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    Diploma in Labour, Employment and Industrial Laws for HR Managers

    BY
    LawSikho

    Gain advanced HR legal skills with a Diploma in Labour, Employment and Industrial Laws for HR Managers certification by LawSikho

    Brochure Enquire
    Mode

    Online

    Duration

    6 Months

    Fees

    ₹ 66000

    Quick Facts

    particular details
    Medium of instructions English
    Mode of learning Self study, Virtual Classroom
    Mode of Delivery Video and Text Based
    Frequency of Classes Weekdays, Weekends
    Learning efforts 8-10 Hours Per Week

    Course overview

    The duration of the Diploma in Labour, Employment and Industrial Laws for HR Managers certification course is 6 months. After pursuing this course, students gain relevant real-world skills and knowledge of international labour laws and obtain HR insights. The programme offers an extensive curriculum that includes labour law tools, compliance fundamentals, and types of contracts. 

    Students will gain a deep understanding of misconduct, termination, disciplinary proceedings, labour welfare, employment benefits and trade unions. The Diploma in Labour, Employment and Industrial Laws for HR Managers certification by LawSikho offers leading industry experts support to the participants to excel in the legal HR field and apply the learned skills in real-world scenarios.

    Also Read: Online People Analytics And Digital HR Courses & Certifications

    The highlights

    • 6 Months Online Course
    • 15+ hours of Personalised Coaching
    • 15+ Hours of Freelancing Career Training 
    • 45+ Hours of Live Practical Sessions with Industry Experts 
    • 100+ Hour Simulation Oriented Practice Through Assignments 
    • 20+ Hours of Assistance to develop immaculate track records

    Program offerings

    • Content access for 3 years
    • Training writing articles
    • Publishing articles
    • Access to lms
    • Android & ios apps
    • 6 writing assignments
    • Doubt clearing on whatsapp
    • Lms & classes
    • Networking with students & alumni
    • Cv enhancement

    Course and certificate fees

    Fees information
    ₹ 66,000

    Diploma in Labour, Employment and Industrial Laws for HR Managers Certification Fee Structure

    Certification Course 

    Fees 

    Diploma in Labour, Employment and Industrial Laws for HR Managers

    Rs 66,000

    Diploma in Labour, Employment and Industrial Laws for HR Managers (EMI)

    Rs 3,000 Per Month

    certificate availability

    Yes

    certificate providing authority

    National Skill Development Corporation +1 more

    Who it is for

    Human resource manager Recruiter Management consultant

    The Diploma in Labour, Employment and Industrial Laws for HR Managers certification course is designed for aspiring students and working professionals to enhance their skills and knowledge. This course is also beneficial for:

    Eligibility criteria

    Certification Qualifying Details

    Aspirants will be able to get the certificates once they have completed all the assignments and passed the MCQ test. The students will receive a certificate cobranded by NSDC and Skill India. The certificate will be delivered to the participant's provided address.

    What you will learn

    After completing the Diploma in Labour, Employment and Industrial Laws for HR Managers certification syllabus, the students will gain a deep understanding of conducting disciplinary proceedings and drafting different kinds of policies of organisation, consultancy contracts, and manpower supply contracts. They will also learn to write briefing notes on labour issues for external lawyers and management. 

    The certification course equips the students with the skills and knowledge to respond to notices provided by various statutory authorities such as labour commissioners, ESI and PF authorities. Upon the completion of the Diploma in Labour, Employment and Industrial Laws for HR Managers training, they will create documentary trails to protect the company in the legal proceedings.

    The syllabus

    Scope of the Course, Labour Law Tools and Compliance Fundamentals

    How to comprehend national and state-level labour laws
    • Powers of Centre and States under the Constitution to make labourrelated laws 
    • Central Laws
    • StateLevel Laws and Notifications
    • Key terms in labour legislations
    Major Compliance Tasks for an HR Professional
    • Maintaining records
    • Obtaining registrations
    • Display of notices
    • Filings and returns
    • Remittances
    • Periodicity of compliance
    • Whom to engage for compliance
    • Provisions for accounting and reserves
    Exemptions from compliance
    • Reduced compliance for SMEs: Labour Laws (Exemption from Furnishing Returns and Maintaining Registers by  Certain Establishments) Act, 1988 and 2014 Amendment
    • Simplified registers under Ease of Compliance to Maintain Registers Under Various Labour Laws Rules, 2017
    Prevention, implementation and monitoring tools
    • Risk identification and assessment 
    • Policycreation
    • Training systems and upgradation plans
    • Use of surveys & feedback systems, 
    • Random inspections and labour audits
    • Investigation and escalation tools 
    • Disciplinary Actions and enforcement strategies, upgradation plans
    How to perform Internal Labour Audits
    Responsibility for violations under labour law statutes & risks for directors
    Practical Takeaways
    • Checklist of consequences of major labour law violations

