Labor Laws of Pakistan

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Subject: Presented to:
Human Resource Management
Miss jawaria Nasir Presented by: Group Members Muhammad Akram Muhammad Zeeshan Sana Javaid Sehrish Khalid Roll Numbers 12052054-032 12052054-033 12052054-045 12052054-062
Semester 2nd (M.com) Section BL G.T road science College Gujarat
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Dedication
I dedicate this report to my parents. Because of their prayers and encouragement I have been able to complete this report. Praise is to Allah, the most Gracious and Merciful, who blessed me with the knowledge and wisdom and enabled me to overcome this task. Heartiest gratitude to my parents without their continuous encouragement and love I could not have accomplished this task.
Table of contents
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Sr. No. 1 2 3 4
Details Executive Summary Labor Policy Labour law in Pakistan Introduction of Service industry
Page No. 5 6 7 10
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Labor Policy of Service industry
12
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Acknowledgement
All praises and thanks for Almighty Allah who is entire source of knowledge and wisdom to mankind. And whose uniqueness, gave me enough courage, knowledge and ability to accomplish this project. And we are also thankful to honorable Miss jawaira nasir who provided us a chance to enhance our knowledge and guided us at every step during our project.
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Executive Summary
The varied body of law applied to such matters as employment, remuneration, conditions of work, trade unions, and industrial relations. In its most comprehensive sense the term includes social security and disability insurance as well the minimum wage is among the best known labor laws. Particularly in competitive economies, workers often don't have the ability to leave jobs that pay unfairly, economist Joseph Stieglitz argues in his book "The Price of Inequality." Fall For hundreds of years, women and ethnic minorities have faced discrimination that limited their job prospects, subjected them to workplace abuses and greatly reduced the wages they could expect. Labor laws protect equal opportunity by requiring employers to give equal consideration to underrepresented groups, to pay equal pay for equal work and to institute policies that limit or prevent structural discrimination. Prior to the passage of labor laws, children routinely worked grueling hours at abusive jobs. Child labor laws limit the number of hours children under the age of 18 can work per week.Disabled people have faced challenges in finding work, and have also found that their disability often counted against them in the labor market. These all points are also the part of Pakistani constitution and it is also declared that the Federal Laws of Pakistan are published by the Government in a document called the Gazette of Pakistan. The Ministry of Justice, Law and Parliamentary Affairs in addition publishes individual Acts through the Official Gazette. Pakistan labor laws trace their origination to legislation inherited from India at the time of partition of the Indo-Pak subcontinent. The laws have evolved through a continuous process of trial to meet the socio-economic conditions, state of industrial development, population and labor force explosion, growth of trade unions, level of literacy, Governments commitment to development and social welfare. Every employer in an industrial or commercial establishment is required to issue a formal appointment letter at the time of employment of each worker
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Under the Factories Act, 1934 no adult employee, defined as a worker who has completed his or her 18th year of age, can be required or permitted to work in any establishment in excess of nine hours a day and 48 hours a week. Similarly, no young person
The Maternity Benefit Ordinance, 1958 stipulates that upon the completion of four months employment or qualifying period, a worker may have up to six weeks prenatal and postnatal leave during which she is paid a salary drawn on the basis of her last pay.
Labour Law:
Definition: The varied body of law applied to such matters as employment,
remuneration, conditions of work, trade unions, and industrial relations. In its most comprehensive sense the term includes social security and disability insurance as well. Unlike the laws of contract, tort, or property, the elements of labor law are somewhat less homogeneous than the rules governing a particular legal relationship. .
Objective of labour law

Fair Wages:The minimum wage is among the best known labor laws. Particularly
in competitive economies, workers often don't have the ability to leave jobs that pay unfairly, economist Joseph Stiglitz argues in his book "The Price of Inequality." The minimum wage ensures that there is a floor below which worker pay cannot fall. It also can elevate wages, as business owners frequently want their jobs to pay more than minimum wage in order to attract qualified workers. Detractors of minimum-wage laws say they discourage businesses from hiring more workers.
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Equal Opportunity:For hundreds of years, women and ethnic minorities have

faced discrimination that limited their job prospects, subjected them to workplace abuses and greatly reduced the wages they could expect. Labor laws protect equal opportunity by requiring employers to give equal consideration to underrepresented groups, to pay equal pay for equal work and to institute policies that limit or prevent structural discrimination.
Protecting Children:Prior to the passage of labor laws, children routinely

worked grueling hours at abusive jobs. Child labor laws limit the number of hours children under the age of 18 can work per week, place restrictions on the time of day children can work and ensure that children do not work in jobs declared unsafe by the U.S. Labor Secretary.
Protecting the Disabled:Disabled people have faced challenges in finding

