UGC NET/JRF EXAM, JULY-2022 Labour and Social Welfare

The Workmen's Breach of Contract Act, 1859 was a significant piece of legislation at the time. This Act not only demanded fines in cases of employment breaches, but it also provided for orders for specific performance of service. The Government began to intervene in the employment of women and children, as well as the working hours of workers in factories and mines, in the 1880s.

The majority of law is the product of various government investigations. However, the legislation was not fairly enforced in these industries working practices, resulting in a very limited and selective effect. For example, the factories Act of 1881 only applied to factories with 100 or more employees using electrical power. The factories Act of 1891 applied to factories with 50 or more employees on the premises.

Several factors mixed the industrial and political environment, including the rise of a strong nationalist movement, the rapid growth of trade unions (Which led to the formation of the All India Trade Union Congress in 1920), and the emergence of Communist influence in the labour movement. At that time, the recently formed ILO (International Labour Organization) began to influence the policies in relation to workers.

The Factories Act of 1922, the Mines Act of 1922, and the Worker's Compensation Act of 1923 were all protective legislation at the time. With regards to industrial relations, this time saw the advent of a modern outlook, with the formulation of the Trade Union Act of 1926 and the Trade Dispute Act of 1929, both of which are formally still in use by present-day India. Owing to the world economic depression, there was a surge in unemployment.

During this period, there was continuous agitation for Indian independence, in which the All India Trade Union Congress played a key role. A wave of strikes accompanied the mass dismissal, which coincided with the economic recession. In 1929, the British government established the Royal Commission on Labour in India. The Indian Labour Movement opposed the commission. Unrest in the workplace, wage reductions, and employment losses persisted.

The Industrial Employment (Standing Orders) Act of 1946 required employers to provide employees with transparent terms and conditions of employment as required by the Act's Schedule and the concerned authorities. The Factories Act of 1948 and the Minimum Wage Act of 1948 were also important statutes during this period. Most of these laws has a system similar to the industrial Disputes Act of 1947, which limited their application to specific types of industry' establishments.

Which of the following is not a correct statement? 

Assertion (A): ILO began influence the policies in relation to workers.

Reason (R): Several factors mixed the industrial and political environment, including the rise of a strong nationalist movement, the rapid growth of trade unions (which led to the formation of the All India Trade Union Congress in 1920), and the emergence of.Communist influence in the labour movement.

Findings of a survey on stress during COVID times conducted by a global professional network in India during 3rd quarter of 2021, narrated here below: India's overall workforce confidence remained steady with a composite score of +55 from July 31 to September 24, 2021, despite drastic transformations in the world of work.

But keeping up with these times of change for the last 18 months has adversely affected the mental health of working professionals in the country. When asked to share their primary reasons for work stress, employed professionals cited 'balancing work with personal needs' (34%), 'not making enough money' (32%), and 'slow career advancement' (25%) as the top there stressors at work today.

Amid such stressful times, 1 in 3 professionals are also seen drawing optimism from the availability of jobs (36%) and improved control over expenses (30%) in today's recovering, yet competitive jobs marketplace. As workforce priorities continue to change in these transformative times, findings go on to indicate that flexibility and work-life balance will serve as critical talent drivers across the Indian professional landscape for years to come.

While greater flexibility remains a mutual need across generations, break than their older cohorts. Findings reveal that millennials were 2x more likely to take time-offs, while Gen Z professionals wrere 1.5x more likely to take breaks during the day, when compared to Baby Boomers. Interestingly, boomers were 1.5x more likely to be open with their colleagues about mental health and stress when compared to millennials as well as Gen Z professionals.

There's a wide gap between what employees need and what employers are offering to cope with stress. While nearly half of (47%) employed professionals wish to end work at reasonable hours, only about one-thirds (36%) were actually able to do so. Also, while 41% planned for time-off, only 30% could take time off in the past two months.

'These alarming statistics reflect the urgency for companies to understand how creating a culture that encourages work-life balance and prioritizes wellbeing is critical moving forward' stated by the head of the survey company.

We can conclude that:

Statement I: There's a wide gap between what employees need and what employers are offering to cope with stress.
Statement II: Nearly 3/4th (74%) of employed professionals wish to end work at reasonable hours.

In the light of the above statements, choose the most appropriate correct answer from the options given below:

Assertion (A): Flexibility and work-life balance will serve as critical talent drivers across the Indian professional landscape for years to come.
Reason (R): Workforce priorities continue to change in these transformative times.

In the light of the above statements, choose the most appropriate correct answer from the options given below: