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LABOUR LAWS AND UNIONS
PRESENTED BY:
MS.ANU SARANNYA
M.SC(N) II YEAR
APOLLO COLLEGE OF NURSING
TERMINOLOGIES
Acts - Framed by the Legislature, i.e., the Parliament or the State legislature.
Rules - Framed by the executive under the provisions of the relevant Acts.
LAW
The word law is derived from its tentoric root lag which means something which lies fixed or events.
Law means a body of rules to guide human action.
SOURCES OF LAW
COMMON LAW
CONSTITUTIONAL LAW
ADMINISTRATIVE LAW
PURPOSE
To make nurses understand • Legal responsibilities• Line of authority of enforcement • Areas of nursing which may create legal
problems To protect the right of
• Clients and nurses
Cont…….
To Protect the nursing practise To identify the risk of liability To assist in decision making
SAFEGUARDING THE NURSES
Licensure Good Samaritan law Good rapport Standards of care Standing orders Consent Documentations
The Factories Act, 1948
The Factories Act 1948
What is a factory? Factory means a premises where a
manufacturing process is carried out
and 10 or more workers are working with the
aid of power
or 20 or more workers are working without
the aid of power.
The Factories Act 1948
Worker A worker is a person who is: directly employed indirectly employed with wages without wages with the knowledge of the employer without the knowledge of the employer
The Factories Act 1948
Occupier: the person who has the ultimate control over the affairs of the factory, provided that in the case of a company, any one of the directors shall be deemed to be be the occupier.
Manager: the person responsible to the occupier for the working of the factory for the purpose of the Act.
The Factories Act 1948Health of the workers provisions of this act to;
• Keep its premises clean.• Dispose of wastes and effluents.• Maintain adequate temperature and
ventilation.• Prevent accumulation of dust and fumes.• Artificial humidification• Avoid overcrowding.( 9.9 & 14.2 cubic
meters / worker measured up to 4.2 meters height )
• Provide sufficient lighting, drinking water,toilets, spittoons etc.
The Factories Act 1948
Safety of workers
Factory to take appropriate measures as per the provisions of this act to;• Fence certain machinery.• Protect from machinery in motion.• Protection of young persons from dangerous
machinery. • Maintain hoists and lifts in good conditions.• Protect from injury to eye.
The Factories Act 1948
Safety of workers (contd.)
Protect from dangerous, dust, gas fumes and vapours.
Protect from fire.
The Factories Act 1948
Welfare of workers Factory to make provision for:
• Washing.• Sitting while at work.• Storage of clothes and belongings.• First aid boxes.• Canteen. • Rest rooms and lunch rooms. • Crèches. • Welfare officers
The Factories Act 1948
Working hours for adults Not more than 48 hours in a week. (75 with OT) Not more than 9 hours in a day. An interval of rest at least half an hour after 5
hours work. Total period of work including rest interval not
to exceed 10 hours and 30 minutes. A holiday for a whole day in every week.
The Factories Act 1948
Working hours for adults (contd.)
OT not to exceed 50 hours in a quarter. After 9 hours work in a day or 48 hours in a
week, overtime at double the rate to be paid.
A woman worker can not be employed between 7 p.m. and 6 a.m.
The Factories Act 1948
Working hours for children Employment of children below 15 totally
prohibited. A child between the age of 15 and 18 can be
employed for a period of 4 hours and 30 minutes. Such child can not be employed between 10 p.m
and 6 a.m. child to carry certificate of fitness issued by
certifying surgeon.
The Factories Act 1948
Working hours for children ... A register to be maintained for child labour. A child between the age of 15-18 can be
employed as an adult provided he carries a certificate of fitness for full days work.
The Factories Act 1948Leave Annual leave with wages @ one day for every 20
days of work performed by him in the previous calendar year provided he has worked for more than 240 days in the previous year.
Leave not more than three times in a calendar year.
For child leave allowed on the same basis but @ one day for every 15 days of work.
The Factories Act 1948
Leave (contd.)
Accumulation of leave permitted up to 30 days for adults and 40 days for a child.
Leave will be exclusive of holidays occurring during or at either end of the leave period.
E
PAYMENT OF WAGES ACT, 1936
PAYMENT OF WAGES ACT, 1936
An Act to regulate the payment of wages to certain classes of persons
Extends to the whole of India Responsibility of payment wages rests with
the employer Employer to fix Wage Period No wage period shall exceed one month.
