positive attitudes to recognize
and value domestic work is imperative. Responsible media and civil society advocacy must
be engaged.
We the participants agreed to continue this process of dialogue through existing
structure and nontraditional regional cooperation. The dialogue should be based on a
mechanism to reconcile contradictory priorities, concerns and interests of all stakeholders.
Reference:
1) DYNAMICS OF INDUSTRIAL RELATIONS.
WEBSITE:
www.questia.com
www.caramasia.com
IMPACT OF NIGHT SHIFT ON FAMILY AND SOCIAL LIFE:
Shift work can be seen as one of the many factors and conditions associated with the
health, safety, and wellbeing of industrial workers. Social, cultural and emotional quality
also deserves our attention on human aspects of shift work, because it concerns individuals’
physiology, psychology, genetic and family heritage, social and cultural traits, life style, and
circadian rhythms. It is more likely to become apparent that intervening and local factors are
related with human aspects of shift work that should be carefully considered in order to
improve individuals’ performance, tolerance, familiarity with different shift schedule, family
and social lives, as well as to control work-related difficulties.
Social Impact:
• Increases
• Divorce
• Family violence
• Social Isolation
• Sexual dysfunction
• May affect women more than men
Social Risks:
• Number 1 problem: missing family and friends
• Would rather loose sleep than miss social opportunities & Some activities are flexible
( i.e.: gardening, woodworking, fixing cars)
• Some are not (clubs, team sports, childcare, school activities)
Family and social life:
• Family and friends should be made aware of the potential harmful consequences of
shift work
• Adjust family and social life to maximize interaction
• Maintain physical fitness
• Learn strategies to remain awake at work
Discuss your schedule with family and arrive at ground rules for sleep, meals etc. ground
rules for sleep, meals etc.
Plan time with friends and family. Plan time with friends and family.
What complicates this is that intuitively we all feel that we know what stress is, as it is
something we have all experienced. A definition should therefore be obvious…except that it
is not.
Problems of Definition:
One problem with a single definition is that stress is made up of many things: It is a
family of related experiences, pathways, responses and outcomes caused by a range of
different events or circumstances. Different people experience different aspects and identify
with different definitions.
Hans Selye (one of the founding fathers of stress research) identified another part of
this problem when he saw that different types of definition operate in different areas of
knowledge. To a lawyer or a linguist, words have very precise, definite and fixed meanings.
In other fields, ideas and definitions continue evolving as research and knowledge expands.
Selye’s view in 1956 was that “stress is not necessarily something bad – it all depends
on how you take it. The stress of exhilarating, creative successful work is beneficial, while
that of failure, humiliation or infection is detrimental.” Selye believed that the biochemical
effects of stress would be experienced irrespective of whether the situation was positive or
negative.
Since then, ideas have moved on. In particular, the harmful biochemical and long-
term effects of stress have rarely been observed in positive situations.
The current consensus now, the most commonly accepted definition of stress (mainly
attributed to Richard S Lazarus) is that stress is a condition or feeling experienced when a
person perceives that demands exceed the personal and social resources the individual
is able to mobilize.
People feel little stress when they have the time, experience and resources to manage
a situation. They feel great stress when they think they can't handle the demands put upon
them. Stress is therefore a negative experience. And it is not an inevitable consequence of an
event: It depends a lot on people's perceptions of a situation and their real ability to cope with
it.
Sometimes, however, the pressures and demands that may cause stress can be positive
in their effect. One example of this is where sportsmen and women flood their bodies with
fight-or-flight adrenaline to power an explosive performance. Another example is where
deadlines are used to motivate people who seem bored or unmotivated. We will discuss this
briefly here, but throughout the rest of this site we see stress as a problem that needs to be
solved.
In most work situations jobs, our stress response causes our performance to suffer. A
calm, rational, controlled and sensitive approach is usually called for in dealing with most
difficult problems at work: Our social inter-relationships are just too complex not to be
damaged by an aggressive approach, while a passive and withdrawn response to stress means
that we can fail to assert our rights when we should.
Before we look further at how to manage stress and our performance, it is important
to look at the relationship between pressure and performance in a little more detail, first by
looking at the idea of the “Inverted-U”, and second by looking at "Flow". This is the ideal
state of concentration and focus that brings excellent performance.
