The Industrial Relations Code, 2020

1. Systematic Arrangement of Chapters and Clauses

CHAPTER I: PRELIMINARY

1. Short title, extent and commencement.
2. Definitions.

CHAPTER II: BI-PARTITE FORUMS

3. Works Committee.
4. Grievance Redressal Committee.

CHAPTER III: TRADE UNIONS

5. Registrar of Trade Unions.
6. Criteria for registration.
7. Provisions to be contained in constitution or rules of Trade Union.
8. Application for registration, alteration of name and procedure thereof.
9. Registration of Trade Union and cancellation thereof.
10. Appeal against non-registration or cancellation of registration.
11. Communication to Trade Union and change in its registration particulars.
12. Incorporation of a registered Trade Union.
13. Certain Acts not to apply to registered Trade Unions.
14. Recognition of negotiating union or negotiating council.
15. Objects of general fund, composition of separate fund and membership fee of Trade Union.
16. Immunity from civil suit in certain cases.
17. Criminal conspiracy in furtherance of objects of Trade Union.
18. Enforceability of agreements.
19. Right to inspect books of Trade Union.
20. Rights of minor to membership of Trade Union.
21. Disqualification of office-bearers of Trade Unions.
22. Adjudication of disputes of Trade Unions.
23. Proportion of office-bearers to be connected with industry.
24. Change of name, amalgamation, notice of change and its effect.
25. Dissolution.
26. Annual returns.
27. Recognition of Trade Unions at Central and State level.

CHAPTER IV: STANDING ORDERS

28. Application of this Chapter.
29. Making of model standing orders by Central Government and temporary application.
30. Preparation of draft standing orders by employer and procedure for certification.
31. Certifying officers and appellate authority to have powers of civil court.
32. Appeals.
33. Date of operation of standing orders and its availability.
34. Register of standing orders.
35. Duration and modification of standing orders.
36. Oral evidence in contradiction of standing orders not admissible.
37. Interpretation, etc., of standing orders.
38. Time limit for completing disciplinary proceedings and liability to pay subsistence allowance.
39. Power to exempt.

CHAPTER V: NOTICE OF CHANGE

40. Notice of change.
41. Power of appropriate Government to exempt.

CHAPTER VI: VOLUNTARY REFERENCE OF DISPUTES TO ARBITRATION

42. Voluntary reference of disputes to arbitration.

CHAPTER VII: MECHANISM FOR RESOLUTION OF INDUSTRIAL DISPUTES

43. Conciliation officers.
44. Industrial Tribunal.
45. Finality of constitution of Tribunal.
46. National Industrial Tribunal.
47. Decision of Tribunal or National Industrial Tribunal.
48. Disqualifications for members of Tribunal and National Industrial Tribunal.
49. Procedure and powers of arbitrator, conciliation officer, Tribunal and National Industrial Tribunal.
50. Powers of Tribunal and National Industrial Tribunal to give appropriate relief in case of discharge or dismissal of worker.
51. Transfer of pending cases.
52. Adjustment of services of presiding officers under repealed Act.
53. Conciliation and adjudication of dispute.
54. Reference to and functions of National Industrial Tribunal.
55. Form of award, its communication and commencement.
56. Payment of full wages to worker pending proceedings in higher Courts.
57. Persons on whom settlements and awards are binding.
58. Period of operation of settlements and awards.
59. Recovery of money due from employer.
60. Commencement and conclusion of proceedings.
61. Certain matters to be kept confidential.

CHAPTER VIII: STRIKES AND LOCK-OUTS

62. Prohibition of strikes and lock-outs.
63. Illegal strikes and lock-outs.
64. Prohibition of financial aid to illegal strikes or lock-outs.

CHAPTER IX: LAY-OFF, RETRENCHMENT AND CLOSURE

65. Application of sections 67 to 69.
66. Definition of continuous service.
67. Rights of workers laid-off for compensation, etc.
68. Duty of an employer to maintain muster rolls of workers.
69. Workers not entitled for compensation in certain cases.
70. Conditions precedent to retrenchment of workers.
71. Procedure for retrenchment.
72. Re-employment of retrenched worker.
73. Compensation to workers in case of transfer of establishment.
74. Sixty days' notice to be given of intention to close down any undertaking.
75. Compensation to workers in case of closing down of undertakings.
76. Effect of laws inconsistent with this Chapter.

