Employer Obligations Research Articles

Barriers to Follow-up for Patients With Aortic Dissection in an Academic Tertiary City Hospital

Proper follow-up after diagnosis and treatment of aortic dissection (AD) is important. Secondary problems like aneurysmal degeneration leading to rupture, stenosis, evolution of the dissection flap, and aortic remodeling can develop after treatment. Patients often have various barriers that hinder them from following up with their vascular or cardiothoracic surgeon. We sought to identify compliance with and barriers to surveillance in this population of patients. Retrospective chart review of 400 patients with AD between 2008 and 2018 at Thomas Jefferson University Hospital was performed. Of 400 patients, 313 had AD (DeBakey type I, II, or III). Demographics and risk factors were identified and recorded. After Institutional Review Board approval was obtained, patients were surveyed by telephone using an AD questionnaire assessing the type of intervention they had (open, endovascular, or medical) and whether they had seen a surgeon after treatment of their AD. Patients unable to follow up were questioned about obstacles to care. Descriptive statistics were calculated and reported on the basis of 100 preliminary patient records that were surveyed of 313. At the time of the survey, 88 patients were alive. Average age at the date of presentation to the hospital was 61.5 ± 14.9 years, with male predominance of 60%. Among these patients, 24% had DeBakey type I, 16% had type II, and 60% had type III; 33% were managed by open operation, 14% by endovascular approach, and 53% medically as deemed appropriate by diagnoses. Ninety-five patients were called (5 had missing contact information); 60 (63.2%) patients responded, 34 (35.7%) could not be reached, and 1 (1.1%) refused to participate. Twenty-five (26.3%) had been to their surgeon, and 35 (36.8%) did not follow up. Of 95 patients, 55 (57.9%) reported that they understood the need for follow-up, and 5 were unaware of the need for further care. Patients reported lack of escort (3.6%), anxiety related to diagnosis (3.6%), chronic medical illness (7.1%), age-related weakness (1.2%), lack of transportation (4.8%), transportation costs (2.4%), employment obligations (1.2%), inability to pay for visits (7.2%), and scheduling issues (9.5%). The remaining patients thought they did not need to see their surgeon (44%). Preliminary data show that a majority of patients do not seek follow-up with a surgeon after the diagnosis and management of AD. It is crucial that there are guidelines in place to address issues of access to care and to prevent potential future complications in these patients. Survey of all patients will be completed before the Vascular Annual Meeting.

Identifying Barriers and Solutions to Increase Parent-Practitioner Communication in Early Childhood Care and Educational Services: The Development of an Online Communication Application

There is considerable evidence that highlights the importance of family involvement in early childhood education and care (ECEC) on children’s development and how when combined with professional involvement has a very positive impact on children’s holistic development and therefore, quality ECEC. However, in practice, communicating with families from diverse backgrounds who have limited time, employment obligations, and varying expectations for their child’s ECEC has proven to be challenging. To investigate family involvement practices in ECEC services, 18 semi-structured interviews with Irish practitioners and 15 families were conducted. To understand the influence of family involvement on children’s development, this study was underpinned by Bronfenbrenner’s Bio-ecological framework. The interviews demonstrated that there is a dearth of communication between the home and ECEC services which results in misunderstandings between ECEC stakeholders (practitioners and families). Five barriers to family involvement (attitudinal, structural, cultural, environmental, and welfare) were identified during the interview phase. Subsequently, the development of TeachKloud, a cloud-based management ECEC tool, originated in part, to facilitate quality family involvement practices. TeachKloud was trialled for three months by seven ECEC services and 13 families of children aged 2.8–5.6 years old. A survey was administered after the respective trials to assess the efficacy of TeachKloud in supporting quality practice in ECEC services. This paper focuses on TeachKloud’s impact on family involvement. Findings indicate that online technologies such as TeachKloud decrease barriers to family involvement and make children’s learning more visible to families, thereby, improving the quality of ECEC provision.