work, and have also found that their disability often counted against them in the labor market. Labor laws ensure that employers do not discriminate against the disabled and mandate that, if a person is otherwise able to do the job, an employer must make reasonable accommodations for the disabled. Ensuring the hallway is wide enough for a wheelchair is one example of a reasonable accommodation.
Working HoursLabor laws limit the number of hours per week employers can
require work from their employees without paying overtime. Decades ago, workers might expect to work 12 hour days, seven days per week. Labor laws protect against such practices and require that employees are compensated differentially for working unusual hours.
PARTS OF LABOUR POLICY
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History of labor law: concerns the development of labor law as a way of

regulating and improving the life of people at work. In the great civilizations of antiquity there were great aggregations of labor which was not solely, though frequently it was predominantly, slave labor. Some of the features of manufacture and mining on a great scale arose, producing the same sort of evils and industrial maladies known and regulated in our own times. Some of the maladies were described by Pliny and classed as diseases of slaves." And he gave descriptions of processes.
Labour laws in Pakistan:

The Constitution of Pakistan contains a range of provisions with regards to labor rights found in Part II: Fundamental Rights and Principles of Policy. Article 11 of the Constitution prohibits all forms of slavery, forced labor and child labor; Article 17 provides for a fundamental right to exercise the freedom of association and the right to form unions; Article 18 proscribes the right of its citizens to enter upon any lawful profession or occupation and to conduct any lawful trade or business; Article 25 lays down the right to equality before the law and prohibition of discrimination on the grounds of sex alone; Article 37(e) makes provision for securing just and humane conditions of work, ensuring that children and women are not employed in vocations unsuited to their age or sex, and for maternity benefits for women in employment. Other important points which also part of this law are:
Labor Legislation Contract of Employment Termination of the Contract Working Time and Rest Time Working hours
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Paid Leave Maternity Leave and Maternity Protection Other Leave Entitlements Minimum Age and Protection of Young Workers Equality Pay Issues Registration of trade unions
These all points are also the part of Pakistani constitution and it is also declared that the Federal Laws of Pakistan are published by the Government in a document called the Gazette of Pakistan. The Ministry of Justice, Law and Parliamentary Affairs in addition publishes individual Acts through the Official Gazette.
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Labor Legislation: Pakistan labor laws trace their origination to legislation

inherited from India at the time of partition of the Indo-Pak subcontinent. The laws have evolved through a continuous process of trial to meet the socioeconomic conditions, state of industrial development, population and labor force explosion, growth of trade unions, level of literacy, Governments commitment to development and social welfare. To meet the above named objectives, the government of the Islamic Republic of Pakistan has introduced a number of labor policies, since its independence to mirror the shifts in governance from martial law to democratic governance.
Contract of employment:
While Article 18 of the Constitution affords every citizen with the right to enter upon any lawful profession or occupation, and to conduct any lawful trade or business, the Industrial and Commercial Employment (Standing Orders) Ordinance was enacted in 1968 to address the relationship between employer and employee and the contract of employment. The Ordinance applies to all industrial and commercial establishments throughout the country employing 20 or more workers and provides for security of employment. In the case of workers in other establishments, domestic servants, farm workers or casual labor engaged by contractors, their labor contracts are generally unwritten and can be enforced through the courts on the basis of oral evidence or past practice. Every employer in an industrial or commercial establishment is required to issue a formal appointment letter at the time of employment of each worker
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Termination of the Contract: The services of a permanent

