![]() ![]() The government claims that these measures would lead to an increase in formalization and permanence of the workers.ĭue to the removal of such safeguards, the constitutional validity of the provision is also being doubted. These deletions are perceived to be exploitative as they might lead to the replacement of permanent employees with FTE workers. Additionally, some apprehensionsare being raised regarding the removal of two safeguards which were provided when the Code was first introduced in 2018, viz., the prohibition of employment of such workers for more than two terms and prohibition of conversion of the posts of existing permanent workperson into FTE. These workers will be entitled to gratuity if they work for more than a year.ĭespite the numerous benefits given to the FTE workers, some trade unions are against the provision as they fear a weakening of collective bargaining power of the workers while dealing with the employers. ![]() as a permanent one doing the same work, except retrenchment compensation. ![]() The said worker would be entitled to the same benefits related to wages, hours, social security, etc. Section 2( o) of the Code defines FTE as the “engagement of a worker on the basis of a written contract of employment for a fixed period”. One of the major bones of contention is the provision regarding fixed-term employment (“FTE”) workperson category in the Industrial Relations Code, 2020 (“Code”), which was first introducedin 2018. As is the case with every piece of legislation, these codes have received their fair share of bouquets and brickbats. With 29 central labour and employment enactments being subsumed under four codes, our country saw a comprehensive overhaul of labour laws. ![]() Economics at Jawaharlal Nehru University.) at Campus Law Centre, University of Delhi and Neha Chauhan is a final year student of M.A. (Krishnagopal Abhay is a II year student of LL.B. ![]()
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