Tag: Labour and Other Laws

Payment of Wages during Pandemic

‘If a free society cannot help the many who are poor, it cannot save the few who are rich’, quoted John F. Kennedy years before an epidemic like Covid-19 could have even been forecasted.

Starting from the Plague, a bacteria led pandemic to the Spanish Flu caused by a virus in 1918, the world has seen an invisible enemy mongering fear among the people. Though the epidemics did not change the patterns in people’s reactions but it outbreaks have certainly taught us about social distancing and responsibility. The response to the current pandemic, Novel Coronavirus Disease (COVID 19) has been no different. The current situation where the Government has been repeatedly asking people to be selfish about their loved ones and stay indoors is undoubtedly a decision in the public welfare as it stands as the only way to fight the issue. This infection with symptoms is frightening and can kill people in large numbers as evident in the developed countries but the epidemic is more threatening when thought of people it might affect without symptoms.

Looking back, the plague epidemic was certainly a major turning point in India’s public health system. The principles introduced were new then and vaccines developed turned the history of hospitalization in the country. But when it first came in Mumbai, there were only Social Service leagues and other voluntary organizations which did the work of supplying food and medicine to the needy. Thus, there was impression of hope and being taken care of even when the situation turned helpless.

The society is divided into sections and it is not unknown to anyone of the country. Even though the upper class can claim money not being important more than happiness, the lower class does not even know the meaning of happiness if there is no penny in the pocket. The lockdown period has pushed the lower class people, working under ‘no work, no pay’ policy to the extreme points of their lives so much that the deaths due to hunger can compete with the numbers of deaths due to the virus after a couple of months. The situation is similar to the Plague in a lot of ways, maybe it is time to change the principles and policies of the wage workers and mark it in the history once again.

Coronavirus pandemic is not a depression yet but it is a recession already. The country can easily fall back into a temporary economic crisis and technical point of actions can prevent permanent scars of depression. Compelling the payment of wages to the daily wage workers can be a measure that can instantly transform the social safety of the nation as once these workers lay off; there might be irreparable damages to the entire nation’s productive capacity.

The government has issued directions to the employers to pay wages on mere humanitarian grounds and, it is not only for the permanent workmen but for the contract workers as well. The Disaster Management Act, 2005 or the Epidemic Diseases Act, 1897 which specifically came into force after the epidemic in Mumbai does not guarantee any such direction to be in compliance with the statutory law. However, Central and State governments can take its measures accordingly and it is backed by the provisions. 

Though it has taken time but the Government has come up with ideas to deal with the situation. The government has strictly advised to support the country by paying wages without any consequential deduction in wages for this period. The direction is issued particularly for the casual or contractual workers. On non-payment, the employees can drive down morally to combat their fight. On such kind of a scene, India, as a country, would lose even if it manages to fight the virus.

But the circular is only an ‘advisory’ and has not been issued under any law, ultimately making it not binding on any person. As dealt in the judgment of Narendra Kumar Maheshwari v Union of India that any policy does not take the place of law. Even the legislation under the Disaster Management Act, 2005 does not prohibit any employer from terminating employees or to vary their terms of service. But it does mention securing employees as it requires them to be paid salaries in the course of business. There also lies a major difference between the terms, employees and workmen as pointed out in Dhrangadhra Chemical works Limited v State of Saurashtra. The matter stands important since a workman is entitled to retrenchment as well as other benefits unlike the employers irrespective of whether temporary or permanent. It is important to note that ‘natural calamity’ is not particularly defined in the Act and can be claimed to fall under the ambit of it.  

The migrants are stranded on roadways due to the current situation but hands of employers are tied as well and even though some might think but everyone cannot afford the same. Such a crisis is itself not compensated under loan forbearance.

In such a situation, the solution can be to adopt the idea of common law ‘lay off’ concept to pay 50% of wages so that their daily needs are at least met and also so that it can be done for a larger period to a bigger audience. The Government can also secure by adopting Canada’s plan to subsidize certain requirements and by giving them a privileged position by offering different schemes.

