The dignity of labour is the belief that all types of jobs are respected equally. And no occupation is considered superior and no job should be discriminated against on any grounds. Regardless of whether one’s occupation involves physical labour or mental labour. It is believed that the job deserves respect.
Social reformers such as Basava and his contemporary Sharan, as well as Mahatma Gandhi, were major proponents of the dignity of labour.
The dignity of labour is now one of the major issues in India. “The dignity of work and the rights of workers” can be protected by respecting all kinds of jobs. By providing Full Job Protection of Labour Rights of employees and providing Job Insurance to them.
Job Protection
Job Protection is the most important issue in India. As we all know that Employees/ Labours/ Workers are facing many Job-Related issues in their day to day life like lay off, wrongful termination, Salary deduction & Wage issues, Overtime issues workplace harassment, sexual harassment, discrimination at the workplace etc.
But nobody is available to help them with these daily problems. Currently, no company / NGOs/ government is trying to help these employees in India.
India’s 1st Job Protection Solution
Employee Rights are now protected by EmpRyts Pvt. Ltd. EmpRyts is India’s 1st and the only platform to help all employees/ labours/ workers to protect their Jobs from any upcoming Job-Related issues. We are protecting Labour Rights or Employment Rights through our risk management services in the form of a Yearly Subscriptions Package “Full Job Protection Package”. We are always available to protect your Rights with Most Affordable & Dedicated Legal Services.
Job Insurance
As we all know that life insurance, health insurance, vehicle insurance, home insurance, travel insurance, mobile insurance, appliances insurance, business insurance etc. etc. etc. are available by many different insurance providers. But Not a single Job Insurance provider is available for employees.
At EmpRyts our aim is to provide Job Insurance for all employees/ labours/ workers at a very economical price.
Kinds of Labour
Labour can be classified under the 3 basic categories
Physical and Mental Labour
Skilled and Unskilled Labour
Productive and Unproductive Labour.
Labour Rights in India
Labour Rights are freedom of association and the right to collective bargaining. The abolition of forced or compulsory labour. The abolition of child labour and the abolition of discrimination in relation to employment and occupation.
The basic Labour Laws in India
Some of the basic and the most important Labour Laws in India for the dignity of labour are as follows:-
The Workmen’s Compensation Act 1923
It aims to provide workmen and their dependents some relief in case of accidents, arising out of and in the course of employment and causing either disablement or death of workmen as a measure of relief and social security.
The payment of wages act 1936
It regulates the payment of wages of workers & fixes of wage period, time and mode of payment of wages.
The Industrial Disputes Act 1947
It is helping for securing industrial peace and harmony by providing the process for settlement of disputes between employers and employees.
Minimum Wages Act 1948
Which provides for the payment of minimum rates to employees working. The government fix industry-specific daily and monthly minimum wages of the employee. And the employer is required to pay every employee wages as per these rates.
Employee State Insurance Act 1948
The employees are then entitled to certain medical benefits like including medical care, sickness benefit, disablement benefit, etc.
Factories Act 1948
It regulates working conditions in factories where manufacturing operations are undertaken. It has extensive provisions in respect of the health, safety and welfare of persons who work in factories.
EPF Act / Employees Provident Fund and Miscellaneous Provisions Act 1952
The employer and employee are required to contribute 12% of an employee’s ‘basic wages’ to the Employees Provident Fund / EPF. The employer’s contribution is also directed to a pension fund, from which an employee would be entitled to a monthly pension upon retirement.
The Maternity benefit Act 1961
In this act female workers are entitled to a maximum of 12 weeks (84 days) of maternity leave. The Maternity Benefit Amendment Act 2017, has increased the duration of paid leaves from the existing 12 weeks to 26 weeks.
The payment of bonus act 1965
It provides the payment of bonus to persons employed in certain establishments on the basis of profits or on the basis of production or productivity and matters connected therewith.
The Contract Labour Act 1970
It is another major act that pertains to regulating contract labour.
The payment of Gratuity Act 1972
An employee is entitled to gratuity if he/she has rendered continuous service for not less than 5 years.
The Equal Remuneration Act 1976
Which mandates the payment of equal remuneration to men and women workers who undertake similar tasks.
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