UNIT-III

THE FACTORIES ACT, 1948

One of the earliest welfare legislation

The object is to secure to workers health, safety, welfare, proper working hours and
others benefits.

Definitions
Factory means any premises where 10 or more workers are working and a manufacturing
process is carried out with aid of power (20 if manufacture is without aid of power)
{Sec.2(m)}

Manufacturing process means process of altering, repairing, ornamenting, finishing,

packing, oiling, washing, cleaning, breaking up, demolishing or otherwise treating or
adopting any article or substance. It also includes pumping oil, water, sewage or any
other substance, generating, transforming, breaking of ships or vessels, preserving articles
in cold storage.{Sec.2(k)}

Worker means a person employed in any manufacturing process or cleaning or any work
incidental to manufacturing process. It includes persons employed through contractor
{Sec.2(l)}
"adult" means a person who has completed his fifteenth year of age;
"adolescent" means a person who has completed his fifteen year of age but has not
completed his eighteenth year;
"calendar year" means the period of twelve months beginning with the first day of January
in any year;]
"child" means a person who has not completed his fifteenth year of age;
"competent person", in relation to any provision of this Act, means a person or an
institution recognized as such by the Chief Inspector for the purposes of
carrying out tests, examinations and inspections required to be done in a factory under
the provisions of this Act having regard to-

(i) the qualifications and experience of the person and facilities available at his
disposal;
 or
(ii) the qualifications and experience of the persons employed in such institution
and facilities available therein, With regard to the conduct of such tests, examinations
and inspections, and more than one person or institution can be recognised as a competent
person in relation to a factory;
"hazardous process" means any process or activity in relation to an industry
specified in the First Schedule where, unless special care is taken, raw materials used
therein or the intermediate or finished products,
"factory" means any premises including the precincts thereof-
(i) whereon ten or more workers are working, or were working on any day
of the preceding twelve months, and in any part of which a manufacturing
process is being carried on with the aid of power, or is ordinarily so carried on,
or (ii) whereon twenty or more workers are working, or were working on any day
of the preceding twelve months, and in any part of which a manufacturing
process is being carried on without the aid of power, or is ordinarily so carried on,-
OCCUPIER- of a factory means the person who has ultimate control over the affairs of
factory. It includes a partner in case of firm and director in case of a company. In case of
Govt. company, occupier need not be a director. In that case, person appointed to mange
affairs of the factory shall be occupier {Sec.2(n)}
Name of the occupier should be informed to the Factories Inspector
He has to give notice 15 days before he begins to occupy the premises in the
prescribed form

DUTIES OF THE OCCUPIER

The Occupier will be held responsible if provisions of Factories Act are not complied
with

The Occupier shall ensure, as far as possible, health, safety and welfare of workers while
they are working in factory

HEALTH
There should be arrangement to dispose wastes and effluents
Ventilation should be adequate

Reasonable temperature for the comfort of the employees

Dust and fumes should be controlled below permissible limits

Artificial humidification should be at prescribed standard level

Overcrowding should be avoided

Adequate lighting, drinking water, latrines, urinals and spittoons should be provided

SAFETY

All machinery should be properly fenced, when machinery is in motion

Hoists and lifts should be in good and tested periodically

Pressure plant should be of sound construction and free from obstruction

Safety appliances for eyes against dangerous fumes, dusts, gas should be provided

Adequate fire fighting equipment should be available

Safety officer should be appointed if number of workers in factory are 1,000 or more

WELFARE
Adequate facility for washing, sitting, storing clothes, when not worn during working
hours

Sitting arrangements to take short rests

Adequate first-aid boxes shall be provided and maintained

Ambulance, if 500 or more workers

Canteen, if 250 or more workers

Rest rooms/shelters, if 150 or more workers

Crche, if 30 or more women workers are employed

 Full time Welfare officer, if 500 or more workers

WORKING HOURS
A worker cannot be employed for more than 48 hours in a week

Weekly holiday is compulsory

If he is asked to work on weekly holiday, he should have full holiday on one of the three
days immediately or after the normal day of holiday

He cannot be employed for more than 9 hours in a day

At least 30 minutes rest should be provided after 5 hours of work

Total period of work inclusive of rest interval cannot be more than 10.5 hours

Overlapping of shifts is not permitted

Notice of period of work should be displayed.