PENILAIAN HAK DAN KEWAJIBAN KARYAWAN PANDANGAN PRESPEKTIF ISLAM PADA PERUSAHAAN EKSPEDISI DI SURABAYA

This study aims to determine the assessment of the rights and obligations of workers from the Islamic economic perspective. Employee rights comprise wages, suitability of workers with work, Life insurance, Pension funds, Almsgiving entrepreneurs, Accident insurance, Expedition services, proper treatment from colleagues and vehicle facilities from the company. While employee obligations consist of having a sense of sincerity and enthusiasm and having a good religious nature. Case study on employees of the expedition member company ALFI (Indonesian logistics and forwarder association) in Tanjung Perak Port Surabaya. This study uses a quantitative descriptive approach with simple tabulations. The retrieval of primary data in this study was conducted using a questionnaire. The sample in this study were 202 employees of ALFI. This study found that the respondents considered agreeing on the indicators of employee rights such as wages, suitability of workers with work, life insurance, charity of employers and were treated well by colleagues and employers. The respondents also chose to disagree with the rights indicators such as pension funds, accident insurance, expedition services and vehicle facilities from the company. On the indicators of employee obligations, the respondents chose to agree on all indicators which included having a sense of sincerity and enthusiasm and having a good religious character.Keywords: Islamic Employment, Employee Rights and Obligations of employees.

Disability, Reasonable Accommodation and the Employer's Obligations: Nano Nagle School v Daly

AbstractThe duty on employers to provide reasonable accommodation is a well‐established component of disability discrimination legislation, yet it continues to generate litigation in many jurisdictions. This article examines a recent decision of the Irish Supreme Court concerning the extent of the employer's obligations where, after having acquired an impairment, a worker is no longer able to perform all of the functions of her original job. The case also addressed the question of what procedures should be followed by an employer when considering the provision of reasonable accommodation, as well as the need for courts to justify awards of compensation. The issues in Irish law were intertwined with obligations arising from EU and international law instruments. Therefore, the decision is pertinent for other jurisdictions confronting similar challenges.

FEATURES OF THE CONCLUSION OF A LABOR AGREEMENT WITH FOREIGNERS AND PERSONS WITHOUT CITIZENSHIP UNDER THE LEGISLATION OF UKRAINE

The scientific article is devoted to the study of the peculiarities of concluding an employment contract with foreign nationals and stateless persons, determining the rights and obligations of employers and foreign nationals and stateless persons when hiring. Proposals are made to consolidate the current Labor Code of Ukraine and the draft Labor Code of Ukraine to regulate the labor relations of foreigners and stateless persons who work in Ukraine.Ukraine is an international country, because of which the labor market is developing, new industries, professions are emerging, branches and representative offices are being opened to foreign firms, which is why there is a demand for jobs in Ukraine.These issues are regulated not only by a number of national legal acts, but also by international acts, treaties, conventions, the consent of which is given by the Verkhovna Rada of Ukraine. Despite this, legislation in this area is not perfect, as noted in the scientific literature. Issues of legal regulation of the realization by foreigners of the right to work in Ukraine are explored in their scientific works by such national scientists as S. M. Prilipko [1], O. P. Gorban [2], L. M. Kelman and D.-M. Y. Popovich [3], I. M. Panyonko and V. A. Koval [4], I. A. Rimar [5], I. I. Yatskevich [6] and others. In the conditions of codification of national labor legislation, before the adoption of the new Labor Code of Ukraine, the issues of legal regulation of labor relations with the participation of foreigners and stateless persons require a thorough scientific research.The purpose of this scientific article is to investigate the peculiarities of concluding an employment contract with foreigners and stateless persons under the legislation of Ukraine.

Labour Relations In Nepal Amid The Wake Of COVID-19 Outbreak

It has been now no wonder that labours are the propeller of the physical development of the earth in the form of blue collar and white collar labour. It includes all formal, semi-formal and informal sectors. Accordingly, labour law manages and regulates the status of labour in relation with employer, employee and the society. It establishes industrial relation i.e. rights and obligations of workers and employers, working hours, wages, leaves, labour security etc. ILO sets the standard and benchmark through series of conventions, protocols and recommendations on labour matter applicable for the member country across the globe. Along with the impact of COVID -19, many labours across the globe can be dislocated and forced for layoff. In fact, layoff is not the ultimate answer if we want to revitalize the world economy. The outbreak of pandemic has forced to stop labour movement. It has quite a lot contracted world’s economic activities. Even partial and nonpayment of remuneration to labour may further shrink effective demand in market which can be adverse to the whole economic transactions.

