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enewsz · 4 years

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International Labour Organisation writes a letter to PM Narendra Modi, after ten Central trade unions of India complaints about the reformed labor law to ILO

28 May, 2020: International Labour Organisation writes a letter to PM Narendra Modi on May 22 after ten Central trade unions wrote a letter, submitting their protest against the newly reformed labour laws in India to International Labour Organisation(ILO) in Geneva, on May 14, 2020. These unions included the All India Trade Union Congress, Indian National Trade Union Congress, the Centre of Indian Trade Unions, the Hind Mazdoor Sabha, the Trade Union Coordination Committee, the All India United Trade Union Centre, the Self-Employed Women's Association, the All India Central Council of Trade Unions, the United Trade Union Congress and the Labour Progressive Federation. The letter signified new labor laws, decided to be implemented by ten states of India are the ultimate violation of the rights of the workers and the word ethics of ILO and though, India has been an essential member of ILO since 1919, its new laws for the labors are against the 144th conversations of ILO as the convention collaborated the principles of government, employees and the workers. “Please allow me to assure you that the ILO director-general has immediately intervened, expressing his deep concern at these recent events and appealing to the prime minister to send a clear message to central and state governments to uphold the country’s international commitments and encourage engagement ineffective social dialogue," said Karen Curtis, the chief of the Freedom of Association Branch under the International Labour Standards Department of ILO in his letter to the central trade unions. Though one (law about wages) of the new four laws of labor has been approved by both of parliament and government, labor minister Santosh Kumar Gangwar has remarked the reformation of 44 laws in 4 sections of law is not justified as he also assumed that two of the four sections would come under the Parliament from standing committee in the upcoming session. Sudden changes in labor laws such as expanding the work hours from 8 to 12 hours in several states and the right to fire the workers according to the authorities are not only harmful to the employees but also against their will and consent, temporary remuneration and less inspection for a period of three years in several states of India. Still, the laws about minimum wages, women, and child workers are partially the same as before. As Karen Curtis mentioned in his letter to the trade unions, any change of the decision made by Indian government and authorities of labour will be informed by ILO to the unions immediately and the violation of labour legislation and international labour standards will not be underestimated. Several states like Madhya Pradesh, Uttar Pradesh and Gujrat has announced to support the newly designed laws for the labours in the respective states along with other states like Haryana, Rajasthan, Himachal Pradesh, Assam, and Odisha.

However, the letter against the new labour laws from ILO to PM Narendra Modi has intervened the occurrence of these new laws as several states like Madhya Pradesh and Rajasthan are on their way to withdraw their order for the labours to work 12 hours per day instead of 8 hours. Though, MP has kept the law of appointing contractual workers according to Factories act 1948. Apart from this, when other countries decided to set the schedule of 48 hours of work per week and India set the working hour as 60 hours per week for its workers. It is not only the infringement of occupational and health & work laws of labours but it also breaks the laws of social security and the Fundamental Principles and Rights at Work (FPRW) as well. “We, trade unions, have written to the Prime Minister as well and hope he takes note and asks states to protect workers’ rights. We are collecting our information on the problems faced by workers all over the country and will share this with ILO in a second complaint letter soon," said the secretary-general of All India Trade Union Congress, Mr. Amarjeet Kaur. However, Rajiv Kumar, the vice-chairman of the Niti-ayog think tank has declared that the reformation of new laws is not complete abolition of the previous labor laws. Meanwhile, The trade unions have also submitted another joint complaint against the laws on May 25, mentioning, “at this very turbid and uncertain situation, the ILO must powerfully and effectively intervene to prevail upon the Government of India to refrain from such exercise of abrogation of all basic labor rights unilaterally trampling underfoot the basic concept of social partnership and tripartism as espoused by ILO." The unions have confirmed to inform the ILO about the other problems and inconvenience of the migrant labors of the country, concerning the Inter-State Migrant Workmen, act 1979 and their severe problems due to the pandemic situation of COVID-19. Read the full article

#ILO #InternationalLabourOrganisation #PMNarendraModi

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abhay121996-blog · 3 years

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Ensure Proper Covid-19 Care To ESI Beneficiaries: RSS Affiliated Workers’ Union To Centre Divya Sandesh

#Divyasandesh

Ensure Proper Covid-19 Care To ESI Beneficiaries: RSS Affiliated Workers’ Union To Centre

The letter by Bharatiya Mazdoor Sangh (BMS) general secretary Binoy Kumar Sinha, was addressed to the Labour and Employment Minister Santosh Kumar Gangwar.

