Can’t keep deferring labour reforms in the name of consultation, says Labour Minister Gangwar


The not too long ago handed Code on Social Security, the Industrial Relations Code and the Occupational Safety, Health and Working Conditions Code, which together with the Code on Wages, 2019 subsume 29 labour legal guidelines into 4 codes, had been handed after widespread consultations, says Union Labour and Employment Minister Santosh Kumar Gangwar

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There has been criticism about the method in which the three labour codes had been handed. How would you tackle the criticism that the Bills weren’t despatched to the Standing committee once more and there was lack of session with the stakeholders on the last draft of the Bills?

I want to make clear that the last draft of the Codes has been framed after wide-ranging consultations with all stakeholders. The labour reforms train which culminated not too long ago was initiated on the foundation of the suggestions of the Second National Commission on Labour, 2002, which had really useful to subsume then present Central labour legislations into 4 or 5 Codes. It was from 2014 onwards that our authorities took lively steps in direction of codification train.

I wish to inform that the Labour Ministry seeks to all the time guarantee tripartite consultations in its decision-making. In this context an intensive session course of was adopted whereby all stakeholders together with commerce unions, employer associations, state governments, worldwide organisations and residents had been consulted. Various session processes had been held together with looking for the feedback of common public by putting the draft codes on the web site. Subsequent to this broad consultations, varied modifications had been made. Many strategies of commerce unions together with recognition of commerce unions at unit, State and Central degree and offering mechanism for inter-trade union dispute decision by industrial tribunals had been accepted. Lastly, the Parliamentary Standing Committee on labour after scrutinising the labour codes and consulting all stakeholders gave 233 suggestions out of which about 74% of the suggestions had been accepted by the Government.

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After such broad consultations at varied platforms, I don’t assume that the assertion about lack of session on Codes is justified. We can not keep on referring the Bills time and again to committees and in the name of session course of keep deferring the a lot wanted reforms.

Was there sufficient dialogue on the Bills on condition that the Opposition had boycotted the session? Were the Bills rushed?

It is unlucky that the Opposition didn’t take part in the dialogue on these vital Bills introduced in the curiosity of employees having constructive impression on the lives of thousands and thousands of our employees. The present labour legal guidelines fell quick in responding to the modified world of work and a necessity for a complete labour regulation reform train was felt from lengthy.

Also learn: The Hindu Explains | What does the new Industrial Relations Code say, and how does it affect the right to strike?

How will the 4 labour codes change the lives of employees? And when will they be carried out?

These labour Codes will deliver qualitative change in the lives of our employees they usually search to realize the twin goal of securing the fundamental rights of the employees and facilitating employment era.

These labour Codes search to universalise the proper to minimal wage of employees, presently out there to solely about 30% of the workforce engaged in the scheduled employments. Apart from this, the proper to well timed cost of wages with none unauthorised deduction has been universalised for all workers. The OSH Code seeks to ascertain a dynamic occupational security regulatory framework in consonance with the altering expertise and dealing situations. The IR Code strengthens the dispute decision equipment in the industrial institutions in addition to enabling efficient participation of Trade Unions. The Code on Social Security takes a major step in direction of guaranteeing a common protection of all organised and significantly unorganised employees in the social safety internet.

Also learn: Are India’s labour laws too restrictive?

The Rule-making train for the Codes has been initiated and we’ll implement these Codes after framing of subordinate legislations.

What is the standing of the draft guidelines below the Code on Wages? How many feedback have been acquired? And by when it will likely be carried out?

The Draft Rules on the Code on Wages had been printed in the official Gazette for looking for public feedback on 7 July, 2020. Large quantity of feedback from the commerce unions, employer’s associations and common public have been acquired and are being analysed. The Rule making train for the Code on Wages could be finalised after consideration of all the feedback of the stakeholders.

Also learn: Changes to labour laws will put most workers out of legal protection: Unions

Unions have raised considerations that the Code will promote rent and fireplace and adversely impression the proper to strike. The Bhartiya Mazdoor Sangh has stated industrial peace shall be affected. How do you tackle this? And is there any plan to succeed in out to unions on this?

I want to make clear sure misconceptions on this side. While framing the Codes we had the goal to boost the employees’ welfare together with facilitating job creation. The Codes have launched the idea of mounted time period employment considering the actuality of growing contract employees who are sometimes exploited by the contractor and discriminated in comparability to a daily worker. Thus an choice to interact employees on mounted time period has been launched duly guaranteeing that mounted time period worker is handled at par with common worker of institution in all points together with professional rata cost of gratuity.

Further, one other false impression is about enhance of threshold from 100 to 300 for looking for permission earlier than retrenchment/lay-off or closure. In this regard, I want to inform by you that this threshold has been already been accomplished by 16 State governments and retaining the threshold of 100 wouldn’t have served a lot goal. The enhance of threshold from 100 to 300 was really useful by the Parliamentary Standing Committee on Labour. Low threshold for looking for permission earlier than retrenchment, layoff or closure doesn’t serve a lot goal however on the opposite promotes dwarfism of institutions. This can also be evident from the few industrial institutions in the nation having greater than 100 employees. Thus when holistically understood, the enhance of threshold to 300 will result in formalisation of workforce, encourage labour intensive manufacturing and encourage institution of greater enterprises.

Further, in addition to the advantages envisaged for retrenched employees, the IR Code, 2020 has constituted a Reskilling fund in order to allow re-skilling of retrenched employees and facilitate them in discovering new employment.

I additionally want to emphasise that the requirement for a 14 days’ discover previous to continuing on strike in any institution by a Trade Union is contemplated to boost the industrial peace and concord with out compromising on the employees proper to strike. The goal for that is to stop uncontemplated breakdown of manufacturing in an institution and to create a chance for amicable settlement of the disputes between employees and administration by conciliation. Lastly, for the first time provisions for strengthening and guaranteeing efficient collective bargaining has been integrated in regulation by the provision for a Negotiating Union or Negotiating Council at unit degree and the recognition of unions at the State and Central degree.



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