check list of labour laws

8/6/2019 Check List of Labour Laws

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A BRIEF CHECK LIST OF

LABOUR LAWS


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APPRENTICES ACT, 1961CHECKLIST

Object of the Act

Promotion of new manpower at skills.

Improvement/refinement of old skillsthrough theoretical and practical training

in number of trades and occupation

Industry

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 tradeSec. 2(k)

Contract of Apprenticeship

To contain such terms and

conditions as may be agreed to bythe apprentice, or his guardian (incase he is a minor) and employers.

Sec. 4

Termination of

Apprenticeship

On the expiry of the period ofApprenticeship training.

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

Apprenticeship AdvisorSec. 6

Payment to ApprenticesThe employer to pay such st ipend at a rateof not less than the prescribed minimum

rate as may be specified.Sec. 6

Obligations of Apprentice

To learn h is trade conscientiously, diligently. To attend practical and instructional classes regularly. To carry out all lawful orders. To carry out his contractual obligations.

Health safety & Welfare measures for Apprentices

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

Hours of work 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.Leave and Holidays

Casual leave for the maximum period of 12 days in a year. Medical leave for the maximum period of 15 days and the

accumulated leave upto 40 days in a year. Extraordinary leave upto a maximum period of 10 days in a year.

Sec. 15

Applicability of the Act

Areas and industries as

notified by theCentralGovernment

Sec. 1

Apprenticeship Advisor

Central ApprenticeshipAdvisor when appointed

by Central Government.Sec. 2(b)

Qualification for being trained as an Apprentice

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

And physical fitness asMay be prescribed. Sec. 3

Conditions for Novation of

Contract of Apprenticeship

y There exists an apprenticeshipcontract.

y The employer is unable to fulfil hisobligation.

y The approval of the ApprenticeshipAdvisor is obtained.

y Agreement must beregistered with the

Apprenticeship Advisor.Sec. 5

Period of

Apprenticeship

Training to beDetermined by theNational Council

Obligations of

employers

y To Provide theapprentice withthe training in histrade.

y To ensure that aperson dulyqualified is placedin charge of the

training of theapprentice.

y To carry outcontractualobligations.

Sec. 11

Number of Apprentices in

Designated TradeTo be determined by The CentralGovernment after consulting theCentral Apprenticeship Council

Sec.8

Employers liability to pay

compensation for injury

As per provisions of WorkmensCompensation Act.

Sec. 16

Offences & Punishment

Imprisonment of a term upto 6months or with fine when

employer (I) engages as anapprentice a person who is notqualified for being so engaged

or (ii) fails to carry out theterms and conditions of a

contract of apprenticeship, or(iii) contravenes the provisions

of the Act relating to thenumber of apprentices which he

is required to engage underthose provisions

Secs. 30 & 31


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Licensing of Contractor

y Engaging 20 or more than20 workers and on depositof required fee in Form IV.

y Valid for specifiedperiod.Sec.12, Rule 21

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

EMPLOYEES PROVIDENT FUNDS & MISC. PROVISIONS ACT, 1952

& THE SCHEMES

Applicabilityy Every establishment in which 20 or more

workmen are employed or wereemployed on any day of the preceding12 months as contract labour.

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

Sec. 1

Object of the Act

To regulate theemployment of contract

labour in certainestablishments and to

provide for its abolition incertain circumstances and

for matters connectedtherewith.

Prohibition of Employment of Contract

Labour

Only by the appropriate Governmentthrough issue of notification afterconsultation with the Board (and notCourts)can order the prohibition of employment ofcontract labour. Sec. 10

Registers of Contractors

y Principal employery To maintain a register of contractor in

respect of every establishment in FormXII.

y Contractor Rule 74y To maintain register of workers for

each registered establishment in FormXIII.

y To issue an employment card to eachworker in Form XIV.

y To issue service certificate to everyworkman on his termination in FormXV. Rules 75, 76 and 77

Muster Roll, Wages Register, Deduction Register and Over time Register by

Contractory Every contractor shally Maintain Muster Roll and a Register of Wages in Form XVI and Form XVII respectively

when combined.

y Register or wage-cum-Muster Roll in Form XVII where the wage period is a fortnight orless.

y Maintain a Register of Deductions for damage or loss, Register or Fines and Register ofAvances in Form XX, from XXI and Form XXII respectively.

y Maintain a Register of Overtime in Form XXIII.y To issue wage slips in Form XIX, to the workmen at least a day prior to the disbursement

of wages.y 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 Register.