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loyallogic · 5 years

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Key Changes Introduced by the Code on Industrial Relations Bill 2019

This article is written by Asgar Ali, pursuing a Diploma in Industrial and Labour Laws from LawSikho.com. Here he discusses “Key Changes Introduced by the Code on Industrial Relations Bill 2019”.

Introduction

On 28th November 2019, with an aim to codify 44 central labour laws into four broad codes as well as to increase India’s appearance over Ease of doing business, the Labour and Employment Minister, Shri Santosh Kumar Gangwar introduced the Labour Code on Industrial Relations 2019 in the Lower House of Parliament. This code will be combining three major acts i.e. The Trade Unions Act, 1926, The Industrial Disputes Act, 1947, and The Industrial Employment (Standing Orders) Act, 1946.

Codifying 44 central labour laws is a big reform in labour law statutes because once it has happened then Labour laws shall be simplified and easy to comply. In fact, by amalgamating these total 44 labour laws in four major codes, the Central government is moving towards improving Social security aspects and accepting the recommendations of 2nd National Commission of labour.

There shall be the following arrangement of amalgamating existing labour laws:

Sr. No.

New Labour Code

Existing labour laws to be subsumed

The Code on Social Security, 2019

Laws related to social security, i.e. the Employees’ Provident Fund and Miscellaneous Provisions Act, the Employees’ State Insurance Corporation Act, the Employees’ Compensation Act, the Building and Other Construction Workers Act and the Maternity Benefits Act etc.

The Labour Code on Occupational Safety, Health and Working Conditions

Several industrial safety and welfare laws i.e. the Factories Act, the Dock Workers (Safety, Health and Welfare) Act and the Mines Act etc.

The Code on Wages, 2019

The Minimum Wages Act, the Equal Remuneration Act, the Payment of Wages Act and the Payment of Bonus Act etc.

The Labour Code on Industrial Relations, 2019

The Industrial Disputes Act, 1947, the Trade Unions Act, 1926 and the Industrial Employment (Standing Orders) Act, 1946 shall be combined

In this article, the focus has been given to major changes as introduced in the Labour Code on Industrial Relations, 2019 and its importance. The details of these changes are mentioned as follow:

Change no. 1 – Introduction of fixed-term contract:

The 1st major change is the provision of allowing companies to hire workers on fixed-term contract up to any duration. The explanation of fixed-term contract is that a worker can be hired for any of duration which may be of three months / six months / twelve months (one year) depending on the seasonal requirements or availability of orders with that company.

Necessity of this change:

1. For the Benefits of Industries

The provision of hiring workers on fixed- terms basis shall boost the growth of manufacturing and service sector especially to leather industries, food industries, Sugar and beverage factories, textile market, entertainment industries etc. Such sectors cannot run smoothly throughout the years due to their unstable working nature and survival of such industries usually depend upon public demand, timely Supply of goods/ services, market condition and most importantly, the availability of resources on time.

Now, the companies can achieve their short term targets due to easy availability of fixed term employees without the fear of any legal obligation such as giving notice period to such employees or any extra money in lieu of retrenchment compensation. Under such provisions, now the expiry of any labour employment contract due to the expiry of fixed term contract shall not be understood retrenchment.

The ease of doing business campaign shall be successful because now employer has the choice to hire talented manpower for a specific required time period. Now, the planning of budget, resources management i.e. procurement of talented manpower, raw material, appropriate equipment, power, land, infrastructure shall be easier for an employer which shall uplift the manufacturing sector and shall be profitable for both supplier and customer.

2. For the Benefits of Workers:

In Fixed-term employment, there shall be a direct contract between employee and employer, So the involvement of contractor as Middleman or commission agent shall be disappeared. This provision shall be helpful for a worker enabling him to get his hard earned money full ( i.e. without any commission charge of Contractor or Middleman)

The fixed-term worker/employees shall get all statutory and licit benefits on a par with the regular workers/ employees who are already doing work of similar nature

My Viewpoint

In India, there are 40 crore labourers who are working in the unorganised sector while the number of labourers in the organised sector is only five-six crore. In the present time, there is an urgent need to promote labour reforms by introducing provisions like fixed-term employment because such provisions shall be helpful to increase the flow of talented workforce from unorganised sector to organised sector and the difference shall be minimised.

