INTERNATIONAL LABOR
STANDARDS AND INDIAN WOMEN
LABOUR
PROJECT SUBMITTED TO
MRS. BALWINDER KAUR SRIVASTAVA
(FACULTY: LABOR LAW II)
PROJECT SUBMITTED BY
SHALKI TIWARI
ROLL NO. 117
SEMESTER FIVE
1
HIDAYATULLAH NATIONAL LAW UNIVERSITY
RAIPUR, C.G.
TABLE OF CONTENTS
ACKNOWLEDGEMENT
RESEARCH METHODOLOGY
Introduction
International standards set by ILO
Constitutional provisions
Empowerment through Labor Laws
The Factories Act, 1948:
The Employees State Insurance Act, 1948
The Plantation Labour Act, 1951
The Mines Act, 1952
The Maternity Benefit Act, 1961
The Contract Labor (Regulation and Abolition) Act, 1971
Conclusion
BIBLIOGRAPHY
2
LIST OF CASES
CASES
1. B.Shah v P.O, (1977) SCC 384
2. Municipal Corporation of Delhi v Female Workers AIR 2000 S.C 1275
3. Peoples Union for Democratic Rights v Union of India 1982 Lab. IC 1646 at 1658
4. Randhir Singh v Union of India, AIR 1982 SC 879
5. Sanjit Roy v State of Rajasthan AIR 1988 SC 328
6. Food Corporation of India v Shymmal K. Chatterjee, 2000 LLR 1293 (SC)
7. Mackinson Mackenzie and Co. ltd. v Andrey D’ Costa, AIR 1987 SC 1281
8. S. Nagaraj v State of Karnataka, (1993) 4 SC 595 at 620
9. Vijay Kumar v State of Punjab, AIR 1994 SC 265
10. State of W. B. v P Chatterjee AIR 2003 SC 3569
11. Union of India v T. R. Das. AIR 2004 SC 852
3
ACKNOWLEDGMENTS
At the outset, I would like to express my heartfelt gratitude and thank my teacher, Mrs.
Balwinder Kaur Srivastava for putting their trust in me and giving me a project topic such as this
and for having the faith in me to deliver. Thank you for an opportunity to help me grow.
My gratitude also goes out to the staff and administration of HNLU for the infrastructure in the
form of our library and IT Lab that was a source of great help for the completion of this project.
SHALKI TIWARI
(SEMESTER FIVE)
4
RESEARCH METHODOLOGY
This research is descriptive and analytical in nature. Secondary and Electronic resources have
been largely used to gather information and data about the topic.
Books and other reference as guided by Faculty have been primarily helpful in giving this project
a firm structure. Websites, dictionaries and articles have also been referred.
Footnotes have been provided wherever needed, to acknowledge the source.
OBJECTIVE
To study what are the standards set by the International Labour Organization
and other conventions for a women labour.
To scrutinize various labour law provisions that regulates Indian Women
Labour in India
To critically analyze the status of Indian women labour and see whether are
they inconsistent with the International Labour Standards.
5
LIST OF ABBREVIATIONS
IPC- Indian Penal Code
Sec.- Section
v. – Versus
AIR- All India Reports
SC- Supreme Court
All- Allahabad
Ker-Kerela
AP-Andhra Pradesh
LLJ- Labor Law Journal
Bom- Bombay
Kant- Karnataka
Pun- Punjab
TPA- Transfer of Property Act
6
INTRODUCTION
“To secure to each laborer the whole product of his labor, or as nearly as possible, is a worthy
object of any good Government”
Abraham Lincoln.
ILO Standards take the form of International Labor Conventions and Recommendations. ILO
Conventions are international treaties, subject to ratification by ILO member States. The
Recommendations are non-binding instruments – typically dealing with the same subjects as
Conventions – which set out guidelines that can orient national policy and action. Both forms are
intended to have a concrete impact on working conditions and practices in every country of the
world.
Working women are always a symbol of sacrifice, shouldering multifaceted responsibilities such
as that of working woman, family responsibilities etc. Hence ILO has said: "All women are
working women". Although most International Labor Standards apply without distinction to men
and women workers, there are a number of Conventions and Recommendations that refer
specifically or are particularly relevant to women.