y When covered by Payment of Wages Act, register and records to be mainta ined underthe rules

y Muster Roll, Register of wages, Register of Deductions, Register of Overtime, Register ofFines, Register of Advances, Wage slip. Rule 79

y To display an abstract of the act and Rules in English and Hindi and in the languagespoken by the Majority of workers in such forms as may be approved by appropriateauthority Rule 80

y To display notices showing rates of wages, hours of work, wage period, dates ofpayment, names and addresses of the inspector and to s end copy to the inspector andany change forwithwith Rule 81

Registration ofEstablishment

Principal employer employing20 or more workers throughthe contractor or thecontractor(s) on deposit ofrequired fee in Form 1

Sec. 7

Revocation of Registration

When obtained byMisrepresentation orsuppressionOf material facts etc. afteropportunity to the principalemployer

Sec. 9

Revocation or Suspension &Amendment of Licences

y When obtained by misrepresentation orsuppression of material facts.

y Failure of the contractor to comply withthe conditions or contravention of Act or

the Rules. Sec. 14

Welfare measures to be taken by the Contractory Contract labour either one hundred or more employed by a contractor

for one or more canteens shall be provided and maintained.

y First Aid facilities.y Number of rest-rooms as required under the Act.y Drinking water, latrines and washing facilities. Sec. 16 & 17

Laws, Agreement or standing

orders inconsistent with the Act-

Not Permissible

Unless the privileges in the contractbetween the parties or more favourablethan the prescribed in the Act, suchcontract will be invalid and the workers will

continue to get more favourable benefits.Sec. 20

Liability of Principal Employer

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

y Principal employer entitled to recover from the contractor for providing suchamenities or to make deductions from amount payable. Sec. 20

PENALTIES

Sec. Offence PunishmentSec. 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 3

Months or fine upto Rs.1000. On continuing contravention, additional fineupto Rs.100 per da


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CHECKLIST

EMPLOYEES STATE INSURANCEACT, 1948 & the SCHEME

CHECK LIST

Applicabilityy Every establishment which is factory engaged in any industry specified in

Schedule 1 and in which 20 or more persons are employed.y Any other establishment employing 20 or more persons which Central

Government may, by notification, specify in this behalf.y Any establishment employing even less than 20 persons can be covered

voluntarily u/s 1(4) of the Act.

Eligibility

Any person who is employed forwork of an establishment or

employed through contractor inor in connection with the work of

an establishment.

Clarification about Contribution

After revision in wage ceiling fromRs.5000 to Rs.6500 w.e.f. 1.6.2001 permonth, the government will continue tocontribute 1.16% 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 Deposit-LinkedInsurance Scheme the contribution @0.50% is required to be paid upto amaximum limit of Rs.6500.The employer also will payadministrative charges @ 0.01% onmaximum limit of Rs.6500 whereas anexempted establishment will payinspection charges @ 0.005% on thetotal wages paid.Notes:

The above clarification is given bytaking wages upto a maximum ofRs.6500 towards wage (basic+DA).Since an excluded employee i.e.drawing wages more than Rs.6500 canalso become member of the Fund andthe Schemes on joint request and if, forinstance, such an employee is gettingRs.10,000 per month, his share towardsprovident fund contribution will beRs.1200 e.g. 12% and employers share

towards provident fund contributioin willbe Rs.659 and Rs.541 towardsEmployees Pension Fund.

BenefitsEmployees 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 Scheme.

Payment of Contribution

y The employer shall pay thecontribution payable to the EPF,DLI and Employees Pension Fundin respect of the member of theEmployees Pension Fundemployed by him directly by or

through a contractor.y It shall be the responsibility of the

principal employer to pay thecontributions payable to the EPF,DLI and Employees Pension Fundby himself in respect of theemployees directly employed by

him and also in respect of theemployees directly employed by

him and also in respect of theemployees employed by or through

a contractor.

Rates of Contribution

SCHEME EMPLOYEES EMPLOYERS CENTRAL GOVTS

Provident FundScheme

12%

Amount > 8.33%(in case where

contribution is 12%of 10%)10% (in case ofcertain

Establishments asper details givenearlier)

NIL

InsuranceScheme

NIL 0.5 NIL

Pension Scheme NIL8.33% (Divertedout of ProvidentFund

1.16%

Damages

y Less than 2 months .@ 17% per annumy Two months and above but less than upto four months .@22% per annumy Four months and above but less than upto six months .@ 27% per annumy Six months and above

Penal ProvisionLiable 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.

Applicability of

the Act & Scheme


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FACTORIES ACT, 1948CHECK LIST

Coverageof employees

Drawing wages

upto Rs.10000/-per month

engaged eitherdirectly or thru

contractor

Rate of

Contribution of

the wages

Employers4.75%

Employees1.75%

THE ESI SCHEME TODAY No. of implemented Centres 677No. ofEmployers covered 2.38 lacsNo. of Insured Persons 85 lacsNo. of Beneficiaries 330 lacsNo. of Regional Offices/SROs 26No. ofESI Hospitals/Annexes 183No. ofESI Dispensaries 1453No. of Panel Clinics 2950

Manner and Time Limit

for making Payment of contribution

The total amount of contribution (employeesshare and employers share) is to be deposited

with 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.