A talented worker (in true sense, a “work-doer”), whether he works in an organised sector or unorganised sector whether he is a blue-collar worker or a white-collar worker, he does not want to keep himself locked for a long period with his existing employer due to his high professional skill set. Today, every talented work-doer wants the best remuneration and the concept of fixed-term contract shall provide him with a platform to evaluate himself in terms of money earning in lieu of his services offered. This concept shall trigger him to learn new and to keep him updated as per his job requirements. Every high talented Work- Doer whether he is a fitter, a designer, a welder, a painter, a moulder, an engineer, a doctor, an actor, an artist, a teacher, a pleader, a writer, a player, a driver, an operator, a clerk, a consultant or a work-doer of any profession wants growth in his career based upon “More Learning – More Earning”. This is the ground reality and in today’s market, there is a need for fixed-term service contracts.

Change no. 2 – The Concept of the Adjudicating Authority and Industrial Tribunal have been redefined:

Now, The Code has redefined the constitution of Industrial Tribunals for the settlement of industrial disputes and speedy disposal of labour-related cases. Here and now, in place of one member, there shall be a provision of setting up of two members’ tribunal. These two members shall be as follow:

A Judicial Member: the person who has served as High Court Judge of any state or a District Judge or an Additional District Judge for a minimum duration of three years.

An Administrative Member, who has more than 20 years of professional experience in the fields of labour laws, business laws, economics, public affairs, finance, commerce or labour relations etc.

Change no. 3:

The third major change is the provision of “recognition of negotiating trade union” under which there is a requirement of 75 % those workers’ support that shall be on the muster rolls of that establishment for making a trade union and negotiating with the employer in that establishment.

Earlier there was no such law at national level for recognition of trade union, though some states like Maharashtra (Maharashtra Recognition of Trade Unions and Prevention of Unfair Labour Practices Act, 1971), West Bengal (West Bengal Trade Unions Rules, 1998), Orissa (Orissa verification of Membership and Recognition of Trade Union Rules, 1994 ) and Kerala (Kerala Recognition of Trade Unions Act, 2010 ) have ratified the legal provisions for the recognition of trade unions in the territory of their respective states. But, now this principle is applicable throughout India.

Under this provision, In case there are more than one Trade Unions of workers in any industrial establishment then only one Trade Union shall be designated as a sole negotiating union which keeps support of 75 % or more workers on the muster roll in that establishment and in case, no any Trade Union has such support strength on the muster roll of that establishment then a negotiating council shall be constituted for negotiation.

The employer cannot show partiality or favours to anyone or any specific trade union among many trade unions registered within that organisation. Such behaviour of an employer shall be understood as unfair labour practice. The new Code proscribes owners, labours and trade unions from committing any unfair labour practices listed in the Second Schedule of the Code.

Trade unions: Under the provisions of this new Code, any seven or more than seven members of a trade union are eligible to apply for registration by subscribing their names. On the date of filing application for registration of such trade union, at least 10% of the workers or 100 workers whichever is less shall be registered. Additionally, for a registered trade union, there must be a member of a minimum seven workers who are employed in the industry or connected thereto. The Concerned State government or central Government may recognise that trade union.

Change no. 4 – Provisions related lay off and retrenchment:

This labour code has retained the threshold on the worker count at 100 for prior government approval before Retrenchment, but it has a provision for changing ‘such number of employees’ through notification

The new Code describes the term “lay-off” as the powerlessness of an employer by reason of unavailability of coal/oil / Power or any such equipment failure/ breakdown which affects normal employment work of a worker. This shortage/ no availability is also considered the major cause of no work and provides a ground to terminate the services of a worker by the employer which is said as “retrenchment”. Industrial establishments i.e. mines, plantations or factories where at least hundred (100) workers are required to take prior approval of concerned state or central government before such closure i.e. lay-off/retrenchment etc. The Union Cabinet has accepted the demands of various trade unions and worker bodies to keep this threshold numbers as 100 workers instead of 300. Though, the central or state government holds the right to modify this threshold number of workers by gazette notification any time. There is a provision of the penalty of Rupees one up to ten lakh who contravenes this provision.

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There are some mandatory provisions related to retrenchment or layoff that any Industrial establishments wherever 50 to 100 workers are working or get employed, it shall be mandatory to the employer to :

Such workers shall be given at least one month’s notice in writing mentioning the reason for retrenchment;

Payment of fifteen days salary i.e. 50% of basic wages plus applicable dearness allowance to such a worker who has been retrenched /laid off from his employment;

The retrenched person shall be given preference over another person in case new vacancies of same nature get arise in that factory/establishment or organisation.