CHAPTER X: SPECIAL PROVISIONS (LAY-OFF, RETRENCHMENT, CLOSURE)

77. Application of this Chapter.
78. Prohibition of lay-off.
79. Conditions precedent to retrenchment of workers to which Chapter X applies.
80. Procedure for closing down an industrial establishment.
81. Duty of an employer to maintain muster rolls of workers.
82. Certain provisions of Chapter IX to apply to industrial establishment to which this Chapter applies.

CHAPTER XI: WORKER RE-SKILLING FUND

83. Worker re-skilling fund.

CHAPTER XII: UNFAIR LABOUR PRACTICES

84. Prohibition of unfair labour practice.

CHAPTER XIII: OFFENCES AND PENALTIES

85. Power of officers of appropriate Government to impose penalty in certain cases.
86. Penalties.
87. Cognizance of offences.
88. Offences by companies.
89. Composition of offences.

CHAPTER XIV: MISCELLANEOUS

90. Conditions of service to remain unchanged under certain circumstances during pendency of proceedings.
91. Special provision for adjudication as to whether conditions of service changed during pendency of proceedings.
92. Power to transfer certain proceedings.
93. Protection of persons.
94. Representation of parties.
95. Removal of doubts in interpretation of award or settlement.
96. Power to exempt.
97. Jurisdiction of civil courts barred.
98. Protection of action taken in good faith.
99. Power of appropriate Government to make rules.
100. Delegation of powers.
101. Power to amend Schedules.
102. Amendment of Act 7 of 2017.
103. Power to remove difficulties.
104. Repeal and savings.

2. Chapter I: Preliminary Foundations & Definitions

1. Short title, extent and commencement

1. This Act may be called the Industrial Relations Code, 2020. 2. It shall extend to the whole of India. 3. It shall come into force on such date as the Central Government may, by notification in the Official Gazette appoint; and different dates may be appointed for different provisions of this Code and any reference in any such provision to the commencement of this Code shall be construed as a reference to the coming into force of that provision.

2. Definitions — In this Code, unless the context otherwise requires,—

1. "appellate authority" means an authority appointed by the appropriate Government to exercise such functions in such area as may be specified by that Government by notification in the Official Gazette.

2. "appropriate Government" means,—

1. In relation to any industrial establishment or undertaking carried on by or under the authority of the Central Government or concerning any such controlled industry as may be specified in this behalf by the Central Government or the establishment of railways including metro railways, mines, oil fields, major ports, air transport service, telecommunication, banking and insurance company or a corporation or other authority established by a Central Act or a central public sector undertaking, subsidiary companies set up by the principal undertakings or autonomous bodies owned or controlled by the Central Government including establishments of the contractors for the purposes of such establishment, corporation, other authority, public sector undertakings or any company in which not less than fifty-one per cent. of the paid-up share capital is held by the Central Government, as the case may be, the Central Government.

Explanation: The Central Government shall continue to be the appropriate Government for central public sector undertakings even if the holding of the Central Government reduces to less than fifty per cent. equity in that public sector undertaking after the commencement of this Code.

2. In relation to any other industrial establishment, including State public sector undertakings, subsidiary companies set up by the principal undertaking and autonomous bodies owned or controlled by the State Government, the State Government.

Provided that in case of a dispute between a contractor and the contract labour employed through the contractor in any industrial establishment where such dispute first arose, the appropriate Government shall be the Central Government or the State Government, as the case may be, which has control over such industrial establishment.

3. "arbitrator" includes an umpire.

4. "average pay" means the average of the wages payable to a worker: 1. In the case of monthly paid worker, in three complete calendar months; 2. In the case of weekly paid worker, in four complete weeks; 3. In the case of daily paid worker, in twelve full working days, preceding the date on which the average pay becomes payable, if the worker had worked for three complete calendar months or four complete weeks or twelve full working days, as the case may be, and where such calculation cannot be made, the average pay shall be calculated as the average of the wages payable to a worker during the period he actually worked.