It is time that the country understands that we are all in this together. Without one section the other cannot sustain for long. Very evidently, when John F. Kennedy quoted, he might not have forecasted viruses or pandemics but he knew the world required to stand together for development.

RIGHTS OF MIGRANT WORKERS

INTRODUCTION

Capital and labour were main factors of production in the production procedures of industrial revolution. Subsequently, producers or owners and workers were appeared in the private economy. So far as welfare of the society is concerned, it was essential to maintain labour standards for workers and provide them welfare amenities as per labour standards. Therefore, the ‘International Labour Organization’ was established in 1919, under the ‘treaty of Versailles’. After the second war period, the ‘United Nations General Assembly’ adopted the ‘Universal Declaration of Human Rights’. The most important fundamental international instrument informing much social, economic and political polices of many developed and developing countries in the world is the ‘Universal Declaration of Human Rights’, December 10, 1948. However, the human rights have been incorporated in the constitutions of many countries in the world. According to ‘International Labour Organization’s’ doctrines and rights at work, essential rights are important for working class in the in the world economy. India is evolving and is a developing country. India embraced new economic policy in 1991, which is known as liberalization, Privatization and Globalizations (LPG). In the period of globalization, it is needed to discuss relevant aspects of labour standards and labour rights, aspects of decent work in respect of migrant workers in the emerging countries like India.

WHO IS A MIGRANT?

A migrant is “any person who lives temporarily or permanently in a country where he or she was not born”[1] Migrants leave one place for another in search of a respectable living or better education, to escape persecution, or to be near to family or friends.

 Migration is an antique and natural human reaction to starvation, deprivation, maltreatment, war, or natural disaster. Today, most governments regulate their boundaries and govern who enters or leaves the country. Migrants are classified based on their intent and the manner in which they enter a country. Tourists, business travellers, students, temporary workers, asylum seekers, refugees, permanent residents, and undocumented migrants all are part of the universal migrant population.

Some human rights bodies and experts distinguish between international migrants and internal migrants, also known as internally moved persons, and between migrants who were forced to move and migrants who voluntarily moved to improve their situation. Therefore, generally, there are four types of mobile persons to which international law may refer: people who have moved voluntarily within one State for the purpose of enlightening their situation, people who were compelled to move internally within one State, people who moved voluntarily across a border for the purpose of improving their situation, and people who were compelled to move across a border. This guide defines migrants as those who cross borders either because they were compelled to or because they chose to do so voluntarily.

The International Convention on the Protection of the Rights of Migrant Workers and Members of their Families (ICRMW) defines migrant worker under Article 1 as “a person who is to be engaged, is engaged or has been engaged in a remunerated activity in a State of which he or she is not a national.”[2]

RIGHTS OF A MIGRANT

In accordance with international human rights standards, which are based upon the inherent pride of every person, migrants enjoy the fundamental rights afforded to all persons irrespective of their legal status in a State.

Right to Life

All migrants have a right to life, and States have a duty to safeguard that no migrant is arbitrarily underprivileged of this right. States should prosecute right to life violations, including extrajudicial killings that take place during a migrant’s journey from the country of origin to the country of destination and vice versa. States also have a duty to alleviate loss of life during land and sea border crossings.

Equality and Non-Discrimination

International human rights law promises freedom from discrimination in the enjoyment of human rights for all people, including migrants. Article 2(2) of the International Covenant on Economic, Social and Cultural Rights states, “The States Parties to the present Covenant undertake to guarantee that the rights articulated in the present Covenant will be practiced without discernment of any kind as to race, colour, sex, language, religion, political or other opinion, national or social origin, property, birth or other status.”[3]

Protection against Arbitrary Arrest and Detention

Individuals, including migrants, should not be subjected to arbitrary arrest or detention under international human rights law. A State must not subjectively arrest and detain an individual, and the State must show that other less intrusive measures besides detention have been considered and found to be insufficient to prove detention is not arbitrary. The prolonged detention of a migrant is not justified simply by the need to wait for an entry permit or until the end of removal proceedings when reporting duties or other requirements would be less intrusive measures to ensure that the migrant’s condition complies with domestic law. 

