This article provides research and policy recommendations for AI integration and assesses its implications on the Indian labour market, creative sector and national security.
France is emerging as a global leader in AI governance, green technology, and scientific diplomacy. With major investments in AI, renewable energy, and international trade, France is shaping the future of innovation, sustainability, and diplomacy on the world stage.
Introduction (Paiman Riazat) The question of Palestinian statehood is and has been a for decades controversial matter. The main conclusion is that Palestine seems to satisfy all the four traditional criteria mentioned in the issues of recognition such as people, land, government, and capacity (Montevideo Convention, 1933). However, Palestine has these requirements; its legal status remains in vogue for the sake of political and historical conditions. As January 2025 begins the situation in Palestine is still unknown. The war between Israel and Palestinian groups in Gaza has resulted in significant casualties and destruction. The United Nations has reported that over 46,000 Palestinians have lost their lives and many more have been injured or displaced (United Nations, 2024). Gaza is home to approximately 2.3 million people and continues to endure a strict blockade imposed by Israel since 2007 (Amnesty International, 2024). In 2012, the United Nations General Assembly granted Palestine non-member observer state status (United Nations General Assembly, 2012). This recognition has allowed Palestine to join international organizations and participate in international legal proceedings, such as the International Criminal Court (ICC) (International Criminal Court, 2021). This paper aims to effectively analyze the recognition of Palestine’s statehood in international law, discovering the legal arguments for and against its recognition. By bringing up the Montevideo criteria and the current situation on the ground, this research seeks to provide an extensive understanding of Palestine’s legal status in international law. Background (Cherry Wong) International law is a set of rules and principles that governs the relations between states and other international actors (Legal Information Institute, n.d.). It comprises treaties, customary practices, legal precedents etc. that establish obligations and rights for states to adhere to (Butchard, 2020). The aim of international law is to maintain global peace and security, addressing issues such as human rights, trade, and environmental protection (United Nations, n.d.). It is enforced through various mechanisms, emphasizing both state responsibility and the roles of international institutions (Iwasawa, 2023). Palestine’s historical context is characterized by a long struggle for self-determination amidst colonial and geopolitical challenges. The Palestinian national movement began in the early 20th century, with significant events such as the 1920 Palestinian National Council demanding independence from British rule, which was largely ignored due to the British commitment to the Balfour Declaration favoring Jewish immigration and settlement (Boulos & Abu Eid, 2024). The 1947 UN Partition Plan proposed separate Jewish and Arab states, leading to the 1948 Arab-Israeli War and the Nakba, which resulted in the displacement of hundreds of thousands of Palestinians (Utrecht University, 2024). The quest for statehood continued with the establishment of the Palestine Liberation Organization (PLO) in 1964, which became the representative body for Palestinians (Powell & Strug, 2016). The PLO declared the State of Palestine in 1988, gaining recognition from numerous countries and the UN General Assembly, which granted it non-member observer state status in 2012 (Powell & Strug, 2016). Despite this, the ongoing Israeli occupation and settlement policies complicate the realization of Palestinian statehood (Boulos & Abu Eid, 2024). International law defines statehood criteria primarily through the Montevideo Convention, which stipulates that a state must possess a permanent population, a defined territory, a government, and the capacity to engage in relations with other states (Fang, 2023). Recognition by other states is essential, as international relations are built upon the acknowledgment of a state’s sovereignty. While Palestine has been recognized by approximately 146 countries, its quest for full statehood remains hindered by geopolitical dynamics, particularly the influence of the United States and the ongoing Israeli-Palestinian conflict (The Hindu, 2024). The significance of recognition in international law (Tasnuba Tasnim Anita) Recognition refers to the formal acknowledgment by one state of the existence and sovereignty of another state within the global community. In international law, statehood is traditionally determined by the Montevideo Convention of 1933, which outlines four criteria: a permanent population, a defined territory, a government, and the capacity to enter into relations with other states (Montevideo Convention, 1933). However, recognition by other states often solidifies and legitimizes a state’s legal standing in the international arena. But recognition is not a prerequisite for statehood, it facilitates the newly established state’s ability to participate in international organizations, treaties, and diplomatic engagements (Roth, 2010). Diplomacy often revolves around recognizing states to foster alliances, resolve disputes, and promote stability. Conversely, withholding recognition can serve as a form of protest or leverage in international negotiations. The process of recognition is rarely free of political influence. States may base their recognition decisions on strategic interests, ideological alignments, or economic incentives. This