5. "award" means an interim or a final determination of any industrial dispute or of any question relating thereto by any Industrial Tribunal referred to in section 44 or National Industrial Tribunal referred to in section 46 and includes an arbitration award made under section 42.

6. "banking company" means a banking company as defined in section 5 of the Banking Regulation Act, 1949 and includes the Export-Import Bank of India, the Industrial Reconstruction Bank of India, the Small Industries Development Bank of India established under section 3 of the Small Industries Development Bank of India Act, 1989, the Reserve Bank of India, the State Bank of India, a corresponding new bank constituted under section 3 of the Banking Companies (Acquisition and Transfer of Undertakings) Act, 1970, a corresponding new bank constituted under section 3 of the Banking Companies (Acquisition and Transfer of Undertakings) Act, 1980.

7. "certifying officer" means any officer appointed by the appropriate Government, by notification, to perform the functions of a certifying officer under the provisions of Chapter IV.

8. "closure" means the permanent closing down of a place of employment or part thereof.

9. "conciliation officer" means a conciliation officer appointed under section 43.

10. "conciliation proceeding" means any proceeding held by a conciliation officer under this Code.

11. "controlled industry" means any industry the control of which by the Union has been declared by any Central Act to be expedient in the public interest.

12. "employee" means any person (other than an apprentice engaged under the Apprentices Act, 1961) employed by an industrial establishment to do any skilled, semi-skilled or unskilled, manual, operational, supervisory, managerial, administrative, technical or clerical work for hire or reward, whether the terms of employment be express or implied, and also includes a person declared to be an employee by the appropriate Government, but does not include any member of the Armed Forces of the Union.

13. "employer" means a person who employs, whether directly or through any person, or on his behalf or on behalf of any person, one or more employee or worker in his establishment and where the establishment is carried on by any department of the Central Government or the State Government, the authority specified by the head of the department in this behalf or where no authority is so specified, the head of the department, and in relation to an establishment carried on by a local authority, the chief executive of that authority, and includes:—

1. In relation to an establishment which is a factory, the occupier of the factory as defined in clause (n) of section 2 of the Factories Act, 1948 and, where a person has been named as a manager of the factory under clause (f) of sub-section (1) of section 7 of the said Act, the person so named;

2. In relation to any other establishment, the person who, or the authority which has ultimate control over the affairs of the establishment and where the said affairs are entrusted to a manager or managing director, such manager or managing director;

3. Contractor; and 4. Legal representative of a deceased employer.

14. "executive", in relation to a Trade Union, means the body by whatever name called, to which the management of the affairs of a Trade Union is entrusted.

15. "fixed term employment" means the engagement of a worker on the basis of a written contract of employment for a fixed period: Provided that—

1. His hours of work, wages, allowances and other benefits shall not be less than that of a permanent worker doing the same work or work of similar nature;

2. He shall be eligible for all statutory benefits available to a permanent worker proportionately according to the period of service rendered by him even if his period of employment does not extend to the qualifying period of employment required in the statute; and

3. He shall be eligible for gratuity if he renders service under the contract for a period of one year.

16. "industry" means any systematic activity carried on by co-operation between an employer and worker (whether such worker is employed by such employer directly or by or through any agency, including a contractor) for the production, supply or distribution of goods or services with a view to satisfy human wants or wishes (not being wants or wishes which are merely spiritual or religious in nature), whether or not any capital has been invested or such activity is carried on with a motive to make gain or profit, but does not include: 1. Institutions owned or managed by organisations wholly or substantially engaged in any charitable, social or philanthropic service; or 2. Any activity of the appropriate Government relatable to the sovereign functions of the appropriate Government including all the activities carried on by the departments of the Central Government dealing with defence research, atomic energy and space; or 3. Any domestic service; or 4. Any other activity as may be notified by the Central Government.

17. "industrial dispute" means any dispute or difference between employers and employers or between employers and workers or between workers and workers which is connected with the employment or non-employment or the terms of employment or with the conditions of labour, of any person and includes any dispute or difference between an individual worker and an employer connected with, or arising out of discharge, dismissal, retrenchment or termination of such worker.