Protection against Torture or Inhuman Treatment

The prohibition of torture is a ‘jus cogens’ or dictatorial standard of international law, which means that States have an obligation to enforce the prohibition of torment even if that State has not ratified a relevant treaty. Additionally, Article 2(2) of the Convention against Torture states that a State may never cite exceptional circumstances, including war or a public emergency, to justify torture.

Family Rights

International human rights norms require States to consider migrants’ family life and their family members in decisions regarding their admission, detention, or exclusion. For example, the ICRMW obligates States parties to “pay attention to the problems that may be posed for members of his or her family, in particular for spouses and minor children” when a migrant worker is detained and to “take appropriate measures to ensure the protection of the unity of the families of migrant workers.”

Protection against Labour Exploitation

Migrants are protected against labour exploitation under ILO conventions, the ICRMW, and other major human rights treaties. Article 11 of the ICRMW openly forbids forced labour, slavery, and servitude. Article 8 of the International Covenant on Civil and Political Rights states that no one shall be held in slavery or servitude. States have an obligation to take actions to prevent all forms of forced or compulsory labour by migrant workers, which includes eliminating the use of illegal imprisonment and withholding travel documents as a means to force migrants into compulsory labour.[4]

Right to Social Security 

Article 27 of the ICRMW outlines the right to social security and notes that all migrant workers and their families, regardless of their status, have the right to obtain the same treatment as nationals “insofar as they fulfil the requirements provided for by the applicable legislation of that State and the applicable bilateral and multilateral treaties.” If migrants are not qualified for a particular benefit, States have an obligation to determine whether it is possible to reimburse individuals who have made contributions with respect to that benefit.

Right to Primary Education

States have an obligation to provide free and compulsory primary education at public institutions for all children. Article 30 of the ICRMW expands on this obligation, noting that States may not refuse or limit a child’s access to public pre-school educational institutions or schools based on a parent’s or child’s irregular situation.

Freedom of Movement

Migrants have the right to freedom of movement within the territory of the State in which they are located, the right to leave a State, and the right to return home to their own State. Restrictions to the right to leave a State or to freedom of movement in a State of residence must be provided by law and necessary to achieve a legitimate aim, and if a migrant wishes to return to her own State, another State cannot arbitrarily prevent her from doing so.

CASE LAW

Good v. Botswana[5]

The African Commission on Human and Peoples’ Rights held that the inability to challenge an order of removal in the judicial system is a violation of the right to fair trial and right of non-nationals to be expelled according to the law. The complainant is a national of Australia who was working in Botswana when the President ordered him removed from the country after he wrote and published an article critical of the government. National legislation prohibited the domestic courts from hearing an appeal of an executive order of removal. The African Commission found violations of articles 7(1) and 12(4) of the African Charter on Human and Peoples’ Rights, which guarantees the right to have one’s cause heard by a competent tribunal and the right of non-nationals to only be expelled in accordance with the law. Moreover, because the deportation orders, which were carried out the same day as the court’s ruling that it could not hear the complainant’s case, did not take into account the complainant’s family and the mutual support they derive from one another, the removal of the complainant violated his right to family life under Article 18.

REFERENCES

[1]United Nations Educational, Scientific and Cultural Organization, “Migrant”, http://www.unesco.org/

[2]Adopted on 18 December 1990, entered into force on 01 July 2003

[3]Adopted on 16 December 1966, came into force on 3 January 1976, 993 UNTS 3, art. 2(2)

[4]ILO Forced Labour Convention (No. 29), art. 11; General Comment No. 2

[5] Communication No. 313/05, 47th Ordinary Session, Judgment of 26 May 2010.

