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Explicit and special focus on health, safety, and welfare of all sorts of workers.
Definitions
Factory Act 1948 defines the following terms.
Sec 2(k) Manufacturing Process
Any process for making, altering, repairing, ornamenting, finishing, packing, breaking up, demolishing, or otherwise treating
any article for use, sale, transport, delivery, or disposal.
Printing
State of Bombay vs Ali Saheb Kashim Tamboli 1955 SC - Bidi making is a Manufacturing Process.
Any person employed directly or indirectly, for or without remuneration, with or without knowledge of the principle employer,
working in a manufacturing process, or cleaning any part of machinery or premises of a manufacturing process, or any other
kind of work incidental to or connected with the main manufacturing process or with the subject of manufacturing process.
State of Bombay vs Tamboli AIR 1955 Bom - Wages not necessary for being a worker.
Shankar Balaji vs State of Mah AIR 1962 SC - not a worker because - no agreement of contract, no fixed time for work,
work from home any time, leave any time. Only adherence to bidi specs is no issue.
Worked at any time in previous 12 months. Shifts/Relays are also counted as a person.
Exceptions - Railway Running Shed, Mines, Hotel, Restaurants, Armed Forces, Any data processing unit that uses
computers for office work and does not do manufacturing.
Pragnarain v Crown 1928 - Factory means premises where anything towards making or finishing of an article is done up to
a stage when it is ready for sale or is in suitable condition to be put in market.
State of Bombay vs Ardeshir Hormosji Bhiwandiwala 1956 - land used for making salt is a factory.
If the floor is wet and cannot be drained, special provisions must be made to drain the water.
Walls must be regularly cleaned. They must be whitewashed every 6 months. If an oil based paint/varnish is used, it must be
cleaned every year and must be repainted every 3 years.
A register must be maintained that logs all the cleaning activities performed.
A factory established before this act must have at least 9.1 sq ft of space per person, while new factories must have 14.2 sq ft. The
maximum capacity of a room or enclosure must be posted outside the room and a log must be maintained.
Sec 17 Lighting
Proper lighting arrangements must be made to ensure that it does not cause glare in eyes. Light source must be such that a shadow is
not created in the work area.
Sec 18 Drinking water
Clean safe drinking water must be provided. Water must be kept away from any dirty place. No waste should be routed from the place
where drinking water is kept. At least six meters away from latrines, urinals, washing place. "Drinking water" must be written in bold and
legible to all.
Sec 19 Latrines and Urinals
A separate place must be created for men and women. Height must be the floor and walls must be properly tiled. It must be cleaned
every day.
Sec 20 Spittoons
Spittoons must be placed at several appropriate locations.
A child who has not completed his 14th yr of age is prohibited from working in
a factory.
Sec. 67 -
Sec. 68 - As per this section, a person who has completed 14th yr of age or is adolescent shall not be allowed to work in a factory
unless he is certified by a surgeon. This certificate must be provided by a certifying surgeon as per section 69, and must be kept with
the manager and the person should be given a token containing the reference of this certificate while working.
Sec. 69 - A certifying surgeon should examine the person and issue a certificate of fitness upon request by the young person or his
parents. If the child has completed 14th yr of age and has attained prescribed physical standards, he can be given the certificate of
fitness to work as a child. If the child has completed 15th yr of age and is fit for full days work in the factory, he can be given the
certificate to work as adult.
Sec 70 says that even if a person has been given a certificate to work as an adult and who has not completed the age of 17 yrs, he can
be allowed to work only between 6 AM to 7 PM.
Sec. 71 - This section prohibits a child from working for more that 4 and a half hours in any day and only between 6am to 10pm. Further
that a child will not be allowed to work in a day if he has worked in the same day in another factory. No female child is allowed to work
except between 8 AM and 7 PM.
Sec. 72 - Notice period of work for children.
Sec. 73 - Register of child workers.
Sec. 74 - No child shall be allowed to work except in the hours mentioned in the notice periods given in section 72 and 73.
Sec. 75 - Power to require medical examination. An inspector has the power to serve a notice on the employer required that any person
or young person shall be examined by a certifying surgeon.
Sec. 76 - This section empowers the state govt. to formulate rules for physical standards, procedures, and other conditions for giving
fitness certificate.
Sec. 77 says that the regulations in this act are in addition to Employment of Children Act 1938.
1.