    Types of Contracts With Workforce and Organisational Policies

    Capacity in which workforce can be engaged
    • Employee
    • Consultancy Agreements
    • Fixed term arrangements 
    • Workfromhome arrangements 
    • Parttime and PieceRated Arrangements 
    • Contractlabour arrangements
    • Internships and trainee arrangements 
    • Apprentices 
    • NEEM Trainees
    Child labour and legal validity
    Comparison of penalties: Child Labour Act, 1986 and amended Child Labour Act, 2016
    Contractual instruments
    • Letter of appointment 
    • Employment contract
    • Standing Order
    • Consultancy Agreement
    • Secondment Agreement
    Relevance of Industrial Employment (Standing Orders) Act, 1946
    How to draft and get Standing Orders approved
    Obligations under Employment Exchanges Act
    Special clauses and their enforceability in contracts
    • Penalty clauses 
    • Noncompete 
    • Nonsolicit 
    • Employment bonds and lockins
    • Confidentiality
    How to work with contractors
    How and when to engage contract labour, terms and conditions of engagement and responsibilities of principal employer and contractor
    Valid forms of acceptance of employment contract and employee handbook
    How/ when to create new organizational policies or customize existing policies
    Major organizational policies and their formats
    • Code of Conduct
    • Whistleblower Policy
    • AntiSexual Harassment Policy
    • Business and Travel Policy
    • Conflict of Interest Policy
    • Customer data policy
    • Data Security Policy
    • Dating Policy
    • Dress Code
    • Equal opportunity policy
    • Health and Safety Policy
    • Leave and Attendance Policy
    • Media Policy
    • Personnel File Policy
    • Physical Contact with Customers
    • AntiSexual Harassment Policy
    • Probation Policy
    • Social Media Policy
    • Computer Equipment and Internet Usage Policy
    • Protection of IP from Employees, Consultants and Vendors
    Employment Agreements
    Enforceability of Restrictive Covenants in Employment Contracts
    How ESOPS work
    Tax on ESOPs and Sweat Equity
    Law governing CXO and top executive compensation
    Practical Takeaways
    • Model Standing Orders
    • Sample Employment Agreement
    • Sample Consultancy Agreement
    • Sample Appointment Letter
    • Vendor diligence checklist
    • Templates of the above policies
    • Sample ESOP Plan
    • Draft Contract for Supply of Labour

    Laws Regulating Remuneration, Misconduct and Termination

    • Regulation of wages under Minimum Wages Act and Payment of Wages Act
    • Regulation of payment of bonus
    • How to find out minimum wages in a state
    • Employer’s Obligations under Payment of Wages Act
    • Regulation of Wages under Payment of Wages Act, Shops and Establishment Act and Factories Act
    • Regulation of payment for overtime work, leave and work on holidays
    • Retrenchment provisions and how to lay off employees
    • Prohibition against discrimination in remuneration and other employment criteria (Equal Remuneration Act) and valid grounds for payment of differential remuneration
    • How to terminate employees legally and rules regarding full and final settlement (F&F)
    • Utility of ‘exit memos’
    • How to undertake layoffs or shut down a large factory or shop
    • How to transfer of employees in the event of M&As and business transfers
    • Code on Wages on wages, equal remuneration and bonus
    Practical Takeaways
    • Sample notices for violation from statutory authorities
    • Sectorwise lists of applicable labour laws
    • Exit Memo
    • Comparative chart of employment conditions in different labour laws 
    • Sample Employment Agreement 
    • Sample Consultancy Agreement
    • Sample Secondment Agreement
    • Specimen Organizational Policies