Overtime wages
If the worker works beyond 9 hours a day or 48 hours a week, overtime wages are double
the rate of wages are payable

A workman cannot work in two factories

There is restriction on double employment

Overtime wages are not paid, when the worker is on tour

Total working hours inclusive of over time should not exceed 60 hours in a week and
total overtime should not exceed 50 hours in a quarter

Register of overtime should be maintained

Employment of women
A women worker cannot be employed beyond the hours 6 a.m. & 7.00 p.m.

State Govt. can grant exemption to any factory or group or class of factories, but no
woman can be permitted to work during 10pm to 5am
Record of workmen
register (muster roll) of all workers should be maintained.

No worker should be permitted to work unless his name is in the register

Record of overtime is also to be maintained

Annual leave with wages

A worker is entitled in every calendar year annual leave with ages at the rate of one day
for every 20 days of work performed in the previous calendar year, provided that he had
worked for 240 days or more in the previous calendar year

Child worker is entitled to one day per every 15 days

While calculating 240 days, earned leave, maternity leave up to 12 weeks and lay-off
days will be considered, but leave shall not be earned on those days

Leave can be accumulated up to 30 days in case of adult and 40 days in case of child

Leave admissible is exclusive of holidays occurring during or at either end of the leave
period

Wage for period must be paid before leave begins, if leave is for 4 or more days

Leave cannot be taken for more than 3 times in a year

Application for leave should not normally be refused.

Wages include DA & cash equivalent of any benefit excluding bonus & OT

Employers can give additional benefits

Child employment
Child below age of 14 cannot be employed

Child above 14 but below 15 years can be employed only for 4.5 hours per day

He should be certified fit by a certifying surgeon

He cannot be employed during night between 10pm to 6am

 A person over 15 but below 18 is termed as adolescent.

He can be employed as an adult if he has a certificate of fitness for a full days work from
certifying surgeon

An adolescent is not permitted to work between 7pm to 6am

More restrictions on employment of female adolescent

Register of child workers should be maintained

DISPLAY OF NOTICE BOARD

A notice containing abstract of the Factories Act and the rules made thereunder, in
English and local language should be displayed

Name and address of Factories Inspector and the Certifying Surgeon should also be
displayed in the notice board

THE MINIMUM WAGES ACT, 1948

OBJECTIVES OF THE ACT

To secure the welfare of the workers in a competitive market by fixing the minimum rates of

wages in certain employments including Agricultural sector

APPLICATION OF THE ACT

The Act applies to the whole of India

The Act applies to Scheduled Employment It means an employment specified in the

Schedule to the Act or any process or branch of work forming part of such employment

THE SCHEDULE
PART I Employment in woolen carpet making or shawl weaving establishment, rice mill,

flour mill, dal mill, oil mill, tobacco, bidi-making, plantation like rubber, tea or coffee,

Employment under local authority, Employment in Mines, etc.

[Total 45 types of employment is covered under the Schedule]

PART II Employment in agriculture farming, production, cultivation, growing and

harvesting, the raising of livestock, bees or poultry and any practice performed by a farmer

including forestry or timber operations

FIXATION OF MINIMUM RATE OF WAGES [SEC.3]

The appropriate Government shall

a. fix the minimum rates of wages payable to employees specified in Part I & II of the

Schedule

b. in respect of Part II employment, instead of fixing minimum rates of wages for the

whole State, fix such rates for a part of the State

c. review at such intervals not exceeding 5 years, the minimum rates of wages so fixed

MINIMUM NUMBER OF EMPLOYEES

The appropriate Government may refrain from fixing minimum rates of wages in respect

of any scheduled employment in which there are in the whole State less than 1,000

employees engaged in such employment

If the no. of employees in any scheduled employment in the State has risen to 1,000 or

more, it shall fix minimum rates of wages payable as soon as possible

MINIMUM RATES

Minimum Time Rate: Minimum rate of wages for time work

Minimum Piece Rate: Minimum rate of wages for piece work
 Guaranteed Time Rate: Minimum rate of remuneration to apply in the case of such
employees employed on piece work
Overtime Rate: (Both for Time or Piece rates)

DIFFERENT MINIMUM RATES

Different minimum rates of wages may be fixed for

Different scheduled employments
Different classes of work in the same scheduled employment
Adults, adolescents, children and apprentices
Different localities
Hour, Day, Fortnight, Month or other larger period