Widowed mother, widow, minor legitimate or adopted son, unmarried legitimate or adopted daughter. In this case it is
irrelevant whether they are fully or partially dependent on the earnings of the workman.
2.
3.
1.
2.
3.
The persons in this class must be dependent wholely or partially on the earnings of the workman to claim compensation.
1.
widower
2.
3.
an minor illegitimate son, an illegitimate or legitimate or adopted daughter if minor and married or if minor and
widowed
4.
5.
6.
7.
8.
In the case of Ramji vs Lalit Kumar Bardiya, 1995, MP HC held that the parents have to the right to claim compensation because the
workman was living jointly with them. In joint families there is a sharing of income and responsibilities. Even if workman did not
contribute to the family fund that was only because he was not being paid by the employer. The family would have received the benefit
of his wages otherwise.
WagesSection 2(1) m defines wages as any benefit or privilege received by a worker from an employer that can be estimated in money
except
1.
2.
3.
1.
Bonus - was held to be wages in the case of Maharastra Sugar Mills Ltd. vs Ashru Jaiwant AIR 1966 Bom.
2.
3.
Dearness Allowance
4.
5.
Accommodation
6.
Overtime pay
In the case of M/s J C Mills vs Deshraj, AIR 1952, MP HC held that paid leave is not a wage unless it is stated expressly in the
contract of employment that paid leave can be encashed if not taken.
Workman
Section 2(1) n defines workman as
A railway servant as defined in Railways Act 1989 except those who are permanently employed in an administrative office.
driver, mechanic, cleaner, helper or employed to any task related to motor vehicles.
A porter even though not included in schedule II. Narayanan vs Southern Railway - Kerala 1980
Working for 24 days in a month on daily wages. Hastimal vs Arjunan - Madras 1993.
Modeled on the British pattern and payment is obligatory on all employers whose employees are entitled to benefit under this
act.
The workmen or his dependents can claim compensation if the injury has been caused by an accident arising out of and in
course of employment and if such an accident cannot be attributed to drug or drinks or willful neglect of safety rules.
Various class of workmen have been specified. Earlier clerical workers and workers making more than 1600 rs per month
were excluded but now the wage limit has been removed.
The amount of compensation depends, in case of death, the average monthly wages, and in case of injury, the average
monthly wages and the type of injury.
The term wages includes -overtime page, benefits like food, housing, and clothing.
The purpose is not to give a solatium but to compensate the worker or his dependents for the actual loss suffered due to an
accident.
There must be a casual connection between the injury and the accident, and the accident and the work done in the course of
employment.
The claimant must prove the connection between the injury and the course of work during employment.
It is not necessary that the worker is actually working or has just finished work.
If the evidence shows a greater probability which satisfies a reasonable man that the work contributed to the injury, it is
enough to prove the claim.
Nature of liability
This is a different kind of liability. It is not same as a liability in torts. It arises due to the relationship between the worker and employer.
An employer is only liable to pay the difference between the earning capacities of the worker before and after the accident irrespective
of the loss or expenses incurred in treatment of the worker. It is also not dependent upon the neglect or wrong doing of the employer.
1.
2.
3.
The accident must have arisen out of and in the course of employment.
4.
The injury must have resulted in death or the worker must have received total or partial disability at least for 3 days due to
the injury.
The following are the excuses or conditions in which an employer is not liable to pay any compensation:
1.
If the injury did not cause total or partial disablement for more than 3 days.
2.
If the injury did not result in death or permanent total disablement and
1.
2.
The worker willfully disobeyed the orders expressly given or a rule expressly framed for the safety of the workman.
3.
The worker willfully did not wear or removed protective gear as required to work while having known that such
devices exist and were available.
Ordinarily, going to and coming home from work place is not considered within the course of employment. However, there may be
reasonable cases where an extension of employer's premise and time may be applied if while going to or coming from work the worker
has to use part of the employer's facilities.
This was discussed by the House of Lords in the case of St Hellen's Colliery Ltd. vs Hewlston in 1924. In this case, the worker was
not obligated to use employer's train to work. He could use any other means to commute. So it was held that an accident arising while
on the special train was not in the course of employment.
In the case of Varadarajulu vs Masaya Boyan AIR 1953, Mad. HC held that the worker had no other means to go to the work place
other than to use the employer's lorry. So, accident happening while in the lorry is in due course of employment.
Alternative Remedies
In case of an injury, a workman has the following alternative remedies
1.
2.
3.
