BSNL to pay gratuity to Casual Labourers

BSNL to pay gratuity to Casual Labourers:

BSNL Corporate office has issued an order to sought the details regarding engagement details of casual labourers from all Circles for extension of gratuity to casual labourers.  The text of BSNL order is reproduced below:-

BHARAT SANCHAR NIGAM LIMITED
(A Govt. of India Enterprise)
Labour Establishment (LE) Section
Establishment Branch.

F.No.11-3/2014-LE

Dated the 19th Aug 2015

To
All Heads of Circles,
BSNL

Subject- Extension of gratuity to casual labourers -details regarding engagement details of casual labourers – reg

Sir,

Kindly refer to this office letter of even number dated 31.03.2015 and subsequent reminder dated 13.05. 2015 (letters available in the intranet) requesting to furnish the following information in respect of the casual labourers currently being engaged in your Circle:-

Sl.No.	Name of casual labourers	Whether TSM status conferred	Date of birth	Date of engagement	Present monthly  wages

2. The requisite information/ details has not been received from all Circles till date. In this connection, it is mentioned that the issue of extending the provisions of Payment of Gratuity Act 1972/ BSNL Gratuity Trust Rules to casual labourers is under consideration of BSNL Corporate office . The list of casual labourers who will be covered under the Rules, their monthly wages , date of engagement date of birth etc. are required to calculate the fund requirement for covering the employees under the said Act/ Rules.

3. As the issue is to be settled without any further delay, it is once again requested to furnish the information/ details immediately to this office. While requesting to furnish the details Vide letters referred above, it was specifically requested to sent the soft copy also on E-mail address jkmishra__2005 @yhaoo.co.in or sanjeevkumar.pradhan @gmail. com.

4. It is, therefore, requested to all Circles, who have not furnished the information till date, to furnish the same immediately to this office latest by 31.08.2015. It is also requested to all Circles to ensure that soft copy of the details has been mailed to the above e mail address.

The matter may be treated as URGENT.

Yours faithfully,
sd/-
(J.K Mishra)
Astt. General Manager(ESTT.II)

Source: http://www.bsnleuchq.com/190820150001.pdf

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Amendment in Bonus Act: Agenda of Indian Labour Conference

Amendment in Bonus Act: Agenda of Indian Labour Conference

Press Information Bureau

Government of India

Ministry of Labour & Employment

12-July-2015 15:27 IST

47th Session of Standing Labour Committeerevises agenda for 46th Session of Indian Labour Conference

In a meeting held here on 10th July,2015 , 47th Session of Standing Labour Committee shortlisted agenda items for detailed deliberation in the 46th Session of Indian Labour Conference.

Sl. No.	Agenda Item
1.	Implementation of the conclusions/ recommendations of the 43rd, 44th and 45th Indian Labour Conference, particularly on Contract Labour, Minimum Wages and Scheme Workers and Tripartite Mechanism
2.	Social Security for the workers both in organized and unorganized sector
3.	Amendment of Bonus Act – Removal of conditions on payment ceiling, eligibility limits, decisions to pay minimum bonus without linking to loss when the performance indicator satisfy grant of bonus
4.	Labour Laws amendments proposed/done either by the Central or State Governments
5.	Employment and Employment Generation

The Standing Labour Committee (SLC), a tripartite body is a pre-curs or to the Indian Labour Conference(ILC).  As a matter of practice, and to maintain continuous dialogue with social partners, meetings of these apex bodies are convened once in a year to discuss the topical issues concerning labour.  All the 12 Central Trade Union Organisations, Central Organisations of employers, all State Governments and Union Territories and Central Ministries/Departments concerned with the agenda items, are the members of the ILC and SLC.

Source: PIB

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Man days of work lost due to industrial disputes/Strike: State-wise Details

GOVERNMENT OF INDIA

MINISTRY OF LABOUR AND EMPLOYMENT

RAJYA SABHA

UNSTARRED QUESTION NO-1064

ANSWERED ON-04.03.2015

Man days of work lost due to industrial disputes

1064 . SHRI VIVEK GUPTA

(a) the State-wise details of number of industrial disputes/strikes that occurred in the country during the years from 2012 to 2014;

(b) the State-wise number of man-days of work lost because of these strikes;

(c) the details of measures taken or proposed to be taken by Government with regard to labour reforms for curtailing disputes/strikes and reducing man-hours lost; and

(d) the details of the targets, implementation and safeguards to ensure compliance to the aforementioned reforms?

