June 2024, VOLUME:10,ISSUE-2

COMMERCE & MANAGEMENT JOURNAL

Factories Act, 1948: A Study of Labor Welfare, Safety Regulations and Industrial Development

Arpana Katiyar

  • Pages: 1-4
    • <p>The Factories Act, 1948 is one of the most important labor legislations in India designed to regulate working conditions in factories and ensure the health, safety, and welfare of workers. This research paper examines the objectives, provisions, and effectiveness of the Act in promoting industrial safety and labor welfare. The study adopts a qualitative research methodology based on secondary data sources such as legal documents, research articles, and government reports. The findings indicate that the Act has significantly improved working conditions by mandating safety standards, regulating working hours, and ensuring welfare measures. However, challenges such as weak enforcement, lack of awareness, and limited coverage in the informal sector persist. The paper concludes with recommendations to strengthen implementation and modernize labor laws.</p>

Workmen Compensation: A Study of Legal Framework, Employer Liability and Employee Protection

Dr. Vaishali Dhingra

  • Pages: 1-4
    • <p>Workmen compensation is a vital component of labor welfare and social security systems. It ensures financial protection to employees who suffer injuries, disabilities, or death arising out of and in the course of employment. The primary objective of this research paper is to analyze the concept, legal provisions, and practical implications of workmen compensation, particularly under the Employees&rsquo; Compensation Act, 1923. The study adopts a qualitative research methodology based on secondary data sources such as journals, legal documents, and research papers. Findings reveal that compensation systems play a crucial role in safeguarding workers&rsquo; rights, reducing financial insecurity, and promoting workplace safety. However, challenges such as lack of awareness, procedural delays, and limited coverage persist. The paper concludes with recommendations to improve the effectiveness of compensation mechanisms and ensure equitable justice for workers.</p>

Employees’ Provident Fund Act, 1952: A Study of Social Security, Legal Framework and Employee Welfare

Dr. Manish Dhingra

  • Pages: 1-4
    • <p>The Employees&rsquo; Provident Fund Act, 1952 is one of India&rsquo;s most significant social security legislations aimed at ensuring financial stability for employees after retirement. The Act mandates a contributory provident fund system where both employer and employee contribute towards a retirement corpus. This research paper examines the concept, legal provisions, objectives, and effectiveness of the Provident Fund Act in India. The study is based on qualitative research using secondary data sources such as journals, government reports, and legal literature. Findings indicate that the Act plays a crucial role in promoting long-term savings, social security, and financial independence among workers. However, challenges such as limited awareness, compliance issues, and inadequate coverage of the informal sector remain. The paper concludes with recommendations for strengthening the system and expanding its benefits.</p>

Salary Structure: A Comprehensive Analysis of Components, Determinants and Organizational Impact

Dr. Indu Shukla

  • Pages: 1-4
    • <p>Salary structure is a critical component of human resource management that directly influences employee motivation, job satisfaction, and organizational performance. It refers to the systematic arrangement of compensation elements such as base pay, incentives, allowances, and benefits. This research paper explores the concept, components, theoretical foundations, and implications of salary structures across organizations. A qualitative research methodology based on secondary data sources is used to examine existing literature on pay dispersion, compensation systems, and remuneration strategies. Findings indicate that well-designed salary structures improve employee retention, productivity, and organizational efficiency, whereas poorly structured compensation leads to dissatisfaction and high turnover. The study concludes with recommendations for developing equitable, competitive, and performance-based salary systems.</p>
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