However, a workman is not allowed to put his employer into double jeopardy of proceedings or compensation as per section 3(5). Thus,
he cannot make any claim for compensation under this act if he has instituted any civil proceeding for the same injury. Similarly, a
workman is not allowed to institute any civil proceeding for damages against the employer or any other person for the same injury if,
1.
2.
the amount of compensation has been settled between him and the employer in accordance with the provisions of this act.
A workman cannot get compensation twice through any means for the same injury.
Section 3(5) uses the word "instituted", which is more specific than that the just filing a claim. "Instituted" means setting on foot an
inquiry. Thus, if a workman has filed a claim and then withdrawn it before any inquiry was started, it will not be considered as instituted.
Amount of compensation
The amount of compensation for an injury depends on the extent of the loss of earning capacity, which usually depends on the type of
injury and resulting disablement. Section 4 defines detailed rules for determining the amount of compensation.
a) If the injury results in death, the amount of compensation is equal to the amount of 50% of the monthly wages of the deceased
workman multiplied by a relevant factor or 80,000/- which ever is more.
b) If the injury results in total permanent disability, the amount of compensation is equal to the amount of 60% of the monthly wages of
the workman multiplied by a relevant factor or 90,000/- which ever is more.
In these cases, if the monthly wage is more than 4000 Rs then the monthly wage considered in the calculation will be 4000/-. The
relevant factor must be seen in schedule IV and it depends on the number of years in service.
c) If the injury results in partial permanent disability, the amount of compensation is equal to the amount determined under permanent
total disability multiplied by the percentage of loss of earning capacity as given in schedule I, if the injury is mentioned in schedule I, or
is equal to the percentage of amount determined under permanent total disability as the percentage of loss of earning capacity as
determined by a qualified medical practitioner.
d) If the injury results in temporary, partial or total, disablement, the workman must be paid half monthly payments of 25% of his monthly
wages for the time he is disabled.
Any payment received by the workman for the treatment of his injury from his employer will not be considered against the amount of
compensation.
India. In 1890, mill workers of Bombay associated under the name of Bombay Millhands Association. Although it was not a trade union
in a strict sense, it was nevertheless a start in India.
After the first world war the cost of living increased and the workers frequently agitated to demand more pay. In the early 20th century
Royal Trade Commission studied the condition of workers and suggested the formations of Trade Unions. As per the recommendations
of the Royal Commission, Indian Trade Unions Act was passed in 1926. However, due to strong opposition from employers, it was
enforced only in 1927. The original act lacked teeth in the sense that the formation of a Trade Union itself dependent on the recognition
by the employer. Later on several amendments were made to fix the issues. In 1947, the act was amended widely as per the socialist
inclination of the polity.
Definition
Section 2(h) of the Trade Unions Act 1926 defines Trade Union as a combination, temporary or permanent, formed primarily for the
purpose of regulating the relations between workmen and employer, workmen and workmen, or employers and employers, or for
imposing restrictive condition on the conduct of any trade or business, and includes the federation of two or more trade unions.
It is the object of the association or combination that determines whether it is a trade union or not.
A society or authors, publishers, and other owners of copyright meant to protect their copyright in music and songs, was held NOT to be
a Trade Union by the House of Lords.
In the case of Tamil Nadu NGO Union vs Registrar, Trade Unions, AIR 1962, Madras HC held that Tamil Nadu NGO Union, which
was an association of sub magistrates of the judiciary, tahsildars, etc., was not a trade union because these people were engaged in
sovereign and regal functions of the State where were its inalienable functions.
In the case of GTRTCS and Officer's Association, Bangalore and others vs Asst. Labor Commissioner and anothers AIR 2002,
Kar. HC held that the definition of workmen for the purpose of Trade Unions is a lot wider than in other acts and that the emphasis is on
the purpose of the association rather than the type of workers and so it is a valid Trade Union.
The registration of a trade union is not necessary. However, upon registration, a trade union gets several benefits including some
immunities that are not available to an unregistered Trade Union. In the case of Workers of B and C Co vs Labor Commissioner,
AIR 1964 Mad it was held that a Trade Union can raise or sponsor a trade dispute and represent on behalf of its members in legal
proceedings arising out of a trade dispute.
Section 13 specifies that upon registration, a trade union gets a legal entity status, due to which it
Procedure of Registration
Section 3 (Appointment of the Registrar) : The appropriate government appoints a person to be the registrar or trade unions for each
state.