In India, various labor legislations as well as constitutional provisions are in compliance with the
International Labor Standards but there is still lack of certain provisions that makes Indian
position in the pace with international standards. The Preamble of the Constitution of India says
that justice ... social, economic and political shall be aim of Indian republic. The Constitution
uses the word sex in Art. 15(1), 16(2) or 325 which prohibits discrimination on a scripture
grounds, but there is still time for the establishment of such Equality between Man and Women
at workplace.
7
8
INTERNATIONAL LABOR STANDARDS FOR WOMEN
The basic rights concerning women as a part of working force as well as a separate group are laid
down in the various International Labor Standards formulated from time to time1. ILO
basically sets standards regarding women address three key issues:
The elimination of sex-based discrimination in the employment relationship;
The balance of work and family responsibilities; and
The protection of maternity and the health of women in order to promote effective equality
Main Conventions of International Labour Standards for women workers can be enumerated as
follows:-2
C100- Equal remuneration, 1951
C111- Discrimination (Employment and occupation), 1958
C156- Workers with family responsibilities, 1981
C 141- Rural workers organization
C122- Employment policy, 1964
C158-Against termination of employment
C3 - Maternity protection, 1919
C103- Maternity protection (Revised), 1952
C183- Maternity Protection Convention, 2000
R 4- Lead poisoning (protection of women and children), 1919
C89- Night work (Women) Revised, 1948
C171- Night work, 1990, and (protocol) 1990
1
The international labour organization – activities < http://www.nationsencyclopedia.com/United-Nations-
Related-Agencies/The-International-Labour-Organization-ILO-ACTIVITIES.html#b> last accessed on 30th September
2012
2
ABC of women workers’ rights and gender equality <http://www.ilo.org/wcmsp5/groups/public/---dgreports/---
gender/documents/publication/wcms_087314.pdf>
9
1. Equality question
Philadelphia declaration of 1944 says- “All human beings irrespective of race, creed
or sex have the right to pursue both their material well being and their spiritual
development in conditions of freedom and dignity, of economic security and equal
opportunity”3. Declaration of human rights says, (Art.2)- “ equality and non-
discrimination in relation to human rights and fundamental freedom on the basis of sex
etc.4”
There should be equal opportunity and treatment for men and women in employment.5
There shall be sufficient employment opportunities for women. International labor standards
C111, 1958 is against discrimination of employment and occupation based on sex. 1991 ILO
resolution says about removal of discrimination in recruitment, promotion and training.
Convention-122 on Employment policy advocates for fullest possible opportunity to qualify
for and use their skills and endorsements in jobs for which they are suited without
discrimination of sex. It also wants to integrate women in non-traditional sectors.
2. Equality of treatment
Convention-158 is against termination of employment on the ground of sex, marital
status, family responsibilities, pregnancy and absence from work during maternity leaves.
Convention-100 of 1951 is about Equal remuneration. ‘Equal pay for work of equal
value’ is a rate of pay fixed without discrimination of sex. It call for promotion of full
implementation of the principles of equal remuneration for ‘work of equal value’ and
enforcing minimum wages both for time rated and piece rated women workers. The
principle applies to basic salaries plus other additional emoluments. Research is required
to determine the extent of pay differential now existing between men and women to
eradicate the same6.
3
United States Department of State, 2010 Country Reports on Human Rights Practices -
India, 8 April 2011, available at: http://www.unhcr.org/refworld/docid/4da56dbec.html
4
Human Rights Watch, World Report 2011 - India, 24 January 2011, available at:
http://www.unhcr.org/refworld/docid/4d3e801d11.html
5
http://www.ilo.org/wcmsp5/groups/public/@dgreports/@gender/documents/genericdocument/
wcms_114192.pdf
6
U.N. Committee on the Elimination of Racial Discrimination (CERD), Examination of
India’s 15th – 19th Periodic Reports, 23 and 26 February 2007, available at:
http://www.unhcr.org/refworld/publisher,CERD,,IND,,0.html
10
Women are entitled for equal treatment in social security coverage.7 Existing social
security schemes see man as the head of the family and sole breadwinner, and women as
dependent.8 This gender bias should be eliminated.