selective approach can lead to inconsistencies (Christopher J Borgen, 2009). Recognition of states in international law can take two primary forms: de jure and de facto recognition (Cochran, C. L.1968). De jure recognition is often permanent and implies that the recognized state satisfies all the criteria of statehood, including effective control and governance. It refers to the formal and unequivocal acknowledgment of a state’s sovereignty and legal personality under international law. De facto recognition often occurs in situations where a state has effective control over a territory but faces unresolved issues regarding its legitimacy or sovereignty (Briggs, H. W. 1939). It implies that while the recognizing state acknowledges the factual existence of the entity as a governing authority, it does not grant full legal legitimacy or permanence (Houghton, N.D, 1932). The case of Palestine illustrates the nuanced application of de jure and de facto recognition in international law. Over 130 UN member states have granted Palestine de jure recognition, acknowledging its sovereignty and right to statehood under international law (Ghaedi, M. 2024). Conversely, many states, including major powers like the United States, have limited their acknowledgment to de facto recognition, if at all (Al Jazeera, 2024). The recognition of Palestine is often viewed through the lens of the broader Arab-Israeli dispute, making it a symbol of regional and global political divisions (Palestine Unbound, 2016). The case of Palestine highlights the significance of recognition in shaping the legal and political realities of statehood under
Corporate Liability For Environmental Damage : A Critical Review Of Legal Principles By: Jayshree Patnaik & Manshi Abstract: In India, an increase in the number of industries has resulted in pollution of the air, water, land, and noise. Rapid industrialization of this kind has had a negative impact on our nature. The Environmental Protection Act of 1986 and the Companies Act are two of the laws that the Indian legal system has established to address environmental challenges and under which corporations are held accountable. Even if a firm doesn’t purposefully destroy the environment, they are nonetheless held accountable under the Indian legal system. This is a well-established strict liability principle that is included in Indian law. The industries that are now operating in India must take all required precautions to prevent environmental harm. Be it Corporate infrastructure, the workers commuting to and fro daily ,the multimodal transport usage to transfer goods, each of them makes a significant contribution to ravage the environment. Here’s a wager, many of us are unaware that sending mail also emits carbon dioxide up to 50 grams per mail with large attachments. In this mixed-method research we present various viewpoints, case laws, existing policies to curb the environmental blight and aim to provoke your thoughts as an individual to combat the problem. Also, a few suggestions of what collaborative approach should the government enforce along with the existing ones. Certain damages which can never be undone are the Plasticrust (when plastic melts and fuses with the natural materials like rock/corals, etc.), Nanomaterial pollution (comes from the paints, cosmetics, electronics, textiles, etc.) and the “forever chemicals”. All of these pollutants have been accumulated in the environment and the wildlife is now carrying these toxins in their tissues. How profound and urgent detoxification does the Earth require to restore itself? Introduction: The concept of holding businesses responsible for environmental damage has attracted a lot of attention worldwide, highlighting the growing recognition of businesses’ role in environmental deterioration and the need for accountability measures. The topic of corporate responsibility for environmental harm is particularly pertinent in India, a country dealing with complex environmental problems that range from deforestation and climate change to air and water pollution. This preamble establishes the framework for a comprehensive analysis of the legal rules governing Indian corporations’ liability for environmental damage. With laws like the Environment (Protection) Act of 1986 and the Companies Act of 2013 acting as pillars for monitoring business behavior with regard to the environment, India’s legal framework for environmental preservation has grown over time. India’s legal framework for corporate accountability for environmental harm is based on the Water (Prevention and Control of Pollution) Act of 1974 and the Environmental Protection Act of 1986. The Environmental Protection Act establishes the legal framework for both environmental protection and pollution prevention and control laws. The law states that both the federal and state governments are empowered to take action to protect and enhance the environment and to prosecute violators. The Indian judiciary has been essential in holding companies responsible for environmental harm by interpreting and enforcing the provisions of these Acts. In numerous instances, the courts have held companies liable for environmental damage, even when it was unintentional or the result of suppliers’ or subcontractors’ negligence. Furthermore, courts have ruled that companies must take steps to protect the environment or face liability for future damages. Even though India has the required legal framework, it is nevertheless very difficult to hold corporations accountable for environmental harm. The absence of strong enforcement measures is one of the main problems. The Water (Prevention and Control of Pollution) Act is enforced by State Pollution Control Boards, however oftentimes they lack the resources to carry out this duty. Furthermore, the