If you’re a UNICTS Nepal member, get ready for something special. Broadway Infosys provides a 20% discount on all the courses they offer.

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In addition to promoting union rights, these agreements have expanded to include a range of issues such as maternity leave, ending discrimination and gender-based violence, remote work, and health and safety. UNI’s global agreements aim to empower workers and promote fairness and equality in the global labor market.

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Here are some essential provisions of the Labor Act 2017, the primary labor law of Nepal, that every worker should know as they are directly related to their fundamental rights:

Working hours
Under Section 28 of the labor law, no employee can work for more than eight hours a day or 48 hours a week. For overtime, the employee cannot work for more than four hours a day or 24 hours a week.

Leave and holidays
Chapter 9 of the labor law has provisions regarding the leave and holidays to be provided to employees, as follows:

Remuneration/stipend
According to Section 34 of the labor law, every worker is entitled to receive timely remuneration and benefits from the starting day of work. Section 107 of the labor law requires the government to fix the minimum remuneration as per the recommendation provided by the minimum remuneration fixation committee. As of now, the minimum remuneration is Rs 13,450/- per month, Rs 192/- for a day and Rs 26/- for an hour. Section 36 of the labor law states that an employee should be entitled to an annual increment of remuneration each year in an amount equal to at least half a day’s remuneration based on the monthly basic remuneration.

Terminal benefits
The labor law provides some terminal benefits for employees, as detailed below:

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It’s important to note that these rights extend to all aspects of employment, including hiring, firing, promotions, training, and compensation. This means that employees are entitled to receive equal pay for equal work, regardless of their race, gender, or any other characteristic protected by law.

Employees who have medical conditions or religious beliefs that require reasonable accommodations are also protected by law. Reasonable accommodations are changes to the way things are normally done at work that enable an employee to perform their job duties. For example, an employee who is deaf may need a sign language interpreter to participate in a meeting, or an employee who observes a religious holiday may need time off to celebrate.

In addition, any medical or genetic information that employees share with their employer must be kept confidential. This means that employers are not allowed to disclose this information to anyone without the employee’s consent.

Employees who believe that they have experienced discrimination or harassment have the right to report it without fear of retaliation. This means that employees can participate in a discrimination investigation or lawsuit, or oppose discrimination, without being punished or otherwise retaliated against by their employer.

In conclusion, it’s important for employees to understand their rights under federal employment discrimination laws. Other federal, state, or local laws may also apply, so it’s important to consult with a qualified legal professional to understand your rights fully. To learn more about these laws, visit federal, state, and local government websites for additional information.

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Protection of workers’ rights: The ICT sector is characterized by rapid technological change and innovation, which can create challenges for workers, such as job insecurity and precarious working conditions. Trade unions can help protect workers’ rights by advocating for better working conditions, fair wages, and other benefits.

Representation of workers’ interests: Trade unions provide a collective voice for workers in the ICT sector, allowing them to have a say in decisions that affect their work and their lives. This can include negotiating with employers on issues such as salaries, benefits, and working conditions.

Advocacy for policy change: Trade unions can also advocate for policy changes that benefit ICT workers, such as laws and regulations that protect workers’ rights, promote job security, and ensure that workers are not unfairly treated or discriminated against.

Skills development and training: The ICT sector is constantly evolving, and workers need ongoing training and development to keep up with new technologies and trends. Trade unions can provide training and development opportunities for workers, which can improve their skills and enhance their employability.

Networking and community building: Trade unions can provide a sense of community and support for workers in the ICT sector, allowing them to connect with others who share their experiences and concerns. This can help to build solidarity and promote a positive working environment.

Overall, trade unions related to ICT are essential for ensuring that workers in the sector are treated fairly and have a voice in decisions that affect their lives and livelihoods. They play an important role in promoting the rights and interests of workers and in advocating for policies that support a fair and just workplace

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