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所在平台: Udemy |
课程主页: https://www.udemy.com/course/labour-laws-and-statutory-compliances/
课程评论：没有评论
课程名称：劳动法及法定合规文凭课程 概述：法律在任何人力资源经理的日常工作中扮演着重要角色，尽管这一点可能并不总是显而易见。这门课程将帮助学习者理解从招聘到员工入职所需的各类法律，涉及必要的文书工作以及各种员工福利，如公积金（PF）、社会保险（ESI）、奖金和遣散费等。同时，课程还强调在解雇决策时必须经过适当的纪律程序，如果不遵循这一程序，公司可能需要为错误解雇支付赔偿，或在某些情况下重新雇佣员工并支付工资。 随着职业生涯的发展，法律知识变得愈发必要。例如，在为公司起草休假政策时，如果未能参考所在州的商店和企业法，则极有可能出现错误，结果可能会导致公司面临巨额罚款、品牌受损以及员工面前的尴尬。 此外，人力资源的不同职能，如招聘、培训与发展、绩效评估和投诉处理等，也需要相应的管理者参与，但劳动法却往往是他人所知甚少的领域。因此，掌握劳动法知识将为您在公司内提供更大的重要性和成长空间。 课程涵盖的主要法律包括： - 新修订的法规（工资法、职业安全健康与工作条件法、工业关系法、社会保障法） - 1961年学徒法 - 1976年废除债役制度法 - 1986年儿童与青少年劳动（禁止与规制）法 - 1970年合同劳动（规制与废止）法 - 1923年员工赔偿法 - 1952年员工公积金及杂项条款法 - 1948年员工国家保险法 - 1976年同工同酬法 - 1988年某些机构的报告与登记豁免法 - 1948年工厂法 - 1946年工业雇佣（常设条款）法 - 1947年工业争议法 - 1979年跨州迁徙工人（雇佣规制及服务条件）法 - 1961年母婴保障法 - 1948年最低工资法 - 1965年奖金支付法 - 1972年遣散费支付法 - 1936年工资支付法 - 2013年防止、禁止与救济女性工作场所性骚扰法 - 商店与企业法 - 1959年雇佣交易所（强制通知空缺）法 - 1926年工会法 该课程将为人力资源专业人士提供必要的法律知识和实用技能，使其在职业生涯中更具竞争力和专业性。
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 termination 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:IntroductionNew amendments (Code on Wages/ Code on Occupational Safety, Health and Working Conditions/ Code on Industrial Relations/Code on Social Security)Apprentices Act, 1961Bonded Labour System (Abolition) Act, 1976Child and Adolescent Labour ( Prohibition and Regulation) Act, 1986Contract Labour (Regulation and Abolition) Act, 1970Employee's Compensation Act, 1923Employees' Provident Funds and Miscellaneous Provisions Act, 1952Employees' State Insurance Act, 1948Equal Remuneration Act, 1976Exemption from Furnishing Returns and Maintaining Register by certain establishments Act, 1988Factories Act, 1948Industrial Employment (Standing Orders) Act 1946Industrial Disputes Act, 1947Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979Maternity Benefit Act, 1961Minimum Wages Act, 1948Payment of Bonus Act, 1965Payment of Gratuity Act, 1972Payment of Wages Act, 1936Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013Shop and Establishment ActThe Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959Trade Unions Act, 1926