fact that fines imposed on companies that violate environmental regulations are usually insignificant means that there is insufficient deterrence. It is also difficult for citizens to hold corporations responsible for environmental destruction because of a weak legal system and a lack of public understanding of environmental issues. “Greenwashing and Corporate Commitments: The Clash Between Sustainability Goals and Industrial Expansion” Corporate industries in other words the “mega-polluters” take Sustainability-linked loans (SLL) in billions with a fake commitment to reduce carbon pollution and target sustainability. Shell, Enbridge and Drax are a few of many other companies which made it to the news for getting SLLs. Fossil fuel and mining companies have reaped billions in SLLs, many researches suggest that greenwashing in SLLs is widespread. Upon investigation, it was found that these loans are rather used in business expansion and not for reducing environmental harms. In India, Central Consumer Protection Authority (CCPA) issued the guidelines under the Consumer Protection Act, 2019 for prevention and regulation of “greenwashing” and “misleading environmental claims”. It was an addition to the guidelines for prevention of misleading advertisements and endorsements issued in 2022. These guidelines prohibit use of generic terms like ‘eco-friendly’, ‘green’, ‘cruelty free’, ‘carbon-neutral’, ‘sustainable’ and similar assertions without adequate substantiation by the manufacturers/industrialists. Illustration 1: If a company makes a statement that “its growth will be based on sustainability principles”. For the purpose of these guidelines this will not be treated as an environmental claim. However, if a company further makes a statement that “that all its products are made in a sustainable manner”, then such an environmental claim will be examined for greenwashing. Illustration 2: A marketer advertises on the bottle of its hand wash as “biodegradable” without qualification. The advertisement shall make clear that only the hand wash is biodegradable and not the bottle. The latest in occurrence was the Biological Diversity Rules, 2024 which supersedes the 2004 rules. The Ministry of Environment, Forest and Climate Change (MoEF&CC) announced rules to make India’s waste management system more comprehensive; previously, liquid waste was not classified as a separate category. The Draft Liquid Waste Management Rules will become effective from 1 October 2025. A bigwig tech company published that AI could help expedite decarbonization, simultaneously selling AI tools to ExxonMobil and Chevron
International Labour Law Labor Law and Mental Health: Addressing Workplace Stress and Psychological Safety Abstract This paper examines how labour laws address mental health, including psychological safety and workplace stress. As mental health issues become more prominent, many countries are beginning to integrate mental health protections into labour legislation. The discussion will cover existing legal frameworks, the challenges of enforcement, and future directions to ensure that mental health is adequately protected in the workplace. The goal is to present a comparative analysis of labor laws, highlighting specific reforms to make workplaces more supportive environments. Introduction The prevalence of workplace stress and mental health issues, such as anxiety and burnout, is increasing across the globe. The COVID-19 pandemic amplified these issues, as many employees transitioned to remote work, blurring work-life boundaries. While labor laws have traditionally focused on physical safety, psychological well-being has historically been less addressed. However, mental health conditions have significant effects on employee productivity and retention, underscoring the need for robust legal protections. Labour laws in some countries, particularly in regions such as Europe and North America, have begun to adapt, offering frameworks to support mental health in the workplace. This paper explores these adaptations and considers reforms that could enhance psychological safety globally. Current Legal Frameworks for Mental Health in Labor Law 1. International Standards and Guidelines The International Labour Organization (ILO) provides guidelines for managing mental health at work and advocates that member countries adopt policies that protect workers’ mental health. The World Health Organization (WHO) has developed frameworks promoting mental health awareness and resources in workplaces, encouraging companies to consider mental health as part of employee welfare. 2. Country-Specific Labor Laws European Union: EU labor law includes provisions under the Framework Directive on Health and Safety at Work (Directive 89/391/EEC) that require employers to assess and mitigate workplace stress. United States: While the U.S. does not mandate mental health protection under federal labor laws, the Americans with Disabilities Act (ADA) indirectly supports employees with mental health conditions by prohibiting discrimination and requiring reasonable accommodations. Australia: Australia’s Work Health and Safety Act mandates employers to create mentally healthy workplaces and acknowledges psychological health alongside physical health. 