The Labour Laws Summary

7/29/2019 The Labour Laws Summary

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Sr.

No

Acts

1 Apprentices Act, 1961

2 Contract Labour (Regulation & Abolition) Act, 1970 & theRules

3 Employee Provident Funds & Misc. Provisions Act, 1952 &Schemes

4 Employees State Insurance Act, 1948 & the Scheme

5 Factories Act, 1948

6 Employment Exchanges (Compulsory Notification ofVacancies) Act, 1959 & The Rules

7 Industrial Disputes Act, 1947

8 Industrial Employment (Standing Orders) Act, 1946 & TheRules

9 Maternity Benefit Act, 1961

10 Minimum Wages Act, 1948

11 Sales Promotion Employees (Conditions of Service) Act, 1976& The Rules

12 Trade Union Act, 1926

13 Payment of Bonus Act, 1965 & The Rules

14 Payment of Gratuity Act, 1972 & The Rules

15 Payment of Wages Act, 1936

16 Employees Compensation Act, 1923

17 The Bomaby Shops & Establishment Act, 1948

Various Acts


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Promotion of new manpower at skills.Improvement/refinement of old skills

through theoretical and practical trainingin number of trades and occupation

Industry means any industry, or businessor in which any trade, occupation or

subject/field in engineering or technologyor any vocational course may be specified

as a designated trade

To contain such terms andconditions as may be agreed to bythe apprentice, or his guardian (in

case he is a minor) and

On the expiry of the period ofApprenticeship training.

On the application by either of theparties to the contract to the

Apprenticeship Advisor

The employer to pay such stipend at arate of not less than the prescribedminimum rate as may be specified.

To learn his trade conscientiously, diligently.

To attend practical and instructional classes regularly.

To carry out all lawful orders.

To carry out his contractual obligations.

As per Factories Act or Mines Act as the case may be whenundergoing training.

42 to 48 in a week while on theoretical training.

42 in a week while on basic training.

42 to 45 in a week in second year of training. As per other workers (in the third year). Not allowed to work between 10 PM to 4 AM unless approved by

Apprenticeship Advisor.

Casual leave for the maximum period of 12 days in a year.

Medical leave for the maximum period of 15 days and theaccumulated leave upto 40 days in a year.

Extraordinary leave upto a maximum period of 10 days in a year.

Areas and industries as

notified by the CentralGovernment

Central Apprenticeship

Advisor when appointedby Central Government.

A person cannot be an apprentice in any designated tradeunless He is not more than 14 years of age;

He satisfies such standard of educationAnd physical fitness asMay be prescribed.

There exists an apprenticeshipcontract.

The employer is unable to fulfil hisobligation.

The approval of the ApprenticeshipAdvisor is obtained.

Agreement must beregistered with the

Apprenticeship Advisor.

Training to beDetermined by

To Provide theapprentice withthe training in histrade.

To ensure that a

person dulyqualified is placedin charge of thetraining of theapprentice.

To carry outcontractualobligations.

To be determined by The CentralGovernment after consulting theCentral Apprenticeship Council

As per provisions of Workmens

Compensation Act.

Imprisonment of a term upto 6months or with fine whenemployer (I) engages asan apprentice a personwho is not qualified forbeing so engaged or (ii)

fails to carry out theterms and conditions of a

contract of

apprenticeship, or (iii)contravenes theprovisions of the Act

relating to the number ofa rentices which he is


3/19

Engaging 20 or more than 20workers and on deposit ofrequired fee in Form IV.

Valid for specifiedperiod.

CONTRACT LABOUR(REGULARATION & ABOLITION) ACT,1970& THE RULES

Every establishment in which 20 or moreworkmen are employed or wereemployed on any day of the preceding12 months as contract labour.

Every contractor who employs or whoemployed on any day of the precedingtwelve months 20 or more workmen.

To regulate theemployment of contract

labour in certainestablishments and to

provide for its abolition incertain circumstances and

for matters connectedtherewith.

Only by the appropriate Government throughissue of notification after consultation with

the Board (and not Courts) can order theprohibition of employment of contractlabour.

To maintain a register of contractor in

respect of every establishment in Form XII.

To maintain register of workers for eachregistered establishment in Form XIII.To issue an employment card to eachworker in Form XIV.To issue service certificate to everyworkman on his termination in Form XV.

Every contractor shall

Maintain Muster Roll and a Register of Wages in Form XVI and Form XVII respectively whencombined.

Register or wage-cum-Muster Roll in Form XV II where the wage period is a fortnight or less.Maintain a Register of Deductions for damage or loss, Register or Fines and Register of

Avances in Form XX, from XXI a nd Form XXII respect ive ly.Maintain a Register of Overtime in Form X XIII.

To issue wage slips in Form XIX, to the workmen at least a day prior to the disbursement of

wages.Obtain the signature or thumb impression of the worker concerned against the entries

relating to him on the Register of wages or Muster Roll-Cum-Wages Reg ister.When covered by Payment of Wages Act, register and records to be maintained under the

rulesMuster Roll, Register of wages, Register of Deductions, Register of Overtime, Register of

Fines, Register of Advances, Wage slip.

