The Indian work laws recognise 5 major rights of private representatives. First, they are entitled to obtain copies of personal information about their employer. This includes educational records, criminal records, and prior experience letters. While these are not specifically addressed by the Indian work laws, the practice of checking these documents is not uncommon. This is because many employers want to avoid being sued, so they check such information before hiring new workers.
These workers’ representatives are appointed by workers. They form the body for the union at the plant level. They have specific rights, including permission to hold meetings, right to hold bill-posting, and the right to use their representative’s room. The Indian work laws also provide for different rights for public sector employees, but there are some differences. The term of office of a representative is also specified, but it changes after the signing of new collective agreements.
The ID Act also provides for the appointment of Labour Courts, Tribunals, and Conciliation Officers. Unlike the US, there is no legal requirement to engage in union activities, or to use a workers’ representative. As long as the employer agrees to it, the right to strike is guaranteed. The right to strike is also protected under Section 83 of the Civil Code. The act states that employers must make reasonable attempts to find ways to settle disputes. The only difference between public and private employers is that public employees have more rights than private sector employees.