worker cannot be terminated for any reason other than misconduct unless one months notice or wages in lieu thereof has been furnished by the employer or by the worker if he or she so chooses to leave his or her service. One months wages are calculated on the basis of the average wage earned during the last three months of service. Other categories of workers are not entitled to notice or pay in lieu of notice. All terminations of service in any form must be documented in writing stating the reasons for such an act. If a worker is aggrieved by an order of termination he or she may proceed under Section 46 of the Industrial Relations Ordinance 2002, aimed at regulating the labor-management relations in the country, and bring his or her grievance to the attention of his or her employer, in writing, either him or herself, through the shop steward or through his or her trade union within three months of the occurrence of the cause of action. Forms of termination have been described as removed, retrenched, discharged or dismissed from service.
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Working Time and Rest Time: Working hours: Under the Factories
Act, 1934 no adult employee, defined as a worker who has completed his or her 18th year of age, can be required or permitted to work in any establishment in excess of nine hours a day and 48 hours a week. Similarly, no young person, under the age of 18, can be required or permitted to work in excess of seven hours a day and 42 hours a week. The Factories Act, which governs the conditions of work of industrial labor, applies to factories, employing ten or more workers. The Provincial Governments are further empowered to extend the provisions of the Act, to even five workers. * Paid Leave: As provided in the Factories Act, 1934, every worker who has completed a period of twelve months continuous service in a factory shall be allowed, during the subsequent period of twelve months, holidays for a period of fourteen consecutive days. If a worker fails in any one such period of twelve months to take the whole of the holidays allowed to him or her, any holidays not taken by him or her shall be added to the holidays allotted to him or her in the succeeding period of twelve months. A worker shall be deemed to have completed a period of twelve months continuous service in a factory notwithstanding any interruption in service during those twelve months brought about by sickness, accident or authorized leave not exceeding ninety days in the aggregate for all three, or by a lock-out, or by a strike which is not an illegal strike, or by intermittent periods of involuntary unemployment not exceeding thirty days in the aggregate; and authorized leave shall be deemed not to include any weekly holiday allowed under section 35 which occurs at beginning or end of an interruption brought about by the leave. * Maternity Leave and Maternity Protection: While article 37 of the Constitution makes reference to maternity benefits for women in employment, there are two central enactments, one federal and the other provincial providing maternity benefits to women employed in certain occupations. The Maternity Benefit Ordinance, 1958 stipulates that upon the completion of four months employment or qualifying period, a worker may have up to six weeks prenatal and postnatal leave during which she is paid a salary drawn on the basis of her last pay. The Ordinance is applicable to all industrial and commercial establishments employing women excluding the tribal areas. It also places restrictions on the dismissal of the woman during her maternity leave. Similarly, the Mines Maternity Benefit Act, 1941 is applicable to women employed in the mines in Pakistan.
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Introduction of service industry

The story of Services begins with a group of friends - young, energetic, fresh from college who established Service Industries more than 50 years ago.. These young men, named Ch. Nazar Muhammad (Late), Ch. Muhammad Hussain (Late) both from Gujarat district and Ch. Muhammad Saeed (Late) from Gujranwala District, started business in 1941 at a small scale in Lahore. At that time, they were only manufacturing handbags and some other sports goods. Within years their business flourished remarkably and they were supplying their products to every corner of India at the time of Partition.In 1954, they installed a shoe manufacturing plant at industrial area Gulberg, Lahore. This started production in the same year. The industry started manufacturing various types of shoes. Later management shifted the factory from Lahore to Gujrat. Service Sales Corporation (Pvt.) Ltd. the Groups marketing company was established in 1959. Humility, fairness, and respect were the values close to the heart of these founders and it were these values that led to phenomenal success of the Group over the years. Today, the production side of the company has flourished into Service Industries Limited (SIL) which has world-class shoes, tyres, tubes, and rubber production facilities in Gujrat and Muridke. SIL is also the leading exporter of footwear. Service Sales Corporation (Pvt.) Ltd. (SSC) is today Pakistans leading footwear retailer which is also diversifying into other businesses.A humble venture of friends has grown into a Group that makes a difference in lives of millions of people every day today.
Our Vision: To become a Global, World class and Diversified Company which leverages
its brands and its people.
Our Mission:To be a result oriented and profitable Company by consistently improving

market share, quality, diversity, availability, presentation, reliability and customer acceptance.
To emerge as a growth oriented ensuring optimum return and value addition to its shareholders.
To ensure cost consciousness in decision making and operations without compromising the commitment to quality.
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To create an efficient resource management and conducive business environment. Evolving an effective leadership by creating a highly professional and motivated management team fully equipped to meet any challenge.
To keep abreast with modern technology and designs to optimize production and enhance brand image to attain international recognition for the Companys product.
To set up highly ethical business standards and be a good corporate citizen, contributing towards the development of the national economy and assisting charitable causes.
Brands
Starting its journey as a single retail footwear outlet, the brand today has a 400+ stores presence in Pakistan, 2000+ dealer-base, and a growing international footprint in Europe, Middle East, and many other regions of the world. At the heart of all our endeavors lies the spirit of our countrymen. Services and its roots are grounded firmly in Pakistan and its people. We understand their needs, their lives and their dreams. Sharing in their moments both big and small, Services has been their companion in happiness for over 50 years. And with our commitment to constant innovation and uncompromising quality, we endeavor to delight our customers with the very best products and services.
LABOR POLICIES of Services industry

E1 Naseer Ahmad E2 Qaisar Ali E3 E4
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saqib Ali Nadeem Hanif
E5 Babar nadeem
Q.1: Are employee hired on contract basis and what effect on them to termination the contract?
E1
Ans: No employee are hired not only contract basis .so there is no penalty is charged to
them to terminate the contract E2
Ans: No employee are hired not only contract basis .so there is no penalty is charged to
them to terminate the contract.
E3 Ans: No employee are hired not only contract basis .so there is no penalty is charged to
Q.2: Can employee apply the leave and receive the salary of their or not?
E1
Ans:
Any employees can get 12 leave at any time in case of emergency, offered by the organization. There is no deduction of salary in case of leave, leave can be applied through application.
E2
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Ans:
E3 Ans:
E4 Ans:
E5 Ans:
Q.3 : How many working hours allowed by organization normally?