To display an abstract of the act and R ules in English and Hindi and in the language spoken

by the Majority of workers in such forms as may be approved by appropriate authority

To display notices showing rates of wages, hours of work, wage period, dates of payment,names and addresses of the inspector and to send copy to the inspector and any change

forwithwith

Principal employer employing20 or more workers through thecontractor or the contractor(s)on deposit of required fee inForm 1

When obtained byMisrepresentation orsuppressionOf material facts etc. after

opportunity to the principalemployer

When obtained by misrepresentation orsuppression of material facts.

Failure of the contractor to comply with theconditions or contravention of Act or theRules.

Contract labour either one hundred or more employed by a contractor forone or more canteens shall be provided and maintained.

First Aid facilities.Numbe r of rest-rooms as required under the Act.Drinking water, latrines and washing facilities.

Unless the privileges in the contractbetween the parties or more favourablethan the prescribed in the Act, suchcontract will be invalid and the workers willcontinue to get more favourable benefits.

To ensure provision for canteen, restrooms, sufficient supply of drinking water,latrines and urinals, washing facilities.

Principal employer entitled to recover from the contractor for providing suchamenities or to make deductions from amount payable.

Sec. 22 Obstructions For obstructing the inspector or failing to produce registers etc.- 3 months imprisonment or fine upto Rs.500, or both.

Sec.23 Violation For violation of the provisions of Act or the Rules, imprisonment of 3Months or fine upto Rs.1000. On continuing contravention, additional fineupto Rs.100 per day


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EMPLOYEES PROVIDENT FUNDS & MISC.PROVISIONS ACT, 1952

& THE SCHEMES

Every establishment which is factory engaged in any industry specified inSchedule 1 and in which 20 or more persons are employed.

Any other establishment employing 20 or more persons which CentralGovernment may, by notification, specify in this behalf.

Any establishment employing even less than 20 persons can be coveredvoluntarily u/s 1(4) of the Act.

Any person who is employed forwork of an establishment or

employed through contractor in orin connection with the work of an

establishment.

After revis ion in wage cei ling fromRs.5000 to w.e.f. 1.6.2001 permonth, the government will continue tocontribute upto the actual wageof maximum Rs.6500 per monthtowards Employees Pension Scheme.The employers share in the PensionScheme will be Rs.541 w.e.f. 1.6.2001.Under Employees Depos it-LinkedInsurance Scheme the contribution @

is required to be paid upto amaximum limit of Rs.6500.The employer also will payadministrative charges @ onmaximum limit of Rs.6500 whereas anexempted establ ishment will payinspection charges @ on thetotal wages paid.

The above clarification is given by takingwages upto a maximum of Rs.6500towards wage (basic+DA).Since an excluded employee i.e. drawingwages more than Rs.6500 can also

become member of the Fund and theSchemes on joint request and if, forinstance, such an employee is gettingRs.10,000 per month, his share towardsprovident fund contribution wil l beRs.1200 e.g. 12% and employers sharetowards provident fund contributioin willbe Rs.659 and Rs.541 towardsEmployees Pension Fund.

Employees covered enjoy a benefit of Social Security in the form of anunattachable and unwithdrawable (except in severely restricted circumstanceslike buying house, marriage/education, etc.) financial nest egg to whichemployees and employers contribute equally throughout the covered personsemployment.This sum is payable normally on retirement or death. Other Benefits includeEmployees Pension Scheme and Employees Deposit Linked Insurance

The emp lo yer shall pa y thecontribution payable to the EPF,

DLI and Employees Pension Fundin respect of the member of theEmployees Pension Fund employedby him directly by or through acontractor.

It shall be the responsibility of theprinc ipal employer to pay thecontributions payable to the EPF,DLI and Employees Pension Fundby himse lf in respect of theemployees directly employed byh im and a lso in respect o f theemployees directly employed byh im and a lso in respect o f the

employees employed by or througha contractor.

Provident FundScheme

12%

Amount > 8.33%(in casewherecontributionis 12% of 10%)

10% (in case ofcertainEstablishments asper details givenearlier)

InsuranceScheme

NIL 0.5

8.33% (Divertedout of

Less than 2 months .@ 17% per

annum

Two months and above but less than upto four months .@22% per

annum

Liable to be arrested without warrant being a cognisable offence.

Defaults by employer in paying contributions or inspection/administrative

charges attract imprisonment upto 3 years and fines upto Rs.10,000 (S.14).

For any retrospective application, all dues have to be paid by employer with

damages upto 100% of arrears.


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EMPLOYEES STATE INSURANCEACT, 1948 & the SCHEME

Is extended in area-wise to factoriesusing power andemploying 10 ormore persons and tonon-power usingmanufacturing units

and establish-mentsemploying 20 ormore person uptoRs.7500/- per monthw.e.f. 1.4.2004. Ithas also beenextend-ed uponshops, hotels,restaurants, roadsmotor transportundertakings, equip-ment maintenancestaff in the hospitals.

of employees

Drawing wages

per monthengaged eitherdirectly or thru

contractor

Employers

Employees

No. of implemented Centres 677No. of Employers covered 2.38lacsNo. of Insured Persons 85 lacsNo. of Beneficiaries 330 lacsNo. of R egional Offices/SROs26

No. of ESI Hospitals/Annexes183No. of ESI Dispensaries 1453No. of Panel Clinics 2950

The total amount of contribution (employeesshare and employers share) is to be depositedwith the authorised bank through a challan inthe prescribed form in quadruplicate on orebefore 21st of month following the calendarmonth in which the wages fall due.