Section 4 (Mode of registration) says that to register a Trade Union,
an application must be sent to the Registrar of Trade Unions appointed by an appropriate government.
the application must be made by seven or more persons who are engaged in the trade or industry in connection to which the
Trade Union is to be formed.
all the applicants must subscribe their names to the rules of the Trade Union and comply with the provisions of this act
regarding registration.
there must be at least 10% or 100, whichever is less, members who are engaged or employed in the establishment or
industry to which it is connected.
there must be not be less than seven members who are engaged or employed in the establishment or industry to which it is
connected.
If more that half of the persons who applied for the registration cease to be members of the union or expressly disassociate themselves
from the application, the application will be deemed to be invalid.
Section 5 (Application of Registration) gives the details of the application. It says that the application should be sent to the registrar
along with the copy of the rules of the trade union and a statement of the following particulars
The name of the trade union and the address of its head office.
The titles, names, ages, addresses, and occupations of the office bearers of the trade union.
If the trade union has been in existence for more than 1 yr, a general statement of its assets and liabilities.
Section 6 (Provisions to be contained in the rules of a Trade Union) specifies the provisions that should be contained in the rule book of
the trade union. A copy of this rule book must be supplied along with the application for registration of the trade union. This rule book
details the internal administration of the trade union and also determines and governs the relationship between the trade union and its
members. It must contain the rules for the following matters:
1.
2.
3.
the whole purposes for which the general funds can be used.
4.
the maintenance of the list of members and adequate facilities to inspect it by the members of the trade union.
5.
the membership of ordinary members who are actually engaged or employed in an industry with which it is connected as well
as the membership of the honorary or temporary members.
6.
7.
the membership or subscription fee, which shall not be less that 25 paisa per member per month
8.
the conditions under which a member can get the benefits or has to pay fines.
9.
the safe custody of funds and provisions for inspecting or auditing the statements, or other documents of the trade union.
10.
In the case of M T Chandersenan vs Sukumaran AIR 1974, SC held that if a member fails to pay subscription fee, he cannot be
considered a member of the trade union. However, subscriptions cannot be refused under some pretext which results in the denial of
membership.
In the case of Bokajan Cement Corporation Employees Union vs Cement Corporation of India, 2004, SC held that membership of
the union does not automatically cease upon termination of the employment.
Under section 7, the registrar has the power to ask for further information from the trade union to satisfy himself that the trade union
complies with section 5 and is eligible to be registered under section 6. The registrar can refuse to register the trade union until he
receives the information. Further, he has the power to ask to change the name of the trade union if a union with the same name already
exists or if he feels that the name could be deceiving or confusing to the public or the members of the trade union.
Under section 8, upon satisfaction of all the requirements, the Registrar of the Trade Unions will register the trade union. It is
mandatory for the registrar to register a trade union if the union satisfies all the technical requirements of this act.
In the case of re Indian Steam Navigation Workers Union AIR 1936 SC held that a Registrar only has to see whether all the technical
requirements are being fulfilled and not whether it could be described as unlawful.
In the case of ACC Rajanka Limestone Quarries Worker's Union vs Registrar of Trade Unions, AIR 1958, it was held that if the
registrar does not register the trade union within 3 months of application, an appeal can be made to the High Court under art 226.
Under section 9, the registrar will issue the certificate of registration in the prescribed form, which shall be a conclusive evidence that
the trade union is registered under this act.
Cancellation of Registration
Under section 10, the Registrar of Trade Unions has the power to cancel the registration of a trade union in the following conditions:
1.
2.
3.
4.
If the trade union willfully, upon notice of the registrar, has contravened or allowed any rule to continue in force, which is
inconsistent with the provisions of this act.
5.
If the trade union rescinds any rule providing for any matter, provision for which is required to be made in section 6.
6.
If the registrar is satisfied that a trade union of workmen has ceased to have the requisite number of members.
In the case of Tata Electric Companies Officer's Guild vs Registrar of Trade Unions, 1994, Bombay HC held that for a registrar to
cancel the registration, willful neglect of the notice is a must. If the trade union sends the account statement upon notice of the registrar,
the registrar cannot cancel the registration on the ground that the account statement was not filed earlier.
Under section 27, upon dissolution of a trade union, seven or more members must send a notification to the registrar within 14 days of
dissolution and the registrar shall register ir after verifying that the dissolution has been done as per the provisions of this act. Further, if
the rules of the trade union do not provide for distribution of the funds upon dissolution, the registrar may distribute the funds in such
manner as may be prescribed.