BenefitsTo 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.

WAGES FOR ESI CONTRIBUTIONSRegisters/files to be maintained by the employers

To be deemed as wages

y Basic payy Dearness allowancey House rent allowancey City compensatory

allowance

y Overtime wages (but notto be taken into accountfor determining the

coverage of an employee)y Payment for day of resty Production incentivey Bonus other than

statutory bonus

y Night shift allowancey Heat, Gas & Dust

allowance

y Payment for unsubstitutedholidays

y Meal/food allowancey Suspension allowancey Lay off compensationy Children education

allowance (not beingreimbursement for actualtuition fee)

NOT to be deemed as

wages

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

y Sum paid to defray specialexpenses entailed by thenature of employment Daily allowance paid for

the period spent on tour.y Gratuity payable on

discharge.

y Pay in lieu of notice ofretrenchmentcompensation

y Benefits paid under theESI Scheme.

y Encashment of leavey Payment of Inam which

does not form part of theterms of employment.

y Washing allowance forlivery

y Conveyance Amounttowards reimbursement

for duty related journey

Contributionperiod

1st April to 30thSeptember.

1st October to 31st

March

Contributionperiod

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

31st December.

Penalties

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 butdoes not pay the same to the corporation which

amounts to criminal breach of trust.

Applicability of the Act Any premises whereon 10 ormore persons with the aid of

Employer to ensure health of

workers pertaining to

y Cleanliness Disposal of wastes andeffluents

yVentilation and temperature dust and

Registration & Renewal

of Factories

To be granted by ChiefInspector of Factories on


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OFFENCE PENALTIES Sec.92 to

y For contravention of the Provisions of the Act or Rules y Imprisonment upto 2 years or fine upto Rs.1,00,000 or bothy On Continuation of contravention y Rs.1000 per dayy On contravention of Chapter IV pertaining to safety or

dangerous operations .yNot less than Rs.25000 in case of death.yNot less than Rs.5000 in case of serious injuries.

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

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

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

y 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.

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

y Imprisonment of 10 years when contravention continuesfor one year.

EMPLOYMENT EXCHANGES(COMPULSORY NOTIFICATION OF VACANCIES)

ACT, 1959 & THE RULES

Safety Measures

y Facing of machineryy Work on near machinery in motion.y Employment prohibition of young persons

on dangerous machines.

y Striking gear and devices for cutting offpower.

Welfare Measures

y Washing facilitiesy Facilities for storing and drying

clothingy Facilities for sittingy First-aid appliances one first aid

box not less than one for every150 workers.

y Canteens when there are 250 ormore workers.

y Shelters, rest rooms and lunchrooms when there are 150 or more

workers.y Creches when there are 30 or more

women workers.y Welfare office when there are 500

or more workers.

y Self-acting machines.y Casing of new machinery.

y Prohibition of employment ofwomen and children near

cotton-openers.y Hoists and lifts.

Working Hours, Spread Over & Overtime of Adults

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.

Secs. 51, 54 to 56, 59 & 60

Employment of Young Persons

y Prohibition of employment of young children e.g. 14 years.y Non-adult workers to carry tokens e.g. certificate of fitnekss.y Working hours for children not more than 4 hrs. and not permitted to

work during night shift.Secs. 51, 54 to 56, 59 & 60

Annual Leave with Wages

A worker having worked for 240 days @one day for every 20 days and for a childone day for working of 15 days.

Accumulation of leave for 30 days.

Secs. 79


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CHECK LIST

INDUSTRIAL DISPUTES ACT, 1947

Object of the ActProvisions for investigation and settlement of industrial disputes and for certain other purposes.

Object of the Act

To provide for thecompulsory

notification ofvacancies toemployment

exchanges.


By notification in the OfficialGazette, appoint in thisbehalf for such State anddifferent dates may beappointed for different statesor for different areas of aState.

When Act is not applicable

y Any employment in agriculture,horticulture etc.

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

which is less than three months.

yAny employment to do unskilled officework.

y Any employment connected with thestaff of Parliament.

Sec. 3

Notification of vacancies to Employment Exchanges

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.

Secs. 4

Time limit for notification of vacancies & selection

yAtleast 15 days before the applicants will be interviewed or tested.y Employer to furnish the result of selection within 15 days.

Rules 5

Submission of Returns

y Quarterly in Form ER-Iy BIENNIAL Return Form ER-IIy Within 30 days by 30th June, 31stMarch, 30th September & 31stDecember.

