INTRODUCTION
Labor law is the area of law that indicates the relationship between a worker, a union, and the government in general. It plays an important role in protecting labor rights, trade unions, their wages, and also in building a link between government and workers. It is a code of protection for workers, workers, and even employees, to make them aware of their rights and also to establish a standard law on work practice. Labor law is often mistakenly confused with labor law. However, labor law is the area of law that specifically deals with the relationship between an employer and an employee.
Labor law is concerned with creating a framework for labor relations that provides peaceful industrial relations between workers and organized workers. It is fundamentally concerned with issues of employment relationships, the functions of a trade union, an adequate working environment, working conditions of workers, strikes, and job security. While labor law or employment standards law deals with the regulation in statutory laws, workplace conditions, working hours, wages, and so on, both, labor law and standard laws on employment are commonly related to workers or employees and the way they work.
COMPLIANCES UNDER LABOUR LAW
Compliance with labor law refers to a set of accepted terms or conditions of employment. It refers to various regulatory requirements including the Minimum Wage Act, the Workers' Compensation Act, the Contract Work Act, the Factories Act, etc. Business is tough in India. In addition to the commercial side, the company is also obliged to meet the compliance requirements set by law. There are various laws and acts that the company must comply with or face punitive action. There are central-level laws and state government laws that apply to a business.
Across India, labor laws are divided into five broad categories, namely working conditions, industrial relations, wages, social security, and social security. The actions are all based on the Constitution of India and resolutions taken from time to time in the ILO conventions. Indian Labor Law applies to regulatory employment laws. There are more than 50 national laws and many other laws at the state level. Traditionally Indian governments at the federal and state levels have tried to provide employees with a high degree of protection by implementing labor laws. Therefore, since it concerns the requirements of contract law, an employment contract must also comply with the provisions of the applicable labor laws and rules contained in the institution's regulations.
As based on the terms and conditions of employment, there are several Acts and Legislations, which are laid down for proper redressal of a cause:
· The Factories Act, 1948
· Shops and Establishment Act, 1954
· Contract Labour (Regulation and Abolition) Act, 1970
· Industrial Employment Standing Order Act, 1946
· Building and Other Construction Workers (Regulation of Employment and Condition of Service) Act, 1996
· Legislations and Acts based on Industrial Relations:
· Industrial Disputes Act, 1947 (IDA)
· Trade Unions Act, 1926
· Legislations and Acts based on Remuneration:
· Payment of Wages Act, 1936
· Minimum Wages Act, 1948
· Payment of Bonus Act, 1965
· Equal Remuneration Act, 1976 (ER Act)
· Legislations and Acts based on Social Security Benefits of the Employees:
· Payment of Gratuity Act, 1972
· Workmen’s Compensation Act, 1923
· Employees Provident Fund and Miscellaneous Provisions Act, 1952
· Employees’ State Insurance Act, 1948
Hence, there are many other Acts, Legislations, and Central Labour laws under the Ministry of Labour and Employment. There are many other international acts and legislations, which are regulated for the purpose of protecting and promoting the workforce for its rights and interests in the workplace. The Employment Equity Act is one of the most effective laws that regulate the rights of workers and employees and guarantees them social security.
HIERARCHY OF LABOUR COURTS
Trade union litigation implies any distinction of conclusion, dispute, prejudice between the company and the representatives, or between the workers and the bosses, or between the workers or the workers themselves, all that has to do with working or extra-company conditions or economic conditions dependent on the terms of the employment status of any person.
Labour and Employment Law in India is mainly known in the broad category of industrial law. Industrial law in this country is of recent times and has developed in connection with the greatly increased awakening of workers of their rights, particularly after the advent of independence. Industrial relations embrace a complex of relationships between workers, employers, and the government, fundamentally interested in determining the conditions of employment and working conditions of workers. To resolve industrial disputes, the Industrial Disputes Act, 1947 provides for three types of courts: labor court, industrial court, and national court or national industry court.
The competent government may set up one or more labor courts for the purpose of ruling on the matter referred to it. The Industrial Dispute law provides for the appointment of conciliation officers, conciliation councils, investigative courts, labor courts, national courts, and tribunals for dispute resolution. Another recognized method of dispute resolution is arbitration. The Industrial Disputes Act provides a legalistic way of resolving disputes.
The objective of the preventive mechanism provided by the law is to create an environment in which disputes do not arise at all. The ID Act prohibits unfair labor practices that are defined in the fifth schedule strikes and lockouts (except under certain defined conditions and with adequate notice). It also provides for penalties for illegal strikes and lockouts and unfair work practices and provisions on dismissal and dismissal, as well as the related compensation.
Employment relationships play a very significant role in human resource management. Improve the productivity of the organization over time simply by building good working relationships. As good working relationships provide better synchronization between workers or employees and develop a better working environment, ensuring adequate facilities, safety, health, and hygiene at jobs which ultimately turn into quality manufacturing and sales.
CONCLUSION
India’s constitution is that the basis of all laws in our country. The labour laws also are rendered in compliance with the constitution, and also the termination of that exact law leads to any violation of constitutional law. The Directive Principles of State policy play a serious role within the development of the latest labour laws in the Republic of India.