PAYMENT OF WAGES ACT, 1936
Time of Payment of wages If less than 1000 persons employed
wages to be paid before the expiry of the 7th day of the following month
If more than 1000 persons employed wages to be paid before the expiry of the 10th day of the following month
PAYMENT OF WAGES ACT, 1936
Wages should be paid in currency coins or currency notes
After obtaining the authorisation either by cheque or by crediting the wages in employee’s bank account
PAYMENT OF WAGES ACT, 1936Permissible Deductions from wages Fines For absence from duty For damage caused to the property of the
employer For the amenities provided, like house
accommodation For recovery of advance or adjusting over
payment of wages Towards EPF, ESI, Labour Welfare Fund
and similar deductions permitted under any Act or the Standing Orders of the establishment
For premium for Life Insurance/ general insurance policies and Housing loan.
The Minimum Wages Act, 1948
The Minimum Wages Act 1948
An act to provide for minimum rates of wages in certain employment.
The Minimum Wages Act 1948
Minimum Wages such as
Basic rates of Wages,
Variable DA,
Value of other concessions, etc
The Minimum Wages Act 1948
Government can also fix Minimum Wages for Time Work
Piece Work at piece rate
Overtime work done by employees for piece work or time rate workers
The Minimum Wages Act 1948
CATEGORY TOTAL ( Basic + DA)WAGES (P/D.)
UNSKILLED Rs.182
SEMI - SKILLED Rs.202
SKILLED Rs.221
I
THE MATERNITY BENEFIT ACT, 1961
THE MATERNITY BENEFIT ACT, 1961
The Act extends to the whole of India except Jammu & Kashmir
Applies to every factory, shop or establishment
Woman entitled to maternity benefit not withstanding the application of the Employees State Insurance Act, 1948
THE MATERNITY BENEFIT ACT, 1961
Conditions for eligibility of benefits
Women who have worked in an establishment for a period of not less than 80 days in the twelve months immediately preceding the date of her expected delivery.
THE MATERNITY BENEFIT ACT, 1961
Cash Benefits: Leave for six weeks before the delivery Leave for six weeks after the delivery/
miscarriage Additional leave of one month if the
woman is suffering from illness related with pregnancy, delivery, miscarriage, etc
THE MATERNITY BENEFIT ACT, 1961
Non Cash Benefits: Light work for ten weeks before the date
of delivery Two nursing breaks of 15 minutes till the
child is 15 months old No discharge or dismissal while she is on
maternity leave
EMPLOYEES PROVIDENT FUND AND MISC. PROVISIONS ACT, 1952
An Act to provide for the institution of provident funds, pension funds and deposit linked insurance fund for the employees in the factories and other establishments
Extends to the whole of India except the State of Jammu and Kashmir
Applicability Applies to all factories and
establishments in which 20 or more are employed
Continuity of application Exemption – Where employees get benefits in the
nature of provident fund or old age pension fund from the establishment which are not less favourable than the benefits under the Act.
Schemes under the Act
Three beneficial schemes-
1.Employees Provident Fund Scheme 1952
2.Employees Pension Scheme 1995
3.Employees Deposit Linked Insurance 1976
membership
An employee at the time of joining the employment and getting wages up to Rs.6500/- is required to become a member.
an employee is eligible for membership of fund from the very first date of joining a covered establishment.
Contribution to EPF Employees’ share : 12% of the Basic +
DA Employer’s contribution : 12% to be
deposited as : 8.33% to be deposited in Pension Fund
A/C No 10 and the balance, ie, 3.67% to be deposited in
Provident Fund A/C No 01 along with Employees’ share of 12%
Benefits to employees
Provident Fund Benefits Pension Benefits Death Benefits
The Payment of Gratuity Act, 1972
The Payment of Gratuity Act, 1972
An act to provide for uniform scheme for payment of Gratuity to industrial workers throughout the country
The Payment of Gratuity Act, 1972
Eligibility for Gratuity On Superannuation; or On resignation from service; or Employee dies while in service; Service of the employee is terminated on his
disablement due to accident or disease
The Payment of Gratuity Act, 1972
Eligibility for Gratuity In order to earn Gratuity, the employee has to
render minimum five year’s service In case of death or disablement of the employee,
Gratuity becomes payable to his nominee even if he has rendered service less than five years.