Rule 6

Furnishing information and

returns

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

shall furnish such information or returnas may be prescribed in relation to

vacancies that have occurred or areabout to occur in that establishment,to such employment exchanges as

may be prescribed.Secs. 5

yAn employer contravening the provisions of Sec.4(1) or (2).y Fine upto Rs.500 for first offence and for every subsequent offence fine Rs.1000.y If any person

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

furnished under section 5; or

y 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 forever subse uent offence with fine u to Rs.500. Rules 7

PENALTIES

Important Clarifications

Industry has attained wider meaning than definedexcept for domestic employment, covers from barbershops to big steel companies. Sec.2(I)Works Committee ointCommittee with e ual number

Power of Labour Court to give

Appropriate ReliefLabour Court/Industrial Tribunal canModify the punishment of dismissal ordischar e of workmen and ive a ro riate

Right of a Workman during Pendency

of Proceedings in High Court

Employer to pay last drawn wages toreinstated workman when proceedingschallenging the award of his


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INDUSTRIAL EMPLOYMENT(STANDING ORDERS) ACT, 1946 & THE RULES

CHECK-LIST

Prohibition of Strikes & Lock Outs

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

y Tribunal and two months, after the conclusion of suchproceedings.

y During the pendency of arbitration proceedings before anarbitrator and two months after the conclusi on of suchproceedings, where a notification has been issued underSub-Section(3A) of section 10A

y During any period in which a settlement or award is inoperation, in respect of any of the matters covered by thesettlement or award. Secs.22&23

Persons Bound by Settlementy When in the course of conciliation

proceedings etc., all persons workingor joining subsequently.

y Otherwise than in course ofsettlement upon the parties to thesettlement. Sec.18

Period of Operation of

Settlements and Awardsy A settlement for a period as

agreed by the parties, or

y Period of six months on signingof settlement.

yAn award for one year after itsenforcement. Sec.19

Lay off & Payment of Compensation

Conditions for Laying off

Failure, refusal or inability of an employer to providework due toy Shortage of coal, power or raw material.y Accumulation of stocks.y Breakdown of machinery.y Natural calamity. Sec.25-C

Notice of Change21 days by an employer to workmen

about changing the conditions of service

as provided in Ivth Schedule. Sec.9A

y Without giving to the employer notice of strike, ashereinafter provided, within six weeks before striking.

y Within fourteen days of giving such notice. y Before the expiry of the date of strike specified in any

such notice as aforesaid. y During the pendency of any conciliation proceedings

before a conciliation officer and seven days after theconclusion of such proceedings.

y During the pendency of conciliation proceedings beforea Board and seven days after the conclusion of such

proceedings.

Lay off Compensation

Payment of wages except forintervening weekly holidaycompensation 50% of total orbasic wages and DA for a period

of lay off upto maximum 45 daysin a ear. Sec.25-C

Prior Permission for Lay offWhen there are more than 100workmen during proceeding 12

-

Retrenchment of Workmen Compensation & Conditions

y Workman must have worked for 240 days.y Retrenchment compensation @ 15 days wages for every completed year to be calculated at last drawn wagesy One months notice or wages in lieu thereof.y Reasons for retrenchmenty Complying with principle of last come first go.

Prior Permission by the

Government for Retrenchment

y When there are more than 100 (inUP 300 or more) workmen duringpreceding 12 months.

y Three months notice or wagesthereto.

y Form QAy Compensation @ 15 days wages.

Sec. 25-N

Conditions of service etc. to remain unchanged under certain circumstances during pendency of proceedings

y Not to alter to the prejudice of workmen concerned the condition of service.y To seek Express permission of the concerned authority by paying one months wages on dismissal, discharge

or punish a protected workman connected with the dispute.

y To seek approval of the authority by paying one months wages before altering condition of service, dismissingor discharging or punishing a workman. Sec.33

Conditions of service etc. to remain unchanged under certain circumstances during pendency of proceedings

y Not to alter to the prejudice of workmen concerned the condition of service.y To seek Express permission of the concerned authority by pa ying one months wages on dismissal, discharge or punish a

protected workman connected with the dispute.y To seek approval of the authority by paying one months wages before altering condition of service, dismissing or discharging

or punishing a workman. Sec.33

Prohibition of unfair labour

practice either by employer or

workman or a trade union asstipulated in fifth schedule

Both the employer and the Union canbe punished. Sec.25-T

Closure of an Undertaking

60 days notice to the labour authorities forintended closure in Form QA. Sec.25FFAPrior permission atleast 90 days before inForm O by the Government when there are100 ore more workmen during preceding 12months (in UP 300 or more workmen)Sec.25-O

PENALTIES Offence

Committing unfair labour practicesIllegal strike and lock-ourts

Instigation etc. for illegal strike or lock-outs.Giving financial aid to illegal strikes and lock-outs.

