Want to become a labour law specialist?

Become a Labour Law Expert 


The intention of having this online Course is to provide a platform where the participants would be given practical inputs, especially, regarding the management of labour& manpower legally and efficiently along with all statutory compliances in respect to the establishment and as well as factories.

Just in 2950/-

Early bird offer till 27th Aug 2022 , Post that fees 4500



Course Objective

Labour Law & Statutory Compliances Course 

                                        This course will start with the fundamentals. No prior knowledge of Law is required.

Law has a very important role to play in what any HR personnel does in a day, though it may not be always apparent. You as an HR actually requires a good hold of different laws like PF, ESIC, Min wages, Bonus, Gratuity with all State and other central labour laws

Objectives
To understand practical aspects of labour laws that are applicable to the organisation where participants are working.

To deal with important legal issues while managing the workforce

Understanding the key Labour Laws and Statutory Compliances with return filing

Topics to be covered are:



1. FACTORIES ACT, 1948

1.1. Important Definitions
1.2. Statutory Agencies And Their Powers For Enforcement Of The Act
1.3. Approval, Licensing And Registration Of Factories
1.4. Notice By Occupier
1.5. General Duties Of The Occupier
1.6. General Duties Of Manufacturers Etc.
1.7. Measures To Be Taken By Factories For Health, Safety And Welfare Of Workers
1.8. Special Provisions Relating To Hazardous Processes
1.9. Working Hours Of Adults
1.10. Additional Provisions Regulating Employment Of Women In A Factory
1.11. Employment Of Young Persons And Children
1.12. Annual Leave With Wages
1.13. Penalties And Procedures

2. Minimum Wages Act, 1948
2.1. Important Definitions
2.2. Fixation Of Minimum Rates Of Wages [Section 3(1)(A)]
2.3. Revision Of Minimum Wages
2.4. Manner Of Fixation/Revision Of Minimum Wages
2.5. Procedure For Fixing And Revising Minimum Wages (Section 5)
2.6. Advisory Board
2.7. Central Advisory Board
2.8. Minimum Wage – Whether To Be Paid In Cash Or Kind
2.9. Payment Of Minimum Wages Is Obligatory On Employer (Section 12)
2.10. Fixing Hours For A Normal Working Day (Section 13))
2.11. Payment Of Overtime (Section 14)
2.12. Wages Of A Worker Who Works Less Than Normal Working Day (Section 15)
2.13. Minimum Time – Rate Wages For Piece Work (Section 17)
2.14. Maintenance Of Registers And Records (Section 18)
2.15. Authority And Claims (Section 20-21)
2.16. Offences And Penalties

3. Payment Of Wages Act, 1936

4. Equal Remuneration Act, 1976
4.1. Act to have overriding effect
4.2. Duty of employer to pay equal remuneration to men and women workers for same work or work of a similar nature
4.3. Discrimination not to be made while recruiting men and women
4.4. Authorities for hearing and deciding claims and complaints
4.5. Maintenance of Registers

5. Employee State Insurance Act, 1948
5.1. Introduction
5.2. Important Definitions
5.3. Registration Of Factories And Establishments Under This Act
5.4. Employee State Insurance cash and medical benefits
5.5. Administration Of Employee State Insurance Scheme
5.6. Employee State Insurance - different forms, registers, returns

6. Employees Provident Funds And Miscellaneous Provisions Act, 1952
6.1. Introduction
6.2. Application Of The Act
6.3. Important Definitions
6.4. Schemes Under The Act (EPS,EDLI ) .Employer,Employee portal practically
6.5. Determination Of Moneys Due From Employers
6.6.  Different forms, registers, returns

7. Payment Of Bonus Act, 1965
7.1. Object And Scope Of The Act
7.2. Application Of The Act
7.3. Act Not To Apply To Certain Classes Of Employees
7.4. Calculation Of Amount Payable As Bonus
7.5. Eligibility For Bonus And Its Payment
7.6. Bonus Linked With Production Or Productivity
7.7. Power Of Exemption
7.8. Penalties
7.9. Offences By Companies
7.10. Compliances Under The Act

8. Payment Of Gratuity Act, 1972
8.1. Introduction
8.2. Application Of The Act
8.3. Who Is An Employee?
8.4. Other Important Definitions
8.5. When Is Gratuity Payable?
8.6. To Whom Is Gratuity Payable?
8.7. The Controlling Authority and the Appellate Authority
8.8. Rights And Obligations Of Employees
8.9. Rights And Obligations Of The Employer