    Disciplinary Proceedings

    How to deal with misconduct
    Issue of warnings without inquiry for policy violations
    How to draft and issue show-cause notices to workforce for disciplinary violations
    • Notice to employees
    • Notice to contractors (due to actions of contract labourers)
    • Notice to consultants/ retainers
    • Notice to interns/ trainees/ apprentices
    How to draft a notice to a manager for violation of company policies (e.g. code of conduct/ ethics policy or leave and attendance policy)
    How to conduct disciplinary inquiries
    • Evidence Collection
    • Drafting a showcause notice
    • Natural justice and other administrative considerations
    • How to build a document trail
    • How to deal with concerns in a unionized environments
    How to draft a termination letter (dismissal, discharge simpliciter, on medical grounds under ID Act)
    How to impose fines, dismissal and termination on disciplinary grounds
    Principles of Natural Justice
    All about Discharge Simpliciter
    Comparison of Industrial Employment (Standing Orders) Act to Industrial Relations Code
    Template: Daily Order Sheet
    Template: Final Order of the Disciplinary Committee

    Labour Laws Applicable to Manufacturing Sector and Service Sector

    • Factories Act and Factories Rules
    • Statutory responsibility and liabilities of Factory Occupier and Manager
    • Workmen’s Compensation and Accident Insurance
    • Overtime for Holidays and Festival and National Holidays Act
    • Employment Exchanges Act
    • Consequences of violation of obligations under the above laws
    • Profession Tax Act: Applicability, Registration and Compliance Requirements for employees, directors, partners and businesses
    Shops and Establishments Act
    • Applicability to Hotels, Hospitals, Theatres, Restaurants, professionals’ offices and independent consultants
    • Working hours’ regulations  
    • Spreadover, rest interval, opening and closing hours, closed days, national and religious holidays, overtime work
    • How to keep office open 24 x 7
    • Payment of wages and salaries under Shops and Establishments Act
    • Annual leave, maternity leave, sickness and casual leave, etc.
    • Termination of service  
    • Obligations towards interns, trainees and apprentices
    Advantages of setting up your factory or office in an SEZ
    Key aspects of the Industrial Relations Code
    Practical Takeaways
    • Handout of major Shops and Establishment Act compliances

    Labour Welfare, Employment Benefits & Related Compliances

    Payment of Gratuity Act: Applicability, Calculation and Compliance Requirements
    Employer’s Obligations under Provident Funds Act for Provident Funds and Pension
    Employees State Insurance and Workmen’s Compensation Act
    Group insurance taken by employers
    Registration, record-keeping, periodic compliance and filings under the following laws
    • Employees Provident Funds and Miscellaneous Provisions Act, 1952
    • Pensionrelated obligations
    • Payment of Gratuity Act, 1972  
    • Workmen’s Compensation Act, 1923
    • Employees’ State Insurance Act, 1948
    • Maternity Benefit Act, 1961
    Social security for unorganized sector workers
    Labour Code on Social Security and its comparison with existing framework
    Practical Takeaways
    • Compliance checklists under the above acts

    Trade Unions, Labour-Management Disputes snd Collective Bargaining

    • Trade Unions - Implications of Recognition and Registration
    • Consequences of non-membership of a trade union
    • Unfair labour practices and regulation
    • Legal and Illegal Strikes, strikes in ‘public utility service’
    • How to handle trade unions and industrial disputes
    • Resolution and powers of labour courts and industrial tribunal
    • Collective bargaining and settlement agreements
    • How to read, understand & draft settlement agreements (interim, long-term, bipartite, tripartite)
    • Key heads in a settlement agreement between union/labourers and management
    • Options in case of breach of settlement agreements
    • Transition to Industrial Relations Code and the Occupational Safety, Health and Working Conditions Code
    • Practical takeaways
      • Bye-laws of trade unions
      • Sample settlement agreements
      • Compliance checklist under Factories Act

    Legal Proceedings, Government Inspections and Raids

    • Consequences of improper dismissal or fine
    • How to respond to government notices and orders (order, inquiry, summon and show-cause notices)
    • How to handle regulatory proceedings for labour violations
    • How to handle labour raids and inspections
    • How to cooperate with government authorities
    • How to prepare document trail
    • How to coordinate with legal team at head office
    • How to coordinate with local lawyers, law firms and arguing counsels
    • Jurisdiction and Hierarchy of Labour Courts/Tribunals
    • Stages in labour proceedings
    • Limitation and Filing Process