FUTURE OF ILO

INTRODUCTION

The International Labour Organization (ILO) is a United Nations agency responsible for dealing with employment-related matters crosswise the world, including employment standards and problems of exploitation. The ILO records grievances against organisations that intrude upon established rules but does not sanction or disincentives organisations or governments. As we know, today and in future human resource will be in needed for carrying out activities for economic and social integration of the world. The ILO is a specified agency of the United Nations (UN) dedicated to improve labour conditions and living ideals throughout the world. ILO’s multilateral structure is exclusively placed to meet demands for the democratisation of labour and their work.

KNOWING ABOUT ILO

International Labour Organization (ILO) came into existence on April 11, 1919. The ILO’s first constitution was developed by the Commission on International Labour Legislation of the Peace Conference in 1919 and produced as a part of the Treaty of Versailles (that terminated the First World War, to reveal the belief that universal and eternal peace can be accomplished only if it is built on social justice), as an allied agency of the League of Nations. The ILO became the first associated exceptional agency of the United Nations in 1946 to deal with the economic and social difficulties confronted by the world in the early 20th century. In acknowledgement of its activities, the ILO was awarded the Nobel Prize for Peace in 1969. The ILO has 187 member states and has its headquarters in Geneva, Switzerland. It was formed to promote social advancement and to overcome social and economic clashes of interests with the help of discussion and cooperation. In contrast to the revolutionary movements of that time, it brought together governments, employers and workers at an international level to search for common rules, policies and behaviours from which all could benefit. The ILO was built on the belief that peace and justice go conjointly. Not in the sense that war is all the time a result of injustice, but rather that social justice is a crucial foundation for peace.  It sets international labour ideals, advances rights at work and promotes courteous employment chances, the enhancement of social protection and the firming up of dialogue on work-related matters. Decent work is recognized as a global aim, fostering inclusive development with equality, with a coherent combination of social and economic priorities, to lead to opportunities for both women and men to achieve decent and successful work under conditions of democracy, prosperity, protection and dignity.

The Constitution laid the framework for the Organization, defined its goals and objectives as well as its comprehensive structure and also established certain “methods and principles for controlling workplace conditions that all industrial communities should strive to implement to the degree that their particular circumstances allow which are of “limited, urgent and special importance.” The elements of the ILO incorporate the turn of events and advancement of principles for national enactment to ensure and improve working conditions and standard of life. The ILO likewise gives specialized help with social strategy and organization and in workforce preparing; encourages agreeable associations and country ventures; incorporates work measurements and behaviours research on the social issues of global rivalry, joblessness and underemployment, work and modern relations, and innovative change (including robotisation); and assists with ensuring the privileges of universal vagrants and composed work.

FUTURE OF ILO

In its primary 10 years span the ILO was mainly concerned with legislative and research attempts, with describing and endorsing proper minutest standards of labour legislation for approval by member states, and with placing for alliance among workers, employers, government delegates, and ILO specialized staff. During the global economic depression of the 1930s the ILO pursued ways to fight widespread unemployment. With the post-war breakup of the European colonial empires and the extension of ILO association to include under-developed and developing countries, the ILO focused itself to new issues, including the social problems created by the liberalization of international trade, the problematic situation of child labour, and the relationship between working situations and the environment. The ILO has international public servants and technical-assistance specialists working in states throughout the world.

As the most established association in the UN framework, moving toward its 100th commemoration in 2019, the ILO faces extraordinary challenges and strains. Before the fiscal slump or economic depression, the worldwide economy has examined the bar of an administrative system which was formulated in 1919. The association’s architect just confer it with offsetting social advancement with the limitations of an interconnected open economy, yet speculated for the most part on instruments of influence to guarantee this would occur.