3. Corporate Mental Health Programs Many companies now voluntarily include mental health programs, such as Employee Assistance Programs (EAPs), to support workers. These are often encouraged through government incentives, though not always required by law. Challenges in Implementing Mental Health Protections in Labor Law Recognition and Stigma Mental health issues are often misunderstood or stigmatized, making it difficult for employees to seek help without fear of judgment or job loss. Lack of awareness among employers also creates challenges in identifying and appropriately managing mental health issues. Enforceability Even when laws require psychological safety, enforcement can be inconsistent. Inspectors and regulatory bodies may lack the tools to assess psychological risk effectively. Proving mental health harm or unsafe conditions is more complex than physical injuries, making compliance difficult to measure. Workplace Culture and Remote Work A lack of supportive workplace culture can undermine legal protections. Companies must foster environments where mental health concerns are treated as seriously as physical safety. Remote work has increased psychological risks, including isolation and burnout, which require novel legal approaches to ensure protections. Case Studies in Mental Health Protections Sweden: The Work Environment Act Sweden’s labor law includes explicit protections for mental health, including the obligation for employers to prevent workplace stress. This proactive approach is highly regarded for reducing burnout. Canada: Mental Health Commission of Canada (MHCC) The MHCC promotes the National Standard for Psychological Health and Safety in the Workplace, which serves as a guideline for employers to create mentally safe work environments. The adoption of this voluntary standard has led to positive outcomes, as more companies are embedding psychological health in workplace policies. Japan: Mental Health in the Workplace Act Japan mandates annual stress checks for employees in large companies, aiming to identify psychological risks early. While not enforceable for all companies, this law highlights a structured approach to address mental health proactively. Future Directions for Mental Health in Labor Law Mandating Mental Health Policies More countries could adopt mental health-specific requirements as part of labor codes, obligating companies to offer mental health services, regular stress evaluations, and training for managers. Enhanced Employer Accountability Policies could include metrics for mental health outcomes, like tracking stress-related absences, and mandate that employers report and mitigate causes of workplace stress. Legal Support for Remote Work Mental Health Issues As remote work becomes more common, labor laws may need to establish new guidelines for mental health protection outside traditional workplaces, emphasizing boundaries and mental well-being. Conclusion Addressing mental health in labor law is essential for creating a supportive, productive workforce. Although some countries have made strides toward integrating mental health protections, further reforms are needed to ensure comprehensive support. This includes reducing stigma, enforcing compliance, and addressing unique challenges of modern workplaces like remote work. A global approach to labor law, emphasizing psychological safety, can help shift corporate cultures and contribute to healthier, more sustainable workplaces. References International Labour Organization. (ILO) on managing mental health at work. World Health Organization (WHO). Frameworks for mental health in the workplace. European Commission. Directive 89/391/EEC on Health and Safety at Work. Americans with Disabilities Act (ADA). Protections for mental health in the workplace. Safe Work Australia. Work Health and Safety Act and psychological health. National Institute for Occupational Safety and Health (NIOSH). Psychological safety. Sweden’s Work Environment Act on mental health. Mental Health Commission of Canada (MHCC). National Standard for Psychological Health and Safety. Japan’s Mental Health in the Workplace Act and stress checks. European Agency for Safety and Health at Work. Research on workplace stress. Centers for Disease Control and Prevention (CDC). Workplace mental health programs.American Psychological Association (APA). Employer support for mental health. National Alliance on Mental Illness (NAMI). Stigma and mental health in the workplace.Harvard Business Review. Workplace culture and mental health. National Institute for Mental Health (NIMH). Data on workplace mental health. Occupational Safety and Health
Mental Health at work place and Labor Laws Introduction Mental health refers to our emotional, psychological, and social well-being. It influences how we think, feel, and act and plays a crucial role in how we handle stress, relate to others, and make choices. Nearly 60% of the global population is part of the workforce. All workers have the right to a safe and healthy work environment. Mental health is a key part of overall well-being, but many people still face stigma and challenges in accessing care. Issues like workplace stress, the impact of social media, and increasing anxiety among young people highlight the urgent need for supportive measures. Without effective support systems in the workplace, especially for those with mental health conditions, individuals may struggle to enjoy their jobs and perform at their best. Current Issues Mental health conditions are common. It’s estimated that 1 in 3 women and 1 in 5 men will experience major depression during their lives. Around the world, 1 in 7 young people aged 10–19 suffers from a mental disorder, contributing to 15% of the global disease burden for this age group. Suicide is the third leading cause of death for individuals aged 15 to 29. A stressful work environment, characterized by high demands and poor management, can lead to burnout and depression. The workplace can significantly influence employee’s mental health, especially in office settings where employers can make changes. A survey called the 360 Global Wellbeing Survey found that only 35% of respondents reported having flexible working hours and locations, despite this being a top priority for job seekers. According to an article from the Times of India, 