1.
the high court, if the head office of the trade union is located in a presidency town.
2.
the labour court or industrial tribunal, if the head office of the trade union is located in its jurisdiction.
3.
if the head office of the trade union in any other location, to such court, not inferior to the court of an additional or assistant
judge of a principal civil court of original jurisdiction, as the appropriate govt. may appoint in this behalf for that area.
An appeal must be made within 60 days of the date on which registrar passed the order against which the appeal is made.
In the case of Registrar of Trade Unions, West Bengal vs Mihir Kumar Guha 1963, Cal, it was settled that a trade union whose head
office is in a presidency town has only a single chance of appeal against the decision of the registrar, which is to the high court while a
trade union whose head office is in muffasil has two chances of appeals, first in the local court and second in the high court.
1.
A Trade Union cannot spend the funds on anything the office bearers want. It can spend funds only on the activities specified
in Section 15. These include:
1.
2.
3.
4.
welfare activities of the workers including housing, clothing, or any such activity.
5.
benefits to the workers or their dependents in the case of unemployment, disability, or death.
6.
7.
8.
9.
10.
Mario Raposo vs H M Bhandarkar and others 1994 - Office bearers of a trade union invested the money from general fund into
shares of UTI. This was held invalid because it is a speculative investment.
2.
A trade union cannot force members to subscribe to political fund under section 16.
3.
Under section 20 a trade union must make available all its record books of accounts and list of membership for inspection
upon request of any member or his representative.
4.
Section 21 allows minors more than 15 yrs of age to be members of a trade union. However, such minors cannot hold office.
5.
Under section 21-A, a trade union cannot appoint a person who has been convicted of a crime involving moral turpitude and
has been imprisoned for 6 months or more within last 5 years.
6.
As per section 22, at least half of the office bearers of a trade union of workers of unorganized sector must be engaged or
employed in an industry to which the trade union is connected. Also, while a union has a right to remove any office bearer,
this power must be used judiciously and rules of natural justice must be followed.
7.
Under section 28, a general statement, audited in a prescribed manner, of all income and expenses must be sent to the
registrar every year.
As per section 13, upon registration, a trade union becomes a legal entity and as a consequence, it gets perpetual
succession and a corporate seal, it can acquire and hold movable and immovable property, contract through agents, and can
sue and get sued.
2.
Under section 15 a registered trade union has a right to establish a general fund.
3.
Under section 16, a registered trade union has a right to establish a political fund. Subscription to this fund is not necessary
for a member.
4.
Under section 17, 18, and 19 a registered trade union gets immunity in certain criminal, civil, and contractual proceedings.
5.
6.
Under section 28-F, the executive of a registered trade union has a right to negotiate with the employer the matters of
employment or non-employment or the terms of employment or the condition of labor of all or any of the members of the
trade union and the employer shall receive and send replies to letters and grant interviews to such body regarding such
matters. It further provides that the executive is entitled to post notices of the trade union meant for its members at any
premises where they are employed and that the employer shall provide reasonable facilities for that.
Section 17 confers immunity from liability in the case of criminal conspiracy under section 120-B of IPC, committed by an
office bearer or a member. However, this immunity is partial in the sense that it is available only with respect to the legal
agreements created by the members for the furtherance of valid objects of a trade union as described in section 15 of the
act. The immunity cannot be claimed for an act that is an offence. Registered Trade Unions have certain rights to do in
furtherance of their trade disputes such as calling for strike, persuading members.
In the case of West India Steel Company Ltd. vs Azeez 1990 Kerala, a trade union leader obstructed work inside the
factory for 5 hrs while protesting against the deputation of a workman to work another section. It was held that while in a
factory, the worker must submit to the instructions given by his superiors. A trade union leader has no immunity against
disobeying the orders. A trade union leader or any worker does not have any right by law to share managerial
responsibilities. A trade union can espouse the cause of workers through legal ways but officials of a trade union cannot
direct other workers individually or in general about how to do their work. They do not have the right to ask a worker to stop
his work or otherwise obstruct the work of the establishment. An employer may deal with a person causing obstruction in
work effectively.
2.