PROCEDURE FOR FIXING & REVISING MINIMUM WAGES

Two separate modes of procedure

Advisory Committee

Notification is made and objections are invited

After considering the advice of the committee or representations received , the Govt.

shall fix or revise the minimum rates of wages

The fixation shall come into force on the expiry of 3 months from the date of issue of

notification or appointment of committee

THE PAYMENT OF WAGES ACT, 1936

OBJECTIVES OF THE ACT

To regulate the payment of wages to certain classes of persons employed in industry

To benefit the industrial employees not getting very high salaries

To safeguard the interest of the employees

 To protect from irregularities in payment of wages and unauthorized deductions there

from by the employers

To ensure payment of wages in a particular form and at regular intervals without

unauthorized deductions

WAGES

Wages means all remuneration due to any worker or employee if the terms of contract of
employment are fulfilled. Wages include
a) award or settlement
b) overtime wages & annual leave with wages
c) additional remuneration
d) any remuneration paid at the time of termination of employment other than
gratuity
e) Any sum to which the person employed is entitled under any scheme
Wages does not include

a) any bonus
b) value of amenities like House accommodation, etc.
c) any contribution paid by the employer to provident fund or pension fund and interest
thereon
d) any traveling allowance
e) any special expenses
f) any gratuity
TIME OF PAYMENT OF WAGES

Wages to be paid before 7th day from the wage-period Less than 1,000 workers

Wages to be paid before 10th day from the wage-period More than 1,000 workers

Wages in case of termination of employment before the expiry of 2nd working day

The appropriate Govt. may exempt an employer from the above provisions

Wages to be paid on a working day only

MEDIUM OF PAYMENT OF WAGES

{SEC.6}

All wages shall be paid in current coins or currency notes or both

Cheque or bank credit after getting written authorization from the workmen

Sec. 7 provides that the wages of an employed person shall be paid to him without deductions

of any kind except those authorized by or under the Payment of Wages Act, 1936

DEDUCTIONS FOR FINES

a. No fine shall be imposed without the previous approval of the Central Govt. or

prescribed authority

b. Notice specifying the acts and omissions for which fines may be imposed shall be

exhibited on the premises

c. Show cause notice and the employee should have completed 15 years of age

d. Not to exceed 3% of the wage-period

e. Should be recovered within 90 days from imposition

f. Register of fines to be maintained

g. All realization of fines shall be applied to the benefits of the workmen

DEDUCTIONS FOR ABSENCE FROM DUTY

Deductions may be made on account of the absence of an employed person from duty

The absence may be for the whole or any part of the period during which he is so

required to work

The ratio between the amount of such deductions and the wages payable shall not exceed

the ratio between the period of absence and total period within such wage-period
DEDUCTIONS FOR DAMAGE OR LOSS

A deduction for damage or loss of goods expressly entrusted to the workman for custody

or for loss of money for which he is required to account shall not exceed the amount of

the damage or loss on account of negligence by the employee

Opportunity of showing cause to the employee

Register of damages or losses to be maintained

DEDUCTIONS FOR SERVICES

A deduction for house accommodation and such amenities and services is possible

unless, such services have been accepted by him as a term of employment

Deductions in respect of these services shall not exceed the actual value

In case of deductions as regarding services and amenities, the Govt. may impose

conditions

DEDUCTIONS FOR RECOVERY OF ADVANCES

Recovery of an advance money given before employment began shall be made from the

first payment of wages in respect of complete wage-period (except traveling expenses)

Recovery of advance money with interest is allowed

Deduction for adjustment of over-payment of wages is allowed (no time limit)

DEDUCTIONS FOR PAYMENT TO COOPERATIVE SOCIETIES AND INSURANCE

SCHEMES

Deductions for payment to approved cooperative societies & insurance schemes

 Written authorization of an employee is required

Subject to the conditions of the Government

OTHER DEDUCTIONS

Deductions for income-tax payable

Deductions required to be made by order of a Court or other competent authority

Deductions for payment of insurance premium

Deductions for recovery of losses sustained by a railway administration on account of

any default by the workman

Deductions for contribution to the Prime Ministers National Relief Fund or such other

Fund (written consent of the workman

LIMIT ON DEDUCTIONS

The total amount of deductions in a wage-period of any workman shall not exceed 75%

of his wages, where such deductions are wholly or partly made for payments to

cooperative societies

In any other case, they shall not exceed 50% of such wages( Co-operative society)

