A change in the Contract Labour (Regulation and Abolition) Act, 1970 may be in the pipeline. According to news reports, the government may amend the 1970 Act to safeguard the interest of contract workers. The proposal is to bring parity between permanent and contractual workers in wages and other benefits. The Contract Labour Act, 1970 regulates the employment of contract labour in establishments which employ 20 or more workmen. It excludes any establishment whose work is intermittent or casual in nature. The appropriate government may require establishments to provide canteens, rest rooms and first aid facilities to contract labourers. The contractor shall be responsible for payment of wages to each worker employed by him. There are penalties listed for contravening the Act. According to the Report of the National Commission on Enterprises in the Unorganised Sector (NCEUS), more than 90% of the workforce is part of the unorganised sector. Contract labour is found in certain activities in the unorganized sector such as in stone quarrying, beedi rolling, rice shelling and brick kiln. The Commission recommended some measures to protect the workers in the unorganized sector such as ensuring minimum conditions of work, minimum level of social security and improved credit flow to the non-agricultural sector. The Report of the Working Group on “Labour Laws and other Regulations” for the 12th Five Year Plan, also proposed that the 1970 Act should be amended. The amendment should ensure that in case of contract labour performing work similar to that performed by permanent workers, they should be entitled to the same wage rates, holidays, hours of work and social security provisions. Furthermore, whenever a contract worker is engaged through a contractor, the contract agreement between the employer and the contractor should clearly indicate the wages and other benefits to be paid by the contractor. However, other experts such as Bibek Debroy, Kaushik Basu and Rajeev Dehejia have recommended broad reforms in India’s labour laws to allow for more flexibility in the labour market. According to them, these laws protect only a small portion of workers in the organized sector.
The following is a comparison of the rules regarding the transparency of MPs' private interests in India and South Africa. In India, conflict of interest amongst MPs has been debated extensively in the recent past. The primary check on preventing potential conflicts is that all MPs must declare their assets and liabilities to the concerned Speaker (Lok Sabha) or Chairman (Rajya Sabha). The Rajya Sabha Ethics Committee maintains a register of these interests (no such register exists for Lok Sabha MPs). Details in the Register of Members' Interests include: remunerative directorship, regular remunerated activity, shareholding of controlling nature, paid consultancy, and professional engagement. This material, however, is not put in the public domain. An interesting comparison is the Parliament of South Africa, where the Register of Members Interests' (consisting of MPs from both upper and lower house) is made public. Financial interests of MPs, remuneration from employment outside of Parliament, directorships, consultancies, property details, pensions, etc., are all made public (see latest register here).
