Necessity of Absolute Liability

Our country is a pioneer in industrial development and the demo-graphs of such development is soaring high each day. Also, with the complexity in both geography and life, it is necessary the rules established should be strict and more absolute principle of liability with the respect of no fault liability. Thus, the principle established in Rylands v Fletcher of strict liability evolved in the 19th century, and in the period when the industrial revolution had just begun cannot be used in the modern world. The two century old principle of tortious liability compared to the present conditions of our country when it is in the verge of being one of the most globalized countries of the world, cannot be taken into consideration without modifications. It is also to notice that the technical complexity and the nature of industrial development being high at a high rate, the protection of the human rights and lives of people should be taken into consideration. Hence, the principle of strict liability cannot be still considered as the only redressal. It is also true that law cannot afford to be static and the fact that the industrial development cannot be done without the existence of inherently dangerous industries, it is very much necessary that the responsibility for the protection of people from any such type of accidents, etc is put on the shoulders of the industries themselves. From the above mentioned points, it is a key necessity that such a principle is evolved which will not only shape the jurisprudence but will also help to not carry the absolute principle of Strict liability in modern society. Thus, the necessity factors as discussed clearly helps us to understand that the principle of absolute liability is not only required to protect the human rights of the people, but also to develop tort law in India which will expand our own country’s jurisprudence.

In absolute liability only those are risk which are associated with risky or isn’t fundamental. It is material to those harmed inside and outside the preface. The rule doesn’t have any special exceptions like Strict Liability. The control which was clarified in Rylands v Fletcher applies just to the normal utilization of land, however, outright risk applies even to the common utilization of land. When a man utilizes a dangerous substance and that substance gets away, he will be held liable even if he had taken due care. The degree of the dangerous activity also depends upon the money and size related capacity of the establishment. The Supreme Court additionally expressed that the undertaking must be held to be under a “commitment to guarantee” that the hazardous dangerous activity exercises in which it must be directed with the most standard of safety and security if any damage comes because of such careless activity. The organization, then, must be held absolutely liable to adjust, for any harm caused and no defense that he had taken all sensible care and the damage caused with no carelessness on his part.

The principles of absolute and strict liability can be viewed as exceptions. It is known that a man can be at risk if he has fault. The guideline overseeing these two rules is that a man can be a subject even without his fault. Thus, this is also known as principles of “no fault liability”. Under these principles, the individual at risk might not have done or been involved in the act, but he will be at charge despite everything because the harm was caused by the act. In the principle of strict liability, there are a few exceptions where the defendant would not be made at risk. But in absolute liability, no exceptions are given to the defendant. Tort is a civil wrong for which the remedy is a precedent based law activity for unliquidated harms and which doesn’t necessarily happen due to breach of an agreement or the break of a trust or just fair commitment. For “no fault liability”, the individual at risk might not have done any act of negligence or carelessness or may have put in some positive attempts but however the rule will hold him liable. This guideline has its foundations in the two landmark cases – Rylands v Fletcher (Strict Liability) and MC Mehta v Union of India (Absolute Liability). The strict liability principle expresses that a person who keeps hazardous or inherently dangerous substance in his territory will be in charge of the fault if that substance escapes in any way and causes any harm. This rule stands genuine even if there are no negligence or carelessness in favor of the person keeping it. The burden of proof lies on the defendant to act how is not at risk. The principle of absolute liability, on the other hand, held that where a person is undertaking a hazardous or inherently dangerous movement and it hurts anybody because of an accident while carrying out the characteristically hazardous action, the result is strictly and absolutely liable decision where the remedy is to repay to everyone who was affected by the accident. Both these principle take after the “no fault liability principle”, a principle in which the defendant is held liable regardless of whether he is not specifically or impliedly in charge of the harms caused to the plaintiff.

Quality of Work Life- The Necessity

While the phrase Quality Of Work-Life is undoubtedly new for many, but it’s impact on today’s employee-centric world can’t be overlooked.

