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Employment Law Assignment Help For Good Quality Assignment

Tardy, unsatisfactory, impreciseness, plagiarism, incoherence, discursiveness: - are the elements which we never fail to replace with: Timeliness, satisfactory, preciseness, Authenticity, coherence, objectivity. This is precisely the reason why one has to choose Employment Law Assignment Helper for, we have Employment Law Experts guiding us, perusing through our contents, proof reading as well appending to our contents and thus enriching our contents. concerned employees. Nowadays, Governments have been more conscious of the business needs during these volatile economic requirements by introducing new Acts. There are many crucial reforms in the pipeline, we shall see this daylight in upcoming few years. Employment Law Assignment helps you in achieving the desired results. Employment law consists of the laws which govern the relationship between employer and employee. It does so by determining certain rights and duties to maintain a workable environment. It envisages our fundamental rights as ‘Right to Livelihood’ is an inseparable part of ‘Right to Life’. Union and state legislatures share equal powers to enact such laws as Labour and employment laws find a mention under Concurrent List in the Indian constitution. Generally, these laws are enacted by the Union Parliament and state legislatures formulate similar rules thereunder.

Our Indian constitution does not acknowledge employment-at-will. There are hundreds of legislations holding employer-employee’s rights and duties in place. The terms and conditions of the employment contracts and the internal policies of non-workmen are usually governed by S&E Act (State-specific shops and establishments legislation).

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There are several labour and employment law which can be classified into two broad categories, namely (i) Employer-employee relations; and (ii) such as wages, working hours, overtime, social security etc.

Enactments which fall under first category i.e., employer-employee relations are the ID or Industrial Disputes Act, the Industrial Employment (Standing Orders) Act, the Trade Unions Act, Contract Labour (Regulation and Abolition) Act etc.  On the other hand, enactments such as the Factories Act, the Payment of Wages Act, the Shops and Commercial Establishments Act, the Payment of Bonus Act, the Minimum Wages Act etc. fall under second category i.e., working or service conditions.

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Law dealing with Industrial disputes to govern dispute resolution as far as trade unions and individuals are concerned. In narrower terms, its scope is restricted to workman alone but many of its principles have been recreated in other statutes with broader application. It covers industrial action, layoffs, transfer of undertakings, industrial disputes, closure and service conditions etc.

The employment terms and conditions related acts: It asks the employers to formally define working conditions of employed workmen such as manner of intimating wage rates, number of paid leaves, working hours, overtime, period leaves, maternity leaves, number of shifts in working, attendance, procedure to avail leave, termination of workmen, manner of intimating wage rates, inquiries for misconduct etc.

The Trade Unions Act: It provides for trade union registrations and the rights and obligations of registered trade unions.

Contract Labour (Regulation and Abolition) Acts: It provides for contract labour regulation and its abolition in several cases.  A person is considered to be a ‘contract labour’ when he is hired by a contractor, with or without the prior knowledge of the principal employer. In other words, contractor is a person who takes up the responsibility to produce the required result for an establishment or the one who supplies contract labour. Under this act, every principal employer is bound to make a prescribed application for the establishment registration with the labour authorities. Employment Law Assignment Writing Experts are always there to help you in understanding Employment Law.

Every contractor must be licensed under the CLRA Act and it restricts the contractor from undertaking contract labour for any such work which is not mentioned under his license. He is legally bound to pay sufficient wages and provide welfare and health facilities such as canteens, dispensary, rest-rooms, first-aid facilities, toilets, clean drinking water and washing facilities in each establishment. These facilities may vary depending on how many contract labourers are engaged in an establishment. Do my Employment Law Assignment is working hard to make the best assignments reach you?

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The Factories’ Regulations: These are enforced to regulate working conditions in the work place usually in the factories where manufacturing takes place. Visit “The Great Assignment Helper” for more. It protects workers from exploitation and focuses upon improving their working conditions in the factories and industries. It further provides a system of instructions and observes strictly for implementation of the same. It also reaches out to the ambits of cleanliness, health and over-time payments. It  ensures  workers’ safety and suitable working conditions in ever globalizing world when many chemical industries were being set-up. After its enactment, it was confirmed that no adult worker was required to work for more than 48 hours a week and more than 9 hours per day giving a cold breath to the workers who were being exploited to work for 9 or more hours a day that too without any higher allowance. Now, employers were legally bound to pay them twice the ordinary wages if they wanted them to work for more than 9 hours. Visit employment law homework help for more.

The Payment of Wages Acts: This Act is also known as the Wages Act. It regulates the modes and methods of payment of wages (both direct and indirect) to the employees whose wages do not exceed USD 330 per month and those who work in factories and industrial establishments. It provides for the provisions that wages can not be deducted in any case except certain authorized deductions which include fines, income taxes, deductions owing to duty absence etc. It proved to be a great remedy against the unauthorized pay deductions and delayed payment of wages.

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The Shops and Commercial Establishments Acts: - Also referred to as S&E Act is state specific. Almost every state has enacted and enforced its own S&E Act which regulates working conditions of the employees who are working in shops and commercial establishments including most of the private companies and firms. It regulates payment of wages, time of payment, extra allowances for overtime, number of paid leaves, hours of work, period leaves, clean drinking water and sanitation at the workplace etc.

The Payment of Bonus Acts: This Act provides provisions regarding the payment of bonus (minimum 8.33% of their wages) to the employees in certain establishments, such establishments are decided on the basis of persons employed i.e., 20 or more persons, rate of productivity, profits made, etc. It was enforced to reward the employees for their valuable contribution by sharing the earned profits.

The Minimum Wages Act: It provides for the provisions setting the minimum wages which must be paid to both skilled and unskilled employees who work under Scheduled Employment. Under this Act, Government fixes minimum wages that must be paid to the concerned employees.

  1. . Nowadays, Government has been more conscious of the business needs during these volatile economic requirements by introducing new Acts. There are many crucial reforms in the pipeline, we shall see this daylight in upcoming few years. Employment Law Assignment helps you in achieving the desired results.

  2. . Employment a means through which an individual sustains a quality life if left unchecked and unregulated by law will have disastrous ramifications keeping in mind of the same every country has laws in its place to serve the same objective of “FAIR EMPLOYMENT” and so does India, the laws of which have been dealt with in the preceding lines.

  3. Employment Law Assignment Expert helps in having in-depth knowledge of Employment Law from different aspects with their assignments. 

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