Standing Orders is the primary document for regulation of employment which contains the terms and conditions of employment and prescribes the rules of conduct for workers employed in an industrial establishment. The object of Standing Orders is to require employers in industrial establishments to formally define conditions of employment under them. The Current Scenario Presently, the standing orders are governed under The Industrial Employment Standing Orders Act, 1946 (“IESO Act”).
To get an exclusive copy of the detailed knowledge paper, write to us at [email protected] Knowledge Paper Summary India is about to witness, what we at BCP Associates consider the biggest legal transformation in its history with the proposed 4 new labour codes which are slated to take effect sometime this year. In our exclusive knowledge paper, we discuss the history of the Indian Labour Laws and how we, as a
In our previous blog – Workplace In The New Era, we addressed issues at the workplace in the current pandemic situation, its impact and its influence on employees. In continuation of the earlier article, this article addresses issues relating to harassment and the various forms of harassment, focusing on workplace harassment. Harassment is a behaviour that is offensive in nature. Harassment is a serious offence and must be handled swiftly
Introduction The engagement of contract labour has observed a significant rise in number across various establishments. The ratio of contract workers to regular employees in IT companies is shifting at a fast rate. The Government of Andhra Pradesh has amended the provisions of the Contract Labour Act (‘CLRA Act’) stipulating the core and non-core activities. As per the State amendment, employment of contract labour in core activities is prohibited in
Background With the introduction of the new labour codes, Fixed Term Employees (FTE) will be required to be provided with similar wages, allowances and other benefits as that of a permanent employee as a matter of right across all establishments. Earlier FTE’s were primarily regulated based on the terms and conditions stipulated in their contract and under the Industrial Employment (Standing Orders) Central (Amendment) Rules, 2018 (Rules). The Rules amended
INTRODUCTION The four labour codes – Code on Wages 2019, Code on Social Security 2020, Industrial Relations Code 2020, and Occupational Safety, Health and Working Conditions Code 2020 consolidate 29 Central Labour Laws. The Codes received Presidential assent between 2019 and 2020 but the states are yet to finalize their rules under these codes. The key objectives of the consolidation is to simplify, amalgamate and rationalize the relevant provisions of