The first National Labour Commission was established on 24th December, 1966 under the Chairmanship of Dr. Gajendragadkar. The objective was to study and review the living conditions of labour and the labour legislations since 1947. In pursuance of this legacy which involves industrial relations and economy, the Second National Labour Commission was brought into existence after a long gap of 33 years based on the recommendation of Indian labour Conference held in September, 1992. It consisted of ten members.
While developing the framework for its recommendation, the Commission took into account, the emerging economic environment involving rapid technological change, globalisation of economy, liberalisation of trade and industry, need for bringing existing laws in tune with future labour market needs and demands. Study groups were formed for detailed study and review of various laws, umbrella legislation for unorganised sector workers, globalisation and its impact, social security, women and child labour, skill development training and workers education.
The Commission recommended new labour laws on labour management relation, wages, occupational safety and health, small enterprise, hours of work, leave and other working condition of work place, child labour and unorganized sector etc.
The Commission suggested that there is no need for any wage board for fixing wage rates for workers in any industry. It opined that each state or union territory should have the authority to fix minimum rates of wage not less than national level. It also recommended linking of child labour with education by enactment of Child Labour (Prevention and Education) Act.
The Commission recommended that there should be a policy framework in the unorganized sector that ensures the generation and protection of jobs, access to jobs, protection against the exploitation of poverty and lack of organization, protection against arbitrary or whimsical dismissal and denial of minimum wages. It also suggested that a system of welfare should include access to compensation for injuries suffered while engaged in work, provident fund, medical care, pension benefit, maternity benefits, child care shelter and old age support.
Industrial Relations Management Related Tutorials
|Production and Operations Management Tutorial|
Industrial Relations Management Related Interview Questions
|Industrial Interview Questions||Production and Operations Management Interview Questions|
|Production Engineer Interview Questions||Industrial management Interview Questions|
|Manufacturing Industrial Engineer Interview Questions||Industrial Instrumentation Interview Questions|
|Industrial Automation Engineer Interview Questions|
Industrial Relations Management Related Practice Tests
|Industrial Practice Tests||Production and Operations Management Practice Tests|
Industrial Relations Management Tutorial
Introduction Of Industrial Relation Management
Concept And Determinants Of Industrial Relations And Its Position In India
Managing Industrial Relations Changes, Industrial Relations And Productivity
Changing Technology, Effective Communication And I.r Management Structure
Indian Culture, Industrial Relation International Labour Organization
Trade Union Legislation
Multiplicity Of Trade Unions
Industrial Relation Management And Management Of Trade Union
Ir Strategies - A Discussion
Worker Development And Worker’s Participation
Grievance Handling Machinery
Collective Bargaining – An Overview
Collective Bargaining In India
Collective Agreements In India
International Labour Organisation And Labour Council &constitutional Provisions
Labour Administration Machinery Of The Central Government
Industrial Relations And Its Contemporary Trends
All rights reserved © 2020 Wisdom IT Services India Pvt. Ltd
Wisdomjobs.com is one of the best job search sites in India.