ANSWER

MINISTER OF STATE(IC) FOR LABOUR AND EMPLOYMENT
(SHRI BANDARU DATTATREYA)

(a) & (b): A statement showing the State-wise details of number of industrial disputes/strikes that occurred in the country during 2012 to 2014, details thereof, the State-wise number of man-days of work lost, because of these strikes, as per the statistics complied by Labour Bureau, Ministry of Labour & Employment, is Annexed.

(c) &(d): The Appropriate Government regulates Disputes/Strikes in the Industrial establishment through I.D. Act 1947. Reconciliation proceedings are facilitated by Labour Commissioner Officers to bring disputing parties together and resolve differences, attempts are made to avert strike and thus reduce the lost man hours. Upon failure of reconciliation proceedings, the matters are referred to Labour Court. The Government has taken a number of measures to improve compliance of Labour Laws by the Industrial Establishment. Better compliance and enforcement reduces chances of industrial disputes and strikes. Shram Suvidha portal and computer Risk Based Inspection Scheme has been launched to improve compliance/enforcement. As per the recommendations of the 2nd National Labour Commission, a number of initiatives have been taken to simplify Labour Laws, reduce complexity and thus improve compliance. Some of the Amendments initiated by the Ministry are as follows:

1. Amendment in Labour Laws (exempt from furnishing returns and maintaining registers by certain Establishments) Act, 1988

2. Amendment to Apprentice Act, 1961

3. Amendment in Child Labour (Prohibition and Regulation) Act, 1986

4. Amendment to Factories Act, 1948

5. Amendment to Mines Act, 1952

6. New bill for small factories

7. Amendment to Employees Provident Fund & Miscellaneous Provisions Act, 1952

8. Drafting of labour codes

The above proposal bills are at various stages of legislative process.

****

Source: RajyaSabha.nic.in

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Centre Plans Changes in Labour Laws – ‘Flexible Working Hours’ implementation…

Centre Plans Changes in Labour Laws – ‘Flexible Working Hours’ implementation…

Since most of the labour laws being followed in this country were implemented prior to Independence and have therefore become redundant and outdated, the newly formed government at the centre, under the leadership of Narendra Modi, is seriously contemplating a revision of the existing laws. The Government intends to step up productivity by bringing forth these changes.

Changes in Britain: A law was recently implemented in Britain, one of the developed countries of the world. Employees working in factories and offices cannot be henceforth compelled to report to work at only a particular time. The law states that the employees shall be given flexi-time options to report to work at times that suit them and complete their tasks. For a casual observer, it might look as if the law is very pro-employee and anti-employer. But the law is actually intended to step up productivity. Experts in Britain felt that insisting on being seated for long hours or compelling workers to report to duty at a particular time or do only a particular task could be counterproductive. The changes were brought forth as a result.

Flexi-time work hours: The Indian Government too is planning to make similar changes in its labour laws. Changes like these, also known as “Flexible Working Hours”, are very likely to be implemented in India too, especially in the manufacturing sectors in order to step up the productivity. But these changes will be brought forth in such a manner that they bring forth the true potentials of the employees.

Also, changes like bringing in more and more workers within the minimum-wages slab, increasing overtime, enabling women to work in night shifts in factory environments, are also going to be implemented. The reforms are intended to minimize friction between the management and employees and thus increase productivity. As far as India is concerned, such reforms are only rarely implemented in the service sector, and almost never in the manufacturing sectors. Although India is the world’s third largest economy, more than 56% of the productivity comes from the service sector. Only 15% of the country’s productivity comes from the industrial and manufacturing sectors. In comparison, more than 45% of China’s productivity comes from its industrial workers.

The Government believes that there could be a tremendous increase in the country’s productivity by implementing reforms in the labour laws.

Source: CGEN.in
[http://centralgovernmentemployeesnews.in/2014/07/centre-plans-changes-in-labour-laws-flexible-working-hours/]

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