The concept of a "Protected Workman" under Indian labor laws refers to employees who are protected from dismissal or disciplinary action during their tenure as a representative of workers or while participating in trade union activities. This protection is mainly governed by the Industrial Disputes Act, 1947.
Election or Nomination: An employee may be designated as a protected workman if they are elected or nominated as a representative of workers or trade union.
Notify Employer: The trade union must inform the employer in writing about the designation of the employee as a protected workman. This notice should include details of the employee and their role.
Acknowledge Receipt: The employer must acknowledge the receipt of the notice. This acknowledgment confirms that the employer is aware of the employee's protected status.
Protection from Dismissal: Protected workmen cannot be dismissed or subjected to disciplinary action without prior approval from the appropriate authority, typically the Industrial Tribunal or Labor Court.
Restrictions on Disciplinary Actions: Any disciplinary action against a protected workman requires prior permission from the labor authorities to ensure fairness and avoid victimization.
Request Permission: If the employer wishes to take disciplinary action against a protected workman, they must request permission from the appropriate labor authority. The authority will review the case and decide whether the action is justified.
File a Complaint: If a protected workman believes that their protection rights have been violated, they can file a complaint with the labor authorities or seek redress through labor courts.
Maintain Records: Both the employer and the trade union should maintain proper records of the protected workman status and any correspondence related to it.
Follow-Up: Ensure that any decisions or rulings from labor authorities are implemented, and the protected workman's rights are upheld.
The Protected Workman process involves identifying the employee, providing written notice to the employer, obtaining acknowledgment, adhering to protection guidelines, handling disciplinary actions with prior permission, seeking legal recourse if necessary, and maintaining proper documentation.
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