Suppose if the deductions exceed 50% or 75% as the case may be, then the excess may be

recovered in such manner as may be prescribed

MAINTENANCE OF REGISTERS & RECORDS

a) The work performed by the workmen

b) The wages paid to the workmen

 c) The deductions made from their wages

d) The receipts given by them

* The registers and records shall be in the prescribed form

* They shall be preserved for a period of 3 years

THE PAYMENT OF BONUS ACT, 1965

APPLICATION OF THE ACT

a) Every factory

b) Every other establishment in which 20 or more persons are employed

c) Appropriate Govt. by Notification in the Official Gazette 2 months notice bring any
establishment - less than 20 workers but not less than 10

NON APPLICABILITY OF THE ACT

1. Employees employed by the LIC
2. Employees employed by Indian Red Cross
3. Employees employed by Universities & other educational institutions
4. Employees employed by RBI
5. Employees employed by UTI
6. Employees employed by NABARD, IDBI, SIDBI, NHB, DIC.,
*Govt. has the power to exempt any establishment based on financial position & other
circumstances
OBJECT OF THE ACT
1. To impose statutory liability upon an employer of every establishment covered by the Act
to pay bonus to employees
2. To define the principle of payment of bonus according to the prescribed formula
3. To provide for payment of minimum and maximum bonus and linking the payment of
bonus with the scheme of set-off & set-on
 4. To provide machinery for enforcement of the liability for payment of bonus

AVAILABLE SUPLUS
AVAILABLE SURPLUS: The available surplus in respect of any accounting year is the
gross profit for that year after deducting the sums as per Sec.6

* Gross profit to be calculated in the manner specified in the First & Second
Schedules
*Section: 6 Depreciation, Development rebate or investment allowance or development
allowance, direct tax & other sums mentioned in the Third Schedule
ALLOCABLE SURPLUS Sec.2(4)]
The allocable surplus is the workers share in the available surplus as defined in Sec.2(6)
In relation to an employer, being a company 67% of the available surplus in an
accounting year
In any other case, 60% of the available surplus

ELIGIBILITY FOR BONUS

Every employee is eligible for bonus, if he has worked for not less than 30 working days
in that year

Where an employee has not worked for all the working days (240 days), the bonus
payable shall be proportionately reduced

DISQUALIFICATION FOR BONUS

An employee shall be disqualified from receiving bonus, if he is dismissed from service
for
fraud
riotous or violent behavior
theft, misappropriation or sabotage of any property of the establishment

COMPUTATION OF THE GROSS PROFIT

Net profit as per the Profit & Loss Account ADD the following items:
Provision for bonus
Provision for depreciation
Provision for direct taxes
Provision for development rebate
 Provision for any other reserves

LESS the following items:

Capital receipts & capital profits
Profits out of business situated outside India
Refund of any direct tax
Cash subsidy from the Government.
II. DETERMINATION OF AVAILABLE SURPLUS [Sec.5]
Gross profit as per Sec.4
LESS the following items
a. any amount of depreciation
b. any amount of development rebate
c. any direct tax
d. any other specified in the Third Schedule
*The resultant figure is the Available Surplus for distribution as bonus
III. DETERMINATION OF ALLOCABLE SURPLUS
The rules to be followed for the distribution of Allocable surplus are:

Minimum Bonus 8.33% of the wages or salary of an employee (up to Rs.3,500)

* where the salary or wage of an employee exceeds Rs.6,500 per month, the bonus
payable to such employee shall be calculated as if his salary or wage were Rs 6,500 per month
Maximum Bonus 20% of the wage or salary

Set-on & Set-off: While computing the allocable surplus, the amount of set-on & set-
off to be taken into consideration [Fourth Schedule]

Set-On Available Surplus

Where for any accounting year, the allocable surplus exceeds the amount of maximum bonus
payable to the employees in the establishment under Sec.11, the, the excess shall, subject to a
limit of twenty per cent of the total salary or wage of the employees employed in the
establishment in that accounting year, be carried forward for being set-on in the succeeding
 accounting year and so on up to and inclusive of the fourth accounting year to be utilized for
the purpose of payment of bonus in the manner illustrated in the Fourth Schedule.