International labour standards are legal processes drawn up by constituents of the ILO (governments, employers, and workers) which encompass fundamental principles and labour rights. These are either agreements that are legally binding international treaties and can be ratified only by the member states, or guidelines and offer non-binding guidance. In certain cases, a convention sets out the underlying principle to be implemented by ratifying nations, while a related guideline reinforces the convention by offering a more detailed plan of action on how it should be enforced. Recommendations may also be independent, meaning they are not related to any convention. Conventions and recommendations are created by the representatives of governments, employers and workers and are taken up at the ILO’s yearly International Labour Conference. If a standard is adopted, it is mandatory for the member state to send it to its expert authority (normally parliament) for consideration under the ILO Constitution. This means consideration for ratification, in the case of conventions. When ratified, a convention is normally applied in that country after one year from the date of ratification. Ratifying countries are obliged to apply the convention in their national law and practice and to report at regular intervals on its implementation. Unless the nation breaks the convention they ratified, proceedings for redress and prosecution may be launched (ILO, 2009).

CONCLUSION

ILO go hand in hand with peace and social justice. This organization will always be important to deal with mankind and societal issues. For over 100 years, the ILO has been the only international organisation with the constitutional order to bring labour, capital and the state together to endorse decent work.

The ILO was questionably the most successful in the organisation’s olden times, starting with a convention approving the lengthy sought-after 48-hour working week and a further 66 international labour standards settled before the flare-up of the Second World War. Whether the standards and employment rights related to working age, maternity protection, occupational safety, reimbursement in the event of an accident, illness insurance, holiday pay, old age insurance, the advantageous effects for workers’ health and happiness was irrefutable. Health and wealth go in accord.

REFERENCES

https://www.britannica.com/topic/International-Labour-Organization

https://theconversation.com/the-international-labour-organization

https://www.ilo.org/

Weakening Labour Laws

The Covid-19 pandemic has influenced the economy harshly, bringing about development stoppage in significant segments. The horticulture, vehicle, lodging, travel and the travel industry, assembling and administrations segments are completely hit. The suspension of monetary exercises during the national lockdown time frame in India has cost the economy $235 billion, Barclays Company evaluated. As per the Chicago Booth’s Rustandy Centre for Social Sector Innovation, which broke down information from the Centre for Monitoring Indian Economy (CMIE), has seen that over 84% of family units in India lost salary during the lockdown time frame.

In this time, some state governments have passed statutes and new guidelines influencing the work laws and their application. Nearly 10 states have achieved changes in the labour laws, for the most part in The Factories Act, 1948, The Industrial Disputes Act, 1947, and The Labour Laws (Exemption from Furnishing Returns and Maintaining Registers by Certain Establishments) Act, 1988. The state governments have asserted that these measures are important (I) to launch financial exercises (ii) to draw in outside speculation and (iii) to support development possibilities.

Not long after proclamation of these statutes, worker’s guilds the nation over, rights activists, work specialists and even industrialists censured these measures as being in opposition to laborers’ privileges. These measures disregard the set up guidelines of International Labor Organization (ILO) and the Fundamental Rights and Directive Principles of State Policy of the Indian Constitution. Numerous PILs (Public Interest Litigation) were documented in the separate state high courts and in the Supreme Court. The Allahabad High Court sent notification to the Uttar Pradesh government, following which the UP government pulled back one request, that on the 12-hour work move.

Labour is a subject in the Concurrent List and subsequently both Union and state governments are equipped to authorize enactments relating to work government assistance. Thing 24 on the Concurrent List explicitly makes reference to arrangements for the “government assistance of work, including states of work, fortunate assets, bosses’ obligation, laborers’ pay, shortcoming and mature age annuities and maternity benefits” of Article 246 of the Constitution. Any adjustments in the laws identified with the subjects recorded in the Concurrent List must be made in counsel with the Union government. Something else, the law passed by the Union government stands substantial according to Article 254(1). The state governments appear to have disregarded this while giving their laws. The debilitating of work laws have seriously obliged the government assistance and equity plan inserted in the Constitution.

The utilization of the law to suitable the privileges of average workers individuals is the plan of neoliberal administration systems. In the period of contractualisation of work, laborers’ privileges are seriously undermined as the administering power has moved from State to the private division. The withdrawal of the State from government assistance is in progress, as is obvious from these laws. These measures will remove the respect of work and its related rights. In “A Tale of Three States: Labour Reforms in the States of Gujarat, Madhya Pradesh and West Bengal,” Kingshuk Sarkar says that consideration was given to “guaranteeing simplicity of working together instead of securing laborers’ privileges and qualifications.”

