MP4 | Video: h264, 1280x720 | Audio: AAC, 44.1 KHz, 2 Ch
Genre: eLearning | Language: English + srt | Duration: 36 lectures (1h) | Size: 486.4 MB
This course will start with the fundamentals.
Every HR and Entrepreneur should know - with FAQs
Explain the key Labour Laws and Statutory Compliances
Explain the common scenarios in workplace
Know the rights of worker and employer
No prior knowledge of Law is required.
Knowledge of using the internet to browse the web.
Understanding of English language.
Interest in the subject.
Law has a very important role to play in what any HR manager does in a day, though it may not be always apparent. You actually require a good hold of different laws starting from the recruitment, to their onboarding, mandatory paper work, different benefits such as PF, ESI, bonus, gratuity etc.
Also you will need to ensure that the decision of dismissal is taken after proper disciplinary proceedings. If you do not follow proper procedures, the company may have to pay compensation for wrongful teation or reinstate the employee with back wages in some cases.
In fact, as you go up the chain, legal knowledge becomes indispensable. Let's say you are drafting a leave policy for a company, and fail to check the relevant Shops and Establishments Act of the state, you will almost certainly get it wrong. The consequence can be paying heavy fines by the company if an inspector comes visiting, a potentially negative impact on the brand and embarrassment in front of other employees.
Also if you talk about different functions of HR such as Recruitment, Training and Development, Performance Appraisal, Grievance handling etc then you will notice that a part, small to big, is played by the respective managers as well. But labour laws are something which other people usually don't have much of an idea and if you make this strong then this will give you a lot of importance and growth in that company.
Some of the key laws covered:
Introduction
New amendments (Code on Wages/ Code on Occupational Safety, Health and Working Conditions/ Code on Industrial Relations/Code on Social Security)
Apprentices Act, 1961
Bonded Labour System (Abolition) Act, 1976
Child and Adolescent Labour ( Prohibition and Regulation) Act, 1986
Contract Labour (Regulation and Abolition) Act, 1970
Employee's Compensation Act, 1923
Employees' Provident Funds and Miscellaneous Provisions Act, 1952
Employees' State Insurance Act, 1948
Equal Remuneration Act, 1976
Exemption from Furnishing Returns and Maintaining Register by certain establishments Act, 1988
Factories Act, 1948
Industrial Employment (Standing Orders) Act 1946
Industrial Disputes Act, 1947
Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979
Maternity Benefit Act, 1961
Minimum Wages Act, 1948
Payment of Bonus Act, 1965
Payment of Gratuity Act, 1972
Payment of Wages Act, 1936
Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
Shop and Establishment ActThe Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959
Trade Unions Act, 1926
Suitable for HRs with 0-20 years of experience
Suitable for Entrepreneurs/Top Management
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