A BRIEF CHECK LIST OF

LABOUR LAWS

Composed by

E.HANUMANTH
PGDBA (HRM)
 APPRENTICES ACT, 1961
CHECKLIST

Object of the Act Applicability of the Act Apprenticeship Advisor

Promotion of new manpower at skills. Areas and industries as Central Apprenticeship
Improvement/refinement of old skills notified by the Central Advisor – when appointed
through theoretical and practical training Government by Central Government.
in number of trades and occupation Sec. 1 Sec. 2(b)

Industry Qualification for being trained as an Apprentice

Industry means any industry, or business A person cannot be an apprentice in any designated trade
or in which any trade, occupation or unless
subject/field in engineering or technology
He is not more than 14 years of age;
or any vocational course may be specified
He satisfies such standard of education
as a designated trade And physical fitness as
Sec. 2(k) May be prescribed. Sec. 3

Contract of Apprenticeship Conditions for Novation of Period of

To contain such terms and Contract of Apprenticeship Apprenticeship
conditions as may be agreed to by Training to be
the apprentice, or his guardian (in • There exists an apprenticeship Determined by the
case he is a minor) and employers. contract. National Council
Sec. 4 • The employer is unable to fulfil his
obligation.
Obligations of
Termination of • The approval of the Apprenticeship
employers
Apprenticeship Advisor is obtained.
• To Provide the
On the expiry of the period of • Agreement must be
apprentice with
Apprenticeship training. registered with the
the training in his
On the application by either of the Apprenticeship Advisor.
trade.
parties to the contract to the Sec. 5
• To ensure that a
Apprenticeship Advisor
person duly
Sec. 6
qualified is placed
Number of Apprentices in in charge of the
Payment to Apprentices Designated Trade training of the
The employer to pay such stipend at a rate To be determined by The Central apprentice.
of not less than the prescribed minimum Government after consulting the • To carry out
rate as may be specified. Central Apprenticeship Council contractual
Sec. 6 Sec.8 obligations.
Sec. 11

Obligations of Apprentice Employer’s liability to pay

To
learn his trade conscientiously, diligently. compensation for injury

To
attend practical and instructional classes regularly. As per provisions of Workmen’s

To
carry out all lawful orders. Compensation Act.

To
carry out his contractual obligations. Sec. 16
Health safety & Welfare measures for Apprentices
As per Factories Act or Mines Act as the case may be when
undergoing training. Offences & Punishment
Hours of work Imprisonment of a term upto 6

42 to 48 in a week while on theoretical training. months or with fine when

42 in a week while on basic training. employer (I) engages as an

42 to 45 in a week in second year of training. apprentice a person who is not

As per other workers (in the third year). qualified for being so engaged

Not allowed to work between 10 PM to 4 AM unless approved by or (ii) fails to carry out the
Apprenticeship Advisor. terms and conditions of a
Leave and Holidays contract of apprenticeship, or

Casual leave for the maximum period of 12 days in a year. (iii) contravenes the provisions

Medical leave for the maximum period of 15 days and the of the Act relating to the
accumulated leave upto 40 days in a year. number of apprentices which he

Extraordinary leave upto a maximum period of 10 days in a year. is required to engage under
Sec. 15 those provisions
Secs. 30 & 31
CONTRACT LABOUR(REGULARATION & ABOLITION) ACT,1970 & THE RULES
CHECKLIST
Applicability Registration of
• Every establishment in which 20 or more Establishment
Object of the Act
workmen are employed or were Principal employer employing
To regulate the
employed on any day of the preceding 20 or more workers through
employment of contract
12 months as contract labour. the contractor or the
labour in certain
• Every contractor who employs or who contractor(s) on deposit of
establishments and to
employed on any day of the preceding required fee in Form 1
provide for its abolition in
twelve months 20 or more workmen. Sec. 7
certain circumstances and
Sec. 1
for matters connected
therewith.

Revocation of Registration Licensing of Contractor

Prohibition of Employment of Contract When obtained by • Engaging 20 or more than
Labour Misrepresentation or 20 workers and on deposit
Only by the appropriate Government suppression of required fee in Form IV.
through issue of notification after Of material facts etc. after • Valid for specified
consultation with the Board (and not Courts) opportunity to the principal period.Sec.12, Rule 21
can order the prohibition of employment of employer
contract labour. Sec. 10 Sec. 9

Revocation or Suspension & Welfare measures to be taken by the Contractor

Amendment of Licences • Contract labour either one hundred or more employed by a contractor
• When obtained by misrepresentation or for one or more canteens shall be provided and maintained.
suppression of material facts. • First Aid facilities.
• Failure of the contractor to comply with • Number of rest-rooms as required under the Act.
the conditions or contravention of Act or • Drinking water, latrines and washing facilities. Sec. 16 & 17
the Rules. Sec. 14