Set-Off Available Surplus

Where for any accounting year, there is no available surplus or the allocable surplus in
respect of that year falls short of the amount of minimum bonus payable to the employees in
the establishment under Section 10, and there is no amount or sufficient amount carried
forward and set on under sub-section (1) which could be utilized for the purpose of payment
of the minimum bonus, then, such minimum amount or the deficiency, as the case may be,
shall be carried forward for being set-off in the succeeding accounting year and so on up to
and inclusive of the fourth accounting year in the manner illustrated in the Fourth Schedule.

Set-On Allocable Surplus

Where the allocable surplus for any accounting year exceeds the amount maximum bonus
payable to employees under sec.10, then the excess of allocable surplus, subject to a limit of
20% of the total salary or wage of the employees employed in that accounting year shall be
c/f for being set-on to the succeeding year and so on. This excess amount, which is carried
on, shall be utilized for the purpose of payment of bonus in the succeeding years.

Set-Off Allocable Surplus

Where there is no allocable surplus or the allocable surplus for that year falls short of the
amount of bonus payable to the employees in the establishment under sec.10 and there is no
sufficient amount carries forward and set on which could be utilized for the purpose of
payment of bonus, then so much amount is necessary for the payment of bonus shall be
carried forward for being set off in the succeeding year and so on.

INSPECTORS Powers Similar to other Acts

PENALTIES
Contravention of any of the provisions of the Act Fine of Rs.1,000 or 6 months
imprisonment or both

No action, if done in good faith and without negligence

MISCELLANEOUS
Computation of working days include:

- lay-off, annual leave with wages, temporary disablement & maternity leave
Adjustment of customary or interim bonus against bonus payable under the Act

Deductions of financial loss due to misconduct is allowed from bonus payable

Power to make rules

Time limit for payment of bonus within 1 month in case of settlement of dispute and
within 8 months in any other case

Disputes are referred under the Industrial Disputes Act, 1947

Presumption about accuracy of financial Statements

Maintenance of registers, records, etc.

Grant of Bonus under different formula: with the previous approval of the Government

THE INDUSTRIAL DISPUTES ACT, 1947

DEFINITION OF INDUSTRY

Industry means any business, trade, undertaking, manufacture or calling of employers and

includes any calling, service, employment, handicrafts or industrial occupation or a vocation

of workmen [Sec.2(j)] Thus, the definition of very wide . . . . The scope is much wider than

what is generally understood by the term industry.

Industrial disputes means any dispute or difference between employers and employers or

between employers and workmen, or between workmen and workmen, which is connected
 with the employment or non-employment of the terms and conditions of employment or with

the conditions of labour of any person [Sec.2(k)]

WORKMAN

Any person (including apprentice) employed in any industry to do any manual, clerical or

supervisory work for hire or reward. It includes dismissed, discharged or retrenched person

also. However, it does not include (i) Armed forces (ii) Police or employees of prison (iii)

person in supervisory capacity drawing wages exceeding Rs.1,600 per month [Sec.2(x)]

ADJUDICATION OF DISPUTES ( Authorities involved to bring Disputes)

Industrial disputes means any dispute or difference between employers and

employers or between employers and workmen, or between workmen and workmen, which is
connected with the employment or non-employment of the terms and conditions of employment
or with the conditions of labour of any person
Works Committee
Conciliation officer
Board of Conciliation
Court of Enquiry
Labour Court
Industrial Tribunal
National Tribunal

Works Committee [Sec.3]: The Act provides for Works Committee in factories

employing 100 or more workers. The works committee will consist of equal number of

representatives of employer and employees. Representatives of employees will be

selected in consultation with the Registered Trade union. The works committee will first

try to settle disputes. If dispute is not solved, it will be referred to the appropriate

Government.

Governments. It will be presided over by Presiding Officer. The Labour court has

powers in respect of interpretation of Standing Orders, violation of Standing Orders,

Discharge or dismissal of a workman, withdrawal of any customary concession or

 privilege, illegality or otherwise of a strike or lock out, other matters which are not under

Industrial Tribunal [Second Schedule to the Act]

Industrial Tribunal [Sec.7-A]: The tribunal will be presided over by Presiding

Officer. The Industrial Tribunal has powers in respect of wages including period and

mode of payment, compensatory and other allowances, hours of work and rest intervals,

leave with wages and holidays, bonus, profit sharing, provident fund and gratuity, shift

working, classification by grades, rules of discipline Rationalization and retrenchment of

workmen. [Third Schedule to the Act]

National Tribunal [Sec.7-B]: National Tribunal is formed by Central Government for

adjudication of industrial disputes of national importance or where industrial

establishments situated in more than one States are involved.

