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Hon’ble Speaker, Lok Sabha has referred ‘The Child Labour (Prohibition Regulation) Amendment Bill, 2012’ as introduced in Rajya Sabha to the Standing Committee on Labour for examination and Report. Considering the wide implication of the proposed amendments and the deeper concern for rehabilitation, welfare and security of child labour, the Standing Committee Labour under the Chairmanship of Shri Dara Singh Chauhan, MP have decided to invite suggestions/comments/views from the public in general and from individuals/NGOs/Experts/Stakeholders and Institutions in particular.

 

All those who are interested in submitting written memoranda/suggestions the committee may sent tow copies thereof either in English or in Hindi to Joint Secretary (AK), Lok Sabha Secretariat, Room No .018, Parliament House Anexe, New Delhi – 110001, Tel: 23034049/23034180/23018129. Fax Number: 23016166 within 20 from the data of publication of this advertisement.

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The memoranda/suggestions submitted to the Committee would form the records of the Committee and would be treated ‘confidential’ and privileges of the Committee.

 

Those who wish to appear before the Committee, besides submitted memoranda, are requested to specifically indicate so. However, the Committee decision in this regard shall be final.

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Comments
12 years ago VIMAL MEHTA

DEAR SIR, I SUGGEST NO WELFARE LAW SHOULD BE MADE IN INDIA BECAUSE UNNECCESARY WASTAGE OF PUBLIC MONEY.IF A POOR LABOUR GOES TO COURT. THE POOR MAN WILL BE MORE EXPLOITED. IT IS BETTER TO LEAVE HIM AT THEIR OWN DESTINY. I M A DISABLE PERSON FACING THE SAME. DISABILITY ACT PWD ACT 1995 MADE FOR DISABLED. 22 YEARS NO JUSTICE RATHER VICTIMISED BY THE GREED ADVOCATES AND AROGANT BEAROCRATES.THS


12 years ago Sunil Agarkar

acceptance of child labour is need of the day. children are required to work to feed themselves and there families. instead negative list should be delcared. and for rest of the work their timings, minimum wages should be declared. responsibility of security and education of child labour should be fixed on the employer.




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