Breach of settlement or awardDisclosing confidential information pertaining to Sec.21

Closure without 60 days notice under Sec.25 FFAContravention of Sec.33 pertaining to change of conditions of

Service during pendency of dispute etc.When no penally is provided for contravention


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MATERNITYBENEFIT ACT, 1961

CHECK LIST

Object of the Act

To protect the dignity of

motherhood and thedignity of a new personsbirth b rovidin for the

Coverage of the Act

Upon all women employees either employed

directly or through contractor except domesticwomen employees employed in mines, factories,plantations and also in other establishments if the

Conditions for eligibility of

benefits

Women indulging temporary ofunmarried are eligible formaternity benefit when she is

Conditions for

Certification of

Standing Orders

y Every matter to beset out as perSchedule and Rule2A.

y The standing ordersto be in conformitywith the provisionsof the Act.

Submissions of

Draft Standing

Orders

Within six months fromthe date when the Actbecomes applicable toan industrial

establishment. Fivecopies of the draftStanding Orders are tobe submitted to theCertifying Officer under

the Act.

Sec.3

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

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

Procedure forCertification of Standing

Orders

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.

Sec.5

Date ofOperation of

Standing Orders

On the date ofexpiry of 30 days

from certification oron the expiry of 7

days fromauthentication ofStanding Orders.

Sec. 7

Posting of StandingOrders

The text of the standingorders as finally certifiedshall prominently beposted in English or in thelanguage understood bymajority of workmen onspecial board at or nearthe entrance for majorityof workers.

Sec. 9

Temporary applicationof Model Standing

Orders

Temporary application of

mod standing orders shallbe deemed to be adoptedtill the standing orders assubmitted are certified.

Sec.12-A

Payment of Subsistence Allowance to theSuspended Workers

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

suspension, for the first ninety days of suspension. At the rate of seventy-five percent of such wages for theremaining period of suspension if the delay in the completionof disciplinary proceedings against such workman is not

directly attributable to the conduct such workman. Sec.10-A

PENALTIES


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MINIMUM WAGES ACT, 1948

CHECK LIST

Cash Benefits

y Leave with average pay for six weeks before the delivery.y Leave with average pay for six weeks after the delivery.yA medical bonus of Rs.25 if the employer does not provide free medical care to the woman.yAn additional leave with pay up to one month if the woman shows proof of illness due to the

pregnancy, delivery, miscarriage, or premature birth.y In case of miscarriage, six weeks leave with average pay from the date of miscarriage.

Non Cash Benefits/Privilege

y Light work for ten weeks (six weeks plus one month) before the date of her expected delivery, ifshe asks for it.

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

leave.

y Pregnant women discharged or dismissed may still claim maternity benefit from the employer.Exception : Women dismissed for gross misconduct lose their right under the Act for MaternityBenefit

Conditions for eligibility of

benefits

y Ten weeks before the date of herexpected delivery, she may ask

the employer to give her lightwork for a month. At that timeshe should produce a certificatethat she is pregnant.

y She should give written notice tothe employer about seven weeksbefore the date of her deliverythat she will be absent for six

weeks before and after herdelivery. She should also namethe person to whom payment will

be made in case she can nottake it herself.

y She should take the payment forthe first six weeks before shegoes on leave.

y She will get payment for the sixweeks after child-birth within 48hours of giving proof that shehas had a child.

y She will be entitled to twonursing breaks of fifteen minuteseach in the course of her dailywork till her child is fifteenmonths old.

y Her employer cannot dischargeher or change her conditions of

service while she is on maternity

leave.Sec. 5.

Leave for Miscarriage

& Tubectomy Operationy Leave with wages at the rate of

maternity benefit, for a period of sixweeks immediately following the day ofher miscarriage or her medicaltermination of pregnancy.

y Entitled to leave with wages at the rateof maternity benefit for a period of twoweeks immediately following the day of

her tubectomy operation.

Leave for illness arising out of

pregnancy etc. etc.

A woman suffering from illness arisingour of pregnancy, delivery, prematurebirth of child (Miscarriage, medicaltermination of pregnancy or tubectomyoperation) be entitled, in addition to

the period of absence allowed to herleave with wages at the rate ofmaternity benefit for a maximum

period of one month.Sec. 10

Prohibition of dismissal during absence of pregnancyy Discharge or dismissal of a woman employed during or on account of such absence or to give notice or discharge or dismissal o n such a day that the notice

will expire during such absence or to very her disadvantage.

y 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 during suchabsence, or to vary to her disadvantage any of the conditions of her service.

yAt the time during her pregnancy, if the woman but for such discharge or dismissal would have been entitled to maternity benefit or medical bonus, etc. y Not barred in case of dismissal for cross misconduct. Sec.