Introducing Stress Management:
Our main definition of stress is that stress is a condition or feeling experienced when a
person perceives that demands exceed the personal and social resources the individual is able
to mobilize.
With this in mind, we can now look at how you can manage all of the stresses that
your career will bring.
From our definition, you can see that there are three major approaches that we can use to
manage stress:
The early sections on the navigation bar to the left focus on action-oriented coping.
These sections introduce skills that help you to manage your job actively, work well with
your boss and co-workers, and change your surroundings to eliminate environmental stress.
The Action-oriented sections of this site are:
• Avoid Burnout
Emotionally-oriented approaches - subtle but effective
If you do not have the power to change a situation, then you may be able to reduce
stress by changing the way you look at it, using an emotionally-oriented approach.
Sometimes, we have so little power in a situation that all we can do to survive it. This
is the case, for example, when loved-ones die.
In these situations, often the first stage of coping with the stress is to accept one’s lack
of power. The section on Defenses against Stress looks at building the buffers against stress
that helps you through these difficult periods. Arguably, the section on Useful Relaxation
Techniques also falls into this category.
Counseling:
What is counseling?
Counseling is a process that enables a person to sort out issues and reach decisions
affecting their life. Often counselling is sought out at times of change or crisis, it need not be
so, however, as counselling can also help us at any time of our life.
Counselling involves talking with a person in a way that helps that person solve a
problem or helps to create conditions that will cause the person to understand and/or improve
his behaviour, character, values or life circumstances.
Counselling is often performed face-to-face in confidential sessions between the
counsellor and client(s). However, counselling can also be undertaken by telephone, in
writing and, in these days of the Internet, by email or video conferencing.
Counselling can and may take many different formats to bring a person to a better
understanding of them self and others. It can therefore be seen that counselling can be of
benefit to a person experiencing problems in finding, forming, and maintaining relationships.
Many people seeking counselling, have problems or past experiences in their life,
which they find difficult to overcome. These experiences and problems prevent the person
moving forward in their life. Counselling helps the person face the effects of past experiences
and seek ways to overcome them.
Clients usually find counselling a very liberating and empowering experience. That is
not to say that they do not feel nervous or daunted when first approaching a counsellor, they
do! However, the process and the feeling afterwards, are usually very positive and beneficial.
Counselling may take time to work, depending upon the nature and number of
problems being presented by the client. Sometimes, a single or a few sessions are all that is
needed. At other times, longer periods, possibly months or up to a couple of years may be
needed. The counsellor is there throughout to assist the client in their development.
So if you are facing a crisis in your life, or a period of change, then may be
counselling could help you. If you feel things may be going wrong in your life and you want
to understand why and do something about it, then may be counselling could help.
Counseling Methods:
• Behavioral
• Cognitive
• Psychodynamic
Behavioural:
Cognitive:
Psychodynamic:
Psychodynamic counselling is derived from psychoanalysis and the work of Freud
and subsequent psychoanalytic theorists. It is a model that uses psychoanalytic concepts to
explain human growth and development, and the nature of psychological problems.
o Depression
o Anxiety, Panic Attacks and Phobias
Personal Counselling:
We all get ‘stuck’ occasionally: and we all feel and experience tension and stress at
various times. Personal Counselling is very beneficial and helpful for us when we feel stuck,
troubled, tense, frightened, stressed, or unsure of ourselves.
Our Counsellors provide you with a safe, warm environment in which you can discuss
you issues and problems and feel safety and security:
People who seek counselling are often feeling vulnerable or confused so expressing
their concerns in a safe and secure environment is very important.
Within this safe and secure environment we will help you work through your issues or
problems and together we will achieve a positive outcome for you.
Our Counsellor’s will help you learn to create more efficient strategies and plans for
your future. They will help you achieve a more pleasant, more beneficial outcome.
Helping you achieve a positive outcome is done by communicating your problems or
issues with our counsellor. By communicating your issues with our Counsellors in a safe,
secure environment they will help you work through and resolve your issues. Talking with
our Counsellors will assist you to understand yourself and your actions and behaviour better.