Obowiązki pracowników samorządowych zatrudnionych na stanowiskach urzędniczych – zagadnienia węzłowe

<p>Obowiązki pracowników samorządowych, w tym pracowników samorządowych zatrudnionych na stanowiskach urzędniczych, określają głównie przepisy ustawy o pracownikach samorządowych oraz – w zakresie nieuregulowanym w ustawie o pracownikach samorządowych – przepisy Kodeksu pracy. Wśród podstawowych obowiązków pracowników samorządowych ustawodawca wymienia dbałość o wykonywanie zadań publicznych oraz o środki publiczne, z uwzględnieniem interesu publicznego i indywidualnych interesów obywateli. Konsekwencją naruszenia przez pracowników samorządowych obowiązków pracowniczych może być poniesienie przez nich odpowiedzialności porządkowej, a w przypadku ciężkiego naruszenia przez pracownika samorządowego podstawowych obowiązków pracowniczych – rozwiązanie umowy o pracę bez wypowiedzenia z winy pracownika.</p>

PROCESOS ADMINISTRATIVOS Y FINANCIEROS PARA LA PROVISIÓN DE LOS FONDOS DE JUBILACIÓN PATRONAL DE LA UNIVERSIDAD LAICA ELOY ALFARO DE MANABÍ

La jubilación patronal es un derecho de los trabajadores y una obligación de los empleadores, se encuentra normalizada en el Código de Trabajo en los artículos 216, 217, 218 y 219. En este sentido, las empresas e instituciones públicas y privadas deben garantizar un adecuado proceso de provisión de los fondos de jubilación. La Universidad Laica Eloy Alfaro de Manabí es un centro de educación superior, que como institución de carácter público prioriza los derechos de sus trabajadores y por lo tanto, desde esta IES se gestionan adecuadamente los recursos de los trabajadores sin afectar la disponibilidad financiera y los procesos administrativos sujetos a las normativas legales vigentes. Por otra parte, los informantes que participaron en la investigación mencionan que conocen el caso de varios ex trabajadores de la ULEAM que se jubilaron en la institución y han recibido su jubilación patronal a partir de los fondos destinados para estos fines. Además, en la revisión documental se demuestra que la Ley para la justicia laboral incide en las finanzas de las instituciones de educación de tercer nivel, debido a que con la nueva fórmula, el valor aportado por el empleador es mayor y el tiempo de servicio del trabajador disminuye. Palabras clave: Administración, jubilación, seguridad social, finanzas, Ley.

Reconstruction of Severance Pay and Workers' Rights Due to Termination of Employment (Layoff) Based on Justice Value

Employers have an interest in increasing the productivity of their business performance, whereas workers have an interest in obtaining wages, rewards, or incentives from carrying out work. Employee relations with employers often occur disputes that end in Termination of Employment (layoff). The implementation of layoffs can lead to conflict if one party does not accept the dismissal decision. The settlement of the industrial relations dispute is generally settled using Law No. 13 of 2003 concerning Employment. But, in this law, there are still many weaknesses that can be distorted by and overlapping causes legal uncertainty inferred from Article 156 Paragraph (1). The purpose of this study is to carry out reconstruction in Article 156 Paragraph (1) to fulfill the element of justice for workers. This study uses empirical juridical approach method related to the granting of workers' rights due to layoffs. The type of data used in this study includes primary data and secondary data. The collected data were analyzed by descriptive analytics. The results of the study found that giving of workers' severance and rights due to layoffs occurred injustice and disadvantaged the workers as weak party. This injustice can be in the form of non-payment of rights that should be received by workers due to layoff, legal uncertainty, and ambiguity in the judge's decision. Therefore, in order to guarantee legal certainty on the balance of rights and obligations for employers and workers, the legal norms reconstruction in Article 156 Paragraph (1) needs to be emphasized by adding the length of time of the given rights and the reasons for the layoff workers’ rights.

Educational needs of employees in work-related stress management.

Dynamic and intense socio-economic, scientific and technological development has both positive and negative effects on the business world. Due to increasing problems of work-related stress, the issue of stress management has arisen. Primary stress management and proactive interventions in work-related stress prevention are specifically activated. In this regard, the issue of educational needs of employees for the prevention of work-related stress is of particular importance. The basic concern that has drawn our attention is whether employees generally show the desire and need to adopt the knowledge in the field of work-related stress prevention and relief and whether they are supported by the management of their business organization. We used several methods to conduct this research: survey, scaling and comparative method. The comparative method was used for the analysis of legal documents in the field of occupational safety and health in six Balkan countries with the aim of determining the legal obligations of employers in managing workplace stress. The research population consisted of employees in small and medium-sized enterprises in the city of Kraljevo (the Republic of Serbia), while the research sample was determined by a random sampling method and included 450 respondents. Despite the recommendations of international organizations, the employers in most countries are not legally bound to deal with work-related stress management. The results have shown that there is a correlation between work-related risks/stressors and educational needs of employees for learning or acquiring knowledge in the field of work-related stress prevention. Employees express the desire to become acquainted with the possibilities of overcoming work-related stress. Employees' education and training have an invaluable role and considerable importance in primary, work-related stress management. The knowledge about the causes and mechanisms of work-related stress development is an important step towards its prevention. The research has shown that employees express the need for acquiring knowledge to prevent stress at work. In this regard, it is necessary to provide legally binding support of the manager in order to undertake the activities of work-related stress management. Interventions should target work-related stress at its source with a focus on prevention rather than an individual approach whose long-term benefits are uncertain.