71% of employees in India feel comfortable discussing mental health at work, but nearly 60% believe their managers or colleagues lack the tools to engage in these conversations effectively. Employers who ignore mental health miss out on a chance to reduce costs. Mental health issues like depression and anxiety can make chronic health conditions harder to manage, leading to increased healthcare expenses from more doctor visits, hospital stays, and medication use. Untreated mental health conditions can worsen chronic diseases, and vice versa. For instance, diabetes can double or triple the risk of depression, while those with depression are 60% more likely to develop diabetes. Additionally, presenteeism, where employees show up to work but are not fully productive due to mental distress, also increases costs. Laws The WHO’s Comprehensive Mental Health Action Plan (2013–2030) outlines principles, objectives, and strategies to promote good mental health in the workplace. This includes addressing social factors affecting mental health, such as living conditions and work environments; reducing stigma and discrimination; and improving access to evidence-based care through health service development, including occupational health services. In 2022, the WHO’s World Mental Health Report highlighted the workplace as a critical area for transformative action on mental health. India’s Mental Healthcare Act, 2017 (MHA) was enacted to provide a rights-based framework for individuals with mental illness, in line with India’s obligations under the United Nations Convention on the Rights of Persons with Disabilities (CRPD). While the MHA represents significant progress from the Mental Health Act of 1987, numerous challenges related to mental health in the employment sector remain unaddressed. India is preparing to introduce new labor codes, expected to bring major reforms to the employment sector. However, these new codes lack clear guidance on mental health in the workplace, focusing primarily on physical safety and welfare. There are no specific provisions addressing mental health, such as guidelines for managing workplace stress, mental health awareness programs, or protocols for handling mental health issues. This absence redirects attention to existing directives, legislation, and best practices from international bodies. Challenges in Implementation of Mental Health Laws 1. Stigma Attached to Mental Health: The stigma surrounding mental illness makes it difficult for individuals to seek help and for regulations to be enforced effectively. Mental health still receives less attention compared to physical health. Efforts to reduce stigma and increase awareness can help make mental health treatments more accessible. 2. Lack of Research Capacity: Addressing the gaps in mental health care is challenging due to insufficient research facilities for implementation and policy reform. More research is needed to determine effective ways to enforce mental health laws. 3. Shortage of Professionals and Services: A shortage of trained mental health professionals can hinder the effective execution and enforcement of mental health legislation. This lack of professionals can delay access to essential mental health services. The fragmented delivery of services also complicates the implementation and enforcement of mental health laws. Integrating mental health care into primary health services can help resolve this issue. 4. Resource Constraints: Implementing and enforcing mental health regulations can be especially difficult in vulnerable areas facing challenges such as armed conflict or developmental barriers. Resource constraints, including poor infrastructure and security issues, hinder these efforts. Governments and international organizations must provide resources to support mental health law implementation in such contexts. 5. Lack of Insurance: Obstacles to accessing mental health care, such as insufficient insurance coverage, can impede the implementation and enforcement of mental health laws. Ensuring adequate insurance coverage for mental health services is crucial to improving access to care. Solutions To ensure effective implementation, mental health policies should be developed as separate entities but integrated into health, social, and educational policies and strategic action plans. Mental health should also be included in national operational plans and essential health interventions. For example, in Kenya, a project funded by the UK NGO Nuffield Trust allocated funds to train psychiatric nurses in advocacy and planning skills to improve mental health care. Mental health issues require collaboration across various sectors, including education, social welfare, and the criminal justice system. Significant contributions from the health sector are essential to address mental health challenges, including providing access to medicines and support. Many generic medications are just as effective as newer, more expensive psychotropic drugs that may have better side effects but do not lead to significantly improved health outcomes. Uganda has
In today’s information-driven world, the right to privacy and the right to information are essential for ensuring governmental accountability and protecting individual freedoms. While these rights often complement each other, conflicts can arise when requests for personal data intersect with transparency. Balancing these rights requires clear legal mechanisms and definitions, particularly concerning terms like “personal information” and “public interest.” As more nations adopt RTI and privacy laws, developing institutional frameworks that prioritize public interest while safeguarding privacy is crucial. Striking this balance ensures both privacy protection and governmental transparency in modern democracies.
