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• W57116151 abstract "Introduction Universally the power structure in the society has been and is weighed towards the haves and therefore, the weaker sections of the society need protection. India has been no exception. That was the primary motivation for organization of workers and formulation of labor laws by the governments across the world. In India, except for four decades 1950-90, the balance of power has remained with the employers. Since the 1990s, however, the state has been soft in implementing labor laws in its letter and spirit. It realizes that the labor law regime is out of sync with the realities of the economic environment and it has not been able to restore cordial industrial relations and peace. Industrial relations had worsened during the last decade which witnessed managements' aggressiveness towards the workers and trade unions. They have been resisting formation of unions at the enterprise level and coercing the unions, wherever they exist, to terminate their political affiliations and insist on not to have outside leadership. Employment of contract labor has increased manifold much of which is in violation of the Contract Labor (Regulation & Abolition) Act, 1970. Such workers are paid much less wages compared to a permanent worker doing the same job and have no security of job (Sodhi-ILO, 2010). Strangely enough, Government of India has also been an active player in the employment of contract labor in contravention of the Contract Labor Act. In fact it is the largest employer of contract labor. The violation of other labor laws is happening under its very nose. Labor law enforcement in Export Promotion Zones is negligible. The position is similar in the IT sector. State governments like Kerala have passed orders restricting the functioning of trade unions. Haryana State Government had passed a similar order preventing its employees from going on strike. The Legal Framework The country has plethora of labor laws. Since labor in India is on the concurrent list, the Central and the state governments are competent to enact legislation. There are 44 Central and a Large number of State laws in the country. The Central laws are categorized in to three viz: those enacted and enforced by the Central Government (12 in number); those enacted by the Central and enforced both by the Central as well as the State governments (16 in number); and, those enacted and enforced by the various State governments which apply to respective states (16 in number). The most critical laws were enacted before or just after Independence (the Trade Union Act, 1926, Industrial Disputes Act, 1947, Workmen Compensation Act 1923, Payment of Wages Act 1936 and the Industrial Employment-Standing Orders-Act, 1948). Amongst others, majority were enacted 30 years back. Chronologically, sixteen of the forty four Central laws were enacted before or immediately after Independence, nine in the late 1950s and the 1960s, ten in the 1970s, six in 1980s, two each in the nineties and one in the last decade. (Annex 1) Changing Labor Laws Obviously, the laws are too old. While the age of the law per se may not be an indicator of its relevance or otherwise, it is important to mention that liberalization and globalization, which began in the 1990s, had totally changed the the economic paradigm in the country. The context in which these laws were enacted has, therefore, undergone a metamorphosis. With these laws in the background, doing business in India is a cumbersome vocation particularly for an upright entrepreneur. The multifarious labor laws, with varying connotations and definitions, force the employer into submission to the labor inspectorate, multiple trade unions and rigidities in which it cannot retrench any employee once employed (subject to the completion of 240 days of continuous work). The laws bind him to not even close the enterprise. Government permission is required to effect these changes. …" @default.
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• W57116151 date "2014-07-01" @default.
• W57116151 modified "2023-09-26" @default.
• W57116151 title "Labour Law Reform in India" @default.
• W57116151 hasPublicationYear "2014" @default.
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