The Payment of Gratuity Act, 1972
Quantum of Gratuity
{(Basic plus DA)} * 15 * No. of years of service
{ 26 }
The Payment of Gratuity Act, 1972
Forfeiture of Gratuity On termination of an employee on moral
turpitude and riotous or disorderly behavior Wholly or partially for willfully causing loss,
destruction of property, etc
WORK +
+ COMPENSATION
The Workmen’s Compensation Act, 1923
The Workmen’s Compensation Act, 1923
An Act to provide for the payment by certain classes of employers to their workmen of compensation for injury by accident.
The Workmen’s Compensation Act, 1923
Liability for compensation Compensation payable to workmen for
injury caused in accident;• Arising out of and
• During the course of employment
The Workmen’s Compensation Act, 1923
The doctrine of notional extension of employment
Compensation payable for injury caused to a workman by accident occurring :• beyond his working hours• beyond his workplace
if there is a nexus between the time and place of the accident and his employment
The Workmen’s Compensation Act, 1923
Types of injury compensated Death. Permanent total disablement. Permanent partial disablement. Temporary disablement.
• Total• Partial
The Workmen’s Compensation Act, 1923
Not payable ………. Injury does not result in total or partial
disablement for more than three days. If the injury does not result in death or permanent
total disablement compensation not payable if;• workman was intoxicated.• He did not follow safety rules.• Willfully removed any safety guard or device.
The Workmen’s Compensation Act, 1923
To whom payable... In case of death of a workman
compensation is payable to the dependents as defined in section 2 (1)(d) of the Act.
The Workmen’s Compensation Act, 1923How much is payable….. In case of death = 50% of wages multiplied by the
relevant factor or Rs 80000 whichever is more. In case of permanent total disablement= 60% of wages
multiplied by the relevant factor or Rs 90,000 whichever is more.
In case of permanent partial disablement a percentage of this amount is payable.
In case of temporary disablement=25% of the wages paid half monthly.
The Workmen’s Compensation Act, 1923
For the purpose of calculating the compensation for death or permanent total disablement, the maximum wages is treated as Rs 4000/-.
P TDS UE I
The Industrial Disputes Act, 1947
The Industrial Disputes Act, 1947
An Act to make provision for the investigation and settlement of industrial disputes
Definition of Industrial Disputes
Section 2(k) defines industrial dispute as any dispute or difference between;
Employers and employers. Employers and workmen. Workmen or workmen connected with the employment or non
employment or the terms of employment or with the conditions of labour of any person.
Authorities under the Act
Works committee. Conciliation officers. Board of conciliation. Labour Courts. Industrial Tribunals. Grievance Settlement Authority.
Modes of settling a dispute
The three modes normally adopted to settle any dispute are:
Mediation. Conciliation. Arbitration / Adjudication.
The genesis of a dispute and its settlement
Union submits its charter of demands The management may also submit its COD. Collective Bargaining takes place. An agreement is arrived at OR there is a stalemate and the dispute is
referred for conciliation
Strike
Strike means a cessation of work by a body of persons employed in any industry acting in combination, or a concerted refusal, or a refusal under a common understanding, of any number of persons who are or have been so employed to continue to work or to except employment.
Strikes No person working in a public utility
service can go on strike - without giving a notice of strike within six
weeks before striking within fourteen days of giving such notice before the expiry date of strike specified in
such notice during the pendency of a conciliation
proceeding and seven days thereafter.
lockout
Provisions similar to those for strike apply for lockout also.
A lockout declared in consequence of an illegal strike or a strike declared in consequence of an illegal lockout shall not be deemed to be illegal.
The Maharashtra Recognition of Trade Unions and Prevention of Unfair Trade Practices Act 1971
MRTU & PULP Act 1971
An act to provide for the recognition of trade unions for felicitating collective bargaining, to state their rights and obligations, to confer certain powers to unrecognised unions
Procedure for recognition
A union can apply to the industrial court for recognition if:
in the preceding six calendar months it has a membership of 30% of the total number of employees.
Procedure for recognition (contd..)
On receipt of the application for recognition the labour court issue a notice inviting objections to recognition being granted to the applicant.
If After considering the objections, if any, the court is satisfied about the genuineness of the applicant union, grant recognition (subject to conditions of s/19 being fulfilled.)
Procedure for recognition (contd...) If after considering the objections the court
comes to the conclusion that some other union has the largest majority, it may grant recognition to that union provided it has registered its claim to be recognised.
Only one union can be recognised. Recognition not granted if bona fide interest
of the employee not established. Recognition not granted if within past six
month the union has gone on an illegal strike
Rights of unrecognised unions
Settlement of individual grievances. Represent in domestic enquiry.