To the employees under the Act

Medical, sickness, extended sicknessfor certain diseases, enhancedsickness, dependents maternity,besides funeral expenses, rehabilitationallowance, medical benefit to insuredperson and his or her spouse.

Registers/files to be maintained by the employers

Basic pay

Dearness allowance

House rent allowance

City compensatoryallowance

Overtime wages (but notto be taken into accountfor determining thecoverage of an employee)

Payment for day of rest

Production incentive

Bonus other thanstatutory bonus

Night shift allowance

Heat, Gas & Dustallowance

Payment for unsubstitutedholidays

Meal/food allowance

Suspension allowance

Lay off compensation

Children educationallowance (not beingreimbursement for actualtuition fee)

Contribution paid by ktheemployer to anypension/provident fund orunder ESI Act.

Sum paid to defray specialexpenses entailed by thenature of employment Daily allowance paid forthe period spent on tour.

Gratuity payable ondischarge.

Pay in lieu of notice ofretrenchmentcompensation

Benefits paid under theESI Scheme.

Encashment of leave

Payment of Inam which

does not form part of theterms of employment.

Washing allowance forlivery

Conveyance Amounttowards reimbursementfor duty related journey

1st April to 30thSeptember.

1st October to 31stMarch

If the person joinedinsurance employment forthe first time, say on 5thJanuary, his firstcontribution period will befrom 5th January to 31stMarch and his corresponding

first benefit will be from 5th

October to 31st December.

Different punishment have been prescribed for different

types of offences in terms of Section 85: (I) (six

months imprisonment and fine Rs.5000), (ii) (one year

imprisonment and fine), and 85-A: (five years

imprisonment and not less to 2 years) and 85-C(2) of

the ESI Act, which are self explanatory. Besides these

provisions, action also can be taken under section 406

of the IPC in cases where an employer deducts

contributions from the wages of his employees but does

not pay the same to the corporation which amounts to

criminal breach of trust.


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For contravention of the Provisions of the Act or Rules Imprisonment upto 2 years or fine upto Rs.1,00,000 or both

On Continuation of contravention Rs.1000 per day

On contravention of Chapter IV pertaining to safety ordangerous operations.

Not less than Rs.25000 in case of death.

Not less than Rs.5000 in case of serious injuries.

Subsequent contravention of some provisions Imprisonment upto 3 years or fine not less than Rs.10,000which may extend to Rs.2,00,000.

Obstructing Inspectors Imprisonment upto 6 months or fine upto Rs.10,000 orboth.

Wrongful disclosing result pertaining to results of analysis. Imprisonment upto 6 months or fine upto Rs.10,000 orboth.

Any premises whereon 10 ormore persons with the aid ofpower or 20 or more workersare/were without aid of powerworking on any dayd preceding12 months, wherein Manufactur-ing process is being carried on.

Cleanliness Disposal of wastes andeffluents

Ventilation and temperature dustand fume

Overcrowding Artificialhumidification Lighting

Drinking water Spittons.

Facing of machinery

Work on near machinery in motion.

Employment prohibition of young persons ondangerous machines.

Striking gear and devices for cutting offpower.

Washing facilities

Facilities for storing and dryingclothing

Facilities for sitting First-aid appliances one first aid

box not less than one for every150 workers.

Canteens when there are 250 ormore workers.

Shelters, rest rooms and lunchrooms when there are 150 or moreworkers.

Creches when there are 30 ormore women workers.

Welfare office when there are 500or more workers.

To be granted by ChiefInspector of Factories onsubmission of prescribed

form, fee and plan.

Self-acting machines.

Casing of new machinery.

Prohibition of employment ofwomen and children near

cotton-openers.

Hoists and lifts.

Weekly hours not more than 48.

Daily hours, not more than 9 hours.Intervals for rest at least hour on working for 5 hours.Spreadover not more than 10 hours.Overlapping shifts prohibited.Extra wages for overtime double than normal rate of wages.Restrictions on employment of women before 6AM and beyond 7 PM.

Prohibition of employment of young children e.g. 14 years.

Non-adult workers to carry tokens e.g. certificate of fitnekss.

Working hours for children not more than 4 hrs. and not permitted towork during night shift.

A worker having worked for 240 days @one day for every 20 days and for a

child one day for working of 15 days.Accumulation of leave for 30 days.


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For contravention of the provisions of Sec.41B, 41C and41H pertaining to compulsory disclosure of information byoccupier, specific responsibility of occupier or right ofworkers to work imminent danger.

Imprisonment upto 7 years with fine upto Rs.2,00,000 andon continuation fine @ Rs.5,000 per day.

Imprisonment of 10 years when contravention continuesfor one year.

(COMPULSORY NOTIFICATION OF VACANCIES)ACT, 1959 & THE RULES

To provide for thecompulsory

notification of

vacancies toemploymentexchanges.

By notification in the OfficialGazette, appoint in thisbehalf for such State anddifferent dates may be

appointed for different statesor for different areas of aState.

Any employment in domestic service.Any employment, the total duration of

which is less than three months.

Any employment to do unskilled officework.Any employment connected with the staff

of Parliament.

Before filling up any vacancy as prescribed.

Employer not obliged to recruit the person through employmentexchange.To notify the vacancies to such employment exchanges as may beprescribed.