Sec.11-A: The Labour Court and Tribunal have wide powers. They can reappraise

evidence. They can also see whether the punishment is disproportionate to the gravity of

the misconduct proved. If the Court or Tribunal is of the view that the punishment is

disproportionate, it can impose lesser punishment or even set aside the termination and

order reinstatement. If the court orders reinstatement and employer files appeal in

Higher Court, the employer is required to pay full wages to the employee during the

period of pendency of proceedings with High Court or Supreme Court. However, if the

workman was gainfully employed elsewhere, Court can order that payment of such wages

is not to be made.

SETTLEMENT

It means a settlement arrived at in the course of conciliation proceedings. It includes a written

agreement between employer and workmen arrived at otherwise than in course of conciliation
proceedings (i.e., outside the conciliation proceedings). The difference is that settlement arrived

at in course of conciliation or an arbitration award or award of labour court or Tribunal binds all

parties to industrial dispute

LAY-OFF

account of shortage of coal, power or raw materials or accumulation of stock or break

down of machinery or natural calamity; to give employment to a workman on muster roll.

Lay-off means not giving employment within 2 hours after reporting to work. Lay-off

can be for half a day also.

A factory employing 50 or more but less than 100 workers on an average per working

day can lay off the workmen, who have completed one year of service, by paying

compensation equal to 50% of salary (Basic plus DA). Employer can offer him alternate

employment, if the alternate employment does not call for any special skill or previous

experience and lay off compensation will be not be payable if employee refuses to accept

the alternate employment

RETRENCHMENT

Sec.2(oo): It means termination by the employer of service of a workman for any reason,

other than as a punishment inflicted by a disciplinary action. However, retrenchment

does not include voluntary retirement or retirement on reaching age of superannuation or

termination on account of non-renewal of contract or termination on account of continued

ill-health of a workman.

Retrenchment should be on basis of last in first out. Later, if the employer wants to re-

employ persons, first preference should be given to retrenched workmen.

 A worker who has completed one year of service can be retrenched by giving one month

notice (or paying one months salary) plus retrenchment compensation @ 15 days

average wages for every completed year of service. [If number of workmen are 100 or

more, prior permission of appropriate Government is necessary]

STRIKE & LOCK-OUT

Sec.2(q): Strike means a cessation of work by a body of persons employed in any

industry, acting in combination or a concerted refusal or a refusal under a common

understanding, of any number of persons who are or have been so employed to continue

to work or to accept employment.

Sec.2(I): Lock-out means temporary closing of a place of employment or the suspension of

work, or the refusal by employer to continue to employ any number of persons employed by him

ILLEGAL STRIKE AND LOCK-OUT

Workman should not go on strike during

1. Pendency of conciliation proceedings and 7 days thereafter

2. Pendency of proceedings before Labour Court, Industrial Tribunal or National Tribunal

3. Pendency of Arbitration proceedings

4. When Settlement or Award in operation

In case of public utility services, employees have to give at least 14 days notice for strike.

The notice is valid only if strike commences within 6 weeks. Otherwise, fresh notice is

required. Similarly, an employer cannot declare lock out without giving 14 days notice.
 Punishment: Fine up to Rs.50 per day to workman and Rs.1,000 employer can be

imposed. In addition, they can be imprisoned up to one month

RESTRICTIONS ON EMPLOYER PENDING PROCEEDINGS

If any conciliation proceedings or proceedings are pending before Arbitrator, Labour

Court or Industrial Tribunal, following restrictions are applicable to the employer:

1. No change in conditions of service in matters related to dispute

2. No removal of workman in matters related to dispute

3. Protected Workman In every establishment, 1% of total workmen are recognized as

Protected Workman (Min. 5 & Max.100). In case of such a workmen, order for his

dismissal, discharge or punishment cannot be passed without permission of authority

before whom proceedings are pending, whether the issue is related to dispute or not.

UNFAIR LABOUR Practices

Section 25T prohibits unfair labour practices by employer or workman or a trade union.

Section 25U punishes any person who commits unfair labour practice, with fine up to

Rs.1,000 and imprisonment up to 6 months