LABOUR LAWS AND EMPLOYEES TRAINING M.Sc. IIIrd Semester Institutional Management

Employees benefits alone cannot make people achievers, they require training and retraining for development as needs change with time. The aim of all training is to impart knowledge and skill to equip people to fit into their job positions better. The need for training and development of staff in service institutions is a matter of management concepts and vision for the organisation.

NEED FOR TRAINING: The first step is to establish the need for training in any department of the organisation. Establish a process of just appraisal which is carried out in every department to ear-mark areas of deficiency, or inefficiency. The second step is to identify areas which require training and list according to priority. Third step is to determine what type of training is needed in each area. Fourth step is to plan the training programmes and set the time periods for implementing each, in or outside the concerned department.

TYPES OF TRAINING

ON-THE-JOB TRAINING :  This method of training uses more knowledgeable, experienced and skilled employees, such as managers, supervisors to give training to less knowledgeable, skilled, and experienced employees. This type of training often takes place at the work place in informal manner. At the start of training, or during the training, no goals or objectives are developed. Trainers usually have no formal qualification or training experience for training.

OFF THE JOB TRAINING : In off the job training a employee take the training outside the working area so that can minimize the risk which can be happen on the place of work. . This type of training given to employee for the extra knowledge skills in other place off work

Effect of training on establishment Better resource utilization More effective investment Better profits Improved skills Low investment Low level skills Low profits Poor resource utilization BECOMES LARGER ESTABLISHMENT TRAINING

LABOUR LAWS AND LEGAL ASPECTS OF PERSONNEL MANAGEMENT

Every food service organisation is governed by laws affecting the employment of staff that may vary slightly for every country, according to government policies prevailing from time to time. Personnel managers therefore need to know the legal implications concerning, hiring of staff their welfare and retention measures to take in order to avoid problems with employee unions. Laws affecting people at work in any establishment are called labour laws.

SOME LAWS APPLICABLE TO THE FOOD SERVICE INDUSTRY: Apprentices Act, 1850: This Act was amended four times in 1961, 1973, 1977, and 1986 and created an obligation for employees to teach and train employees in skills that would safeguard their future job security. It include training of graduates and vocational technician apprentices, for the benefit of 10+2 vocational education stream. Fatal Accident Act, 1855: This was passed to compensate families in case employees met a fatal accident at work.

Breach of Contract Act, 1859: This assured an employees job security within the limits of the contractual agreement with the organisation. Employees and Workmen (Disputes)Act, 1872: This act enabled statements of grievances arising at work within the guidelines provided. The Indian Contract Act, 1872: This defined the nature of contracts and employers obligations to abide by them, whether written or verbal. The Act deals with the general principles of the law of contract. The Act provides the structure within which both parties can chalk out their on rights and duties.

Workmen’s Compensation Act, 1923: The rules were formulated in 1924, and an amendment to the Act made in 1938. the Act provided rules for payment of compensation to employees and their dependents for injury disability or death occurring at work. The rules provided guidelines for transfer of money also. The Trade Unions Act, 1926: This Act applies to all trades in which unions play a part. The catering sector being a fast growing industry and workers becoming more and more unionized. The trade Union Act becomes applicable to it as well. Trade unions are basically associations of workers formed for the regulation of relations between people at work. Whether among employers, employees or both.These unions are expected to functions in a manner that enable people to act together.

Payment of Wages Act, 1936: Insurance Act, 1938: The act includes payments made to employees in time of work done. These may be in the form of wages, bounces, insurance, premiums, provident funds. Some employers are liable to make cash payments in the form of the compensation for injury or loss the employers at work. Its objective was to help in providing effective remedy to employers in case of illegal deductions made form wages or unjustified delay in paying wages. Insurance Act, 1938: Under this Act, the employers had to insure their employees against injury, theft-death and so on.

Weekly Holiday’s Act, 1942: This laid down the guidelines for weekly holidays to be provided to all employees. Industrial Disputes Act, 1947: This was enacted to provide guidelines to employers, through rules formulated in 1957, for handling disputes relating to conditions of service, salaries, leave, pension benefits and so on, if supported by a large number of workers or trade union. The Factories Act, 1948: This act is a piece of social welfare legislation governing working conditions of people in factories. This covers obligations of employers for providing comfort, health, safety and welfare activities at work.

Employees Provident Fund and Miscellaneous Provision(MP) Act 1952: Under this act, retirement benefits in the form of provident fund(PF), family pension and deposit linked insurance are covered for employees. Originally the coverage was restricted to those employees drawing wages up to Rs 5000 per month. Shops and Establishments Act, 1954: This covers the conditions of work which must be provided by all employers in catering establishments. Specify working hours for each employee. Every employee should have a fixed lunch break. Every employee must have at least 24 continuous hours off in a week with full wages.

CHILD LABOUR ACT, 1986: This act prohibits employment of children in any industry, and protects the interests of children. The Equal Remuneration Act 1976: The act provides workers payment of equal remuneration to men and women for the same work with a view to prevent discrimination on grounds of sex.

Information and technology act, 2000 This act was promulgated to facilitate the growth of e- commerce and electronic communication through inter net. Brought into force on 17th October 2000, the act provides the legal framework for recognizing electronic contracts, prevention of computer crimes, documentation, digital signature