PENERAPAN PROGRAM CORPORATE SOCIAL RESPONSIBILITY PADA THE OBEROI BEACH RESORT BALI

Corporate Social Responsibility (CSR) is an obligation of employers to formulate policies, make decisions, or follow the desired line of action in terms of community goals and values that emphasize on corporate responsibility which is no longer just an economic activity (creating profit for business continuity), yet social responsibility including the environment. This study uses qualitative data with descriptive methods. Data obtained by observing the object of research, conducting interviews with the Human Resources Department, employees, and the community around the hotel and documentation of CSR activities at The Oberoi Beach Resort Bali. The purpose of this study is to find out the steps of CSR implementation, types, and implementation of CSR and the problem with the solutions related to the implementation of CSR in The Oberoi Beach Resort Bali. The results of this study are The Oberoi Beach Resort Bali implements the steps of CSR implementation, such as planning, implementing, and reporting. The implementation of CSR activities is based on the implementation of CSR in Indonesia, such as CSR based on charity philanthropy and social activity.

Volatile Fragility: New Employment Forms and Disrupted Employment Protection in The New Economy.

This research is based on empirical surveys conducted in two Chinese cities, Beijing and Chengdu, which examine employment relationships, labor protection and social protection in the new digital economy. Through these theoretically informed surveys on various forms of employment via online platforms, we have found that the organizational principles and functional patterns of employment have profoundly transformed in the epoch of digitalization. The traditional employment relationship characterized by written contracts with clearly defined entitlements and obligations for employers and employees have been increasingly substituted by new volatile, fluid and fragile employment forms, softening the labor rights and social rights of “digital employees” and strengthening social control over them through online evaluation systems supported by smart phones and apps. The employees engaged in the online sharing economy have become more individualized and atomized than ever before, resulting in the emergence of an unorganized and disenfranchised “digital working class”.

Legal Protection Workers in The Agreement in Photography Studio WHC Purwokerto

Labor has a very important role in national development. Labor (man power) are residents who have or are working, looking for work and carry out other activities such as schools and care of the household. Thus the workers have their own rights and obligations that must be fulfilled, with the rules governing the employment and the employer to ensure that workers in the work. In addition, the worker and the employer must also have a working agreement that binds them. The basic working agreement should also contain provisions relating to the employment relationship, the rights and obligations of workers and the rights and obligations of employers. In the pre-study in WHC Studio Purwokerto I get the primary data that employees working agreement with his employer orally or in writing. In the execution of the workers in the WHC photography studio doing a lot of work outside of his agreement. Viewed from pre-study in WHC Studio orally there is agreement that ultimately there is no legal certainty in work and in remuneration, and therefore need further study.Keywords: legal protection; the Agreement; Employment

The Juridical Analysis between Collective Labor Agreements between Employers and Trade Unions/ Labor Unions in the Company

Both Employers and Trade Unions / Labor unions and workers/laborers always want high productivity and the welfare of workers/laborers and their families. This desire can be achieved if employers and trade unions/labor unions as well as workers/laborers are fostered a harmonious working relationship at the company. To create a harmonious working relationship between employers and trade unions/labor unions and with workers/laborers, one of them needs to set working requirements in the company. The Manpower laws does not regulate the working requirements in the company and only regulates work norms in general. The Manpower laws gives employers and trade unions the freedom to enter into an agreement or consensus known as the Collective Labor Agreement, which contains not only the working requirements but it also includes the work norms, and should not conflict with statutory regulations. The Collective Labor Agreement which involves employers and trade unions/labor unions whose contents govern the working requirements and work norms is to explain the rights and obligations of employers and trade unions/labor unions and workers/laborers which constitute the Acts for employers and trade unions/labor unions and workers/laborers and their implementation is overseen by the Office which is responsible for manpower affairs.