Change no. 5:

The fifth major change is the provision of setting up of a “re-skilling fund” for the training of retrenched workers/employees. The retrenched employee would be paid 15 days’ wages from the re-skilling fund within 45 days of the date of retrenchment.

However, in this bill, the provisions regarding “retrenchment” is not clear which always has created the industrial disputes between employer and workers. Such unclear provisions related to retrenchment may affect the execution by central and state government.

Change no. 6 – Modification in Concepts of Strikes and Lock-outs

The definitions of Strikes and Lock-outs have been redefined. In strikes, the concept of Public Utility Services has been removed. Now the code has made mandatory to serve a notice of 14 days for strikes by trade unions and lockouts by the employer in any Industrial establishment. Under the provisions of this new code, now mass casual leaves has also been taken within the ambit of the strike. Here, an employer is also bound to serve a notice to his workers before 14 days of lockout. The purpose of redefining this clause is to forbid strikes and lockouts in any factory, company or industrial establishment without giving prior notice of at least fourteen days and also during that time when the conciliation proceedings are pending.

Benefits of these changes to Industries and Workers

Strikes and lock-outs are far beyond to the personal growth of a common person who is fighting for his/her survival and it is the violation of his/ her “Right to Work”. It gives a negative effect on those workers and employers who do not want to stop their routine work. Since a long time, strikes and lock-outs are seen as unfair labour practices. As the new code is discouraging such activities so hopefully the industrial relations shall be improved and we shall be able to improve our ranking in World Bank’s Ease of Doing Business Index.

Change no. 7 – Provisions of empowering government officers to settle Industrial Disputes:

The government officers have been empowered to adjudicate the disputes related to employers and trade unions and they have the authority to impose a penalty as fines. By adding this provision, the work burden over the tribunal handling such matters shall get reduced up to a maximum extent.

Benefits of these changes to Industries and Workers:

The new code on Industrial relations elaborates that the central or state governments have the authority to appoint conciliation officers in order to mediate and promote settlement of various industrial disputes running between employer and workers. The appointed officers can investigate the dispute and hold conciliation proceedings so that both parties may be agreed and arrive at a fair and amicable settlement of the matter of dispute. In case, if there is no settlement possible, then any party can make an application to the Industrial Tribunal or National Tribunal related to the nature of the dispute.

Change no. 8 – Provisions of Voluntary Arbitration for Settlement of Industrial Disputes:

This new Code allows for amicable settlement of industrial disputes raised between the employer and the workers through voluntary arbitration. Both parties (i.e. the employer and the workers) are required to sign a written agreement of voluntary arbitration in case of dispute arise and in such conditions, such disputes are referred to arbitrator(s). The arbitrator(s) shall investigate the dispute and submit the arbitration award to the appropriate government.

Change no. 9 – Concept of Standing Order into New Industrial Relation Code:

All industrial establishments with at least 100 or more workers shall have to prepare a standing order on matters listed in First Schedule of this new Code. Instead Appropriate Government, now the central government will be preparing model standing orders on matters listed in First Schedule of this new Code, based on which all industrial establishments are required to prepare their own standing orders. These matters are related to the classification of workers, the manners of apprising workers about hours of work, holidays, paydays, and wage rates in the language understood by majority of workers, Manners of termination of employment, Suspension for misconduct, grievance redressal mechanisms for workers, Mechanism of redress for workers against their discriminating treatment or any unlawful exactions by his company, manager, agent, servant or employer, And any such matter which may be indicated by the appropriate Government by gazette notification.

Change no. 10 – Concept of Notice of Change:

Company or Employers who recommend necessary changes in the Service conditions of their workers including their wages, contribution amount, and leave related matters etc. are obliged to inform workers through serving notice as listed in the Third Schedule of the Code.

Other Changes:

The members of the Grievance Redressal Committee has been increased from 06 to 10

The definitions of Worker, Industry, Strike, Appropriate Government, Lay-off, Lock-out, Tribunal, Unfair Labour Practice, Unorganised Sector, wages, fixed-term employment etc. have been specified keeping in view the present labour reform framework

Conclusion

The central government has tried her best to simplify this code so that friction between employer and trade union can be minimised and the labour of organised as well as an unorganised sector can be benefitted with the new provisions introduced.

At present, there is an acute need of amalgamating all older labour laws as these laws are hardly implemented and its adverse effect is being realized in our trifling performance in Ease of Doing Business Index. By simplifying labour codes, the government is trying to bring in maximum governance with minimum laws which is being welcomed by both employers and labour bodies.