The Industrial Employment (Standing Orders )Act,1946
The Industrial Employment (Standing Orders )Act,1946
An Act for defining with sufficient precision certain conditions of employment in industrial establishments
Application of Model Standing Orders
The model standing orders apply to all establishments till certification of amendments.
Certification of amendments Five copies of the draft amendments to be
submitted to the certifying officer. Certifying officer forwards the proposed
amendments to the union or employer inviting their views.
After giving an opportunity to the other party the officer shall decide whether such modification is required.
If satisfied he shall certify.
Standing Orders
Classification of Workmen Permanent Probationer Temporary Casual Apprentices
Standing Orders
Transfer Transfer to different category of job Payment of Unclaimed Wages Payment of Wages in case of Death Shift Working Change of shift Closure and starting of shifts
Standing Orders
Lunch, Tea and Refreshments Attendance Marking Attendance Leaving Time Late Arrival Absence Urgent Personal Work
Standing Orders
Entry and Exit Search Leave Resignation Superannuation Premature Retirement
Standing Orders
Misconducts Punishment Procedure for Disciplinary Action
The Contract Labour (Regulation & Abolition) Act, 1970
The Contract Labour (R & A)Act, 1970
An act to regulate the employment of contract labour in certain establishments and to provide for its abolition in certain circumstances and for matters connected therewith.
The Contract Labour (R & A)Act, 1970
Welfare measures to be taken by Contractor Canteen should be provided if 100 or more
contract labour employed First Aid Facilities Rest Rooms Drinking Water, Latrines and Washing facilities
The Contract Labour (R & A)Act, 1970
Liability of Principal Employer To ensure provision for canteen, restrooms,
drinking water, latrines, urinals, washing facilities
Principal Employer entitled to recover from contractor for providing such amenities or to make deductions from amount payable
The Contract Labour (R & A)Act, 1970
Responsibility of Contractor To pay timely and to ensure the disbursement of
wages in the presence of authorised representative of the principal employer.
Rate of wages not less than the rates fixed or prevailing in such employment as fixed by agreement
The Contract Labour (R & A)Act, 1970DO’S The establishment in the first instance must ensure that they
have got a registration certificate from the competent authority as provided u/s 7 of the Contract Labour (R&A) Act, 1970 before proceeding to engage the contract labour.
The establishment must ensure that they issue certificate in Form V to the contractor for obtaining license as provided u/s 12 of the Act.
It must be ensured that the contractor who is employing more than 20 persons has a valid licence issued in his name by the competent authority as provided under section 12 of the Act.
The payment of wages to the employees employed by the contractor is disbursed to his employees by the contractor himself or his nominee and principal employer has to depute his representative to be present and sign the payment register in token of having disbursed the salary in his presence by the contractor.
The Contract Labour (R & A)Act, 1970
There should not be any direct supervision and control by the principal employer in respect of employees employed by the contractor to fulfill the obligation of the contract.
The work for which contract labour is engaged is not of perennial nature.
Discipline of the employees of contractor in the discharge of duties must be regulated by the contractor and not by the principal employer.
Leave to the employees of contractor must be sanctioned by the contractor and not by the principal employer.
The Contract Labour (R & A)Act, 1970 Maintenance of all types of record in respect of
the employees employed by the contractor should be his own responsibility and principal employer should not intervene in such matters.
If the establishment is covered by the Employees’ Provident Funds and Misc. Provisions Act and the Employees’ State Insurance Act then the preference should be given to those contractors who have their own code numbers under these Acts.
To ensure compliance by the contractor of the obligation pertaining to the various provisions regarding amenities and benefits as prescribed under the Act.
The Contract Labour (R & A)Act, 1970 That the agreement to be entered into with the contractor should
be drafted and executed on a non-judicial stamp paper.
That the agreement must disclose the names, addresses of the contractor and the principal employer.
That the agreement must specify the rights and obligations of both the parties.
That the agreement must disclose the place of work, time of working, rate of compensation and consequences of breach of contract and procedure for termination of the agreement by both the parties.
That the agreement must also disclose the scope of work, deployment of manpower in number, period of validity, security deposit and terms of payment to the contractor.
That the agreement should be witnessed by two witnesses.
The Contract Labour (R & A)Act, 1970DONT’S Contract should not specify the number of persons
required but must quantify the work itself.
No advance should be paid by the principal employer to the contractor’s employees directly. Only contractor must regulate the same.
Do not employ more than the necessary numbers of contract labour. If need be, people may be employed on contract basis of specific period or on temporary basis.