Section 18 confers immunity from civil proceedings in certain cases to a trade union or its office bears or members. In
general, a person is liable in torts for inducing another person to breach his contract of employment or for interfering with the
trade or business of another. However, a trade union, its officers, and its members are immune from this liability provided that
such an inducement is in contemplation or furtherance of a trade dispute. Further, the inducement should be lawful. There is
Section 19 Enforceability of agreements - In India, an agreement in restraint of trade is void as per section 25 of Indian
Contract Act. However, such an agreement between trade union members is neither void nor voidable. It is important to note
that this right is available only to registered trade unions. An unregistered trade union must follow the principles of general
contract law.
Too many unions causes intra-union and inter-union rivalry and thus loss of precious resources that can be used for worker's
welfare.
2.
Due to politicization of unions causes the union to overlook the true welfare and benefits of the worker.
3.
Outside Leadership causes unions to lose focus because such leadership does not understand the problems of the laborers.
4.
Closed Shop/Union Shop companies forces laborers to join the union and thus causes monopoly. Close shops/Union Shops
are now illegal in many countries.
5.
Bargaining Process
1.
The process starts with the workers uniting to form an association in the form of a Trade Union.
In the case of Workers of B and C Co vs Labour Commissioner, AIR 1964 Mad it was held that a Trade Union can raise
or sponsor a trade dispute and represent on behalf of its members in legal proceedings arising out of a trade dispute.
2.
Trade Union of registered and gets the power to represent the issues of the workers. Though it is not necessary for a TU to
be registered. In the same case mentioned above, it was also held that an unregistered Trade Union that has the support of
the majority of the workers has a better claim to negotiation than a recognized trade union that does not have majority
support.
3.
The members of the trade union adopt a resolution to authorize the Trade Union to represent them and put their issues
across to the management.
4.
Employer recognizes the Trade Union and gets ready to discuss the issues with the Trade Union representatives.
5.
The union representatives put their list of demands to the management and the management discusses those with the
representatives.
6.
After a give and take either a mutually agreeable solution is found or pressurizing tactics such as strike or lock-out are
adopted.
7.
If no solution is found, the matter could be referred to arbitration. If the solution is found, it is implemented and the process
ends.
1.
2.
3.
4.
5.
6.
A worker does not feel alone and helpless, on the contrary, he feels powerful.
7.
1.
2.
3.
Compromises reached by this process are not only applicable to the parties but also to those who are not a party.
4.
Upon success of collective bargaining, industrial peace prevails and mutual understanding and production increases.
5.
Compromises done through collective bargaining are binding on all the parties.
Benefits in General
1.
Helps in satisfactory solution of problems and allows old customs and traditions.
2.
3.
4.
5.
In the case of Virundhachalam vs Management, Lotus Ltd, Lord Roland said that it ends the arbitrariness of inspectors
by preventing them from becoming legal kings.
25M. PROHIBITION OF LAY-OFF. (1) No workman (other than a badli workman or a casual workman) whose name is borne on the muster-rolls of an industrial
establishment to which this Chapter applies shall be laid-off by his employer except with the prior permission of the appropriate
Government or such authority as may be specified by that Government by notification in the Official Gazette (hereinafter in this section
referred to as the specified authority), obtained on an application made in this behalf unless such lay-off is due to shortage of power or
to natural calamity, and in the case of a mine, such lay-off is due also to fire, flood, excess of inflammable gas or explosion.
(2) An application for permission under sub-section (1) shall be made by the employer in the prescribed manner stating clearly the
reasons for the intended lay-off and a copy of such application shall also be served simultaneously on the workmen concerned in the
prescribed manner.
(3) Where the workmen (other than badli workmen or casual workmen) of an industrial establishment, being a mine, have been laid-off
under sub-section (1) for reasons of fire, flood or excess of inflammable gas or explosion, the employer, in relation to such
establishment, shall, within a period of thirty days from the date of commencement of such lay-off, apply, in the prescribed manner, to
the appropriate Government or the specified authority for permission to continue the lay-off.
(4) Where an application for permission under sub-section (1) or sub-section (3) has been made the appropriate Government or the
specified authority, after making such inquiry as it thinks fit and after giving a reasonable opportunity of being heard to the employer, the
workmen concerned and the persons interested in such lay-off, may, having regard to the genuineness and adequacy of the reasons for
such lay-off, the interests of the workmen and all other relevant factors, by order and for reasons to be recorded in writing, grant or
refuse to grant such permission and a copy of such order shall be communicated to the employer and the workmen.
(5) Where an application for permission under sub-section (1) or sub-section (3) has been made and the appropriate Government or the
specified authority does not communicate the order granting or refusing to grant permission to the employer within a period of sixty days
from the date on which such application is made, the permission applied for shall be deemed to have been granted on the expiration of
the said period of sixty days.