Mahatma Gandhi Ji once said that employers are the trustees of workers’ interests and they must safeguard their welfare, wellbeing and right of work.

Keeping in view, the above-mentioned statement of the father of our nation and also keeping in view in today’s competitive business trend, it is important that employer too needs supports so that he may run his business without unforeseen difficulties and safeguard “the Dignity of Labour” in his business context.

Students of Lawsikho courses regularly produce writing assignments and work on practical exercises as a part of their coursework and develop themselves in real-life practical skill.

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optimisticprincepainter · 5 years

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PRIYANKA GANDHI ON UNION LABOUR MINISTER’s STATEMENT QUESTIONED AS TO HOW MAY JOBS HAVE BEEN GIVEN TO NORTH INDIANS :

Congress leader Priyanka Gandhi Vadra on Monday hit out at Union Labour Minister Santosh Kumar Gangwar over his “dearth of quality people” remark, asking him for figures of how many jobs have been given to north Indians in the last five years. The Congress general secretary also posted a video of Gangwar making the remarks in front of reporters on Saturday in Bareilly, his Lok Sabha constituency.…

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social-mania · 5 years

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Dearth of quality people in north India: Labour minister on unemployment

Comments came amid criticism of the government over India's unemployment rate rising to a 45-year high of 6.1% in 2017-18

Current affairs: Union labour minister Santosh Kumar Gangwar has said there was no dearth of employment opportunities in the country, but recruiters visiting north India complain of lack of "quality people" to fill vacancies, drawing flak from opposition leaders who accused him of insulting people of the region.

The comments came amid criticism of the government over India's unemployment rate rising to a 45-year high of 6.1 per cent in 2017-18, data of which was released in May.

"The issue of employment keep figuring in newspapers these days. I am handling the same ministry for labour and employment and examine the issue daily. I have understood the problem," Gangwar told reporters on...read more

#Current affairs #politics news #nation #states #sports news #science #bollywood news #health news

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awesome-gautam-sandesh-blog · 6 years

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विधायक महेश गुप्ता के बेटे-बहू को आशीर्वाद देने आ रही है आधी सरकार बदायूं विधान सभा क्षेत्र से भारतीय जनता पार्टी के विधायक महेश चंद्र गुप्ता के बेटे विश्वजीत गुप्ता के विवाह का समारोह शनिवार से ही शुरू हो गया, जिससे आवागमन में समस्या रही। उझानी और बिल्सी दिशा से आने वाले वाहन घंटों कतार में खड़े रहे। रविवार को और ज्यादा भीड़ रहने की संभावना जताई जा रही है, क्योंकि आधी सरकार समारोह में भाग लेगी। वरिष्ठ मंत्रियों का कार्यक्रम जारी हो गया है। पढ़ें: विश्वजीत गुप्ता के विवाह समारोह में सम्मलित होने आयेंगे उप-मुख्यमंत्री विश्वजीत गुप्ता के विवाह समारोह में सम्मलित होने के लिए उप-मुख्यमंत्री दिनेश शर्मा का कार्यक्रम पहले ही जारी हो चुका है। केन्द्रीय राज्यमंत्री संतोष गंगवार, प्रदेश सरकार में वरिष्ठ कैबिनेट मंत्री सुरेश कुमार खन्ना, दारा सिंह, चेतन चौहान, गिरीश चंद्र यादव, संदीप सिंह और बलदेव सिंह एवं दर्जा राज्यमंत्री वीएल वर्मा का आधिकारिक तौर पर कार्यक्रम जारी हो गया है, इनके अलावा भी अन्य तमाम वीवीआईपी हस्तियाँ विवाह समारोह में पहुंचेंगी और फिर सभी वर-वधू को आशीर्वाद देंगे। उधर भव्य समारोह के चलते दिल्ली-आगरा और बिजनौर राजमार्ग पर आवागमन बाधित हो रहा है। शनिवार को तीनों मार्गों के वाहनों की लंबी कतारें लगी रहीं। हालाँकि पुलिस-प्रशासन चप्पे-चप्पे पर नजर आया लेकिन, यातायात बहाल करने में कड़ी मशक्कत करना पड़ी, इसी तरह रविवार को भी यातायात बाधित रहने की संभावना जताई जा रही है। आम जनता की सुविधा के लिए पुलिस-प्रशासन को और बेहतर व्यवस्था करना होगी। (गौतम संदेश की खबरों से अपडेट रहने के लिए एंड्राइड एप अपने मोबाईल में इन्स्टॉल कर सकते हैं एवं गौतम संदेश को फेसबुक और ट्वीटर पर भी फ़ॉलो कर सकते हैं, साथ ही वीडियो देखने के लिए गौतम संदेश चैनल को सबस्क्राइब कर सकते हैं)