Understanding Labour Law: A Quick Guide Labour law, commonly known as employment law, is a set of laws governing the rights and obligations of employees, employers, and trade unions. It covers a wide range of topics, including employment terms, which range of topics, including employment terms.[1], which include hiring practices, contracts, job descriptions, and termination procedures. Working conditions, which establish guidelines for health, safety, and welfare at work. Wages and Benefits, which control minimum wage, Overtime pay, and other forms of compensation. Trade unions, provide guidelines for the creation and operation of these organizations. And Industrial relations, which offers channels for resolving conflicts between employers and employees. To guarantee fair treatment and shield workers from exploitation, labour laws seek to balance the power relations between employers and employees. [2][3] 1. From Colonial Roots to Modern Safeguards: The Evolution and Impact of Labour Laws in India[4] India’s labour laws, which have their origins in the nation’s colonial past, are intended to uphold equitable labour practices and safeguard workers’ rights. Major laws like the Factories Act of 1881, which regulated working conditions, child Labour, and safety requirements, set the groundwork during the British administration. The Indian Constitution of 1950 played a pivotal role in creating Labour rights, and the country’s Labour laws were greatly strengthened after independence.[5][6] The dedication to social justice and economic stability for workers has been strengthened over time by the enactment of laws like the Industrial Disputes Act of 1947, and the Minimum Wages Act of 1948, the Employees’ Provident Funds and Miscellaneous Provisions Act of 1952.[7][8] These rules are enforced by Labour agencies of the federal and state governments, whose inspectors frequently visit workplaces to verify wages and safety. Fair treatment and improved working conditions are negotiated by trade unions, while disagreements between companies and employees are resolved by special courts and tribunals.[9] To make sure that everyone is aware of the laws, government organizations and non-governmental organizations also provide programs that teach employers and employees about their rights and obligations.[10] A balanced work environment is essential for the welfare of employees as well as the social and economic development of the nation, and the court is a key player in interpreting these regulations.[11] 2. Why We Need Labour Law: There are multiple reasons why labour laws are essential some of them are[12]– Worker protection ensures fair wages, safe working conditions, and acceptable hours. This makes it harder for employers to abuse or take advantage of their employees. Labour laws ensure social fairness by protecting disadvantaged workers from discrimination and unjust treatment. This protects their rights, which lessens inequity. Effective labour laws promote workplace harmony by resolving disputes between employers and employees. This avoids disputes that might disrupt business operations. Labour laws provide clear rules for employers to recognize their responsibilities to their employees. This knowledge can enhance workplace relations and lessen legal problems. -To ensure that workers are not placed in hazardous situations and that their health and safety are given first priority, it is critical to establish clear standards for workplace safety and health.[13] o The Benefits of Labour Laws: – Fair Treatment: Labour laws protect workers from exploitation by ensuring that they receive fair compensation, have reasonable working hours, and are employed in safe environments.[14][15] – Economic Stability: Labour laws promote economic growth and stability by developing an employee base that is inspired and efficient. – Social Justice: By safeguarding disadvantaged workers, these rules lessen inequality and guarantee equitable treatment for people from all backgrounds. – Industrial Harmony: By preserving harmony between employers and employees, conflict resolution procedures contribute to the smooth operation of the economy. – Clear Guidelines for Employers: Labour laws give a framework for employers to avoid legal conflicts and promote positive working relations.[16] Workplace Health and Safety: Labour laws provide standards that protect employees’ health and well-being by preventing illnesses and accidents at work. – Overall Development: Labour laws provide a balanced and equitable working environment, which helps a country’s economic and social advancement.