The genuine issue lies not with the labour laws yet with the idea of the State. With these mandates, the state governments have disintegrated the standards of ‘helpful federalism’. With regards to the Covid-19 emergency, it would be judicious for the for the Indian State to maintain laborers’ privileges and poise to upgrade its own social authenticity and open trust.

THE ROLE OF COMMUNICATION IN ENHANCING LABOUR MANAGEMENT RELATIONS

INTRODUCTION

Effective communication is essential to comprehensive labour relations. Positive communication can be vital to the existence of an institution and reduces the possibility of conflict and labour strife within the institution.

According to Louis Allen, “Communication is the sum of all things, one person does when he wants to create understanding in mind of another. It involves systematic and continuous process of telling, listening and understanding”.

Katz and Kahn (1978), opined that communication is the exchange of information and the transmission of meaning, it is the very essence of a social system of an organization. It involves the transfer of information from the sender to the receiver with information being understood by the receiver.

Communication is the means by which people in organization exchange information and transmit meaning from sender (encoder) to receiver (decoder) regarding the operations of the organization. It involves some interchange of ideas, emotions and facts between and among people through words, letters and symbols.

Hence, it is the process of sending and receiving information. It is also the sharing of ideas for mutual understanding. For an effective communication, there must be a common frame of reference between the sender and the receiver. In order words, there must be a common understanding of the intent and purposes of the message sent by the receiver. Therefore, communication can only take place when a message is sent, received and well understood by both parties. In essence, for communication to be effective, the message must be meaningful and relevant.

Labour relations is a composite and dynamic discipline and it is all about interface. Labour relations as a three-way relationship has various essential participants involved in the process, namely employees, employers and the state. This relationship is a human relationship, administered by rules and regulations. The parties to the employment relationship should be cheered to communicate and collaborate in resolving differences and in remedying workplace issues in a rigorous labour environment.

WHAT IS COMMUNICATION?

Communication is a means of inter-changing behaviours, perceptions and values, of getting others to act and to sense in a different way, and of forming understanding. . Communication is a fundamental feature in the labour relationship, aimed at guaranteeing that common understanding is achieved in the fulfilment of a desired outcome. Communication is a process whereby a sender sends a message to a receiver, who then interprets the message and donates it with meaning. The receiver may then reply, communicating their own message. The efficacy of the communication is determined by whether the message transferred is interpreted by the receiver as having the same meaning that the sender intended. It is therefore vital that the intended message is passed on.

Communication comprises verbal (both written and oral) and nonverbal communication (kinesics behaviour, object language, proxemics and paralanguage), both of which can be found in the labour relationship. Communication is information in passage and employers and employees need to receive and transmit information to coordinate their actions and perform their tasks. Communication is the procedure through which the receiver’s attitude or behaviour and knowledge are altered or confirmed in some determined manner.

WHAT IS LABOUR RELATIONSHIP?

Labour relations are a very important part of society’s overall behaviour, and one will know the factors affecting labour and their relations. Labour relation as an interdisciplinary area of research deals with the current processes of control of dynamic individual and collective labour relations and organizational leadership. It operates in a wider environment, with a consideration of the conditions under which the work is carried out in such a way that the meets the desires of all parties. The relationship of labour is complex and of both person and collective in nature.

Relationships between labour and management are the most complex set of relationships that any HR Manager can deal with. Effective management of labour relations lets HR Managers create a harmonious atmosphere within the enterprise that in turn lets the company accomplish its goals and objectives efficiently. Well-managed employee ties offer a strategic edge for organization by negating the hassles arising out of labour or union related issues and conflicts. Even though communication remains one of the significant component in the labour relationship, limited organizations and their managers give ample attention, time and resources to ensure that effective communication processes and systems are in order. Communication as a process should receive much attention from both employers and employees and the communication flow should be enhanced to ensure that the message sent and the message received are alike.