Liability of Principal Employer

Laws, Agreement or standing
• To ensure provision for canteen, restrooms, sufficient supply of drinking
orders inconsistent with the Act-
water, latrines and urinals, washing facilities.
Not Permissible
• Principal employer entitled to recover from the contractor for providing such
Unless the privileges in the contract
amenities or to make deductions from amount payable. Sec. 20
between the parties or more favourable
than the prescribed in the Act, such
contract will be invalid and the workers will Muster Roll, Wages Register, Deduction Register and Overtime Register by
continue to get more favourable benefits. Contractor
Sec. 20 • Every contractor shall
• Maintain Muster Roll and a Register of Wages in Form XVI and Form XVII respectively
when combined.
Registers of Contractors • Register or wage-cum-Muster Roll in Form XVII where the wage period is a fortnight or
• Principal employer less.
• To maintain a register of contractor in • Maintain a Register of Deductions for damage or loss, Register or Fines and Register of
respect of every establishment in Form Avances in Form XX, from XXI and Form XXII respectively.
XII. • Maintain a Register of Overtime in Form XXIII.
• Contractor Rule 74 • To issue wage slips in Form XIX, to the workmen at least a day prior to the disbursement
of wages.
• To maintain register of workers for
• Obtain the signature or thumb impression of the worker concerned against the entries
each registered establishment in Form relating to him on the Register of wages or Muster Roll-Cum-Wages Register.
XIII. • When covered by Payment of Wages Act, register and records to be maintained under
• To issue an employment card to each the rules
worker in Form XIV. • Muster Roll, Register of wages, Register of Deductions, Register of Overtime, Register of
• To issue service certificate to every Fines, Register of Advances, Wage slip. Rule 79
workman on his termination in Form • To display an abstract of the act and Rules in English and Hindi and in the language
XV. Rules 75, 76 and 77 spoken by the Majority of workers in such forms as may be approved by appropriate
authority Rule 80
• 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
PENALTIES any change forwithwith Rule 81

Sec. Offence Punishment

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 3
Months or fine upto Rs.1000. On continuing contravention, additional fine
upto Rs.100 per day
 EMPLOYEES’ PROVIDENT FUNDS & MISC. PROVISIONS ACT, 1952
& THE SCHEMES
CHECKLIST
Eligibility Applicability
Any person who is employed for • Every establishment which is factory engaged in any industry specified in
work of an establishment or Schedule 1 and in which 20 or more persons are employed.
employed through contractor in • Any other establishment employing 20 or more persons which Central
or in connection with the work of Government may, by notification, specify in this behalf.
an establishment. • Any establishment employing even less than 20 persons can be covered
voluntarily u/s 1(4) of the Act.
Payment of Contribution
• The employer shall pay the
contribution payable to the EPF, Benefits
DLI and Employees’ Pension Fund Employees covered enjoy a benefit of Social Security in the form of an
in respect of the member of the unattachable and unwithdrawable (except in severely restricted circumstances
Employees’ Pension Fund like buying house, marriage/education, etc.) financial nest egg to which
employed by him directly by or employees and employers contribute equally throughout the covered persons’
through a contractor. employment.
• It shall be the responsibility of the This sum is payable normally on retirement or death. Other Benefits include
principal employer to pay the Employees’ Pension Scheme and Employees’ Deposit Linked Insurance Scheme.
contributions payable to the EPF,
DLI and Employees’ Pension Fund
by himself in respect of the Rates of Contribution
employees directly employed by
him and also in respect of the
employees directly employed by SCHEME EMPLOYEE’S EMPLOYER’S CENTRAL GOVT’S
him and also in respect of the Amount > 8.33%
employees employed by or through (in case where
a contractor. contribution is 12%
of 10%)
Provident Fund
12% 10% (in case of NIL
Clarification about Contribution Scheme
certain
After revision in wage ceiling from Establishments as
Rs.5000 to Rs.6500 w.e.f. 1.6.2001 per per details given
month, the government will continue to earlier)
contribute 1.16% upto the actual wage Insurance
of maximum Rs.6500 per month NIL 0.5 NIL
Scheme
towards Employees’ Pension Scheme. 8.33% (Diverted
The employer’s share in the Pension Pension Scheme NIL out of Provident 1.16%
Scheme will be Rs.541 w.e.f. 1.6.2001. Fund
Under Employees’ Deposit-Linked
Insurance Scheme the contribution @
0.50% is required to be paid upto a
Damages
maximum limit of Rs.6500.
The employer also will pay
• Less than 2 months ….@ 17% per annum
administrative charges @ 0.01% on
maximum limit of Rs.6500 whereas an
• Two months and above but less than upto four months ….@22% per annum
exempted establishment will pay
inspection charges @ 0.005% on the
total wages paid. • Four months and above but less than upto six months ….@ 27% per annum
Notes:
• Six months and above
The above clarification is given by taking
wages upto a maximum of Rs.6500
towards wage (basic+DA).
Since an excluded employee i.e.
drawing wages more than Rs.6500 can
Penal Provision
Liable to be arrested without warrant being a cognisable offence.
also become member of the Fund and
the Schemes on joint request and if, for
Defaults by employer in paying contributions or inspection/administrative
instance, such an employee is getting
Rs.10,000 per month, his share towards
charges attract imprisonment upto 3 years and fines upto Rs.10,000 (S.14). For
provident fund contribution will be
Rs.1200 e.g. 12% and employer’s share
any retrospective application, all dues have to be paid by employer with
towards provident fund contributioin will
be Rs.659 and Rs.541 towards
damages upto 100% of arrears.
Employees’ Pension Fund.
 EMPLOYEES’ STATE INSURANCE
ACT, 1948 & the SCHEME
CHECK LIST