Atleast 15 days before the applicants will be interviewed or tested.

Employer to furnish the result of selection within 15 days.

in Form ER-I

Return Form ER-IIWithin 30 days by 30th 31st

30th & 31st

The employer in every establishmentin public sector in that State or area

shall furnish such information or returnas may be prescribed in relation tovacancies that have occurred or areabout to occur in that establishment,to such employment exchanges as

may be prescribed.

An employer contravening the provisions of Sec.4(1) or (2).Fine upto Rs.500 for first offence and for every subsequent offence fine Rs.1000.If any person Required to furnish any information or return

Refuses or neglects to furnish such information or return, orFurnishes or causes to be furnished any information or return which he knows to be false, orRefuses to answer, or gives a false answer to any question necessary for obtaining any information required to be

furnished under section 5; or

Impedes the right of access to relevant records or documents or the right of entry conferred by section 6; he shall bepunishable for the first offence with fine upto Rs.250 and for every subsequent offence with fine upto Rs.250 and forevery subsequent offence with fine upto Rs.500.


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During the pendency of proceedings before a Labour Court,Tribunal or National

Tribunal and two months, a fter the conclusion o f suchproceedings.

During the pendency of arbi tration proceedings before anarb it ra tor and two months a fter the conclus ion o f such

proceedings, where a notification has been issued under Sub-Section(3A) of section 10A

During any period in which a settlement or award is in operation, inrespect of any of the matters covered by the settlement or award.

Provisions for investigation and settlement of industrial disputes and for certain other purposes.

s h as attained wider m eanin g than defined except

for domestic employment, covers from barber

shops to big steel companies.)Join t Comm ittee with equa l number of

employers and employees representatives for discussion ofcertain common problems.

is an attempt by a thi rd pa rty in he lp ing to

settle the disputes Labour Court , Industr ial Tribuna l or

Nat iona l T ribunal to hea r and dec ide the d isput

Labour Court/Industrial Tribunal can

Modify the punishment of dismissal ordischarge of workmen and give appropriaterelief including reinstatement.

Employer to pay last drawn wages to

reinstated workman when proceedingschallenging the award of his

reinstatement are pending in thehigher Courts.

When in the course of conciliationproceedings etc., all persons workingor joining subsequently.

Otherwise than in course of settlementupon the parties to the settlement.

A settlement for a period asagreed by the parties, or

Period of six months on signingof settlement.

An award for one year after itsFailure, refusal or inability of an employer to provide

work due to

Shortage of coal, power or raw material.

Accumulation of stocks.

Breakdown of machinery.

Natural calamity.

21 days by an employer to workmenabout changing the conditions of serviceas provided in Ivth Schedule.

Without g iv ing to the employer not ice o f s tr ike, ashereinafter provided, within six weeks before striking.

Within fourteen days of giving such notice.

Before the expiry of the date of strike specified in any such

notice as aforesaid.

During the pendency of any conciliation proceedings before aconciliation officer and seven days after the conclusion ofsuch proceedings.

During the pendency of conciliation proceedings before aBoard and seven days a fter the conclus ion o f suchproceedings.

Payment of wages except forintervening weekly holiday

compensation 50% of total or basicwages and DA for a period of lay

off upto maximum 45 days in ayear.

When there a re more than 100workmen during p roceeding 12months. 25-M

Workman must have worked for 240 days.

Retrenchment compensation @ 15 days wages for every completed year to be calculated at last drawn wages

One months notice or wages in lieu thereof.

Reasons for retrenchment

Complying with principle of last come first go.

Sending Form P to Labour Authorities.

When there are more than 100 (in UP300 or more) workmen duringpreceding 12 months.

Three months notice or wagesthereto.

Form QA

Compensation @ 15 days wages.

Not to alter to the prejudice of workmen concerned the condition of service.

To seek Express permission of the concerned authority by paying one months wages on dismissal, dischargor punish a protected workman connected with the dispute.

To seek approval of the authority by paying one months wages before altering condition of service, dismissinor discharging or punishing a workman.

Not to alter to the prejudice of workmen concerned the condition of service.

To seek Express permission of the concerned authority by paying one m onths wages on dismissal, discharge or punishprotected workman connected with the dispute.

To seek approval of the authority by paying one months wages before altering condition of service, dismissing or dischargin

or punishing a workman.

Both the employer and the Union can be

60 days notice to the labour authorities for

intended closure in Form QA.Prior permission atleast 90 days before in

Form O by the Government when there are100 ore more workmen during preceding 12months ( in UP 300 or more workmen)


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Committing un fair labour practices

Illegal strike and lock-ourtsInstigation etc. for illegal strike or lock-outs.

Giving financial aid to illegal strikes and lock-outs.Breach of settlement or award

Disclosing confidential information pertaining to Sec.21Closure without 60 days notice under Sec.25 FFA

Contravention of Sec.33 pertaining to change of conditions ofService during pendency of dispute etc.