3. Health- Maternity protection
Convention-103 deals about Maternity protection. It proposes right to maternity leave
and cash benefits to replace lost income, i.e. leave for 12 weeks with 2/3 to full cash
benefits and medical care. There are also provisions for nursing breaks i.e. paid
interrupted working time for nursing mothers for that purpose. During pregnancy and up
to 3 months after confinement women should be transferred without loss of wages from
work harmful to their health and that of their children to a lighter one. The convention
prohibits night work and overtime working during pregnancy and nursing period. It also
assures job security during maternity leave, i.e. prohibit dismissal for maternity reasons.
Convention also gives various measures for protecting health of mother and child. Right
to child care includes facility for creches, anganvadi, education and health for the child.
4. Sexual harassment at work place
Women should be given the right to dignity and right to security from exploitation
and inequality. Sexual harassment at work is treated as an obstacle to equality of
opportunity and treatment, and an unacceptable aspect of working environment. To
confront this enterprise level preventive policies and procedures are required. There shall
be enterprise level complaint procedures, disciplinary rules and proper training and
communication strategy. There shall be also proper efforts for elimination of all forms of
discrimination and violence against women.
5. Night work
7
Equal treatment in social sequrity legislation http://books.google.co.in/books?
id=BM6M18W0AXAC&pg=PA31&lpg=PA31&dq=Women+are+entitled+for+equal+treatment+in+social+security+co
verage&source=bl&ots=YzBgBIqWvo&sig=tcFFrzkjH6vBSRItgAN9GAC2B4c&hl=en&sa=X&ei=YTx3UNfzA4a8rAe6tIG
YBQ&ved=0CEYQ6AEwBg#v=onepage&q=Women%20are%20entitled%20for%20equal%20treatment%20in
%20social%20security%20coverage&f=false
8
Womens are citizens too: The Laws of the State, the Lives of Women <
http://iknowpolitics.org/sites/default/files/women120are20citizens20too2020the20laws20of20the20states20and
20the20liv.pdf>
11
ILO Convention 89 on Night work (Revised), 1948 and (protocol), 1990 deals with the
issue of night work. ‘Night’ means, “a period of at least 11 consecutive hours, seven of
which are between 10 pm and 7am”. But subsequently according to Convention 171 on
Night workers’ protection, 1990, Night means "a period of at least 7 consecutive hours,
including the hours between midnight and 5 am”. The conventions say that no woman of
any age shall be employed during night in any industrial undertaking, except in an
undertaking in which only the same family members work or women holding responsible
positions or women employed in health and welfare services work, other than manual
work.
8. Gender auditing
It will ensure full participation of women in decision-making process. 9 It enhances the
participation of women in decision-making at all levels, i.e. In Government, Employer’s
organization and worker’s organization, so that there shall be women workers’
representatives in monitoring committee up to the floor level.
9. Equality bargaining
ILO proposed to include equality in collective bargaining 10. Equality bargaining or
Collective bargaining and promotion of equality will not treat women’s issues as special
or minority as they make up a significant proportion of the workforce. Women should be
represented on the executive of the workers’ and employer’s organizations. Women’s
committees should be constituted to formulate bargaining demands. 11 Part-time workers
9
Sherrill Whittington “Women, peace and security: a gendered approach to aid effectiveness in post-conflict
development” < http://www.google.co.in/url?
sa=t&rct=j&q=It+will+ensure+full+participation+of+women+in+decision-making+process.
+&source=web&cd=6&cad=rja&ved=0CDwQFjAF&url=http%3A%2F%2Fwww.ode.ausaid.gov.au
%2Fcurrent_work%2Fdocuments%2Fwomen-peace-security-aid-effectiveness-sherrill-
whittington.doc&ei=4D13ULDiCsWPrgfBr4CYCA&usg=AFQjCNFkTLg2mJUVf862Kh2wSqPn1mWATw>
10
Gender equality bargaining < http://www.ilo.org/wcmsp5/groups/public/---ed_dialogue/---actrav/documents/
publication/wcms_113700.pdf >
11
Rights of Women Workers < http://bmsilrc.org/women.php>
12
shall also be included in collective agreements. There shall be a specific union-
management policy on promoting equality issues.