Sistem Informasi Absensi Pegawai Menggunakan Metode RAD dan Metode LBS Pada Koordinat Absensi

Attendance can be said to be a presence data collection that is part of reporting activities that exist within an institution. A company requires a policy, especially the level of employee discipline. Discipline from employees is the main benchmark in seeing employee performance based on his presence in the company. A company must have a staff attendance system that can manage employee attendance based on obligations, prohibitions, and sanctions if an employee's obligations are not obeyed or violated. The problem that often occurs at the Bandung Central Statistics Agency is when employees are assigned to take a business trip, often the employee does not attend first to the office. By applying the Rapid Application Development (RAD) method, a method of software development with an object-oriented approach to system development, this method shorten the time in planning, designing, and implementing a system compared to traditional methods. Then the Location Based Service (LBS) method is used to access geographical information services used by users with mobile phone devices through cellular network connections to map locations to determine where the location of the user is. Thus, the existence of this research can help companies and employees in performing their performance without being bothered by pressure of workload.

ПРОЦЕС ПРИЙНЯТТЯ УПРАВЛІНСЬКИХ РІШЕНЬ В ПРАТ «КИЇВСТАР»

The article revealed peculiarities of Kyivstar activity. Priority directions of its development are defined, the main indicators of its activity in the dynamics for 2016-2019 years are given. Organizational structure of "Kyivstar" management and functional obligations of the company employees were considered. The algorithm of the decision-making process at Kyivstar was constructed according to the modern management structure. The directions of improvement of managerial decision-making process at Kyivstar are suggested, the main of which is delegation of powers of middle and basic control management.

PERSEPSI PENILAIAN HAK DAN KEWAJIBAN KETENAGAKERJAAN ISLAM PERSPEKTIF CHAUDHRY PADA KARYAWAN BANK JATIM SYARIAH1)

This study aims to determine the assessment of the rights and obligations of Islamic laborers from the perspective of Chaudhry. Employee rights include receiving the same treatment, getting a price specialization, being treated well, getting the right salary, not given a job beyond his ability, getting medical assistance. Whereas employee obligations include having a sincere and uplifting spirit and having a good religious nature case studies on the employees of Bank Jatim Syariah Central Surabaya and Sidoarjo. This research uses a quantitative descriptive approach with simple tabulations.Keywords: rights, obligations, Employee

Technostress in the hospitality workplace: is it an illness requiring accommodation?

论酒店行业中的高新技术紧张症：这是一种需要关怀的病吗？摘要研究目的本论文旨在研究高新技术紧张症以及探索是否需要在美国残疾人法案中提出特殊关怀。此外，本论文还提出一个概念：酒店管理者可能从某种诚度上造成了高新技术紧张症，以及潜在的相关法律责任。最后，本论文向管理者提出建议，如何能够规避法律风险。研究涉及/方法/途径高新技术紧张症属于工作要求和资源理论范畴。其主要是强调过重的技术要求对员工高新技术紧张症的影响。研究结果由于目前未有法律层面上的高新技术紧张症定义，法庭应该参考这样的标准：力保一个相对严谨工作的个体能够保护其合理权益免受不正确对待。研究理论限制/意义 法庭尚未对高新技术紧张症定义为需要特殊关怀的疾病。因此，高新技术紧张症可能不会被列入疾病一行。然而，雇主们应该尽量避免其自身收到相关诉讼。研究实际意义雇主们应该制定政策，降低工作场合的高级技术紧张症，这样才能够规避其严重后果。研究社会意义目前很少有研究工作场合的高新技术紧张症。对于让员工遭受其病症的雇主们将会很快受到诉讼。这将对企业文化营造和企业收入造成严重影响。研究原创性/价值 目前尚未有文章对高新技术紧张症的影响和规避措施做出研究。本论文弥补了这个缺口，尤其是在这个问题尚未陷入严重诉讼影响之前。

Bridging the Coasean Divide: The Need for a Shared Economic Lexicon for Antitrust & Worker Protection Law