Leave to the Contract Labour should not be sanctioned by the Principal Employer or his officer.
The Contract Labour (R & A)Act, 1970 Entry pass for Contract Labour should be separate and
different from that issued by the Principal Employer to its direct employees and should clearly indicate “Contract Labour”.
Direct labour should not be employed in the same categories in which Contract Labour is being used. Attendance of Contract Labour should not be marked by officers of the Principal Employer.
Payment of wages to the Contract Labour must not be paid by the Principal Employer (Cases have come to the notice where direct payment was made by the Principal Employer, creating serious complications.)
No instructions/directions should be given in writing by the Principal Employer to the Contract Labour.
Classification of labour laws-1
Employee Welfare Legislation• The Factories Act, 1948.• Payment of Wages Act, 1936.• Minimum Wages Act, 1948• The Payment of Bonus Act, 1965• The Maternity Benefits Act, 1961
Classification of labour laws-2
Social security legislation• The Employees PF & Miscellaneous Provisions
Act 1952.• The Payment of Gratuity Act 1972.• The Workmen’s Compensation Act 1923.
Classification of labour laws-3
Industrial Relations legislation.• The Industrial Disputes Act, 1947.• The Industrial Employment (Standing Orders)
Act 1947.• The Trade Unions Act 1926.• The Maharashtra Recognition Of Trade Unions
and Prevention of Unfair Labour Practices Act 1972. (MRTU & PULP Act)
Classification of labour laws-4
Other Miscellaneous Legislation• The Contract Labour (Regulation & Abolition)
Act, 1970.• The Apprentices Act, 1961.• The Employment Exchanges (Compulsory
Notification of Vacancies) Act, 1959.
EMPLOYEES STATE INSURANCE ACT 1948
FUNERAL BENEFIT
DISABLEMENT BENEFIT
SICKNESS BENEFIT
MEDICAL BENEFITS
MATERNITY BENEFIT
DEPENDENT’S BENEFIT
LAW AFFECTING NURSES
LAW AFFECTING NURSES
NURSE PRACTICE LAWS ADMINISTRATIVE LAW STATUATORY LAW ENACTED LAW
CONT….
NURSE PRACTICE ACT
• Describes and designs the legal boundaries of nursing practice
CONT….
ADMINISTRATIVE LAW• Created by administrative bodies• They develop rules and regulations • It is made by the appointed
government administrative agencies• Eg:social security act,FDA, Nurse
practice act
CONT….
STATUATORY LAW• Created by elected legislative bodies
such as state legislature
CONT….
ENACTED LAW• Includes all bills passed by the
legislative bodies whether local, state or national.
Labour unions
DEFINITION
According to webbs,• A trade union is a continuous association of the
wage earners for the purpose of maintaining and improving the conditions of their working lives
TRADE UNION ACT(1926)• Any combination whether temporary or
permanent,formed primarily for the purpose of regulating the relationship between the workers and employers, or for imposing restrictive conditions on the condition of any trade business and include any federation of two or more unions.
FEATURES OF TRADE UNION It is an organization formed by employees
or workers It is formed on a continuous basis It is a permanent body It is formed to protect and promote all kinds
of interest It includes federation of trade unions It achieves its objectives through collective
action and group effort
OBJECTIVES OF TRADE UNION
To defend . To overthrow capitalism and
fundamental change in political order.
To replace managerial dictatorship
Objectives of Trade Union
To improve the economic lot of employees by securing for them better wages.
To secure better working conditions for the workers.
To secure bonus for the employees from the profit of the concern,
To resist schemes of the management which reduce employment, e.g., rationalization and automation.
Contd……..
To secure welfare of employees through group schemes which give benefit to every employee.
To protect the interests of employees by taking active participation in the management.
To secure social welfare of the employees.
To secure organizational stability, growth, and leadership.
FORMS OF UNIONS
CLASSICAL
NEO-CLASSICA
L
REVOLUTIONARY
CLASSIFICATION OF TRADE UNION
Classification based on ideology a) Revolutionary Unions: Believe in
destruction of existing social/economic order and creation of a new one. They want shift in power and authority and use of
force - Left Unions.
b) Reformist or Welfare Unions: Work for changes and reforms within existing socio-political framework of society - European Model.
c) Uplift Unions: Advocate extensive reforms well beyond the area of working condition i.e., change in taxation system, elimination of poverty etc.