Failure to Display

Extract of Act

Imprisonment mayextend to one year orfine.

Forfeiture of maternity benefit

If permitted by her employer to absent h erself under the provisions of section 6 for any period

during 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, but

it will extend to one year and will find, but not exceeding Rs.5,000. Sec. 18

Object of the Act

To provide for fixingminimum rates of wagesin certain employments

Fixation of Minimum Rates of Wages

y The appropriate government to fix minimum rates of wages. The employeesemployed in para 1 or B of Schedule either at2 or either part of notification u/s 27.

y To make review at such intervals not exceeding five years the minimum rates or so


11/17

PENALITIES Offence Punishment

Sec. 20

For paying less than minimum rates ofwages

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

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 RULESCHECKLIST

Minimum Rates of

Wages

Such as Basic rates ofwages etc. Variable DAand Value of otherconcessions etc. Sec. 4 Procedure for fixing and

revising Minimum Rates ofWages

Appointing Committee issue ofNotification etc. Sec. 5

Fixing Hours for

Normal Working

y Shall constitute anormal working dayinclusive of one or morespecified intervals.

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

y To provide for paymentfor work on a day ofrest at a rate not lessthan the overtime rate..Sec. 13

Overtime

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 working day.Payment for every hour or for

part of an hour so worked inexcess at the overtime ratedouble of the ordinary rate of(1 times or for agriculturelabour) Sec. 5

Composition of

CommitteeRepresentation ofemployer and employeein schedule employer inequal number andindependent persons not

exceeding 1/3rd or itstotal number one suchperson to be appointedby the Chairman.

Sec. 9

Payment of

Minimum Rates ofWages

Employer to pay to everyemployee engated inschedule employment ata rate not less thanminimum rates of wagesas fixed by Notification bynot making deductionother than prescribed.

Sec.12

Wages of workers who works for less than normal

working days

Save as otherwise hereinafter provided, be entitled to

receive wages in respect of work done by him on that dayas if he had worked for a full normal working day.

Sec.15

Wages for two class of work

Where an employee does two or moreclasses of work to each of which a differentminimum rate of wages is applicable,wages at not less than the minimum rate inrespect of each such class. Sec. 16

Maintenance of registers and records

y Register ofFines Form I Rule 21(4)yAnnual Returns Form III Rule 21 (4-A)y Register for Overtime Form IV Rule 25y Register ofWagesForm X, Wages slipForm XI, Muster RollForm V Rule 26y Representation of register for three year Rule 26-A Sec. 18

Minimum time rate wages for piece work

Not less than minimum rates wages as

fixed . Sec. 17

Claims by employees

y To be filed by before authority constituted under the Act within 6 months.y Compensation upto 10 times on under or non-payment of wages Sec. 16

Object of the Act

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


12/17

TRADE UNIONS ACT, 1926CHECKLIST


Whole of India with effect from6.3.1976

Applicability of other Actsy Workmens Compensation

Act, 1923y Industrial Disputes Act, 1947y Minimum Wages Act, 1948y Maternity Benefit Act, 1961y Payment of Bonus Act, 1965y Payment of Gratuity Act,

1972

Maintenance of register

yA register of sales promotionemployees in Form B.

y Service Books for everyemployee in Form C

yA register of service books inForm D

y Leave account of eachemployee in Form E.

Sec. 7 Rule 23

Wages for weekly day of

rest

Entitled to wages on weeklydays of rest as if he was on

duty.Rule 7

Affixing of holidays to leavePremixing or suffixing of any

leave not permissibleRule 11

Quarantine leave

Upto 30 days on therecommendations of authorised

medical attendant or PublicHealth Officer.

Rule 16

y Leavey Earned leave and cash compensation on

earned leave not availed of.y On full wages for not less than 1/11th of

the period spent on duty.y Leave on medical Certificate

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

y Cashable on voluntary relinquishment ortermination other than by way ofpunishment.

Sec.4

Maximum limit upto which

earned leave

y Can be accumulated 180 daysof which the employee canavail himself 90 days at atime.

y Encashment of leave 120days.

Sec.14

Issue of Appointment Letter

in Form A

y Within three months from thecommencement of the Actand in other case onappointment.

Sec.5 Rule 22

Number of holidays in a year

10 in calendar yearRule 4

Compensatory holidays

Within 30 days of the day when he wasrequired to work. Rule 5

Application for leave

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

Rule 9

Holidays intervening during the period

of leave

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

leave.

Rule 12

Extraordinary leave

At the discretion of the employerRule 17

PENALTY

On contravention of provisions relating to Leave Issue of Appointment Letter orMaintenance of Registers fine upto Rs.1000 Sec. 9

Wages for holidays

To be entitled for wages on all

holidays as if he was on duty.Rule 6

Recording of reason for

refusal or postponement of

leave.