EFFECTIVE COMMUNICATION IN ORGANISATIONS

A trustful environment has to be formed in any institution to ensure the finest possible communication. The organization in the institution refers to the alliance of the workforce to reach the objectives of the institution.

4 types of messages used in the communication process in an institution:

1. Maintain healthy relationships

2. Define responsibilities and everyday jobs

3. Providing coaching and instructions

4. Communicate the goals and philosophy of the institution.

Employees should be at liberty to claim their rights, but not at the cost of others. If aggression and the manipulation of other workers can be avoided, the atmosphere should be favourable to people listening to each other and understanding each other. Labour relations are concerned with the worker, not only as a factor of production but also as an individual who brings needs, expectations and goals to the workplace.

Labour relations in the public sector focuses mostly on remunerations and situations of service. However, in practice this relationship includes negotiations and bargaining on issues such as involvement in policy making in terms of issues such as transformation and favourable action. These issues create achievers and losers, new collectivises and alliances, all of which call for new labour relations and communication processes.

The Labour Relations Act, 66 of 1995 (LRA), brought new labour relations procedures in the public sector. Workers were permitted to organise and bargain freely with managers about the establishment of the Public Service Coordinating Bargaining Council (PSCBC), the right to join unions and the right to strike. Union membership improved speedily and a number of agreements were struck. The PSCBC struggles to further good communication between the state as the employer and public servants as the employees. It is a formal communication channel and has the charge of maintaining the authority structure. Proceedings can be validated and official feedback is ensured. The employer and the employee can share information on an official basis.

The International Labour Organisation (ILO) issued a Recommendation[1] on the subject of communication in the labour relationship. The Recommendation reads `it is in the common interest (of employers and employees) . . . to recognise the importance of a climate of mutual understanding and confidence within undertakings that is favourable both to the efficiency of the undertaking and to the aspirations of the workers’.

The ILO regards communication with employees as extremely important and recommends that employees should constantly be consulted when establishing communication channels in an institution, as employee would confirm effective communication and a positive labour relations ambience.

The guidelines for an effective communication policy include the following:

1. The policy of the institution should ensure that ‘information is given and that consultation takes place between the parties concerned before decisions on matters of major interest are taken by management.’

2. The method of communication should ‘in no way derogate from the freedom of association should in no way cause bias to the freely chosen workers’ representatives or to their organisations’. Communication should therefore not be guided through any other person if a representative body has been established.

3. Steps should be taken ‘to train those concerned in the use of communication methods and to make them as far as acquainted with all the subjects in respect of which communication takes place’. Training for shop agents or any other employee representatives should therefore be promoted and given when needed.

4. Means should be made available for employee agents to communicate any information to employees.

 5. Two-way communication should be promoted between management and employee representatives (although direct communication between employees and management is strongly advised), through a proper communication system in the organisation.

6. It is recommended that the communication policy should be ‘adapted to the nature of the undertaking concerned, account being taken of its size and of the composition and interests of the work force’.

7. National practice and the circumstances of each particular situation should be taken into consideration when determining the medium of communication as well as the timing.

CONCLUSION

Labour relations is all about people in the workplace. It involves elements that are part of all human relationships, such as friendship and any other forms of union between people. This dynamic relationship should also be based on what is required to make any relationship work. Therefore, communication as one of the keystones of any effective and successful relationship is also part of the labour relationship. Communication is an essential feature for survival and no institution can exist without it. The labour relationship and communication are composite and involve participants working together to create meaning through switching information in the work surroundings. The rules that an institution must comply with in the labour relationship and communication in an institution are nationally determined through legislation and internationally through recommendations by institutions such as the International Labour Organisation.

[1] No.129 of 1967https://www.managementstudyguide.com/labor-management-relations.htmhttp://www.globalacademicgroup.com/journals/

Protect Children Labor, Now More Than Ever .

Children around the world are regularly engaged in hazardous activities that affect their mental, physical, social or educational development. Every year World Day Against Child Labor Day is celebrated on 12 June to provide a growing and developing environment for children to live a dignified life. In 1919, the International Labor Organisation (ILO) was founded and in 2002″World Day against Child Labour” was established to abolish child labor.

