In 2019 and 2020, the Indian Government introduced four new labor or employment law in India, replacing 29 rules that were many decades old. The Ministry of Labour and Employment brought these laws for many changes in India’s organized and unorganized sectors. Now, these laws govern the working conditions of the employees, their rights, wages, and many others. And also changed many rules for employers to follow while recruiting and terminating employees. Because of the violation of these laws, any affected person can get proper legal remedy in the correct jurisdictional court of law.
This article will discuss the new four labor laws and the renewal of trademarks in India.
What are the four new employment laws in India?
There were 29 labor laws of the center and state as employment laws in India. One of them is The Employees’ Compensation Act 1923, which is nearly a century old, and a few others years 1926 and 1935. These new employment laws brought by the Government are to increase productivity, reduce strikes and improve the working conditions of the employees. A brief view of the changes these four laws include.
- Wage Code or The Code of Wages, 2019
The wage code subsumed four previous labor laws of Payment of Wages, 1936; minimum Wages Act, 1948; payment of Bonus Act, 1965; and Equal Remuneration Act, 1976. This new law has widened the ambit of the “employee” definition of all establishments for organized or unorganized sectors. Also, the law changed wages to a unified structure of basic pay, DA or dearness allowance, and retraining assistance. It excluded bonuses, overtime, gratuity, house accommodation, and others, excluding those which are 50% of the wages.
- IR Code or The Industrial Relation Code, 2020
IR code allows only a “sole negotiating union” with 51% of the employees to negotiate terms with the employer. Also, it has set forth a notice period for the strike or lock-out breaching the contract. IR Code amends The Industries Disputes Act, 1947, The Trade Unions Act, 1926, and The Industrial Employment Standing Orders Act, 1946.
OSH Code or The Occupational Safety, Health and Working Conditions Code, 2020
OSH Code subsumed many old laws to amend contract labor, employer, employee, wages, workers, and establishment. The employer should pay the inter-state migrant worker a lump sum for returning to the native place and returning to employment.
SS Code or The Social Security Code, 2020
SS Code subsumed The Employees Compensation Act, 1923, and many others. It relates to social security and extends its protection to all employees in the organized and unorganized sectors.
Why a renewal of a trademark in India?
Any trademark validity ends after ten years and needs renewal by paying 10,000 rupees for physical and 9,000 rupees for online Failure to do so within the scheduled time can restore the trademark up to one year with a fine.
The above facts will help anyone know about the many employment laws in India and the renewal of trademarks in India.