It will also help you understand other people’s actions and behaviour better. Counselling will
give you greater insight into “why you and other people do what they do”. Our Counsellor
will also help you create better and more effective strategies and plans to resolve or reduce
your issues or problems.
People find counselling to be a very liberated and empowered experience.
Counselling can help you gain greater self-awareness and power. That is why our Counsellors
will provide you with an opportunity to work towards a more satisfying and happier life.
Relationship Counselling:
If you relationship, or relationships, are in trouble – we can help.
Most relationships have “rocky” patches. And for people in a relationship that feels
like it is “rocky” - it can be very upsetting.
Our Counsellors will help and assist you to fix or repair your relationships and
smooth out the “rocky” patches. They will help you gain more clarity about what is actually
causing the rift in your relationships. Our Counsellors will help you feel better and happier
within your relationship.
Relationship counselling helps you understand yourself and your partner better as you
relate to each other within the relationship.
Through relationship counselling you and your partner will learn new and more
effective way to communicate and relate. You will get to better understand each other’s
thoughts, words, and feelings. You will also learn how to express your wants and desires in a
safe, non-threatening manner.
This is achieved by both of you learning how to communicate with each other in a
way that you can both understand. You will learn how to effectively talk and listen to each
other.
In the process of doing this you will feel better understood by your partner. When
people feel as though they are being listened to they feel as though they are important, and we
all like to feel important. Out need for recognition and validation is universal. We all like to
feel understood and recognised and validated.
Relationship counselling helps both the individual and the relationship partnership.
Relationship counselling is a win-win situation for everyone.
Relationship counselling has been proven to be very effective and beneficial to
yourself, your relationship and your life style.
Mental Health:
Our mind is how we survive. We have to think (use our mind) to operate through life.
Before we do anything we have to think about doing it. It stands to reason then that the
healthier our mind, the healthier our life.
But sometimes our mind lets us down. Sometimes our mind pays tricks on us and
causes us be sad or low.
Seeing a university qualified counsellor to help us get our mind back on track can be a
very helpful exercise.
Depression:
Depression is a lot more common than you realise. A lot of people feel sad and blue
and can’t seem to shake it.
Depression is extra nasty because you can’t see it, you can only feel it. You might be
feeling sad and lonely, or having negative thoughts, but because you can’t see any obvious
signs you are not sure what is going on.
That is why coming to see us will help you overcome your down or depressed times.
We understand how and why people get depressed and feel down. We have the knowledge
and experience to help you overcome your depression and become happy again.
If you feel hopeless and life “stinks”, if you feel as thought “you are in a tunnel with
no way out”, or you feel that the future is so bleak that there is no point to it all - you may be
suffering from some form of depression.
If you have felt in a bleak, blue, sad, depressed state and you have lost interest or
pleasure in most of the things you do for the past few weeks, or you feel that life is pointless
and nothing ever goes your way – you may be suffering from some form of depression.
If you are suffering from depression the best thing you can do is admit it. Only when
you realise that you are suffering from depression can you then get help. “If you don’t think
something is broken it will never be fixed”.
Anxiety/Panic/Phobia:
Anxiety, phobias and panic are like depression. They all affect your mind. You feel
on edge all the time and anxious about everything, or you panic about most things - but you
can’t see that anything is wrong.
If you feel that things always go wrong and you always have to be on the lookout for
things and people to “trip you up” – you may be suffering from anxiety, phobias, or panic.
If you feel overly anxious and worried far more than you feel calm and stable, or if
you feel restless, have difficulty concentrating, and have trouble sleeping – you may be
suffering from some form of Anxiety or Panic.
Do have a fear of something – e.g. spiders or people– that makes it hard for you to
live a your normal life. If you are you so scared of afraid of this person, people or thing that
you change your life style so you don’t have to deal with them or it – you may be suffering
from some form of phobia.
Anxiety, phobia, and panic (like depression) are extra nasty because you can’t see
them, you can only feel them.
That is why coming to see us will help you overcome your anxious, worrying, or
phobia. We understand how and why people get anxious, worried and panicky. We have the
knowledge and experience to help you get on top of your anxiety, panic and phobias and
enjoy life again.
If you are feeling anxious or worried the best thing you can do is admit it. If you feel
overly anxious, panicky or phobic .
Reference:
• Internet Google search.