Classification based on agreement
a) Closed Shop: Where management and union agree that the union would have sole responsibility and authority for the recruitment of workers, it is called a Closed Shop agreement. The worker joins the union to become an employee of the shop.
b) Union Shop: Where there is an agreement that all new recruits must join the union within a fixed period after employment it is called a union shop
C) Preferential Shop: When a Union member is given preference in filling a vacancy, such an agreement is called Preferential Shop.
d) Maintenance Shop: In this type of arrangement no compulsory membership in the union before or after recruitment exists. However, if the employee chooses to become a member after recruitment, his membership remains compulsory right throughout his tenure of employment with that particular employer.
Open Shop: Membership in a union is in no way compulsory or obligatory either before or after recruitment.
THEORIES OF TRADE UNION
WEBBS THEORY OF INDUSTRIAL DEMOCRACY• Collective bargaining as the process which
strengthen labour
POLITICAL REVOLUTIONARY THEORY OF LABOUR MOVEMENT• Trade union is a pure simple class struggle• Unions are world to win
FUNCTIONS OF TRADE UNION
MILITANT FUNCTION
EXTRA-MURAL FUNCTIONPOLITICAL FUNCTIONSOCIAL FUNCTION
MILITANT FUNCTION
Protecting the workers interest Wage hike Job security etc. The above attained through collective
bargaining and direct actions such as strikes lock outs etc.
EXTRA MURAL FUNCTION
This include providing financial and non financial assisstance during the strikes and lock outs.
POLITICAL FUNCTION
Affiliating the trade union with the political parties
Seeking help of political parties during strike and lockouts
SOCIAL FUNCTION
Carrying out socialservice activities• Like educating the customers on consumer
protection strategies
DETERMINING UNION STRENGTH
Election by secret ballot Check off method Verification Rule of thumb
RIGHTS OF RECOGNISED UNIONS
Right to raise the issue with the management
Right to collect membership fees within the organization premises
Ability to demand check off facility Ability to put up a notice board on the
premises for the union announcement
Right to discuss workers grievance with employers
Ability to hold discussion with the members in a suitable place within the organization
Ability to inspect the employment and work Nomination of its represesntatives on the
committees formed by the management
Motivation to Join Unions
1) Greater Bargaining Power.
2) Make their Voices Heard.
3) Minimize Discrimination.
4) Sense of Security.
5) Sense of Participation.
6) Sense of Belongingness.
Problems & weaknesses of Trade Unions
Financial Problems.
Indifferent Attitude of Workers.
Suggestions for the development Unions
Recognition of Trade Unions.
One Recognition of Trade Unions.
Development of Leadership from Within
Paid Union Officials:
American Nurses Association (ANA)
Established in 1911 Purpose: To improve the quality of nursing care. Functions: Establish standards of nursing practice Develop educational standards. Promote nursing research. Establish a professional code of ethics. Influence legislation affecting health care. Providing continuing nursing education.
Cont…
Membership:o Federation of state nurses association.o Individual registered nurses can participate in ANA .
Publications: American journal of nursing. American nurse is the official newspaper.
Canadian Nurse Association.
Establishes in 1908 Purpose: To achieve quality of nursing care for the people
by Promoting high standards of nursing practice,
education, and research. Influencing the development of national health policy. Fostering uniform regulatory practice among licensure/
regulatory agencies.
Cont…
Function:
Define Nursing Practice.
Establish standards .
Promote nursing research. Membership:
Federation of the provincial nurse association.
Consists of registered nurse.
Publication:” The Canadian Nurse” – published monthly.
International council Of Nurses
Founded in1899
Purpose: To encourage collaboration between national nurses association to improve health services and recognition of nursing role in health care.
Activities : Assist national nurses associations in establishing regulatory mechanisms.
Provide nursing research world wide.
Cont…
Membership: Independent non- governmental federation
of 112 national nurses association.
Publications: International Nursing Review- It is the official journal of ICN published on a quarterly basis.
The news letter- Published ten times a year.
Journal reference
Legal news:• The sexual harrasment of women at work
place(prevention,Prohibition and redressal) Act 2013 announced on 09.12.2013
The Function of Trade Unions K.D. Ewing1 1King's College, London. Abstract Trade unions have a number of functions, some of which
have been more prominent than others at different periods in history. But over the course of time trade unions have developed five principal functions. These are respectively: a service function; a representation function; a regulatory function; a government function; and a public administration function.
CONCLUSION
As a nurse manager we all should be aware about the legal responsibilities and the legal governing in our profession. we should create unions and strngthen our profession.