10. Training and literacy
Convention-142 and resolution-150 highlights human resources development
programmes without discrimination of sex. There should be education and training to
alter gender imbalance and for equality.12 Training shall be to achieve wide range of
skills, self-employment and entrepreneurship. There has to be vocational guidance and
training for girls and women on the same broad range of opportunities as for boys and
men. Vocational training programs shall be provided for women above normal age of
entry who wish to take up or re-enter work. Women shall be ensured to have equal access
to all forms of education and vocational training for all types of occupation. They shall
have day care facilities and other services to facilitate the access to normal vocational
training. Right to development of skills and training is very important.
11. Work And Family Responsibility13
The Workers with Family Responsibilities Convention (No. 156) and Recommendation
(No. 165), 1981 aim at creating equality of opportunity and treatment in employment and
occupation between men and women workers with families, and establishing equality of
opportunity and treatment in employment and occupation between men and women
workers with family responsibilities and those without such responsibilities. It requires
ratifying States to make equality of opportunity and treatment for workers with family
responsibilities the objective of national policy, to be promoted by appropriate measures.
The supplementing Recommendation stipulates more detailed policies and appropriate
measures regarding vocational training, employment and employment conditions, and
contains additional provisions on family and childcare services and institutions as well as
social security
12
<http://www.oecd.org/employment/50423364.pdf> last accessed on 3rd October 2012
13
Siobhan E. Austen and Elisa R. Birch “Family Responsibilities and Women's Working Lives ” <
http://business.curtin.edu.au/files/WEPAU_DP-08_Family_Responsibilities_and_Women_s_Working_Lives.pdf >
13
LABOR LAWS CONCERNING WOMEN IN INDIA
Under the Industrial laws the women have been bestowed the special position in the view of
their unique characteristics, physically, mentally and biologically. Some of the Acts related
to employment were enacted during British period as well as after independence. These Acts
not only regulated the hours of work but also contained provisions of health, safety and
welfare of women workers and guarantees equality before law and equal treatment to
women workers. Most of these laws have been inspired by the Conventions and
recommendations adopted by the International labour Organization. The main objectives for
passing these laws are to enable the women to enjoy equally as men a fuller and richer life,
to increase their efficiency, to increase their participation in useful services, to ensure their
ante-natal, prenatal care and infant welfare and to provide equal pay for equal work.16
Besides different measures adopted by the Government of India for implementation of ILO
conventions many other provisions have been incorporated as labour legislation for the
protection of women workers.
The important labour legislations covering the women are:
Factories Act, 1948: Factories Act is a labour welfare legislation where in measures have been
laid down to be adopted for the health, safety, welfare, working hours, leave and employment of
young persons and women. Exclusive provisions for women have also been incorporated in the
Act keeping in view their soft and tender personalities.
Provisions for welfare of women.
Prohibition of employment of women during night hours.
Prohibition of work in hazardous occupations.
Prohibition of employment of women in pressing cotton where a cotton opener is at
work.
Fixation of daily hours of work at nine.
Fixation of maximum permissible load.
14
Provision for crèche
In every factory where in more than 30 women workers are ordinarily employed, there shall be a
suitable room for the use of children under the age of six years of such women.
1. Provision for washing and bathing facilities.
2. The Act provides for separate and adequately screened washing and bathing facilities’
for women.
3. Provisions for latrines and urinals The factories Act make it obligatory for any factory
owner to maintain an adequate number of latrine and urinals separate for women.