#Minister chetan chauhan #Minister dara singh #Minister Girish Chandra Yadav #Minister sandeep singh #Senior Cabinet Minister Suresh Kumar Khanna #Son vishwajeet gupta #Union Minister of State Santosh Gangwar #Deputy Chief Minister Dinesh Sharma #District budaun #marriage ceremony #MLA Mahesh Chandra Gupta

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khabarsamay · 7 years

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219th Meeting of Central Board of EPFO Held

The 219th meeting of the Central Board of Employees’ Provident Fund Organisation (EPFO) held in New Delhi yesterday under the chairmanship of Union Minister of Labour & Employment Shri Santosh Kumar Gangwar. Following where are the key decisions of the Board:- a)The Board took note of the 10 requests from ineligible establishments for waiver of damages during the period May 20, 2017, to September 30, 2017, which were earlier rejected by EPFO. b)The Central Board started investing in Equity Exchange-Traded Funds (ETFs) from August 2015. The Accounting Policy for valuation and accounting of equity investments were prepared in consultancy with IIM Bangalore. The observations of the CAG were also incorporated in the accounting policy. The same was approved by the Central Board. c) The present decentralized system of EPFO for making payment to its beneficiaries involves higher cost of transactions, delays in recredits in case of the failed transaction and does not provide for AADHAAR enabled payments. Hence, EPFO proposed to move towards the Centralised Payment System using National Payments Corporation of India (NPCI) platform. The benefits of the proposed system are:- Funds will be transferred on the same day to the beneficiaries through NPCI platform. The office may reconcile the transaction status on the T+0 basis. This will result in early recredit in the accounts of beneficiaries in the case of failed transactions. Availability of the facility of AADHAAR enabled transfer of funds. Transaction cost by way of bank charges will also come down. The Board gave in-principle approval for the same.The Central Board also took note of the recent IT-based initiatives of EPFO for better services to its stakeholders:- (1) Online Adhaar Verified UAN allotment to any citizen at Unified Portal: Universal Account Number (UAN) is mandatory for filing the returns and depositing the contributions. However, the establishments face difficulties in seeding Aadhaar details of the employees. To obviate this difficulty, an open functionality has been introduced through which any citizen / present prospective employee can generate his/her UAN on the basis of Aadhaar and link his KYC details. The registration facility is available at Member Interface in the Unified Portal (https://unifiedportal-mem.epfindia.gov.in/memberinterface/). It is an online facility, there is no need to submit any physical documents. (2) Introduction of Online request functionality to EPF Subscribers for correction in Name, DoB, and Gender: In line with the decision of Government for digital India, a functionality has been developed where a member can give online request to his/her employer at Member Interface in the Unified Portal (https://unifiedportal-mem.epfindia.gov.in/memberinterface/) for correction in Name, DoB, and Gender. EPFO is committed to strengthening the e-governance system to bring more transparency and to provide better services to its stakeholders. EPFO has already launched a number of e-governance initiatives such as Electronic Challan-cum-Return, Member e-passbook, payment through National Electronic Fund Transfer, Online Registration of Establishments, Mobile governance, Online receipt of claims, Auto transfer of Accounts etc. Read the full article

#aadhaar #Auto transfer of Accounts #EPFO #ETFs #interface in the unified portal #Labour & Employment #Mobile governance #National Payments Corporation of India #Online receipt of claims #Online Registration of Establishments #Shri Santosh Kumar Gangwar #stakeholders #Union Minister #Universal Account Number

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tnwenglish · 4 years

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“You didn’t count so no one died?,” Rahul Gandhi attacks Modi govt over deaths of migrant workers

Congress leader Rahul Gandhi on Tuesday tweeted a sharp retort to the government’s response in parliament on Monday about the data of migrants’ deaths during coronavirus lockdown.

On Monday, Union Labour Minister Santosh Kumar Gangwar said that the government has no data about the death of migrants during the lockdown that began in March.

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#India #Politics

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enewsz · 4 years

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International Labour Organisation writes a letter to PM Narendra Modi, after ten Central trade unions of India complaints about the reformed labor law to ILO

#ILO #InternationalLabourOrganisation #PMNarendraModi

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