18. "industrial establishment or undertaking" means an establishment or undertaking in which any industry is carried on: Unit severability conditions apply based on predominant activities as configured under statutory tests.

19. "insurance company" means a company as defined in section 2 of the Insurance Act, 1938.

20. "lay-off" means the failure, refusal or inability of an employer on account of shortage of coal, power or raw materials or the accumulation of stocks or the break-down of machinery or natural calamity or for any other connected reason, to give employment to a worker whose name is borne on the muster rolls of his industrial establishment and who has not been retrenched. 2-hour reporting rule applies to establish full or half-day layout shifts.

21. "lock-out" means the temporary closing of a place of employment, or the suspension of work, or the refusal by an employer to continue to employ any number of persons employed by him.

22. "major port" means a major port as defined in clause (8) of section 3 of the Indian Ports Act, 1908.

23. "metro railway" means the metro railway as defined in sub-clause (i) of clause (1) of section 2 of the Metro Railways (Operation and Maintenance) Act, 2002.

24. "mine" means a mine as defined in clause (j) of sub-section (1) of section 2 of the Mines Act, 1952.

25. "National Industrial Tribunal" means a National Industrial Tribunal constituted under section 46.

26. "negotiating union or negotiating council" means the negotiating union or negotiating council referred to in section 14.

27. "notification" means a notification published in the Official Gazette of India or the Official Gazette of a State, as the case may be.

28. "office-bearer", in relation to a Trade Union, includes any member of the executive thereof, but does not include an auditor.

29. "prescribed" means prescribed by rules made under this Code.

30. "railway" means the railway as defined in clause (31) of section 2 of the Railways Act, 1989.

31. "registered office" means that office of a Trade Union which is registered under this Code as the head office thereof.

32. "registered Trade Union" means a Trade Union registered under this Code.

33. "Registrar" means a Registrar of Trade Unions appointed by the State Government under section 5.

34. "retrenchment" means the termination by the employer of the service of a worker for any reason whatsoever, otherwise than as a punishment inflicted by way of disciplinary action, but does not include: voluntary retirement; superannuation; non-renewal of contract; fixed-term tenure completion; or continued ill-health termination.

35. "settlement" means a settlement arrived at in the course of conciliation proceeding and includes a written agreement between the employer and worker arrived at otherwise.

36. "standing orders" means orders relating to matters set-out in the First Schedule.

37. "strike" means a cessation of work by a body of persons employed in any industry acting in combination, or a concerted refusal, and includes the concerted casual leave on a given day by fifty per cent. or more workers employed in an industry.

38. "Trade Union" means any combination, whether temporary or permanent, formed primarily for the purpose of regulating the relations between workers and employers or between workers and workers.

39. "Trade Union dispute" means any dispute relating to Trade Union arising between two or more Trade Unions or between members inter se.

40. "Tribunal" means an Industrial Tribunal constituted under section 44.

41. "unfair labour practice" means any of the practices specified in the Second Schedule.

42. "unorganised sector" shall have the same meaning assigned under the Unorganised Workers' Social Security Act, 2008.

43. "wages" means all remuneration, whether by way of salary, allowances or otherwise, expressed in terms of money, including basic pay, dearness allowance, and retaining allowance, if any, but does not include: bonus; value of housing/light/water/medical; provident fund or pension contributions; travel concessions; special expense reimbursements; house rent allowance; award/settlement payouts; overtime allowance; commissions; gratuity; retrenchment or retirement benefits. 50% threshold allocation checks and 15% kind-payment limits match baseline statutory rules.

44. "worker" means any person employed in any industry to do manual, unskilled, skilled, technical, operational, clerical or supervisory work for hire or reward, but excludes members of the Armed Forces, prison/police staff, managerial executives, and supervisors drawing over eighteen thousand rupees per month.

3. Chapter II & III: Bi-Partite Forums & Trade Union Mechanisms

CHAPTER II: BI-PARTITE FORUMS

3. Works Committee: Industrial establishments with 100 or more workers must constitute a Works Committee. Worker representatives cannot be less than employer representatives, chosen in consultation with registered Trade Unions to maintain amity and resolve common interest differences.