9. Employees Compensation Act, 1923
9.1. Object And Scope
9.2. Definitions
9.3. DISABLEMENT
9.4. EMPLOYER’S LIABILITY FOR COMPENSATION
9.5. Employers Liability When Contractor Is Engaged
9.6. Compensation
9.7. Obligations And Responsibility Of An Employer
9.8. Notice And Claim
9.9. Medical Examination
9.10. Procedure In The Proceedings Before The Commissioner
9.11. Appeals
9.12. Penalties
9.13. Special Provisions Relating To Masters And Seamen
9.14. Special Provisions Relating To Captains And Other Members Of Crew Of Aircrafts
9.15. Special Provisions Relating To Employees Aboard Of Companies And Motor Vehicles

10. Contract Labour (Regulation And Abolition) Act, 1970
10.1. Scope And Application
10.2. Act Not To apply To Certain Establishments
10.3. Important Definitions
10.4. The Advisory Boards
10.5. Registration Of Establishments Employing Contract Labour
10.6. Effect Of Non-Registration
10.7. Appointment Of Licensing Officer And Licensing Of Contractors
10.8. Welfare And Health Of Contact Labour
10.9. Rules Framed Under The Act By The Central Government On The Question Of Wages
10.10. Penalties And Procedure
10.11. Inspectors
10.12. Maintenance Of Records & Registers

11. Maternity Benefit Act, 1961
11.1. Introduction
11.2. Employment of or work by women prohibited during certain periods
11.3. Right to payment of maternity benefits
11.4. Notice of claim for maternity benefit
11.5. Nursing breaks
11.6. Abstract of Act and rules there under to be exhibited
11.7. Registers
11.8. Penalty for contravention of Act by employer

12. THE CHILD LABOUR (PROHIBITION AND REGULATION) ACT, 1986
12.1. Prohibition of employment of children in certain occupations and processes

13. The Industrial Employment (Standing Orders) Act, 1946
13.1. Important Definitions
13.2. Certification Of Draft Standing Orders
13.3. Date Of Operation Of Standing Orders
13.4. Posting Of Standing Orders
13.5. Duration And Modification Of Standing Orders
13.6. Payment Of Subsistence Allowance
13.7. Interpretation Of Standing Orders
13.8. Temporary application Of Model Standing Orders

14. Industrial Disputes Act, 1947
14.1. Introduction
14.2. Object And Significance Of The Act
14.3. Important Definitions
14.4. Types Of Strike And Their Legality
14.5. Legality Of Strike
14.6. Dismissal Etc. Of An Individual Workman To Be Deemed To Be An Industrial Dispute
14.7. Authorities Under The Act And Their Duties
14.8. Reference Of Disputes
14.9. Voluntary Reference Of Disputes To arbitration
14.10. Strikes And Lock-Outs
14.11. Justified And Unjustified Strikes
14.12. Wages For Strike Period
14.13. Dismissal Of Workmen And Illegal Strike
14.14. Justification Of Lock-Out And Wages For Lock-Out Period
14.15. Change In Conditions Of Service
14.16. Unfair Labour Practices
14.17. Penalties

15. The Trade Union Act, 1926
15.1. Introduction
15.2. Mode of registration
15.3. Application for registration
15.4. Provisions contained in the rules of a Trade Union
15.5. Certificate of Registration
15.6. Incorporation of registered Trade Union
15.7. Cancellation of registration

16. THE LABOUR LAWS (EXEMPTION FROM FURNISHING RETURNS AND MAINTAINING REGISTER BY CERTAIN ESTABLISHMENTS) ACT, 1988
16.1. DEFINITIONS
16.2. Exemption from returns and registers required under certain labour laws
16.3. Penalty

17. EMPLOYMENT EXCHANGES (COMPULSORY NOTIFICATION OF VACANCIES) ACT, 1959
17.1. DEFINITION
17.2. Act not to apply in relation to certain vacancies
17.3. Notification of vacancies to employment exchanges
17.4. Employers to furnish information and returns in prescribed form

18. Apprentices Act, 1961
18.1. Definitions
18.2. Qualification For Being Engaged As An Apprentice
18.3. Contract of apprenticeship
18.4. Obligations of employers
18.5. Obligations of apprentices
18.6. Apprentices are trainees and not workers
18.7. Records and Returns
18.8. Payment to apprentices
18.9. Hours of work, overtime, leave and holidays
18.10. Conduct and discipline
18.11. Settlement of disputes
18.12. Authorities under the Act
18.13. Offences and penalties
18.14. Offences by companies

19. Audit Under Labour Legislations
19.1. Introduction
19.2. Scope Of Labour Audit
19.3. Methodology Of Conduct Of Labour Audit
19.4. Benefits Of Labour Audit

20. Shop & Establishment Act

21. Learning about all 4 new upcoming codes



Who this course is for:

Suitable for HRs with 0-20 years of experienceSuitable for Entrepreneurs/Top Management

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