    Prevention of Sexual Harassment at Workplace

    Organizational Obligations under Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
    Conceptual understanding of
    • What constitutes sexual harassment 
    • Which organizations need to comply
    • Which categories of team members are protected
    • Types of punishments
    Implementation challenges for companies
    How should an organization with less than 10 people implement the law
    How to create an ICC
    ICC’s functions and powers: Inquiry, Interim measures, record-keeping
    Principles for conducting hearings and decision-making
    Confidentiality
    How to deal with false complaints
    How to appoint an external member or a consultant
    How to conduct sensitization
    Reporting obligations of employers and ICCs
    Recent case studies
    Takeaways
    • Antisexual harassment policy
    • Checklist of compliance for organizations
    • Employer’s annual report disclosures
    • ICC’s annual report format  
    • Sample consultancy agreement for external experts
    • Free sensitization ebook for team members
    • Sensitization PPT
    • ICC CapacityBuilding Template
    • Conciliation / Settlement agreement format

    Principles of Professional Practice and Knowledge Management

    • Explain what personal and professional goals are and how to develop them.
    • Discuss the importance of continuous learning and developing professional development plan.
    • Explain the importance of displaying professional appearance and behaviour at all times.
    • Demonstrate ways of communicating with team members and different
    • Discuss the importance of completing duties accurately, systematically and within required timeframes for professional and organisational success.
    • Explain guidelines on the confidentiality of data and documents collected.
    • Discuss the importance of policies related to nondiscrimination and rights of the clients.
    • Explain the ethical and unethical conduct in a workplace.
    • Identify inappropriate workplace behaviour and ways to manage them.
    • Identify conflict of interest and how to resolve it.

    Test Module

    • No Chapter

    Admission details

    To join the Diploma in Labour, Employment and Industrial Laws for HR Managers classes, follow the below-mentioned steps: 

    Step 1: Browse the link mentioned below:

    https://lawsikho.com/course/labour-employment-and-industrial-laws-including-posh-for-hr-managers

    Step 2: Participants must click on the “Enroll Now” button, fill in the necessary information and click on the “Submit” button. 

    Evaluation process

    The students must write one MCQ test at the end of the course mandatorily. Students will not receive the certificate if they fail to attempt this test. The MCQ test is conducted online on the Learning Management System and can be given from a convenience place using a computer.

    How it helps

    The Diploma in Labour, Employment and Industrial Laws for HR Managers certification benefits include:

    • The course offers in-depth knowledge of advanced legal skills related to the Labour, Employment and Industrial Laws for HR Managers. 
    • The aspirants will gain practical experience with the support of the leading industry experts.
    • They will get various options to enhance their skills such as 45+ hours of live practical sessions with industry experts, and 100+ hours of practice through assignments. 
    • Students will also benefit from 15+ hours of personalised coaching from experts, 15+ hours of training for a freelancing career and 20+ hours of building immaculate track records. 
    • They will 2 practical or drafting exercises per week, 6 writing assignments and training for writing and publishing articles
    • Students will also get coaching for professional networking, alumni networking and guidance on CV enhancement and interview preparation. 
    • They will also get access to updated content online for 3 years on LMS content, and Android and iOS apps.
    • Participants who top and perform well are recommended for jobs and client opportunities.

    FAQs

    What is the duration of the Diploma in Labour, Employment and Industrial Laws for HR Managers training?

    The duration of the course is 6 months. Students will gain essential skills and knowledge in global labour laws and HR insights required for multinational corporations.

    Who are the potential clients or employers for the Diploma in Labour, Employment and Industrial Laws for HR Managers online course?

    Multinational Corporations, Law firms, Consulting firms, Government Agencies, International Organisations, Human Resources Departments, Nonprofit Organisations, Academic Institutions, Trade and Industry Associations, International Business Development, and Global Employment Agencies are the potential employers.

    Who can pursue the Diploma in Labour, Employment and Industrial Laws for HR Managers certification course?

    This course can be pursued by Digital HR Leaders, HR Consultants, HR professionals, retired professionals seeking part-time work, HR professionals in small towns or villages, and fresh HR Graduates and College Students.

    Do students are required to write any exam for the Diploma in Labour, Employment and Industrial Laws for HR Managers online course?

    Yes, the students must attempt the MCQ test which is conducted online on the Learning Management System and can be given from your convenience place using a computer at the end of the course.

    What are the passing criteria for the Diploma in Labour, Employment and Industrial Laws for HR Managers certification course?

    The course passing criteria is 40% of the total marks and completion of weekly exercises, articles and assignments. The students should complete all assignments and MCQ tests to receive a certificate.

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