Imprisonment of upto 6 months or with fine upto Rs.3,000.Imprisonment upto on e month or w ith fine upto Rs.50(Rs.1000 for lock-out) orwith both.Imprisonment upto 6 months or with fine upto Rs.1,000

Imprisonment for 6 m onths or with fine upto Rs.1,000Imprisonment upto 6 months or with fine.On continuity of offence fine up toRs.20

per dayImprisonment upto 6 mon ths or with fine upto Rs.1,000

Imprisonment upto 6 mon ths or with fine upto Rs.5,000Imprisonment upto 6 months or fine upto Rs.1,000. Fine upto Rs.100

Sec.25-U262728

2930

31A

31

Every industrialestablishmentwherein 100 ormore (in manyStates it is 50 or

more).Any industrycovered by BombayIndustrial Relations

Act, 1946.Industrialestablishmentcovered by M.P.IndustrialEmployment(Standing Orders)

Act, 1961.

Classification of workmen, e.g., whether permanent, temporary, apprentices,probationers, or badlis.Manner of intimating to workmen periods and hours of work, holidays, pay-days andwage rates.Shift working.

Attendance and late coming.

Conditions of, procedure in applying for, and the authority which may grant, leave andholidays.Requirement to enter premises by certain gates, and liability to search.Closing and re-opening of sections of the industrial establishments, and temporarystoppages of work and the right and liabilities of the employer and workmen arisingtherefrom.Termination of employment, and the notice thereof to be given by employer andworkmen.Suspension or dismissal for misconduct, and acts or omissions which constitutemisconduct.Means of redressal for workmen against unfair treatment or wrongful exactions by theemployer or his agents or servants.

Service Record Matters relating to service card, token tickets, certification of service,change of residential address of workers and record of age Confirmation Age ofretirement Transfer Medical aid in case of Accident Medical Examination SecrecyExclusive service.

Every matter to be setout as per Scheduleand Rule 2A.

The standing orders tobe in conformity withthe provisions of the

Act.

Within six months fromthe date when the Actbecomes applicable toan industrialestablishment. Fivecopies of the draftStanding Orders are tobe submitted to theCertifying Officer under

the Act.

Certifying Officer to forwarda copy of draft standingorders to the trade union orin the absence of union, tothe workmen of theindustry. The trade union orthe other representatives, asthe case may be, are to beheard.

On the date ofexpiry of 30 days

from certification oron the expiry of 7

days fromauthentication ofStanding Orders.

The text of the standingorders as finally certifiedshall prominently be

posted in English or in thelanguage understood bymajority of workmen onspecial board at or nearthe entrance for majorityof workers.

Temporary application ofmod standing orders shallbe deemed to be adoptedtill the standing orders assubmitted are certified.

At the rate of fifty per cent, of the wages wh ich the workmanwas entitled to immediately proceeding the date of such

suspension, for the first ninety days of suspension.At the rate of seven ty-five percent of such wages for theremaining period of suspension if the delay in the completionof disciplinary proceedings against such workman is notdirectly attributable to the conduct such workman. 0


10/19

To protect the dignity ofmotherhood and the

dignity of a new personsbirth by providing for the

full and healthymaintenance of the

woman and her child atthis important time when

she is not working.

Upon all women employees either employeddirectly or through contractor except domesticwomen employees employed in mines, factories,plantations and also in other establishments if the

State Government so decides. Therefore, if theState Government decides to apply this Act towomen employees in shops and commercialestablishments, they also will get the benefit ofthis Act. Bihar, Punjab Haryana, West Bengal,U.P., Orissa and Andhra have done so.

Women indulging temporary ofunmarried are eligible formaternity benefit when she is

expecting a child and hasworked for her employer for atleast 80 days in the 12 monthsimmediately proceeding thedate of her expected delivery

Leave with average pay for six weeks before the de livery.Leave with average pay for six weeks after the delivery.A medical bonus o f Rs.25 if the emplo yer does not p rov ide free m edica l care to the woman.An addit ional leave with pay up to one month if the woman shows proof of illness due to the

pregnancy, delivery, miscarriage, or premature birth.

In case of miscarriage, six weeks leave with average pay from the date of m iscarriage.

Light work for ten weeks (six weeks p lus one month) before the date of her expected delivery, if sheasks for it.

Two nursing breaks in the course of her daily work until the child is 15 months old.No discharge or dismissal while she is on maternity leave.No change to her disadvantage in any of the conditions of her employment while on maternity

leave.Pregnant women discharged or dismissed may still claim maternity benefit from the employer.

: Women dismissed for gross misconduct lose their right under the Act for MaternityBenefit

Ten weeks before the date of her

expected delivery, she may askthe employer to give her light

work for a month. At that timeshe should produce a certificatethat she is pregnant.

She should give written notice tothe employer about seven weeksbefore the date of her delivery

that she will be absent for sixweeks before and after her

delivery. She should also namethe person to whom payment willbe made in case she can not takeit herself.

She should take the payment forthe first six weeks before she

goes on leave.She will get payment for the six

weeks after child-birth within 48hours of giving proof that shehas had a child.

She will be entitled to two nursing

breaks of fifteen minutes each inthe course of her daily work till

her child is fifteen months old.Her employer cannot discharge her

or change her conditions ofservice while she is on maternity

leave.

Leave with wages at the rate of maternitybenefit, for a period of six weeksimmediately following the day of hermiscarriage or her medical terminationof pregnancy.

Entitled to leave with wages at the rate ofmaternity benefit for a period of twoweeks immediately following the day ofher tubectomy operation.

A woman suffering from illness arisingour of pregnancy, delivery, prematurebirth of child (Miscarriage, medicaltermination of pregnancy or tubectomyoperation) be entitled, in addition tothe period of absence allowed to herleave with wages at the rate ofmaternity benefit for a maximumperiod of one month.

