Dr. Love Kumar

(Research Article) Impact of Globalisation on Employment of Employees

Research Author : Dr. Love Kumar

Dr. Love Kumar Assistant Professor (Commerce) Shaheed Mangal Panday Rajkiya Mahila P G-college Madhav Puram Meerut Mobile- 9368235941

Across the developed world, women form an Increasing Proportion of the labour force, and women's Participation rates are up. In some countries women's employment rates are nearing men's, and more women than ever before traditional roles to Pursue careers once thought exclusively masculine. But there are still Pressure fou women to limit there economic activities.

For Example- By working Part-time or "scaling back "in other ways to accommodate care, and most women (some men) face challenges in reconciling work and family life.

Indeed, care giving work remains Predominantly women's work, and many women continue to subordinate employment to family responsibilities in various ways. It is true that the care of children and others defendant on Care is Part shifting to Institutions other then the family a subject taken up in greater detail later in this Paper: but it must be noted that in order to accommodate care, women still work Part-Time or drop out of the labour force all together at for higher rates then do men.

Impact of Globalisation on Employment in the formal and Informal Sectors.

The Impact of Globalization on Employment in the formal and Informal sectors would require establishing the position and trends Prior to liberalisation up to 1991. Legal rights in the two sectors could hardly be more different if they belonged to different countries. The bulk of labour ligislation deliberately

excludes the Informal sector.

For Example - The factories Act 1948, which covers working conditinos health and safety like Toilets, working hours, Prohibition of child labour and night work for women, workplace creches, and much more, does not apply to Informal workers, Similarly the Employees.

State Insurence Act – 1948 Providing for accident compensation and sickness and maternity benefits, does not apply to work places with less than twenty workers with out Power.

This provides employers with a variety of ways to avade these laws splitting up an establishment Into smaller units which are supposedly Independent of one another, creating artificial breaks in employment so that worker newer become permanent, employing large numbers of Contract workers who are deemed to be employees of labour Contractors and there fore do not appear on the Payroll of the company or subcontracting Production to smaller workplace. The Payment of Bonus Act 1965 Employees Provident fund and miscellaneous Provision Act 1972 and Payment of Gratuity Act 1972. Are likewise not applicable to informal workers.-

This does not mean that there is no protection whats ever for workers in the Informal sector. For Example- The contract Labour (Regulation and Abolition) Act 1971, does Provide this category of workers with some minimal rights,

Child Labour -

The widespread occurrence of child labour is another characteristics of the informal sector. Reliable Statistics of the number of child workers in India are hard to come by, according to ILO estimates, the number is at least 90 million, while some NGOs Put it even higher the Child labour (Prohibition and Regulation) Act 1986 represents a halfhearted attempt by the Grovenment to deal with this problem. Its aim is not to abolish child labour but only to Prohibit its use in hazardous Industries. Erosion of Job Security in the formal sector While employment Conditions in the informal sector have not changed significantly-and, indeed, could hardly have got which was characterised by high levels of Job security. In other Industries like Pharmaceuticals and Personal care products, although there was rapid automation, downsizing and an Increasing sense of insecurity amongst workers. Employer Responses to Globalisation.

Must responses to globalisation by employers in the formal and Informal sectors have ranged from outright resection to qualified acceptance with only a small number of the best managed and most competitive companies showing a readiness to confront the challenges.

The first Category of Employers - Those who reject globlisation and want India to leave the WTO. represented politically by the extreme Right-wing Hindu nationalist RSS (Rashtriya sway sevak sandh) and its affiliates such as the SJM (Swadeshi Jagran manch).

Garment manufactures,for example are heavily dependent on exports and oppose protectionist measures by other countries against their own Products.

Trade unions in the formal sector workers -

When the demand for an “Exit Policy” began to be articulated shortly after the liberalisation of 1991, trade unions fought back, and succeeded in defeating any plans for change, How ever when employers began using Strategies like VRS instead, unions were less successful in fighting them.

A key element of this employers strategy, as we saw was the transfer of Production to in formal workers. 000

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