(6) An order of the appropriate Government or the specified authority granting or refusing to grant permission shall, subject to the
provisions of sub-section (7), be final and binding on all the parties concerned and shall remain in force for one year from the date of
such order.
(7) The appropriate Government or the specified authority may, either on its own motion or on the application made by the employer or
any workman, review its order granting or refusing to grant permission under sub-section (4) or refer the matter, or, as the case may be,
cause it to be referred, to a Tribunal for adjudication :
Provided that where a reference has been made to a Tribunal under this sub-section, it shall pass an award within a period of thirty days
from the date of such reference.
(8) Where no application for permission under sub-section (1) is made, or where no application for permission under sub-section (3) is
made within the period specified therein, or where the permission for any lay-off has been refused, such lay-off shall be deemed to be
illegal from the date on which the workmen had been laid-off and the workmen shall be entitled to all the benefits under any law for the
time being in force as if they had not been laid-off.
(9) Notwithstanding anything contained in the foregoing provisions of this section, the appropriate Government may, if it is satisfied that
owing to such exceptional circumstances as accident in the establishment or death of the employer or the like, it is necessary so to do,
by order, direct that the provisions of sub-section (1), or, as the case may be, sub-section (3) shall not apply in relation to such
establishment for such period as may be specified in the order.
(10) The provisions of section 25C (other than the second proviso thereto) shall apply to cases of lay-off referred to in this section.
Explanation : For the purposes of this section, a workman shall not be deemed to be laid-off by an employer if such employer offers any
alternative employment (which in the opinion of the employer does not call for any special skill or previous experience and can be done
by the workman) in the same establishment from which he has been laid-off or in any other establishment belonging to the same
employer, situate in the same town or village, or situate within such distance from the establishment to which he belongs that the
transfer will not involve undue hardship to the workman having regard to the facts and circumstances of his case, provided that the
wages which would normally have been paid to the workman are offered for the alternative appointment also.
Where any workman in an industrial establishment, who is a citizen of India, is to be retrenched and he belongs to a particular category
of workmen in that establishment, in the absence of any agreement between the employer and the workman in this behalf, the employer
shall ordinarily retrench the workman who was the last person to be employed in that category, unless for reasons to be recorded the
employer retrenches any other workman.
1.
No workman employed in any industrial establishment to which this Chapter applies, who has been in continuous service for
not less than one year under an employer shall be retrenched by that employer until 1.
the workman has been given three months' notice in writing indicating the reasons for retrenchment and the
period of notice has expired, or the workman has been paid in lieu of such notice, wages for the period of the
notice; and
2.
the prior permission of the appropriate Government or such authority as may be specified by that Government by
notification in the Official Gazette (hereafter in this section referred to as the specified authority) has been
obtained on an application made in this behalf.
2.
An application for permission under sub-section (1) shall be made by the employer in the prescribed manner stating clearly
the reasons for the intended retrenchment and a copy of such application shall also be served simultaneously on the
workmen concerned in the prescribed manner.
3.
Where an application for permission under sub-section (1) has been made, the appropriate Government or the specified
authority, after making such inquiry as it thinks fit and after giving a reasonable opportunity of being heard to the employer,
the workmen concerned and the persons interested in such retrenchment, may, having regard to the genuineness and
adequacy of the reasons stated by the employer, the interests of the workmen and all other relevant factors, by order and for
reasons to be recorded in writing, grant or refuse to grant such permission and a copy of such order shall be communicated
to the employer and the workmen.
4.
Where an application for permission has been made under sub-section (1) and the appropriate Government or the specified
authority does not communicate the order granting or refusing to grant permission to the employer within a period of sixty
days from the date on which such application is made, the permission applied for shall be deemed to have been granted on
the expiration of the said period of sixty days.
5.
An order of the appropriate Government or the specified authority granting or refusing to grant permission shall, subject to
the provisions of sub-section (6), be final and binding on all the parties concerned and shall remain in force for one year from
the date of such order.
6.
The appropriate Government or the specified authority may, either on its own motion or on the application made by the
employer or any workman, review its order granting or refusing to grant permission under sub-section (3) or refer the matter
or, as the case may be, cause it to be referred, to a Tribunal for adjudication :Provided that where a reference has been
made to a Tribunal under this sub-section, it shall pass an award within a period of thirty days from the date of such
reference.