E1 Ans.Organizations offers the shift 8 hours to every employee. Employee can select shift
of their choice and employees or allowed to extra work on Sunday, and the employees receive extra amount them normally of this over time.
E3
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Ans.Organizations offers the shift 8 hours to every employee. Employee can select shift
Q.4: How the organization handle the pay issue of the employees?
E1 Ans: The major issue of salary payment is that the organization. Hand over the salary to
their worker in cash.So it takes a lot time to pay wages to every worker the last date of salary payment to worker is 8 of next month. But if theres Saturday or Sunday on 8th then worker will receive on the next working day.
E2
Ans: The major issue of salary payment is that the organization. Hand over the salary
to their worker in cash. So it takes a lot time to pay wages to every worker the last date of salary payment to worker is 8 of next month. But if theres Saturday or Sunday on 8th then worker will receive on the next working day.
E3
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Ans: The major issue of salary payment is that the organization. Hand over the salary to
their worker in cash. So it takes a lot time to pay wages to every worker the last date of salary payment to worker is 8 of next month. But if theres Saturday or Sunday on 8th then worker will receive on the next working day.
E4
E5
Q.5: Does organization give equality to their workers?

E1
Ans: The organization treat equally to their workers

services to their management staff . E2
But provide better facilities and
Ans :The organization does not treat equally to their worker a.g gender discrimination
and favoritism the employee E3

services to their management staff .
E4
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services to their management staff .
E5
The organization does not treat equally to their worker a.g gender discrimination and favoritism the employee
Q. 6: How much time is given by the organization for rest to their employees?
E1
Ans: Normally there break of 45 mints for rest. Any worker can pause his or her worker
to offer prayers.ln case of employee is injured he can take rest or can get leave, as per doctor recommendation his medically facilitated by the organization.
E2 Ans: Normally there break of 45 mints for rest. Any worker can pause his or her worker
E3
E4 Ans: Normally there break of 45 mints for rest. Any worker can pause his or her worker
E5
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Q.7 :ls the labour union exist in the organization and what the role of labour union?
E1
Ans: There is no labour union exist in the company, a personal manger and supervisions
are provided by the management to overlook the labour work and to solve their problems.lf the employees not receive their salary till the due date then their strike and stops worker. E2
are provided by the management to overlook the labour work and to solve their problems.lf the employees not receive their salary till the due date then their strike and stops worker E3
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are provided by the management to overlook the labour work and to solve their problems.lf the employees not receive their salary till the due date then their strike and stops worker
Conclusion
Pakistan has more than 70 law to related labour issue.The government of Pakistan is Consolidation and rationalization of labour law.
To keep abreast with modern technology and designs to optimize production and enhance brand image to attain international recognition for the Companys product.
Services should allow some degree of freedom in its policies and work procedures and policies according to the environment and conditions of Pakistan without having to ask for permission every time. Rewards and compensations are not satisfying to its employees, so there should be such rewards and benefits that if employees achieve the targets then they should be satisfied.
The organization treat equally to their workers But provide better facilities and services
to their management staff .

ln case of employee is injured he can take rest or can get leave, as per doctor
recommendation his medically facilitated by the organization

Mangament solve the problem of employees and Salary issues
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References
http://www.scribd.com/doc/28667951/Labor-Laws-of-Pakistan
http://www.scribd.com/doc/23070688/Labour-Laws-in-Pakistan
http://www.scribd.com/doc/23070688/Labour-Laws-in-Pakistan
http://www.labourunity.org/labourlaws.htm http://www.servis.com/page/RETAIL
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Subject: Presented to:

Human Resource Management

Semester 2nd (M.com) Section BL G.T road science College Gujarat

Labor Policy of Service industry

Objective of labour law

Equal Opportunity:For hundreds of years, women and ethnic minorities have

Protecting Children:Prior to the passage of labor laws, children routinely

Protecting the Disabled:Disabled people have faced challenges in finding

PARTS OF LABOUR POLICY

History of labor law: concerns the development of labor law as a way of

Labour laws in Pakistan:

Labor Legislation: Pakistan labor laws trace their origination to legislation

Termination of the Contract: The services of a permanent

Introduction of service industry

Our Mission:To be a result oriented and profitable Company by consistently improving

LABOR POLICIES of Services industry

saqib Ali Nadeem Hanif

Q.3 : How many working hours allowed by organization normally?

Q.5: Does organization give equality to their workers?

Ans: The organization treat equally to their workers

But provide better facilities and

Ans: The organization treat equally to their workers

But provide better facilities and

Ans: The organization treat equally to their workers

But provide better facilities and

to their management staff .

recommendation his medically facilitated by the organization

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