4. Grievance Redressal Committee: Mandated for establishments with 20 or more workers. Equal representation up to a total of 10 members. Rotational chairperson basis annually. Adequate female worker representation required (not less than proportion of total female workforce). Applications must be filed by workers within 1 year of cause of action. 30-day completion mandate for proceedings. 60-day appeal track to conciliation officer if unresolved. Direct Tribunal application permitted after 45 days of unresolved conciliation, within a 2-year limitation window.

CHAPTER III: TRADE UNIONS

5. Registrar of Trade Unions: Appointed by State Governments alongside Additional, Joint, and Deputy Registrars to handle operational management within localized limits.

6. Criteria for registration: Minimum 7 members can apply. Must represent at least 10% of workers or 100 workers (whichever is less) on application date. Minimum baseline of 7 members must be maintained at all times.

7. Constitution & Rules: Must clearly specify name, objects, fund purposes, member lists, admission criteria, subscription rates, audit procedures, and dissolution metrics to obtain registration status.

8. Application for registration: Submitted electronically or otherwise, backed by affidavits, rules resolutions, and asset statements if functioning for over 1 year. 45-day clearance window under Section 9 for Registrar approvals or explicit written refusals.

10. Appeal against non-registration/cancellation: Appeal lies to the Industrial Tribunal within prescribed timelines. Tribunal holds full powers to direct registration or set aside cancellations.

12. Incorporation: Every registered Trade Union is a body corporate with perpetual succession, a common seal, property holding rights, and the power to sue or be sued.

14. Negotiation Councils: Single union establishments get automatic sole negotiating union recognition. Multi-union setups require 51% support on muster roll for sole recognition. If no union clears 51%, a negotiating council is formed with unions clearing a 20% workforce support threshold (1 representative per 20% block). Recognition blocks remain valid for 3 years.

16. Civil Immunity: Protection from civil suits for actions in furtherance of industrial disputes or contractual breaks. Restraint of trade blocks are overridden under Section 18 structural mandates.

21. Disqualifications: Office-bearers must be at least 18 years old and clear of moral turpitude convictions. Ministers or persons holding offices of profit are barred from executive seats.

23. Outsider Proportion: Unorganised sectors require at least 50% internal workers as office-bearers. General sectors cap outside office-bearers at 1/3rd or 5 (whichever is less). Retrenched or retired workers do not count as outsiders.

26. Annual Returns: Audited statements of receipts, assets, and liabilities along with altered rule books must be submitted to the Registrar by prescribed annual cut-off dates.

4. Chapter IV - X: Operational Mandates, Conditions, Lay-Off & Closure

CHAPTER IV: STANDING ORDERS

28. Application: Applies to industrial establishments with 300 or more workers. Exempts establishments covered by special civil service or railway codes.

29. Model Standing Orders: Formulated by Central Government. Deemed adopted until custom modifications are certified under Section 30. Draft modifications must be submitted within 6 months, after consulting unions. Certifying officer has a 60-day window to process orders, failing which they are deemed certified. 60-day appeal track lies to appellate authorities under Section 32. Certified text must be maintained in prescribed languages.

36. Evidence Bar: Oral evidence seeking to contradict or vary certified standing orders is completely inadmissible in any Court.

38. Suspension & Subsistence: Disciplinary inquiries must ordinarily close within 90 days. Subsistence allowance rates: 50% of wages for the first 90 days; 75% for the remaining period if delay is not caused by the worker's conduct.

CHAPTER V & VI: NOTICE OF CHANGE & ARBITRATION

40. Notice of Change: 21 days' written notice required before altering conditions specified in the Third Schedule. Void for changes via settlements, awards, or public emergencies.

42. Voluntary Arbitration: Written agreements can route disputes to specified arbitrators. Even-number setups require umpire selection. Awards are submitted directly to the Government. The Arbitration and Conciliation Act, 1996 is entirely inapplicable.