4. Provisions for rest rooms and canteens.
5. Provision for maternity benefits.
All the above provisions are simultaneously provided under The Plantations labour Act 1951,
The Mines Act 1952, The Beedi and Cigar workers(conditions of Employment Act), 1966;
The contract Labour (Regulation and Abolition) Act,1970 and The Interstate Migrant
workmen (Regulation of Employment and condition of services Act, 1979.14
Employees State Insurance Act , 1948: Employees State Insurance Act, one of the most
important social legislation in India, it has been enacted to provide for various benefits in
different contingencies. Under this Act, insured women workers get sickness benefit,
disablement benefit, medical benefit and funeral expenses along with insured men worker. However
in addition to these benefits, insured women workers also get maternity benefit in case of
certain contingencies arising out of confinement, miscarriage, sickness arising out of
pregnancy, confinement, premature birth of child or miscarriage and death. The duration of
maternity benefit available to insured women in case of confinement is 12 weeks of which not
more than 6 weeks shall precede the expected date of confinement. The maternity benefit is paid
subject to the condition that the insured women do not work for remuneration on the days in respect
of which the benefit is paid. In the event of the death of an insured women, the maternity benefit is
payable to her nominee or legal representative for the whole period if the child survives, and if
14
V.G. Goswami, “Labour and Industrail Laws” (2008)
15
the child also dies until the death of the child.15
Maternity Benefit Act ,1961: International attention, on maternity protection of the world
community was attracted when the first Maternity Protection Conference was convened in
1919 by the International labour organization where matters relating to maternity leave,
economic benefits during absence from work, leave for bringing up children and non
termination of service during pregnancy and immediately after delivery were deliberated upon
and a resolution passed.16 The resolution of this convention was amended in 1952, which
increased maternity leave, economic benefits and added some more benefits to the mothers of
newborn children. The fact that motherhood requires special care and attention is reflected in Art,
25(2) of the Universal Declaration of Human Rights, 1948. However in India, back in 1931,
in the Karachi Resolution, the congress under the head ‘labour’ recognized the need for
providing
maternity benefits to women workers and provided “protection of women workers and specially
adequate provisions for leave during maternity period”. Keeping in view the convention
of the International Labour Organization and the fact that there was a need for providing
maternity benefit, Article 42 in the constitution was incorporated which imposes an obligation
upon the state to make provision for securing just and human conditions of work and for
maternity relief. On these lines The Maternity Benefit, 1961 was passed though in pre
independent India, in 1941 the Mines Maternity Benefit Act was passed and this Act was
applicable to only those women who were working in mines. In 1948 the provisions for
maternity benefit was made under the Employees State Insurance Act and in 1951 under the
Plantation labour Act. However the conditions for payment, the rate and period of benefit was not
uniform under these Acts and in order to remove these disparities and to have uniform rules,
the Maternity Benefit Act, 1961 was passed. This Act has been passed to regulate the
employment of women in certain establishments for certain periods before and after child birth
and to provide for maternity benefit and certain other benefits. It is not doubt a significant piece
of labour legislation exclusively devoted to working women in factories, mines, plantations and
establishments where in persons are employed for the exhibition of equestrian,
15
N. Hasan, “ the Social Security System of Indian”, (1972)
16
S.N. Mishra, “Labour and Industrial Laws”, (26th ed. 2006)
16
acrobatic and other performances.
Judiciary has played a significant role in protecting the interests of the female. In B.Shah v
P.O,17 labour court, the Supreme Court pointed out that, “Performance of the biological role
of childbearing necessarily involves withdrawal of a women from the workforce for some period
and she cannot work for her medical expenses also. In order to enable the woman worker to
subsist during this period and to preserve her health, the law makes a provision for maternity
benefit so that the women can play both her productive and reproductive roles efficiently”.
There is nothing in the Maternity Benefit Act, which entitles only regular women employees to the
benefit of maternity leave and not to those who are engaged on casual basis or on muster roll on
daily wage basis. In a judgment of far reaching consequence, the S.C in Municipal Corporation of
Delhi v Female Workers18 declared that the maternity benefit is applicable to casual workers and
daily wage workers also.
Equal Remuneration Act, 1976: Equal pay for equal work for women and men is a vital
subject of great concern to society in general and employees in particular. There was a common
belief that women are physically weak and should be paid less than their male counterparts for the
same piece of work.19 Women all over the world, had till recently been very much in articulate and
were prepared to accept lower wages even when they were employed on the same jobs as men.
Even in the economically and socially advanced countries where remarkable progress has been
made, discrimination still exists.
In India, in the initial stages when legislation for the protection of workers was hardly thought
of, factory owners taking advantage of the backwardness and social handicaps of the poorer
classes, recruited women on a large scale at lower wages and made them work under inhuman
condition. International Labour Organization has evolved several conventions to provide
protection to employed women. A number of I.L.O conventions have been ratified by India and
some of these though not ratified have been accepted in principle.