[17] o Misuse of labour Laws: – False Claims: Workers may file unfounded claims against employers, leading to unnecessary legal battles and financial strain on businesses. – Excessive Regulation: Over-regulation can overwhelm employers, particularly small businesses, hindering growth and innovation. – Corruption: Corrupt practices within enforcement agencies can result in biased decisions, leading to unfair treatment and demands for bribes. – Union Misuse: Trade unions may exert undue pressure on employers, making unreasonable demands that can disrupt business operations and cause economic losses. – Delays in Dispute Resolution: Slow legal processes in labour disputes can create prolonged uncertainty, which can be exploited to delay justice.[18][19][20] Case Laws- SAIL v. National Union Waterfront Workers[21] Facts: The Steel Authority of India Limited (SAIL) employed outside contractors to manage the inventory in their stockyards. This approach was contested by the labour union National Union Waterfront Workers, who said that using contract labour was exploitative. They insisted on regular employment inside SAIL for contract workers. Issue: whether contract workers should be automatically converted into regular SAIL employees when contract labour is ended under Section 10 of the CLRA Act. Judgment: On August 30, 2001, the Supreme Court of India rendered its decision. When contract labour is eliminated, contract workers do not immediately become regular employees of the major employer (SAIL). There is no legal requirement for automatic absorption. The competent authorities will decide whether or not to outlaw contract labour. Based on the requirements outlined in Section 10 of the CLRA Act, this determination must be made. There must be a direct employer-employee relationship with the major employer for contract workers to be regularized. In this case, no such relationship was found. Hindustan Aeronautics Limited v. Workmen[22] Facts: Under Section 10(1) of the Industrial Disputes Act, 1947, the West Bengal government referred five relevant concerns to the Industrial Tribunal during the dispute. Three of these concerns were resolved by the Tribunal. The Central Government or the State Government of Karnataka, according to HAL, should have the rightful jurisdiction to refer the
The book review by Belal Ahmad critically examines Caste Matters in Public Policy, edited by Rahul Choragudi, Sony Pellissery, and N. Jayaram. This book explores how caste influences public policy in India, emphasizing its resilience and transformation over time. Originating from a seminar on caste and contemporary public policy, the book includes contributions from 13 authors across 10 chapters, divided into three thematic parts.
Key topics discussed include the historical evolution of caste-based policies, challenges of caste enumeration, affirmative action, and the dynamics of caste in different Indian states and religious communities. The book also highlights caste hierarchies within non-Hindu religions and examines caste’s persistence in shaping Indian society and governance. The epilogue provides a framework for integrating caste analysis into public policy to address socio-cultural realities.
Ahmad provides a detailed overview, noting the book’s depth in addressing caste as a pervasive societal force but also pointing out areas needing further exploration
DECODING SDG LOCALIZATION IN SELECTED STATES Shravani Thota, Muskan Jaiswal, Rishabh Dev Bhardwaj, Avika Kamboj, Rajlakshmi Anand Keywords: Sustainable Development Goals (SDGs); Localization; Global Indicator Framework (GIF); National Indicator Framework (NIF); NITI Aayog; MoSPI; Scheme; Policy; Delhi; Telangana; Uttar Pradesh; West Bengal. On 25th September (2015), the UNGA adopted the document titled “Transforming our World: The 2030 Agenda for Sustainable Development”, comprising 17 SDGs and 169 targets. This stands as the de-facto international obligatory cornerstone for the sustainable ‘one earth, one future’ solution, where countries are expected to reorient their domestic spending priorities. At the global level, the United Nations Statistical Commission (UNSC) established the Inter-agency and Expert Group (IAEG) to devise and monitor the Global Indicator Framework (GIF). Accordingly, in sync with GIF, the Indian Ministry of Statistics and Policy Implementation (MoSPI) has developed the National Indicator Framework (NIF), to monitor the progress of the SDGs realization at the national level. Following the row, the States/UTs are processing with their tailored sub-national monitoring operation, i.e. the State Indicator Framework (SIF) and District Indicator Framework (DIF). As per the Indian model of SDG localization promoted by NITI Aayog, the progress of States and Union Territories (UTs) as of 2024 is outlined in the tabular data (Fig. NITI Aayog, 2024). Here, the selection criterion for inclusion of Indicators in NIF includes – ‘relevance to SDG targets, ‘national priorities’, ‘data availability’, and ‘policy significance’. For each indicator, the NIF specifies data sources and periodicity. These data sources include official government statistics from various surveys, administrative data, and censuses. Responsibility for data collection and reporting rests with the concerned line Ministries and Departments. NIF