Diploma in Labour Laws and Statutory Compliances (new Codes)

Explore essential wage concepts from the 2019 module, including what counts as wages, employee vs. worker distinctions, minimum wages, bonus eligibility and calculation, filing deadlines, and penalties for non-compliance.

Cover the minimum wages act 1948, payment of wages act 1936, payment of bonus act 1965, and equal remuneration act 1976, and introduce the code on wages 2009's nine chapters.

Explore the preliminary provisions of the wages act, including its India-wide scope, key definitions such as wages, contract labor, principal employer, advisory bodies, and the equal remuneration framework.

Explore how the minimum wages act prevents exploitation by setting wage floors, defining components, and detailing fixing, revision, and overtime rules across skills and regions.

the lecture explains the payment of wages act 1936, regulating payment of wages, prohibiting unauthorized deductions, and detailing permissible deductions, wage-period fixation, modes of payment, payment timelines, and penalty caps.

The statutory bonus applies to employees earning up to twenty one thousand per month with at least thirty days of work, and equals eight and one third percent.

Central advisory board, chaired by an independent member, includes employers and employees in equal numbers. States form trade advisory boards to fix minimum wages and promote women’s employment.

Ensure employers pay all dues for every employee and nominate a recipient if deceased. Review claims, penalties up to ten times, and three-month decision window with a three-year filing period.

Participate in a self-assessment covering industrial relations concepts: layoff, retrenchment, closure, differences between strike and lockout, conditions of a valid strike, negotiating trade union, standing orders, and complaints against employers.

Explore the 1947 industrial dispute act, 1926 trade union act, and 1946 industrial employment standing order act, which safeguard workers against dismissal, establish unions, and define employment terms.

Preliminary definitions clarify core terms of the industrial relations code, including appropriate government, input, employment types like fixed-term contracts, wages, and minimum wage concepts.

Explore bipartite forums in labour laws for hrs, detailing local committee and grievance redressal committee structures, representation rules, timelines for proceedings, and dispute adjudication avenues.

Explore how trade unions gain legal status under the Trade Union Act, with registration criteria, recognition as sole or negotiating union, and dispute resolution through tribunals.

Describe how the industrial employment standing order act 1946 requires employers to draft, submit, and certify standing orders, with model orders, union consultation, and a 60 day certification window.

enforce 21 days' notice and prescribed procedures before changing terms and conditions of standing orders, including wages, allowances, provident fund, and leave.

Explains voluntary reference of disputes to arbitration through a written agreement, appointing arbitrators and an Imbil, with a final award, government notification, and worker representation by unions or chosen representatives.

Explore the external mechanism for resolving industrial disputes, from conciliation officers to industrial and national industrial tribunals, including wages during pendency and reinstatement, with recourse to higher courts.

Explore chapter eight on strikes and lockouts: definitions, notice rules, and key timing constraints for workers and employers, including 60 days and 14 days after notice.

Explain layoff, retrenchment, and closure concepts; outline thresholds (50 and 300 workers), notice and compensation rules, and government permission requirements for retrenchment and closure.

Engage in a quick self-assessment to gauge your understanding of social security basics, eligibility for medical benefits, compensation calculations for death or injury, and employer complaint procedures.

Consolidates nine acts under the code on social security 2020 to provide health care access and income security for organized and unorganized workers, including provident fund, gratuity, and maternity benefits.

Summarizes social security 2020 code consolidating nine acts to extend health care and income security to all workers. Defines establishment, employee, fixed-term and platform workers, plus a single registration portal.

Survey of social security organizations, including provident fund boards and national/state welfare boards, with emphasis on membership disqualification, removal, and the transaction of business and delegated functions.

Learn how the employees provident fund (EPF) functions as a retirement benefits scheme, detailing employer and employee contributions, wage definitions, and the roles of UAN, EDLI, and tribunal appeals.

Explore how the Employee State Insurance Corporation provides sickness, maternity, disablement, medical, dependent, and funeral benefits to insured employees, with employer and employee contributions and coverage criteria.

Learn about gratuity eligibility for factories (20) and shops (10+), five years of service (three for journalists), and payments on termination, death, or disablement, plus calculation and dispute processes.

Engage in a self-assessment of occupational safety, health, and working conditions, defining terms, clarifying employer responsibilities and guidelines, and evaluating the overall impact.

The occupational safety, health and working conditions code 2020 consolidates and simplifies acts including factory act 1948 and plantation labour act 1951 into a unified framework for safety and welfare.

Outlines contract labour, core and non-core activities, establishment thresholds, interstate migrant workers, and wages provisions, retention allowances and hazardous processes under occupational safety, health and working conditions laws for HRs.

Establishments must register electronically within 60 days via the portal; the registering officer issues an electronic certificate within seven days, with late fees for extensions, and cancels on closure.

Explain the employer and employee duties under labour safety laws, including free annual medical examinations, safe working environment, hazard disposal, appointment letters, and reporting of accidents, diseases, and hazards.

Learn how to maintain registers, records and returns, including wage details, working hours, leave, overtime, attendance, display notices, wage slips, annual returns, and related employer obligations.

This act aims to protect women from sexual harassment at the workplace by ensuring prevention and redressal of complaints, promoting a safe, inclusive work environment and women's empowerment.

Trace the history of workplace sexual harassment in India, from the Vishakha judgement and guidelines to the mandatory mechanism for grievances and the later act.

Explain the applicability, scope, and covered bodies of the Boss Act, protecting women across all sectors and workplaces, including extended workplaces and even customers or clients.

Define sexual harassment as direct or implied sexual conduct, including unwelcome physical, verbal, or nonverbal behavior, threats to employment or hostile work environment. Consensual relations become harassment when unwelcome.

Identify two types of sexual harassment: quid pro quo and hostile environment, with examples such as threats, unwanted advances, obscene jokes, stalking, and rumors.

Explore diverse workplace scenarios that illustrate hostile environment and sexual harassment, including obscene image sharing, unresponded advances, persistent stalking, and coercive threats, with hr compliance guidance.

Outlines the constitution of the complaint committee under the act: local committees, presiding officer (woman), diverse members, NGO external member, gender balance, term limits, annual reporting, and appeal rights.

Understand the powers of the complaint committee as a quasi-judicial body with court-like authority, including summoning witnesses and ordering documents such as CCTV footage.

Understand the workplace sexual harassment complaint mechanism with internal and local committees, strict timelines and extensions, due process, relief, compensation, confidentiality, and appeal provisions.

An employer failing to constitute an internal committee or breaching provisions faces a 50,000 rupees penalty; repeated offences double punishment and may lead to cancellation or withdrawal of license.

Protect the rights of the respondent, ensuring innocent until proven guilty, a patient, nonbiased hearing, and confidential handling of statements, evidence, identity, and witness lists, with a right to appeal.

Learn how verbal harassment and sexually colored jokes create a hostile environment, workplace coverage and company events expand liability, and how mandatory compliance, broad employee definitions, and three-month timelines apply.