Rule 10

Medical leave

On production of medicalcertificate.

Rule 15

Casual leave

15 days in a calendar year.Rule 15

Object of the ActTo provide for the registration of Trade Union and in certain respects

to define the law relating to registered Trade Unions

Registration of trade Union

yAny 7 or more members of a trade union may, by subscribingtheir names to the rules of the trade union and its compliance.

Registration of trade Union

Prescribed form with following details.

y Names, occupations and address of the


13/17

PAYMENT OF BONUS ACT, 1965 & THE RULESCHECKLIST

Minimum requirements for

membership of trade union

Not less than 10%, or 100 ofthe workmen, whichever is less,

subject to a minimum of7,engaged or employed in anestablishments etc.Sec. 9A

Cancellation of

registration

y If the certificate has beenobtained by fraud or mistake orit has ceased to exist or has

wilfully contravened anyprovision of this Act.

y If it ceases to have therequisite number of members.

Sec. 10

Criminal conspiracy in trade

disputes

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 offurthering any such object of the TradeUnion.

Sec. 17

Disqualification of office bearers ofTrade Union

If one has not attained the age of18 years.Conviction for an offence involving moral turpitude.

Not applicable when 5 years have elapsed.Sec. 21-A

Returns

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 31st December.Sec. 28

Penalties Offence Punishment

U/s 31

y For making false entry in or anyomission in general statementrequired for sending returns.

y For making false entry in theform.

y Fine upto Rs.500. On continuingdefault, additional fault, Rs.5 foreach week (not exceeding Rs.50).

y Fine upto Rs.500.

U/s 32y Supplying false information

regarding Trade Uniony Fine upto Rs.200.

Applicability of Act

Every factory where in 10 or more persons are employedwith the aid of power or

An establishment in which 20 or more persons are employedwithout the aid of power on any day during an accounting year

Establishment

Establishment includesDepartments, undertakings

and branches, etc.

Separate establishment

If profit and loss accounts areprepared and maintained inrespect of any such

Computation of available surplus

Income tax and direct taxes as payable.

Components of Bonus

Salary or wages includes


14/17

PENALTY For contravention of any provision of the Act or the Rule Upto 6 months or with fine upto Rs.1000. Sec.28

PAYMENT OFGRATUITY

ACT, 1972 & THE RULES

CHECKLIST

Computation of grossprofit

For banking company, as perFirst Schedule.

Others, as perSecond Schedule

Sec.4

Eligible Employees

Employees drawing wagesupto Rs.3500 per month or

less.For calculation purposes

Rs.2500 per monthmaximum will be taken

even if an employee is

drawing upto Rs.3500 per

month.

Sec.12Note: The proposal toenhance the existing ceiling ofRs.3500 is under activeconsideration by the Govt.

Disqualification & Deduction of Bonus

On dismissal of an employee fory Fraud; ory riotous or violent behaviour while on the premises of the establishment;

ory theft, misappropriation or sabotage of any property of the establishment

ory Misconduct of causing financial loss to the Employer to the extent that

bonus can be deducted for that year.

Secs. 9 & 18.

Eligibility of Bonus

An employee will be entitledonly when he has worked for

30 working days in that year.Sec. 8

Payment of Minimum Bonus

8.33% of the salary or Rs.100(on completion of5 years after 1st

Accounting year even if there is no

profit)Sec.10

Time Limit for

Payment of Bonus

Within 8 months from the close ofaccountin ear. Sec. 19

Set-off and

Set-on

As per Schedule IV.Sec. 15

Maintenance of Registers and Records etc.

yA register showing the computation of the allocable surplus referred to in clause (4) of section 2, in form A.yA register showing the set-on and set-off of the allocable surplus, under section 15, in form ByA register showing the details of the amount of bonus due to each of the employees, the deductions under

section 17 and 18 and the amount actually disbursed, in form C.Sec.26, Rule 4

Act not applicable to certain employees of LIC, General Insurance, Dock Yards, Red Cross, Universities & EducationalInstitutions, Chambers ofCommerce, Social Welfare Institutions, Building Contractors, etc. etc. Sec.32.

Sec.1

Applicability

Every factory,mine, oil field,

plantation, port,railways, company,

shop,establishment or

educationalinstitutions

employing 10 ormore employees

Sec.2(s)

Wages for

Calculation

@ 15 days wagesfor every

completed year asif the month

comprises of26days at the lastdrawn wages.

Sec.

2(e)


15/17

PAYMENT OF WAGES ACT, 1936CHECKLIST

Calculation

Seasonal

employee

@ 7 dayswages for everycompleted year

of service.

Sec.