Uber, the most prolific of a new breed of transportation network companies, has been the target of two distinct strands of litigation in recent years that get at a question at the heart of the company’s business model. On the one hand, drivers have sued Uber for intentionally misclassifying them as contractors to dodge employer obligations. On the other, consumers have taken Uber to court for fixing the prices of millions of independent competitors, in clear violation of antitrust law. Uber’s situation seems legally untenable; either drivers are independent businesspeople and Uber is running a massive price-fixing conspiracy, or drivers are employees and the company owes millions in worker benefits and payroll taxes. However, antitrust and labor law have both evolved over the last half-century to be far more permissive of innovative (some would say exploitative) business models. This leaves a regulatory void in which companies like Uber get all the benefits of a coordinated, top-down command structure without incurring either antitrust liability or employer obligations. This void poses a competition problem and a labor problem. Workers that have no real power to negotiate their rates or make market-based decisions are left without the protections of labor and employment law. This note argues for a common set of definitions across antitrust and labor law to close the regulatory gap. These definitions should be nuanced, and might include intermediate categories like “dependent contractors.” These definitions should be guided by evidence of genuine ability or inability to make market decisions, particularly whether workers can set their own prices. But most importantly, they should be uniformly recognized by labor and antitrust courts. This will allow for innovative companies like Uber to choose. They can relinquish economic decision-making to their workers and maintain their low-commitment technology company status, or have greater coordination rights vis-a-vis their workforce and accept the employer obligations that come with them.

Disempowering Trade Unions by Law: A Death Blow to Workers' Rights

14 | International Union Rights | 27/4 FOCUS | TITLE OF FOCUS Disempowering Trade Unions by Law: A Death Blow to Workers’ Rights “Lend me a magnifying glass, please…I am searching for an Indian Trade Union!” If the ongoing labour scenario persists, will this be the India’s future predicament? This situation may sound unimaginable for a country like India, with 468 million working population, 16,154 registered trade unions and countless unregistered ones because 93 per cent of the workforce belongs to the unorganised sector. A major grievance of the central trade unions, and independent federations and associations of various sectors against the Bharatiya Janata Party government is that it has failed to respond to the unions, and has refused to dialogue with any of them, thus far. According to the unions, the government undermines tripartism. This becomes quite obvious in the government’s lassitude in holding the Indian Labour Conference (ILC). No ILC has been held in the last four years. Instead, the government continues its aggressive attack on the lives and livelihoods of the working people. The unions are convinced that the government will go to any extent to amend the labour laws and make them pro-employer. And not without cause. The attitude of the government is reflected in the haste with which 44 Central laws were codified into four, disregarding all suggestions by the trade unions. These amendments have been made in such a way that regular employment and job security becomes a Utopian concept. An overview of the policies, rules, regulations, the new labour codes and amended labour legislations (abetted by an unsympathetic bureaucratic attitude of the Government of India) will reveal the current condition of the working class in India. New Legislations— What Benefit to Workers? The Ministry of Labour and Employment, in line with the recommendations of the Second National Commission on Labour, brought in four Labour Codes—the Code on Wages; the Code on Industrial Relations, the Code on Occupational Safety, Health and Working Conditions, and the Code on Social Security—by simplifying, amalgamating and rationalising the relevant provisions of the existing Central Labour Laws. Both the houses—the Lok Sabha and the Rajya Sabha—passed the Codes; these then got the Presidential nod to become laws. According to Mr. Santhosh Kumar Gangwar, the Minister of State for Labour and Employment, the Labour Codes have been enacted with a view to balance the interests, rights and obligations of employees and the employers in the country and it will prove to be an important milestone for the welfare of the workers, and a historic game-changer that will harmonise the needs of workers, industries and other related parties. Prime Minister Narendra Modi tweeted and spoke on many occasions that the labour reforms will ensure ease of doing business and that these futuristic legislations will empower enterprises by reducing compliance, red-tapism and ‘Inspector Raj’. According to him, this long-overdue and muchawaited -for labour reforms will harness the power of technology for the betterment of the workers and industry, ensure the well-being of industrial workers and boost India’s economic growth. Why then did the working class rise up as one and protest against these four legislations? Subsuming 44 labour legislations into four is what the government did by introducing the new Labour Codes. Let us take a closer look at what these Codes entail. The Code on Wages 2019 was notified in the Gazette of India on 8 August 2019. It was formulated by integrating four existing legislations—Payment of Wages Act 1936, Minimum Wages Act 1948, Payment of Bonus Act 1965, and Equal Remuneration Act 1976. Contrary to the earlier Acts, which cover only 40 per cent of the employees, the new code on wages is expected to cover all sections of the workforce, that is, around 50 million workers. One among the unique feature, as claimed by the government is, a national floor level wage to be fixed by the central government and the state government, while deciding on the minimum wages, cannot go beyond it, but can increase it as it to suit the specific state government requirement. The trade unions say the wage code has been formulated...