Pandey Associates

Pandey Associates+91-94255-16924

Labour and Industrial Disputes

Disputes related to Labour and Industries has a very wide scope in the legal system of India. Generally Industrial and Labour Law are governed under following acts :

Compliance Audit covers:

  • Factories Act, 1948
  • Minimum Wages Act,1948
  • Payment Of Wages Act, 1936
  • Equal Remuneration Act, 1976
  • Employee's State Insurance Act, 1948
  • Employee's Provident Funds and Miscellaneous Provisions Act, 1952
  • Payment of Bonus Act, 1965
  • Payment of Gratuity Act, 1972
  • Workmen's Compensation Act, 1923
  • Contract Labour (Regulation and Abolition) Act, 1970
  • Maternity Benefits Act, 1961
  • The Child Labour (Prohibition and Regulation) Act, 1986
  • Industrial Employment (Standing Order) Act, 1946
  • Industrial Disputes Act, 1947
  • The Trade Union Act, 1926
  • The Labour Laws (Exemption From Furnishing Returns and Maintaining Register by certain Establishment) Act, 1988
  • Employment Exchanges (Compulsory Notification of the Vacancy) Act, 1959
  • Apprentices Act, 1961
  • Labour Audit Covering the above Acts and those Industry Specific Acts.

It is needless to say that in the progressive era of industrialization and commercialisation neither an employee nor an employer is unaware of their legal rights. The Lawmakers of our country have taken an uplifting steps towards the protection of the rights of both employers as well as employees and have also made it ample clear as to what are the duties imperative for them.

Unions Of Employees are working efficient enough to ensure that the rights of any employee shall not being compromised but yet they too suffers with their own disputes of organisation, reorganisation and conflict under the formations of bodies.

Constitution of India has provided tribunals and forum viz. "Labour Courts, Commissioner Workmen Forums, Industrial Courts, ALC/LC Forums etc. " where any of the above mentioned parties can approach when they feel that their rights are being sabotaged.