Quality of work-life or QWL can be defined as the total quality of an employee’s work-life at an organization.

Not only QWE is tied to happier employees but also better business results. When the quality of work-life is stable, productivity is bound to increase. So does the level of employee retention. All in all, it seeks to benefit employees, their families, and the organization as well.

Here are some factors which contribute to improving the quality of work in a holistic manner:

6 Ways To Achieve An Excellent Quality Of Work Life

1. Job Satisfaction

The term job satisfaction refers to how satisfied an employee is at his/her organization. Factors such as working environment, people at work, job security, and work responsibilities majorly impact an individual’s job dissatisfaction levels.

With better job satisfaction comes an improved quality of work life. An employee who is satisfied with his position at the company is more likely to do good work. Consequently, job dissatisfaction is more likely to lower employee engagement as well as higher turnover rates.

2. Workplace Stress

Stress is a silent killer. This is especially true for most working individuals. With the added pressure to manage their work-life, employees feel extreme levels of stress. Not only does it impact their physical health, but it affects their emotional wellbeing as well.

workplace stress is a result of the following factors:

  • Workload contributes to the primary reason for stress at almost 46%
  • People Issues comes second at 28%
  • Work-life balance (20%)
  • Lack of job security (6%)

The good news is that with proper organizational commitment and personal effort, stress can be effectively handled.

3. Financial Reimbursement

The purpose behind any work is to get a substantial income in return.

Rewaelrds,pay and benifits enhance organizational QWL. With better compensation, employees are more involved in their work. Unless the company provides extrinsic motivation (in the form of better financial gain), workers will less likely go beyond the job requirements.

After obtaining good pay, employees are more likely to find job satisfaction as well as more committed to achieving the company’s goals.

4. Work-Life Balance

Rigid work schedules are a big no for the current millennial workforce. The modern worker wants to balance his life at work with his personal life. That means more remote working and more flexible work hours.

Achieving a satisfactory work-life balance is a significant factor in the quality of work-life. Splitting time, energy, and resources into two different aspects of your life is challenging. Adding to this challenge are obstacles such as long hours of commute, family commitments, or longer working hours.

To improve the quality of work-life in your organization, you can’t overlook the importance of introducing an excellent work-life balance. However, not everyone seeks the same kind of work-life balance. That’s why it is vital to have open communication channels with your workforce.

Here are a few options that’ll help your employees balance their personal and work lives:

  • Flexible Working Hours: It doesn’t mean leaving at 5’o clock on the dot. It means that employees are free to come and work at hours where they are the most comfortable.
  • Work from home: Once a week or once a month, work from the home initiative will work wonders in boosting morale and increasing productivity.
  • Telecommunicating: Telecommuting is a system that enables an employee to work from home from any location for all or part of the week. Telecommuting may be suitable for only some employees and jobs.
  • Remote Working: Remote working refers to when an employee works outside the traditional job environment. That is, they prefer to work from an off-site location. This form of working style is seeing a lot of interest over the current few years.
  • Part-Time: This form of work requires the employee to work in shifts.

5. Working Conditions / Job Environment

Businesses need to understand the value of a pleasant working environment for enhanced organizational effectiveness. The job environment affects life at work, mood, performance, and motivation.

Improved Quality Of Lighting

Good lighting makes a drastic difference in employees’ performance and attitude. Research states that exposure to natural light helps in improving energy, mood, focus, and productivity.

A great alternative to natural lighting is blue-enriched light bulbs. Using such lighting will promote calmness and positivity in the workplace.

Comfortable Working Environment

Make an effort to provide relaxing working conditions by providing comfy chairs, indoor plants, break rooms, and office snacks. Make the workplace an enjoyable and fun place to be.

Respect and Fairness

Unless an employee is being treated fairly and with respect, he/she is less likely to feel any connection to the place of work. This implies that every employee deserves to feel belonged regardless of their race, gender, sexuality, or job role.