Dilution Without Adequate Deliberation

The Hindu     22nd September 2020     Save    
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Context: There have been concerns with the recent replacement of 3 Bills related to labour laws.

Labour Reforms in India:

  • Rationalization of labour laws: Last year, the government introduced four labour codes as Bills to replace 29 existing laws. These four codes are:
  • Code on Wages – passed by the Parliament last year.
  • Code on Occupational Safety, Health and Working Conditions
  • Code on Social Security
  • Code on Industrial Relations

Issues with the recently replaced bills 

  • Reducing the support to small enterprises: The 2020 bills raises several thresholds excluding the small enterprises from the ambit of the labour laws and subsequent protections.
  • The Factories Act of 1948 de?nes any manufacturing unit as a factory if it employs ten workers (and uses electricity) or 20 workers (with out using electric power). 
        • These thresholds are being raised to 20 and 40 workers, respectively.
  • The Industrial Disputes Act of 1947 requires any establishment employing over 100 workers to seek government per­ mission before any retrenchment;
        • The threshold has been raised to 300, with the government empowered to raise it further through noti?cation. 
  • The Industrial Employment (Standing Orders) Act of 1946 requires employers to formally de?ne conditions of employment under them if they have at least 100 workers. 
      • The 2020 Bill has increased this threshold to 300 workers.
  • Providing power to the government: to exempt establishments from any or all of their provisions.  
  • The government may, in the public interest, exempt any new industrial establishment from the provisions of the Code on Industrial Relations.
        • The Code on Industrial Relations governs working conditions, trade unions, retrenchment and layo?s, dispute resolution, and establishes industrial tribunals. 
  • Exemptions in the Code of Occupational Safety, Health and Working Conditions:
      • The 2020 Bill allows the State government to exempt any new factory from its provisions in the interest of increased economic activity and employment generation.
      • Given that every new factory would lead to incremental employment, this gives wide discretion to the State government to exempt new factories from basic safety and welfare norms.
    • Delegation of essential features of law to Rules: the government will prescribe certain laws through Rules. Examples of delegated items include 
      • Setting the thresholds for application of various social security schemes, 
      • Specifying safety standards and working conditions and 
      • The power to increase the threshold for establishments that have to seek permission before retrenchment.
  • Bias against contract labour - 
  • Increasing the threshold: The 2019 Bill was applicable to establishments which employed at least 20 contract workers and to contractors supplying at least 20 workers; these thresholds have been raised to 50 workers.
  • Prohibits employment in core sectors: and speci?cally permits employment in a speci?ed list of non-core activities including canteen, security and sanitation services. 
    • Ignoring Women’s safety: The 2019 Bill on Occupational Safety allowed the government to prohibit the employment of women in undertaking operations that could be dangerous to their health and safety. 
      • The 2020 Bill removes this power to prohibit employment and instead al lows the government to require employers to provide adequate safeguards. 
  • Inadequate deliberations: These Bills have 411 clauses and 13 schedules and come to 350 pages, and the time allotted for its discussion has been only 3 hours.

Conclusion: It is important that there is wider scrutiny and public discussion on these Bills and should be referred to the Standing Committee since it affects every person working in India.

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