1

Calculation

Piece-rated

employee

@ 15 dayswages for

everycompletedyear on an

average of 3monthswages

Qualifying period

On rendering of5years service,

either termination,resignation orretirement.

Employee

All employeesirrespective ofstatus or salary

EntitlementOn completion

of five yearsservice except

in case of deathor disablement

Rule

4

Display of Notice

On conspicuousplace at the main

entrance in Englishlanguage or the

languageunderstood by

majority ofemployees of the

factory, etc.

Sec.6

Rule 6

Nomination

To be obtained

by employer afterexpiry of one

years service, inForm F

Sec.

4(3)

Maximum

Ceiling

Rs.3,50,000

Rule

9

Mode of

payment

Cash or, if sodesired, by

Bank Draft or

Cheque

Rule

9

Penalties

y Imprisonment for6 months or fineupto Rs.10,000 foravoiding to makepayment bymaking false state-ment or representa-tion.

y Imprisonment notless than 3 monthsand upto one yearwith fine ondefault in comply-ing with theprovisions of Act orRules.

Sec.8

Rule 8

Recovery of

Gratuity

To apply within30 days in Form I

when not paidwithin 30 days

Sec.

4(6)

Forfeiture of Gratuity

y On termination of anemployee for moralturpitude or riotous ordisorderly behaviour.

y Wholly or partially forwilfully causing loss,destruction of property etc.

Sec.

13

Protection of

Gratuity

Cant be attachedin execution of

any decree

Applicability of Act

y Factory industrial Establishmenty Tramway service or motor

transport service engaged incarrying passengers or good orboth by road for h ire or reward.y Air transport service Dock,Wharf or Jetty y Inland vessel,

mechanically propelledy Mine, quarry or oil-field

Plantationy Workshop or other establishment

etc.

Object of the Act

To regulate the payment of wages of certain

classes of employed persons

Wages to be paid in

current coins or currency

notes

yAll wages shall be paid in

current coins or currencynotes or in both.yAfter obtaining the

authorization, either bycheque or by crediting thewages in employees bank

Account Sec. 6

Time of payment of wages

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. Sec. 5


16/17

WORKMENS COMPENSATIONACT, 1923

CHECKLIST

Coverage of Employees

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

6.9.05.

Fines as prescribed byyNot to imposed unless the

employer is given an opportunity toshow cause

To record in the register Sec.8

Deductions for service

rendered

When accommodation amenity orservice has been accepted by theemployee.

Sec.11

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.

y For failing to maintain registers or records; ory Wilfully refusing or without lawful excuse neglecting to

furnish information or return; ory Wilfully furnishing or causing to be furnished any

information or return which he knows to be false or

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

y 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.

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

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

y Refusing or wilfully neglecting to afford an Inspector anyreasonable facility for making any entry, inspection etc.

y Wilfully refusing to produce on the demand of aninspector any register or other document kept inpursuance of this Act; or preventing any person forappearance etc.

Fine not less than Rs.1000 extendableUpto Rs.5000 On subsequent conviction finenot less than Rs.5000 may extent to Rs.10,000

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

y Failing or neglecting to pay wages to any employeey Imprisonment not less than one month extendable upto

six months and fine not less than Rs.2000 extendableupto Rs.15000.

yAdditional fine upto Rs.100 for each day.

Deduction made from wages

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. Sec. 7

Deduction for damage or loss

For default or negligence of an employeeresulting into loss. Show cause notice has tobe given to the employee. Sec.10

Deduction for absence

from duties for

unauthorised absence

Absence for whole or anypart of the day If ten or more persons

absent without reasonablecause, deduction of wagesupto 8 days.

Sec. 9

Applicability

All over IndiaSec.1

Coverage of Workmen

All workers irrespective of their status orsalaries either directly or through

contractor or a person recruited to work

abroad. Sec.1(3)

Employers liability to pay

compensation to a workman

On death or personal injury resulting intototal or partial disablement or occupationaldisease caused to a workman arising outof and during the course of employment.

Sec.3

Amount of compensation

y Where death of a workman results from the injuryyAn amount equal to fifty per cent of the monthly wages of the

deceased workman multiplied by the relevant factor on anamount of ei ht thousand ru ees whichever is more.

When an employee is not liable for

compensation


17/17

Wages

When the monthly wages aremore than Rs.4000 per month itwill be deemed Rs.4000.

Sec.4 Exh.b

Notice

Accident

As soon asPracticable

Sec. 10

Report of accident

Rule 11 Form EE

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

Sec.10B

Bar upon contracting out

Any workman relinquishing his right forpersonal injury not permissible.

Sec.14

PENALTY

y In case of default by employery Deposit ofCompensation y 50% of the compensation amount + interest to be paid to theworkman or his dependents as the case may be.

y Within one month with the Compensation CommissionerSec.4A

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