International Labour Day 2018: Hire or Fire! These five labour laws an employee in India need to know

In the world, many countries celebrate May 1 as international labour day including India. Every year, the first day of the May month is dedicated to labourers and the working classes and celebrated as 'International Labour Day'. In 1923, India celebrated Labour day for the first time. It was organised by the Labour Kisan Party in Madra (now Chennai).

It has the largest youth population, according to the United Nations, India stands at a point where the dream of becoming a super economy is no longer a utopia but a sweet possibility. The laws for labours in India have always been a subject of controversy. In this condition, it becomes important for employees in both the organized and unorganized sectors to be aware of the laws and rights existing form them and the on-going reforms.

According to reports, the Global Rights Index (2016), published annually by the International Trade Union Confederation (ITUC), ranked as India one of the 10 worst countries for working people. Well, India has been strongly defending its position in the index since 2014. There are nearly eight conventions of the International Labour Organization (ILO) against forced labour. Where India had implemented only four and refused to consent remaining four.

Here are those laws:

-Freedom of Association and Protection of the Right to Organize Convention
-Right to Organize and Collective Bargaining Convention
-Minimum Age Convention
-Worst Forms of Child Labour Convention

Well, the best way to safeguard your self from getting rattled from those conditions is to get legal advice or to be aware of the important labour laws.

1. The Factories Act, 1948

This law protects labour of the factory and it includes health, safety, working hours etc in its provisions. It also provides overtimes pays to the workers who work extra. According to the law, No woman worker is supposed to work between 10 PM and 5 AM, and in the case of a night shift, a notice has to be given 24 hours before the shift.

2. Payment of Gratuity Act, 1972

In this act, an organization with 10 or more employees is supposed to pay gratuity to its workers who have worked for 1 year or more. Gratuity is a kind of retirement benefits paid by employers as a token of thanks to its workers for the services offered. It is last drawn salary multiplied by the number of years of service. If the employer fails to provide gratuity, he/ she faces jail for a term not less than six months and not more than two years.

3. Employees’ Provident Fund and Miscellaneous Provisions Act, 1952

The EPF is a social security for the workers like pension or insurance coverage to the employee of an establishment which has 20 or more employees. As per reports, in 2014, the government amended the act and extended the wage ceiling from ₹6,500 per month to ₹15,000 per month.

4. Payment of Bonus Act, 1965

An employee who is working in an establishment with 20 or more workers has rights to a bonus under Payment of Bonus Act, 1965. The bonus is 8.33 %, and shall not exceed 20 % of the employee’s salary.

5. Equal Remuneration Act, 1976

This act prevents gender discrimination among workers. According to this act, employers can’t discriminate among genders in matters of wages, training, transfer, and promotion.

Also read: Google Doodle's way to celebrate International Labour Day is unique