Discharge or dismissal of a woman em ployed during or on account of such absence or to give notice or discharge or dismissal on such a day that the n otiexpire during such absence or to very her disadvantage.

Discharge or dismissal during or on account of such absence or to give notice of discharge or dismissal on such a day that the notice will expire durinabsence, or to vary to her disadvantage any of the con ditions of her service.

At the t ime d ur ing he r p regnancy, if the woman but for such dis charg e o r d ism issal would h ave been entit led to mate rni ty bene fit or medical bonus, etc .Not barred in case of dismissal for cross misconduct.

Failure of employer to submit draft Standing Orders fine of Rs.5000 and Rs.200 for every day on continuation ofoffence.

Fine of Rs.100 on contravention and on continuation of offence Rs.25 for every day.


11/19

For paying less than minimum rates ofwages

Imprisonment upto 6 months orwith fine upto Rs.500/-

Imprisonment mayextend to one year or

fine.

If permitted by her employer to absent herself under the provisions of section 6 for any periodduring such authorized absence, she shall forfeit her claim to the maternity benefit for suchperiod.For discharging or dismissing such a woman during or on account of her absence from work,

the employer shall be punishable with imprisonment which shall not be less than 3 months, butit will extend to one year and will find, but not exceeding Rs.5,000.

To provide for fixingminimum rates of wagesin certain employments

The appropriate government to fix minimum rates of wages. The employeesemployed in para 1 or B of Schedule either at 2 or either part of notification u/s 27.

To make review at such intervals not exceeding five years the minimum rates or sofixed and revised the minimum rates.

Time work Piece work at piece rate Piece work for the purpose of securing to

such employees on a time work basis Overtime work done by employees for piecework or time rate workers.Such as Basic rates of

wages etc. Variable DAand Value of otherconcessions etc.

Appointing Committee issue ofNotification etc.

Shall constitute a normalworking day inclusive ofone or more specifiedintervals.

To provide for a day ofrest in every period ofseven days withremuneration.

To provide for paymentfor work on a day of restat a rate not less thanthe overtime rate..

To be fixed by the hour, by theday or by such a longer wage-period works on any day inexcess of the number of hoursconstituting normal wo rking day.Payment for every hour or forpart o f an hour so worked inexcess a t the overt ime ratedouble of the ordinary rate of(1 t imes or for agr icul turelabour)

Representation of employer and employeein schedule employer inequal number andindependent persons notexceeding 1/3rd or itstotal number one suchperson to be appointed

by the Chairman.

Employer to pay to every

employee engated inschedule employment at arate not less thanminimum rates of wages

as fixed by Notification bynot making deduction

other than prescribed.

Save as otherwise hereinafter provided, be entitled toreceive wages in respect of work done by him on that dayas if he had worked for a full normal working day.

Where an employee does two or moreclasses of work to each of which a d ifferent

minimum rate of wages is applicable, wagesat not less than the min imum rate inrespect of each such class.

Register of Form I Rule 21(4)

Annua l Form III Rule 21 (4-A)

Register for Form IV Rule 25

Register of Form X, Form XI, Form V Rule 26

Representation of register for three year Rule 26-A

Not less than minimum rates wages asfixed .

To be filed by before authority constituted under the Act within months.

Compensation upto 10 times on under or non-payment of wages


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For contravention of any provisionspertaining to fixing hours for normalworking day etc.

Imprisonment upto 6 months orwith fine upto Rs.500/-

SALES PROMOTION EMPLOYEES(CONDITIONS

OF SERVICE) ACT, 1976 & THE RULES

To regulate certain conditions of service of sales promotion employees in certain establishments.

Whole of India with effect from6.3.1976

Workmens Compensation

Act, 1923 Industrial Disputes Act, 1947

Minimum Wages Act, 1948

Maternity Benefit Act, 1961

Payment of Bonus Act, 1965

Payment of Gratuity Act,1972

A register of sales promotionemployees in Form B.

Service Books for everyemployee in Form C

A register of service books inForm D

Leave account of eachemployee in Form E.

Entitled to wages on weeklydays of rest as if he was

on duty.

Premixing or suffixing of anyleave not permissible

Earned leave and cash compensation onearned leave not availed of.

On full wages for not less than 1/11th ofthe period spent on duty.

Leave on medical Certificate

On one-half of the waves for not lessthan 1/18th of the period of service.

Cashable on voluntary relinquishment ortermination other than by way ofpunishment.

Can be accumulated 180days of which the employeecan avail himself 90 days at atime.

Encashment of leave 120days.

Within three months fromthe commencement of the

Act and in other case onappointment.

Within 30 days of the day when he wasrequired to work.

When other than casual leave, not less thanone month before commencement of leaveexcept for urgent or unforeseencircumstances.

Except casual leave grantged or day ofweekly rest, other holidays shall be

part of leave.

To be entitled for wages on allholidays as if he was on duty.

On production of medicalcertificate.

15 days in a calendar year.


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TRADE UNIONS ACT, 1926

Upto 30 days on therecommendations ofauthorised medicalattendant or Public

At the discretion of the employer

On contravention of provisions relating to Leave Issue of Appointment Letter orMaintenance of Registers fine upto Rs.1000

To provide for the registration of Trade Union and in certain respectsto define the law relating to registered Trade Unions

Any or more members of a trade union may, by subscribing

their names to the rules of the trade union and its compliance.