7.
Where no application for permission under sub-section (1) is made, or where the permission for any retrenchment has been
refused, such retrenchment shall be deemed to be illegal from the date on which the notice of retrenchment was given to the
workman and the workman shall be entitled to all the benefits under any law for the time being in force as if no notice had
been given to him.
8.
Notwithstanding anything contained in the foregoing provisions of this section, the appropriate Government may, if it is
satisfied that owing to such exceptional circumstances as accident in the establishment or death of the employer or the like, it
is necessary so to do, by order, direct that the provisions of sub-section (1) shall not apply in relation to such establishment
for such period as may be specified in the order.
9.
Where permission for retrenchment has been granted under sub-section (3) or where permission for retrenchment is
deemed to be granted under sub-section (4), every workman who is employed in that establishment immediately before the
date of application for permission under this section shall be entitled to receive, at the time of retrenchment, compensation
which shall be equivalent to fifteen days' average pay for every completed year of continuous service or any part thereof in
excess of six months.
1.
Temporary closure of a place of employment by employer or suspension or work by the employer, or refusal to employ any
number of persons by the employer.
2.
motivate by coercion
3.
in an industry
4.
Workmen of Itakhoolie Tea Estate vs Management 1952 - In lock out workmen are asked by the employer to keep away from work
and thus they are not under any obligation to present themselves for work.
Types of Strike - General, Go Slow, Work to Rule, Tools down/Stay In, Sympathetic, Hunger.
Section 22. PROHIBITION OF STRIKES AND LOCK-OUTS
1.
2.
3.
without giving to the employer notice of strike, as hereinafter provided, within six weeks before striking; or
2.
3.
before the expiry of the date of strike specified in any such notice as aforesaid; or
4.
during the pendency of any conciliation proceedings before a conciliation officer and seven days after the
conclusion of such proceedings.
No employer carrying on on any public utility service shall lock-out any of his workmen 1.
without giving them notice of lock-out as hereinafter provided, within six weeks before locking-out; or
2.
3.
before the expiry of the date of lock-out specified in any such notice as aforesaid; or
4.
during the pendency of any conciliation proceedings before a conciliation officer and seven days after the
conclusion of such proceedings.
The notice of lock-out or strike under this section shall not be necessary where there is already in existence a strike or, as the
case may be, lock-out in the public utility service, but the employer shall send intimation of such lock-out or strike on the day
on which it is declared, to such authority as may be specified by the appropriate Government either generally or for a
particular area or for a particular class of public utility services.
4.
The notice of strike referred to in sub-section (1) shall be given by such number of persons to such person or persons and in
such manner as may be prescribed.
5.
The notice of lock-out referred to in sub-section (2) shall be given in such manner as may be prescribed.
6.
If on any day an employer receives from any person employed by him any such notices as are referred to in sub-section (1)
or gives to any person employed by him any such notices as are referred to in sub-section (2), he shall within five days
thereof report to the appropriate Government or to such authority as that Government may prescribe, the number of such
notices received or given on that day.
1.
Systematic Activity
2.
3.
for the production and or distribution of goods or services calculated to satisfy human wants and wishes.
1.
Does not include spiritual or religious services e.g. making, on a large scale, prasad. It only includes material services and
things.
2.
Absence of profit motive or gainful objective is irrelevant be the venture public, private, or joint.
3.
The true focus is on the function and the decisive test is the nature of the activity with special emphasis on employeeemployer relationship.
4.
If an organization is a trade or business, it does not cease to be an industry merely because philanthropy is animating the
undertaking.
Dominant Nature Test - If an undertaking includes several activities some of which are industry and some not, the predominate nature of
the business and the integration of the departments is the true test.
Exceptions - Certain gurukuls, or research labs, or clubs operating on a small scale are not industry.
In the Bangalore Water Suppy case, Bombay Hospital Mazdoor Sabha case was rehabilitated and Hospital is considered an industry.
DN Banerjee vs PN Mukherjee - Municipal Corporation is an industry.
Brahmo Samaj Education Society vs WB College Employees Associaltion - Whether a University or Educational institution is an
industry or not depends on the evidence in each case. If the evidence points that there is no much importance of individual teachers
and the focus is mainly profit, it is an industry. In general Universities are industry even though its workers may not be Workers as per
the the act.
Clubs such as Cricket Club of India, Lawyers Office, Indian Standards Institute are all Industry.