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CODE ON INDUSTRIAL RELATIONS, GROWTH AND DEVELOPMENT - Coggle Diagram
CODE ON INDUSTRIAL RELATIONS
Context:
The Industrial Relations Code, 2019 has been introduced in the Lok Sabha but not passed in the Parliament till now.
Key Features of the Code:
It seeks to replace three labour laws:
(i) the Industrial Disputes Act, 1947,
(ii) the Trade Unions Act, 1926, and
(iii) the Industrial Employment (Standing Orders) Act, 1946.
Unfair labour practices:
The Code prohibits employers, workers, and trade unions from committing any unfair labour
practices listed in a Schedule to the Code. These include:
Restricting workers from forming trade unions,
Establishing employer sponsored trade union of workers, and
Coercing workers to join trade unions.
Lay-off and retrenchment:
The Code defines lay-off as the inability of an employer, due to shortage of coal, power, or breakdown of machinery, from giving employment to a worker
It also provides for employers to terminate the services of a worker, i.e., retrenchment.
Employers of industrial establishments such as mines, factories and plantations with at least 100 workers are required to take prior permission of the central or state government before lay-off, retrenchment or closure. The central or state government can modify this threshold number of workers by notification.
Trade unions: Under the Code, seven or more members of a trade union can apply to register it.Trade unions that have a membership of at least 10% of the workers or 100 workers, whichever is less, will be registered.
The central or state government may recognise a trade union or a federation of trade unions as Central or State Trade Unions respectively.
GROWTH AND DEVELOPMENT