17
(1977) SCC 384
18
AIR 2000 S.C 1275
19
P. Leela Krishnan, “ New Horizons Law”. 1987
17
The principle of the I.L.O has been incorporated in the Constitution of India in the form of
Article 39. Article 39, specifically directs the states to secure equal pay for equal work for both
men and women. To give effect to this constitutional provision the parliament legislated the Equal
Remuneration Act, 1975.
Historically, equal pay for work of equal value has been a slogan of the women’s movement.
Equal pay laws therefore usually deal with sex-based discrimination in the pay scales of men
and women doing the same or equal work in the same organization. 20 Judiciary has played an
active role in enforcing and strengthening the constitutional goal of “equal pay for equal work”.
In a plethora of cases such as Peoples Union for Democratic Rights v Union of India,21 Randhir
Singh v Union of India,22 Sanjit Roy v State of Rajasthan,23 Food Corporation of India v Shymmal
K. Chatterjee,24 Mackinson Mackenzie and Co. ltd. v Andrey D’ Costa, 25 S. Nagaraj v State
of Karnataka,26 Vijay Kumar v State of Punjab,27 State of W. B. v P Chatterjee,28 Union of
India v T. R. Das.29
The Supreme Court reiterated that “equal pay for equal work” enshrined in Article 39(a) is
implicit in Article 14 and 16 of the Constitution and hence become enforceable in the court of
law. In other words we can say that the court has brought the equal remuneration within
the contours of fundamental right of equality.
Although the working women have been provided various benefits, concession, protection and
safeguards under different labour legislations in order to provide security against various risk
peculiar to their nature which are likely to occur in their lives yet their work participation is not
20
V.G. Goswami, Labour and industrial Law, (2008)
21
1982 Lab. IC 1646 at 1658
22
AIR 1982 SC 879
23
AIR 1988 SC 328
24
2000 LLR 1293 (SC)
25
AIR 1987 SC 1281
26
(1993) 4 SC 595 at 620
27
AIR 1994 SC 265
28
AIR 2003 SC 3569
29
AIR 2004 SC 852
18
up to mark30. According to the Human Development Report, 1995, women’s
participation in the labour force had risen only by four percent points in twenty years, from
thirty six percent in 1970 to forty percent in 1990; women normally receive a much lower average
wage than men, all religious record a higher rate of unemployment among women than men;
women work longer hours than men in every country, the deeply sharing of the
adversities between women and men are still persisting.31
The Contract Labor (Regulation and Abolition) Act, 1971
Separate rest rooms shall be provided for women employees in every factory. The Act provides a
se rate portion of dining hall and service counter. This Act also provides or separate washing
place for women which are screened for securiity.17 This Act also provide for separate and
secured latrines at least one latrine for every 25 females32
The equal Remuneration Act, 1976 was enacted to provide equal remuneration to male and
female employees for the same work, or work of the similar nature. It prevents discrimination on
the ground of sex against women in the matter of employment of women and for matters
connected there with except where the employment of women in such works is prohibited or
restricted by or under any law for the time being in force.
Indeed this Act is a milestone in establishing economic equalities and social justice between men
and women. Now the time has come when equal pay for equal work for both man and women
should be fully implemented without discrimination on the basis of sex in order to provide fair
and just treatment to women workers.
CONCLUSION
30
M.S. Shah – “Wages and Employment of Women in Society”, IL. J., Feb. 1975
31
M.K. Shah – “ Wages and Enforcement Agnecies in Protecting Womens Right” (2002)
32
Sections 31(A) and 52
19
ILO prescribes specific Role for Governments in the empowerment of women workers.
Government is to co-operate with employers and workers organization in its practical
implementations. Government should ratify all ILO conventions concerning women workers. It
should adhere more strictly to existing laws and ratified Conventions. There has to be increased
awareness among men and women, regarding women’s rights under national laws and
international conventions. Government should ensure and guarantee equal rights to women and
enforcement of laws implementing women’s equality. Enforcement of women’s rights shall be
done through effective labor legislation, labor inspection and supervision, penalties for non-
adherence. Revising of legal provision that discriminate against women in employment is
necessary. Government should strive to include equality in collective bargaining and official
labour inspection.
