1. What are the specific objectives of labour legislation in our country? Briefly explain the concept of Social Justice.

2. Discuss the provisions relating to Health and Safety under the Mines Act, 1952.

3. Briefly explain the provisions relating to lay-off, retrenchment, and closure under the Industrial Disputes Act, 1947.

4. Briefly discuss the various benefits to which an employee who is insured under the ESI Act, 1948 is entitled.

5. Write short notes on any three of the following:

'Set and' set off' of allocable surplus under the Payment of Bonus Act.

Statutory requirements for Notification of Vacancies under the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959.

Benefits payable to a female employee under the Maternity Benefit Act.

Registration and Cancellation of Registration of Trade Unions.

Provisions relating to 'Welfare' under the Plantations Labour Act, 1951

6. Read the following case and answer the questions given at the end.

Rajan Road Transport Corporation introduced an incentive scheme in 1996. The bus crew will get the incentive bonus if the income of a bus during a particular day in a particular route crosses the standard amount of collections. The standard amounts for all the routes are fixed by the administration on the basis of average income in the preceding year in the respective routes. The crew get one per cent of the excess amount over and above the standard amount. The collections to the Corporation increased phenomenally after the introduction of the scheme as the crew has been taking extra care in clearing all the passengers awaiting bus for their journey. Prior to this, the bus crew did not allow the passengers over and above the seating capacity. But they have been overloading the buses since 1996 and it is allowed by the corporation.

The Corporation has been running a bus from Rajahmundry to Vangalpudi. There was heavy traffic in this route on 13th July. The crew overloaded the bus to the tune of double the seating capacity 54 seating capacity and another 54 standing passengers). The conductor issued tickets and requested the passengers to buy tickets several times. He felt that all the passengers had bought the tickets and his job was completed.

The ticket checking staff were camping at Sitanagaram a mid-point between Rajahmundry and Vangalpudi. They stopped the bus at Sitanagaram and started checking the tickets. They found that all the passengers except an old lady sitting on the floor of a comer of the bus did not buy the ticket. They collected penalty from her and issued a ticket. Immediately they issued the suspension order to the conductor, despite his request and the requests of the passengers. The passengers told the checking staff that he had done his job sincerely and in good faith. The old lady also informed the checking staff that it was purely her mistake and she was suffering from fever and hence she could not buy the ticket. But the checking staff did not consider these requests.

The conductor informed the Trade Union leaders at Rajahmundry about his suspension on phone. The Trade Union leaders met the Depot Manager, explained him the incident and requested him to withdraw the suspension order. The Depot Manager refused to do it and the Trade Union leaders announced a wild cat strike. The traffic was affected badly and the commuters suffered a lot. The strike continued for one week.

The loss of income was around Rupees two lakh per day. The issue started affecting the other depots. The General Manager of the Corporation instructed the Depot Manager on 21stJuly, to solve the issue immediately. Then the Depot Manager discussed the issue with the union leaders and withdrew the suspension order.

Questions:

How do you view the disciplinary procedure followed in this case in punishing the conductor

If you were the ticket checking staff, how would you tackle the issue

If you were the Depot Manager, what steps would you take in different stages of this case?