In order to effectively serve as a key watchdog for worker protection within a jurisdiction, a Labour Commissioner is appointed and is quintessential for the administration. Chief Labour Commissioner (Central) and other organizations oversee the broader enforcement of labor laws throughout the nation, while other bodies, such as Labour Courts and Industrial Tribunals, further adjudicate disputes and act as mediators in industrial disputes, investigate complaints regarding violations of worker rights, and ensure compliance with minimum wage standards, working hours, and other employment regulations. A Labour Commissioner is a senior government official who is appointed by the state government for implementing labor laws and ensuring the welfare of workers within a state.

Authorities under the Industrial Dispute Act, 1947 (hereinafter referred to as the Act) are also appointed for the investigation, settlement and administration of the disputes arising.

CONCILLIATION OFFICERS

Section 4 of the Act, defines Conciliation Officers, as they may be appointed by the appropriate Government vide a notification in the official Gazette. The Conciliation Officer may be appointed for a specified area or for specified industries in a specified area or for one or more specified industries and either permanently or for a limited period. Establishing a friendly environment within the company where employees and employers may resolve their differences through the Conciliation Officers’ mediation is the primary goal of the Conciliation Officers’ appointment by the relevant government. Therefore, they support the process of resolving conflicts.

Section 12 of the said Act states duties of a Conciliating Officer as When an industrial disagreement arises or is suspected, the conciliation officer may hold conciliation procedures in the manner specified by section 22 of the act, or in the case of a dispute involving a public utility service and a notice under section 22 has been issued.

BOARDS OF CONCILIATION

Section 5 of the Act speaks about formation of Board of Conciliation as on occasion, the relevant government may establish a Board of Conciliation to facilitate the resolution of an industrial dispute by publishing a notice in the Official Gazette. A chairman and two or four additional members, as determined by the relevant government, make up a board.

GRIEVANCE REDRESSAL MACHINERY

• Section 9C states about setting up a Grievance Redressal Machinery. To settle disagreements resulting from individual grievances, every industrial facility with twenty or more employees must have one or more Grievance Redressal Committees. Equal numbers of representatives from the employer and employees will make up the said Committee.
• Every year, the head of the Grievance Redressal Committee will be chosen alternately from among the employees and the employer.
• The Grievance Redressal Committee cannot include more than six members in total. If the Grievance Redressal Committee has two members, there must be, as much as possible, one woman member; if there are more than two, the number of women members may be raised correspondingly.
• The establishment of a Grievance Redressal Committee will not impact a worker’s ability to file an industrial dispute on the same issue under the terms of this Act, regardless of what is stated in this section.

LABOUR COURTS

Section 7 of the Act talks about Labour Courts, which may be set up vide an official gazette by the Appropriate Government to establish one or more Labour Courts to decide labor disputes pertaining to any of the items listed in the Second Schedule and to carry out any additional duties that may be delegated to them under this Act. A Labour Court will only have one member, chosen by the relevant government. A person cannot be appointed as the presiding officer of a Labour Court unless:

1. he is or has been a High Court judge;
2. he has served as a District Judge or an Additional District Judge for at least three years;
3. he has held any position in India’s judicial system for at least seven years; or
4. he has served as the presiding officer of a Labour Court established under a Provincial Act or State Act for at least five years.
5. He holds a law degree, and has at least seven years of experience in the labor department, including three years as a Conciliation Officer, and is currently or was a Deputy Chief Labour Commissioner (Central) or Joint Commissioner of the State Labour Department, or;
6. He is an officer of Indian Legal Service in Grade III with three years’ experience in the grade.

MATTERS WITHIN THE AMBIT OF JURISDICTION OF LABOUR COURTS:

If either of the following conditions are violated, it might be said that the court had jurisdiction to exercise the matter. They are:

1. The appropriateness or validity of a directive issued by an employer in accordance with standing instructions;
2. The application and interpretation of standing orders;
3. discharge or termination of employees, including the reinstatement or provision of remedies to employees who were wrongly terminated;
4. Withdrawal of any customary concession or privilege;
5. Illegality or otherwise of a strike or lock-out; and
6. All matters other than those specified in the Third Schedule.

LABOUR LAW TRIBUNALS

The relevant Government may establish one or more Industrial Tribunals under Section 7 A for the purpose of resolving labor disputes pertaining to any subject, whether listed in the Second Schedule or the Third Schedule, and for carrying out any additional duties that may be delegated to them under this Act by publishing a notice in the Official Gazette.

A Tribunal shall consist of one person only to be appointed by the appropriate Government

A person can be said as competent or qualified only if he fulfills the following requirements:

1. He is or was a High Court judge,
2. he has, for a period of not less than three years, been a District Judge or an Additional District Judge;
3. He holds a law degree, has at least seven years of experience in the labor department, including three years as a Conciliation Officer, and is or was a Deputy Chief Labour Commissioner (Central) or Joint Commissioner of the State Labour Department.
4. He is an officer of Indian Legal Service in Grade III with three years’ experience in the grade.

LABOUR COMMISSIONER

The Labour Commissioner is essential to the execution of India’s many labor laws, especially when it comes to monitoring labor disputes, preserving workplace peace, and guaranteeing workers’ welfare. The Labour Commissioner’s particular duties and responsibilities under the Industrial Disputes Act, 1947 (ID Act) include mediating disputes between employers and employees, guaranteeing adherence to labor rules, and more. Even though the very post has not been defined anywhere under the ID Act, but they do fall into the category of conciliation officer. The duties of a conciliation officer is hence put forward u/s 12 of the Act.

The Labour Commissioner often acts as a Conciliation Officer under the ID Act. A Conciliation Officer is appointed to mediate and resolve disputes between employers and employees. The Labour Commissioner is often a senior administrative officer appointed by the Appropriate Government. One of the primary functions of the Labour Commissioner is to promote the settlement of industrial disputes between workers and employers.· They are tasked with investigating disputes and trying to bring about an amicable settlement through conciliation proceedings. The Labour Commissioner may suggest to the government that a specific labor issue be sent to a National Tribunal, Industrial Tribunal, or Labor Court for resolution. The Commissioner is in charge of addressing complaints about salaries, working conditions, unfair labor practices, termination, or nonpayment of dues that are brought up by employees, trade unions, or employers. In order to resolve these complaints and stop them from developing into more significant labor issues, they serve as a mediator.

APPOINTMENT OF LABOUR COMMISSIONERS

The precise number of Labour Commissioners that must be appointed in each state is not specified under the Industrial Disputes Act of 1947. Based on the state’s industrial demands, the number of industrial firms, the geographic region, and the volume of labor-related issues, the relevant State Government typically decides how many Labour Commissioners to appoint. However, it can be noted down in a nutshell that Labour Commissioner can be broadly categorized into the following:

Chief Labour Commissioner (Central): Appointed by the Government of India to oversee labor-related matters across the country and for industries under the central government’s jurisdiction (e.g., railways, defense).

State Labour Commissioners: Appointed by the respective State Governments. Each state typically has one Chief Labour Commissioner or Labour Commissioner, who is the senior-most officer responsible for labor matters in the state.

Deputy Labour Commissioners: Several Deputy Labour Commissioners or Assistant Labour Commissioners may be appointed to supervise various areas, districts, or zones within the state, depending on the state’s size and industrial environment. To handle labor-related concerns in many districts, bigger states with several industrial centers, such as Gujarat, Tamil Nadu, or Maharashtra, the state could employ additional Deputy or Assistant Labour Commissioners.

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