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.

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.

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.

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.

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.

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.

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.

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 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.

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.

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.

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.

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.