is evolving in nature like the GIF. Consequently, the GOI has established a High-level Steering Committee (HLSC) on SDGs under the Chairmanship of the Chief Statistician of India (CSI) and Secretary, MoSPI to review and refine the NIF periodically. This Committee comprises members from NITI Aayog, MHA, Ministry of Health and Family Welfare, MoEFCC, Ministry of Finance, and the MoSPI. Area Parameter No. of States Completed (Out of 28) No. of UTs Completed (Out of 8) Vision/Roadmap SDG vision document 23 4 Coordination Mapping of SDG targets with schemes and departments 25 3 Mechanism for coordination with line departments at the State level 26 6 Formation of Working Groups/Committees/Task Forces 24 5 Monitoring and Reporting SDG cell/centre/team at the State level 25 1 State Indicator Framework 16 1 District Indicator Framework 6 1 Block Indicator Framework 6 1 Dashboard developed 16 1 Budgeting SDGs linked to budget allocation 11 1 Capacity Building Capacity building/training of officials 24 1 Involvement of CSOs/CSR in awareness generation and capacity building 15 2 In the recently released NITI Aayog SDG India Index 2023-24, the overall SDG score for the country stands at 71, a significant improvement from 66 in 2020-21 and 57 in 2018 (Baseline Report), here all the state’s scores have improved. Following are the selected states’ composite scores – i.) Delhi- 70; ii.) Telangana: 74; iii.) Uttar Pradesh: 67; iv.) West Bengal: 70. Delhi (A.) Profile: Officially known as the National Capital Territory (NCT) of Delhi, is India’s capital and one of its most populous urban centers. According to the 2011 Census, Delhi had a population of 16,787,941. The NCT covers an area of 1,483 square kilometers and comprises 11 districts, 3 municipal corporations, and 272 municipal wards. Additionally, it has 1,799 urbanized villages and several gram panchayats under its administrative framework (Government of NCT of Delhi, n.d.). (B.) Institutional framework for SDGs Monitoring/Coordination: The Planning Department has been designated as the nodal authority for SDGs, with its Director serving as the Nodal Officer. The Delhi Vision 2030 document has been developed to align the city’s developmental strategies with the SDGs. More than 1,500 unique and SMART indicators have been mapped to various schemes and programs, ensuring a structured approach toward sustainable development. The framework includes 15 goals and 264 indicators to monitor and track progress (Ministry of Statistics and Programme Implementation, 2022). Delhi has also established a digital infrastructure for real-time SDG tracking and monitoring. The Ministry of Statistics and Programme Implementation (MoSPI), in collaboration with the United Nations Regional Coordinator Office, has launched an SDG Dashboard to facilitate real-time data visualization and progress reporting. Various IT applications have been developed to enhance outcome-based budgeting linked to SDG objectives. The Planning Department ensures the effective integration of SDGs across government departments, aligning the region’s policies with the National Indicator Framework (Government of NCT of Delhi, n.d.). (C.) SDG-wise Existing Schemes – SDG 1: The Mukhyamantri Covid-19 Pariwar Arthik Sahayata Yojana. SDG 2: Zero HungerThe Mid-Day Meal Scheme ensures nutrition for school children, while initiatives under the Department of Women and Child Development support nutrition for children under six and pregnant/lactating mothers. SDG 3: Aam Aadmi Mohalla Clinics provide accessible primary healthcare services, improving overall health outcomes. SDG 4: The Chunauti Initiative focuses on improving learning outcomes in government schools, ensuring inclusive and equitable quality education. SDG 5: The Ladli Scheme offers financial assistance to girl children from economically weaker sections, promoting their education and empowerment. SDG 6: Projects under the Delhi Jal Board aim to provide clean drinking water and improve sanitation infrastructure. SDG 7: The Delhi Solar Policy encourages the adoption of solar energy, promoting sustainable energy solutions. SDG 8: The Rozgar Bazaar Portal connects job seekers with employers, fostering economic growth and employment generation. SDG 9: The Delhi Startup Policy supports innovation and entrepreneurship, providing a conducive startup ecosystem. SDG 11: The Mukhyamantri Awas Yojana focuses on providing affordable housing to economically weaker sections, ensuring sustainable urban development. SDG 13: The Odd-Even Traffic Scheme aims to reduce vehicular pollution, contributing to climate action efforts. SDG 16: The Delhi Commission for Women works toward preventing harassment and violence against women through dedicated law enforcement initiatives. These initiatives reflect Delhi’s commitment to localizing SDGs and achieving sustainable development across various sectors. Telangana (A.) Profile: Telangana has 33 districts and a population of
