Which of the following legislations cannot be included in the category of industrial relations legislations in India?a.Equal Remuneration Act. 1976b.Trade Union Act, 1926c.Industrial Employment (Standing orders)Act, 1946d.Industrial Disputes Act, 1947

The Equal Remuneration Act, 1976 cannot be included in the category of industrial relations legislations in India. While it is an important piece of labour legislation, it primarily deals with the issue of gender pay equality, rather than the relationship between employers and employees or between employers and trade unions. The other three acts - the Trade Union Act, 1926, the Industrial Employment (Standing orders) Act, 1946, and the Industrial Disputes Act, 1947 - all deal directly with industrial relations and are therefore included in that category.

The Equal Remuneration Act, 1976 cannot be included in the category of industrial relations legislations in India. While it is an important piece of labour legislation, it does not deal directly with the relationship between employers and employees, or between employers and trade unions, which is the focus of industrial relations legislation. Instead, the Equal Remuneration Act, 1976 is concerned with the payment of equal remuneration to men and women workers for same work or work of a similar nature, and for the prevention of discrimination on the ground of sex. Therefore, it falls under the category of wage legislation rather than industrial relations legislation.