The UN Commission on the status of women defines the national machinery as- “A single body
or a complex organised system of bodies, often under different authorities, but recognized by the
Government as the institution dealing with the promotion of the status of women”. It should be at
the highest level of Government with sufficient resources and authority to ensure inclusion of
women’s issues in all policies and programmes in all concerned sectors. It should implement and
monitor progress towards equality and adequate mechanism for redress of grievances. It should
deal with women’s issues and to promote equality. It should promote education and awareness
raising campaigns. It should establish adequate gender-based information for achieving equality.
It should also develop various types of supportive linkages- both formal and informal, and
Government and non-Governmental, since issues concerning working women cover all aspects
of the development process.
BIBLIOGRAPHY
20
BOOKS
1. P. Leela Krishnan, “ New Horizons Law”. 1987
2. V.G. Goswami, Labour and industrial Law, (2008)
3. N. Hasan, “ the Social Security System of Indian”, (1972)
4. S.N. Mishra, “Labour and Industrial Laws”, (26th ed. 2006)
ARTICLES
1. The international labour organization – activities <
http://www.nationsencyclopedia.com/United-Nations-Related-Agencies/The-
International-Labour-Organization-ILO-ACTIVITIES.html#b>
2. ABC of women workers’ rights and gender equality
<http://www.ilo.org/wcmsp5/groups/public/---dgreports/---gender/documents/
publication/wcms_087314.pdf>
3. United States Department of State, 2010 Country Reports on Human Rights Practices -
India, 8 April 2011, available at: http://www.unhcr.org/refworld/docid/4da56dbec.html
4. Human Rights Watch, World Report 2011 - India, 24 January 2011, available at:
http://www.unhcr.org/refworld/docid/4d3e801d11.html
5. http://www.ilo.org/wcmsp5/groups/public/@dgreports/@gender/documents/
genericdocument/wcms_114192.pdf
6. U.N. Committee on the Elimination of Racial Discrimination (CERD), Examination of
India’s 15th – 19th Periodic Reports, 23 and 26 February 2007, available at:
http://www.unhcr.org/refworld/publisher,CERD,,IND,,0.html
7. Equal treatment in social sequrity legislation http://books.google.co.in/books?
id=BM6M18W0AXAC&pg=PA31&lpg=PA31&dq=Women+are+entitled+for+equal+tr
eatment+in+social+security+coverage&source=bl&ots=YzBgBIqWvo&sig=tcFFrzkjH6v
BSRItgAN9GAC2B4c&hl=en&sa=X&ei=YTx3UNfzA4a8rAe6tIGYBQ&ved=0CEYQ6
AEwBg#v=onepage&q=Women%20are%20entitled%20for%20equal%20treatment
%20in%20social%20security%20coverage&f=false
21
8. Womens are citizens too: The Laws of the State, the Lives of Women <
http://iknowpolitics.org/sites/default/files/women120are20citizens20too2020the20laws20
of20the20states20and20the20liv.pdf>
9. Sherrill Whittington “Women, peace and security: a gendered approach to aid
effectiveness in post-conflict development” < http://www.google.co.in/url?
sa=t&rct=j&q=It+will+ensure+full+participation+of+women+in+decision-
making+process.+&source=web&cd=6&cad=rja&ved=0CDwQFjAF&url=http%3A%2F
%2Fwww.ode.ausaid.gov.au%2Fcurrent_work%2Fdocuments%2Fwomen-peace-
security-aid-effectiveness-sherrill-
whittington.doc&ei=4D13ULDiCsWPrgfBr4CYCA&usg=AFQjCNFkTLg2mJUVf862K
h2wSqPn1mWATw>
10. Gender equality bargaining < http://www.ilo.org/wcmsp5/groups/public/---
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11. Rights of Women Workers < http://bmsilrc.org/women.php>
12. <http://www.oecd.org/employment/50423364.pdf>
13. Siobhan E. Austen and Elisa R. Birch “Family Responsibilities and Women's Working
Lives ” <
http://business.curtin.edu.au/files/WEPAU_DP08_Family_Responsibilities_and_Women
_s_Working_Lives.pdf >
14. M.S. Shah – “Wages and Employment of Women in Society”, IL. J., Feb. 1975
15. M.K. Shah – “ Wages and Enforcement Agnecies in Protecting Womens Right” (2002)
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