CHAPTER VII: DISPUTE RESOLUTION MECHANISMS

44. Industrial Tribunal: Replaces legacy bodies. Consists of 2 members: 1 Judicial and 1 Administrative (minimum Joint Secretary rank). Specified benches handle standing orders, dismissals, strikes, and closures. Section 46 creates National Industrial Tribunals for disputes of national importance across multiple states. Consensus rule applies; tie votes are routed through a third Judicial member under Section 47 parameters. Conciliation report submission timelines: 14 days for strike notices, 45 days for standard cases. 90-day window exists to file unresolved matters directly to the Tribunal.

56. Higher Court Payouts: Reinstatement awards challenged in High/Supreme courts require employers to pay full last drawn wages to workers during pendency, subject to non-employment affidavits.

59. Money Recovery: Dues under settlements/awards are recoverable as land revenue arrears via application made within a 1-year limitation window.

CHAPTER VIII & IX: STRIKES, LOCK-OUTS, LAY-OFF, RETRENCHMENT

62. Strike & Lock-out Prohibitions: No strike/lock-out without 60 days' advance notice, within 14 days of giving notice, during conciliation pendency plus 7 days post-conclusion, or during Tribunal pendency plus 60 days post-conclusion. Financial aid to illegal strikes is strictly barred under Section 64.

65. Lay-off Limits: Section 67-69 exclusions apply to establishments with fewer than 50 workers or seasonal/intermittent setups. Continuous service definitions (Section 66) require 190 underground mine days or 240 days elsewhere to establish a 1-year block. Lay-off Compensation (Section 67): Workers get 50% of basic plus dearness allowance for the first 45 days. Retrenchment conditions under Section 70 require 1 month's written notice (or wages in lieu) and 15 days' average pay per completed year of service. Last-in-first-out rules apply under Section 71. Undertaking closures (Section 74) require 60 days' notice to the Government for units with 50 or more workers.

CHAPTER X: SPECIAL MANDATED ESTABLISHMENTS

77. Application Threshold: Covers factories, mines, and plantations with 300 or more workers (or higher thresholds as notified by Government).

78. Lay-off prior permissions: Prior Government permission mandatory, except for power shortages or underground mine natural emergencies. Applications must be decided within 60 days, or they are deemed approved. Approved lay-offs remain valid for 1 year.

79. Retrenchment prior permissions: Requires 3 months' notice or wages in lieu plus prior Government permission. Compensation rates mirror standard 15 days' average pay. Section 80 mandates 90 days' prior permission for closure, with 15 days' average pay compensation per year of service for retrenched staff upon approval.

83. Worker Re-skilling Fund: Created via employer contributions equivalent to 15 days' last drawn wages for every retrenched worker. Fund must be transferred to the worker's account within 45 days of retrenchment.

84. Unfair Labour Practices: Strictly prohibited for employers, workers, and unions alike under penalty of law.

86. Penalty Grid Structuring: Section 78-80 violations draw fines between 1 to 10 lakh rupees. Repeat offences yield fines up to 20 lakh rupees or 6 months' imprisonment. Standing order violations bring fines from 1 to 2 lakh rupees. Unfair labour practices draw fines from 10,000 to 2 lakh rupees. Illegal strikes draw fines up to 10,000 rupees or 1 month's imprisonment.

89. Compounding limits: Non-imprisonment offenses compound at 50% of max fine. Offenses with short imprisonment limits compound at 75% of max fine. Funds are credited to the Central Social Security Fund.

5. Official Statement of Objects, Reasons, & Financial Memoranda

1. The Second National Commission on Labour (June 2002) recommended broad amalgamation of labour laws into five structural groups: industrial relations; wages; social security; safety; and welfare/working conditions.

2. Following tripartite consensus, this code consolidates and rationalises three major enactments: The Trade Unions Act, 1926; The Industrial Employment (Standing Orders) Act, 1946; and The Industrial Disputes Act, 1947.

3. Following evaluations of the 2019 draft by the Parliamentary Standing Committee on Labour (Report dated 23rd April, 2020), the draft was modified to optimize economic velocity while safeguarding essential worker protections, resulting in the current Industrial Relations Code, 2020.