Impact of COVID-19 on Children

World Day against Child Labor 2020 focuses on the impact of COVID-19 on child labor. The COVID-19 pandemic has a huge impact on Livelihoods of the labor market and children are often the first to suffer. The economic slowdown has forced millions of children to left their school and opt for minimal jobs to support their parents for the livelihood. This year, the World Day Against Child labor is being conducted as a virtual campaign and organized jointly with the Global March Against child labor and the International Partnership for Cooperation on Child labor in Agriculture.  

If children are provided with a suitable environment to enjoy their life, surely they will contribute to the economic and social growth of the country. So stop child labor, protect the right of children, and support them.

Taxation, Labour and Other Laws being simplified to boost the growth of the Corporate Sector

Prime Minister Shri Narendra Modi said that the goal of achieving the 5 Trillion Dollar Economy is achievable.

Indian Economy
Indian Economy

He was participating at the inaugural session of the Hundred Years of ASSOCHAM in New Delhi today.

Addressing a gathering of leaders from the Corporate World, Diplomats and others, the Prime Minister said that the idea of making India a 5 Trillion Dollar worth economy is not a sudden one.

He said that in the past five years the country had made itself so strong that it not only could set for itself such a target but also make efforts in that direction.

“Five years before, the economy was heading for disaster. Our Government not only stopped this but also brought in a discipline in the economy”

“We brought in fundamental changes in India’s Economy so that it can run with set rules in a disciplined manner. We have met with the decades old demands of the Industrial Sector and we have built a strong foundation for a 5 Trillion Dollar Economy”

He said, “We are building the Indian Economy on two strong pillars of formalisation and modernisation. We are trying to bring in more and more sectors into the horizon of formal economy. Along with this we are linking our economy with latest technology so that we can speed up the process of modernisation”

“Now instead of several weeks it merely takes a few hours to register a new company. Automation is helping quick Trading across borders. Better linking of Infrastructure is reducing the turn-around time at Ports and Airports. And these are all examples of a modern economy. “

“Today we have a Government that listens to the Industry, understands its needs and which is sensitive to its suggestions.

Prime Minister said that the country could make a significant jump in the rankings of Ease of Doing Business due to a sustained effort.

“Ease of Doing Business may sound just like four words, but in order to improve its rankings there is a lot of effort that goes into it including changing the policies and rules at the ground level”

Prime Minister also emphasised the efforts being made towards a faceless Tax Administration in the country in order to reduce the human interface between the tax payer and the authorities.

“In order to bring about transparency, efficiency and accountability in the Tax System, we are moving towards a faceless Tax Administration”, he said.

Prime Minister said that the Government has decriminalised several laws in the Corporate Sector in order to reduce the burden and allow the industry to function in a fearless ecosystem.

“You know that there were several provisions of the Company Act as per which even small deviations were also dealt as a Criminal Offence. Our Government has now decriminalised many such provisions. And we are trying decriminalise many other provisions.”

Prime Minister said that the Corporate Tax at this time in the country is the lowest ever and this would propel a boost in the economic growth.

“The Corporate Tax is the lowest at the moment, meaning if there is any Government that is taking the lowest Corporate Tax from the Industry, then it is ours”

Prime Minister also spoke about the efforts being made towards bringing about Labour Reforms.

He also spoke about the sweeping reforms in the Banking Sector to make it more transparent and profitable.

“Owing to the steps taken by the Government today 13 Banks are on the path of profit which 6 banks are out of PCA. We have also hastened the process of unification of the Banks. Today banks are expanding their countrywide networks and are in the direction of achieving Global recognition”

He said with this overall all round positivity the economy is propelling towards a 5 Trillion Dollar target. Prime Minister said that the Government would invest 100 Lakh Crore Rupees in the infrastructural sector and another 25 Lakh Crore Rupees in the Rural Sector in order to provide support to achieve the target.