There should be at least or of the work-men,

whichever is less, engaged or employed in the establishment orindustry with which it is connected.

It has on the date of making application not less than persons

as its members, who are workmen engaged or employed in theestablishment or industry with which it is connected.

Prescribed form with following details.

Names, occupations and address of the membersplace of work.

Address of its head office; and

Names, ages, addresses and occupations of its

office bearers.

Not less than , or of

the workmen, whichever is less,

subject to a minimum of ,

engaged or employed in an

establishments etc.

If the certificate has beenobtained by fraud or mistake orit has ceased to exist or haswilfully contravened anyprovision of this Act.

If it ceases to have the requisitenumber of members.

No office bearer or member of a registeredtrade union shall be liable to punishmentunder sub section (2) of conspiracy u/s 120Bof IPC in respect of any agreement madebetween the members for the purpose of

furthering any such object of the TradeUnion.

If one has not attained the age of years.

Conviction for an offence involving moral turpitude.

Not applicable when years have elapsed.

Annually to the Registrar, on or before such date as may beprescribed, a general statement, audited in the prescribedmanner, of all receipts and expenditure of every registered

Trade Union during the year ending on the

For making false entry in or any

omission in general statement

required for sending returns.

For making false entry in theform.

Fine upto Rs.500. On continuingdefault, additional fault, Rs.5 for

each week (not exceeding Rs.50).

Fine upto Rs.500.

Supplying false informationregarding Trade Union

Fine upto Rs.200.


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PAYMENT OF BONUS ACT, 1965 & THERULES

Every factory where in or more persons are employed with

the aid of power or

An establishment in which or more persons are employed

without the aid of power on any day during an accounting year

Establishment includesDepartments, undertakings

and branches, etc.

If profit and loss accounts areprepared and maintained inrespect of any suchdepartment or undertaking orbranch, then such department

or undertaking or branch istreated as a separateestablishment.

For banking company, as perFirst Schedule.

Others, as perSecond Schedule

Employees drawing wagesupto Rs.3500 per month or

less.

Note: The proposal to

enhance the existing ceiling ofRs.3500 is under activeconsideration by the Govt.

Income tax and direct taxes as payable.Depreciation as per section 32 of IncomeTax Act.

Development rebate, investment ordevelopment allowance.

Salary or wages includesdearness allowance but noother allowances e.g.

over-time, house rent,incentive or commission.

On dismissal of an employee for

Fraud; or

riotous or violent behaviour while on the premises of the establishment;

theft, misappropriation or sabotage of any property of the establishment

Misconduct of causing financial loss to the Employer to the extent thatbonus can be deducted for that year.

An employee will be entitledonly when he has worked for

working days in that year.

of the salary or Rs.100

(on completion of 5 years after 1st

Accounting year even if there is noprofit)

Within 8 months from the close ofaccounting y ear. 19

As per Schedule IV.


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For contravention of any provision of the Act or the Rule Upto 6 months or with fine upto Rs.1000.

ACT, 1972 & THE RULES

@ 7 days

wages for everycompleted yearof service.

A register showing the computation of the referred to in clause (4) of section 2, in form A.

A register showing the of the allocable surplus, under section 15, in form B

A register showing the details of to each of the employees, the deductions undersection 17 and 18 and the amount actually disbursed, in form C.

Act not applicable to certain employees of LIC, General Insurance, Dock Yards, Red Cross, Universities & EducationalInstitutions, Chambers of Commerce, Social Welfare Institutions, Building Contractors, etc. etc.

Every factory,mine, oil field,

plantation, port,railways, company,

shop,establishment or

educationalinstitutions

employing 10 ormore employees

@ 15 days wagesfor every

completed year asif the month

comprises of 26days at the lastdrawn wages.

@ 15 dayswages for

every

completedyear on anaverage of 3

monthswages

On rendering of 5years service,

either termination,resignation orretirement.

All employeesirrespective ofstatus or salary

EntitlementOn completionof five years

service except incase of death or

disablement

On conspicuousplace at the main

entrance in English

language or thelanguage

understood bymajority of

employees of thefactory, etc.

To be obtainedby employer after

expiry of oneyears service, in

Form F

Cash or, if sodesired, by

Bank Draft orCheque

Imprisonment for 6months or fineupto Rs.10,000 foravoiding to makepayment bymaking false state-ment or representa-tion.

Imprisonment notless than 3 monthsand upto one yearwith fine on defaultin comply-ing withthe provisions of

Act or Rules.


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PAYMENT OF WAGES ACT, 1936

To apply within30 days in Form I

when not paidwithin 30 days

On termination of anemployee for moral

turpitude or riotous ordisorderly behaviour.

Wholly or partially for wilfullycausing loss, destruction ofproperty etc.

Cant be attachedin execution of

any decree

Factory industrial Establishment

Tramway service or motor

transport service engaged incarrying passengers or good orboth by road for hire or reward.

Air transport service Dock,

Wharf or Jetty Inland vessel,mechanically propelled

Mine, quarry or oil-fieldPlantation

Workshop or other establishmentetc.

Drawing average wage uptoRs.6500 pm as amended w.e.f.6.9.05.