4. Major Salient Reforms Highlighted:

1. Supervisory Workers: Supervisory staff earning up to 18,000 rupees per month are now legally classified as workers.
2. Fixed Term Protections: Provides flexibility without sector restrictions while guaranteeing proportional permanent benefits, statutory rights, and 1-year contract gratuity access.
3. Strike Boundaries: Concented casual leave by 50% or more workers is now legally categorized as a strike.
4. Grievance Expansion: Extends committee caps to 10 members in units with 20+ workers, requiring proportional female worker participation.
5. Bargaining Unit Certainty: Implements a 51% threshold for sole bargaining unions and 20% fractional blocks for collective negotiation council representation.
6. Standing Order Thresholds: Establishes a 300-worker threshold for custom certification, permitting automatic adoption if model templates match unit layout profiles.
7. Unified Tribunals: Substitutes fragmented historic forums with integrated 2-member Industrial Tribunals hosting both Judicial and Administrative experts.
8. Universal Strike Rules: Prohibits unannounced strikes or lock-outs across all sectors without providing a mandatory 14 days' clear notice.
9. Prior Permissions Scale: Increases closure, lay-off, and retrenchment prior permission applicability rules to units with 300+ workers.

Financial Memorandum Metrics

The introduction of two-member structures (Judicial plus Administrative) across both Industrial and National Industrial Tribunals expands Consolidated Fund expenditures. The estimated recurring costs track at twelve crore rupees annually alongside one crore rupees in non-recurring administrative setups.

6. Statutory Schedules: Standing Orders, Unfair Practices, & Notice Parameters

THE FIRST SCHEDULE: STANDING ORDER BASES

1. Classification of workers (permanent, temporary, apprentices, probationers, badlis, fixed term).
2. Intimation processes for work hours, shift schedules, holidays, pay-days, and wage rates.
3. Shift working mechanics.
4. Attendance records and late coming boundaries.
5. Leave application procedures and approving authorities.
6. Designated gate entries and liability to physical searches.
7. Section closures, operational stoppages, and resultant employer/worker liability metrics.
8. Termination notices.
9. Suspension or dismissal rules for misconduct and defined acts constituting misconduct.
10. Grievance redress pathways against unfair treatment or wrongful exactions by management.
11. Other conditions specified by appropriate Governments via notification.

THE SECOND SCHEDULE: UNFAIR LABOUR PRACTICES MAP

I. On the Part of Employers & Employer Unions:

1. Coercing workers against union formation or threatening dismissals. 2. Dominating or financing labor unions. 3. Establishing employer-sponsored unions. 4. Discriminating via seniority changes or withholding promotions due to union alignment. 5. Victimization, false criminal implication, or disregard of natural justice in inquiries. 6. Sub-contracting regular work to break legal strikes. 7. Mala fide transfers. 8. Depriving workers of permanent status by continuing them as casual/badli workers for years. 9. Refusing good-faith collective bargaining.

II. On the Part of Workers & Registered Labor Unions:

1. Instigating illegal strikes. 2. Coercing or intimidating non-striking workers, or picketing via physical entry bars. 3. Refusing good-faith collective bargaining with the employer. 4. Coercive actions against certification of bargaining representatives. 5. Instigating deliberate "go-slows", gheraos, or unauthorized post-hour occupations. 6. Staging demonstrations at managerial residences. 7. Wilful damage to property or violent intimidation.

THE THIRD SCHEDULE: NOTICE OF CHANGE MATRICES

Notice must precede adjustments to the following conditions of service:

1. Wages, tracking both periods and mode of payment formats.
2. Provident fund or pension contribution structures.
3. Compensatory and specialized allowances.
4. Hours of work and standard rest intervals.
5. Leave allocations and holiday mappings.
6. Custom shift modifications outside certified standing order frameworks.
7. Grade classifications.
8. Withdrawal of usage privileges or customary concessions.
9. New disciplinary rule implementations.
10. Plant rationalization or technical improvements likely to cause retrenchments.
11. Non-casual changes to section size or occupational workforce volume tracking.

PARLIAMENTARY CORRIGENDA LOGSET (17th September, 2020)

Page 7: Correction from "deemed as" to "deemed to be". Page 8: Correction from "drawing wage of" to "drawing wages". Page 52: Schedule citation fixed from "30(1) and (6)" to "30(1), (6)". Submitted by Santosh Kumar Gangwar.

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