Not to imposed unless theemployer is given an opportunity toshow causeTo record in the register

When accommodation amenity orservice has been accepted by theemployee.

On contravention of S.5 (except sub-sec.4), S.7, S.8(except Ss.8), S.9, S.10 (except Ss.2) and Secs.11 to 13.

Fine not less than Rs.1000 which may extend to Rs.5000.On subsequent conviction fine not less than Rs.5000, mayextend to Rs.10,000. On contravention S.4, S.5(4), S6,

S.8(8), S.10(2) or S.25 fine not less than Rs.1000. mayextend to Rs.5000. On subsequent On conviction fine notless.

For failing to maintain registers or records; or

Wilfully refusing or without lawful excuse neglecting tofurnish information or return; or

Wilfully furnishing or causing to be furnished anyinformation or return which he knows to be false or

Refusing to answer or wilfully giving a false answer toany question necessary for obtaining any informationrequired to be furnished under this Act.

Fine which shall not be less than Rs.1000 but mayextend to Rs.5000 On record conviction fine not lessthan Rs.5000, may extend to Rs.10,000.

For second or subsequent conviction, fine not less thanRs.5000 but may extend to Rs.10,000

Wilfully obstructing an Inspector in the discharge of hisduties under this Act; or

Refusing or wilfully neglecting to afford an Inspector any

reasonable facility for making any entry, inspection etc. Wilfully refusing to produce on the demand of an

inspector any register or other document kept inpursuance of this Act; or preventing any person forappearance etc.

Fine not less than Rs.1000 extendable

Upto Rs.5000 On subsequent conviction finenot less than Rs.5000 may extent to Rs.10,000

On conviction for any offence and again guilty ofContravention of same provision.

Failing or neglecting to pay wages to any employee

Imprisonment not less than one month extendable uptosix months and fine not less than Rs.2000 extendableupto Rs.15000.

Additional fine upto Rs.100 for each day.

To regulate the payment of wages of certainclasses of employed persons

All wages shall be paid incurrent coins or currencynotes or in both.

After obtaining theauthorization, either bycheque or by crediting thewages in employees bank

Account

The wages of every person employed bepaid.When less than 1000 persons are employedshall be paid before the expiry of the 7 th dayof the following month.When more than 1000 workers, before theexpiry of the 10th day of the followingmonth.

Deductions such as, fine, deduction foramenities and services supplied by theemployer, advances paid, over payment ofwages, loan, granted for house-building orother purposes, income tax payable, inpursuance of the order of the Court, PFcontributions, cooperative societies,premium for Life Insurance, contribution toany fund constituted by employer or a tradeunion, recovery of losses, ESI contributionsetc.etc.

For default or negligence of an employeeresulting into loss. Show cause notice has tobe iven to the em lo ee.

Absence for whole or anypart of the day If ten or more personsabsent without reasonablecause, deduction of wagesupto 8 days.


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EmployeeS COMPENSATION

ACT, 1923

All over India

All workers irrespective of their status orsalaries either directly or through

contractor or a person recruited to workabroad.

On death or personal injury resulting intototal or partial disablement or

occupational disease caused to aworkman arising out of and during the

course of employment.

Where death of a workman results from the injury

An amount equal to fifty per cent of the monthly wages of thedeceased workman multiplied by the relevant factor on an amount ofeighty thousand rupees, whichever is more. Where permanent total disablement results from the injury.

An amount equal to sixty per cent of the monthly wages of theinjured workman multiplied by the relevant factor or an amount ofninety thousand rupees, whichever is more

Relevant factor specified in second column of Schedule IV givingslabs depending upon the age of the concerned workman.

Example : In case of death.

Wages Rs.3000 PM Age 23 years

Factor as schedule IV Rs.19.95

Amount of compensation Rs.329935 In case of total disablement Rs.395910.

In respect of any injury which doesresult in the total or partial disablementof the workman for a period exceedingthree days.

In respect of any injury, not resulting indeath or permanent total disablementcaused by an accident which is directlyattributable to-

The workman having been at the timethereof under the influence of drink ordrugs, or

Willful disobedience of the workman toan order expressly given, or to a ruleexpressly framed, for the purpose ofsecuring the safety of workmen, or

Willful removal or disregard by theworkman of any safety guard or otherdevice which he knew to have beenprovided for the purpose of securingthe safety of workman.

When the monthly wages aremore than Rs.4000 per monthit will be deemed Rs.4000.

As soon asPracticable

Report of fatal Accident and Serious Injury within 7 days to theCommissioner (not application when ESI Act applies).

Any workman relinquishing his right forpersonal injury not permissible.


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The Bomaby Shops & Establishment Act,1948

In case of default by employer

Deposit of Compensation

50% of the compensation amount + interest to be paid to the workmanor his dependents as the case may be.

Within one month with the Compensation Commissioner

Where more than 25000 Population inthe area than this Act is applicable. Forthe Purpose of profit making, if anyestablishment will employee one ormore employees this Act is applicable.

The establishment has to get registrationunder this Act and it should be renewed in

every start of calendar year.

Daily maximum 9 hours and in a week maximum 48 hours.

After 5 hours of working half an hour intervals of rest must begiven.

One weekly off must be give.

List of Holidays during the calendar year must be display on thenotice board.

An Employee having worked for 240days @ one day for every 20 days

Accumulation of leave for 42 days.


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Documents

The Labour Laws Summary