Coverage Rate of
Applicability of
of employees Contribution of
the Act & Scheme THE ESI SCHEME TODAY
the wages
Is extended in area- No. of implemented Centres 677
wise to factories using Drawing wages No. of Employers covered 2.38 lacs
power and employing upto Rs.10000/- Employers’ 4.75% No. of Insured Persons 85 lacs
10 or more persons per month Employees’ 1.75% No. of Beneficiaries 330 lacs
and to non-power engaged either No. of Regional Offices/SRO’s 26
using manufacturing directly or thru’ No. of ESI Hospitals/Annexes 183
units and establish- contractor No. of ESI Dispensaries 1453
ments employing 20 No. of Panel Clinics 2950
or more person upto
Rs.7500/- per month Manner and Time Limit
w.e.f. 1.4.2004. It for making Payment of contribution
Benefits
has also been extend- To the employees under the Act
ed upon shops, The total amount of contribution (employee’s
hotels, restaurants, share and employer’s share) is to be deposited
with the authorised bank through a challan in Medical, sickness, extended sickness
roads motor transport for certain diseases, enhanced
undertakings, equip- the prescribed form in quadruplicate on ore
before 21st of month following the calendar sickness, dependents maternity,
ment maintenance besides funeral expenses, rehabilitation
staff in the hospitals. month in which the wages fall due.
allowance, medical benefit to insured
person and his or her spouse.

WAGES FOR ESI CONTRIBUTIONS Contribution Contribution

Registers/files to be maintained by the employers period period

To be deemed as wages NOT to be deemed as If the person joined

wages 1st April to 30th insurance employment for
• Basic pay September. the first time, say on 5th
• Contribution paid by kthe January, his first
• Dearness allowance contribution period will be
employer to any
• House rent allowance
pension/provident fund or 1st October to 31st from 5th January to 31st
• City compensatory under ESI Act. March March and his
allowance corresponding first benefit
• Sum paid to defray special will be from 5th October to
• Overtime wages (but not expenses entailed by the 31st December.
to be taken into account nature of employment –
for determining the Daily allowance paid for
coverage of an employee) the period spent on tour.
• Payment for day of rest Penalties
• Gratuity payable on
• Production incentive discharge.
Different punishment have been prescribed for different
• Bonus other than • Pay in lieu of notice of
statutory bonus retrenchment types of offences in terms of Section 85: (I) (six
• Night shift allowance compensation months imprisonment and fine Rs.5000), (ii) (one year
• Heat, Gas & Dust • Benefits paid under the
imprisonment and fine), and 85-A: (five years
allowance ESI Scheme.
• Encashment of leave imprisonment and not less to 2 years) and 85-C(2) of
• Payment for unsubstituted
holidays • Payment of Inam which the ESI Act, which are self explanatory. Besides these
• Meal/food allowance does not form part of the
provisions, action also can be taken under section 406
terms of employment.
• Suspension allowance of the IPC in cases where an employer deducts
• Washing allowance for
• Lay off compensation livery contributions from the wages of his employees but
• Children education • Conveyance Amount
allowance (not being does not pay the same to the corporation which
towards reimbursement
reimbursement for actual for duty related journey amounts to criminal breach of trust.
tuition fee)
 FACTORIES ACT, 1948
CHECK LIST
Employer to ensure health of Registration & Renewal
Applicability of the Act workers pertaining to of Factories
Any premises whereon 10 or • Cleanliness Disposal of wastes and
more persons with the aid of effluents To be granted by Chief
power or 20 or more workers • Ventilation and temperature dust and Inspector of Factories on
are/were without aid of power fume submission of prescribed
working on any dayd preceding • Overcrowding Artificial humidification form, fee and plan.
12 months, wherein Manufactur- Lighting Secs. 6
ing process is being carried on. • Drinking water Spittons.
Sec.2(ii) Secs. 11 to 20

Safety Measures • Self-acting machines. Welfare Measures

• Casing of new machinery.
• Facing of machinery • Prohibition of employment of • Washing facilities
• Work on near machinery in motion. women and children near • Facilities for storing and drying
• Employment prohibition of young persons cotton-openers. clothing
on dangerous machines. • Hoists and lifts. • Facilities for sitting
• Striking gear and devices for cutting off • First-aid appliances – one first aid
power. box not less than one for every
150 workers.
Working Hours, Spread Over & Overtime of Adults • Canteens when there are 250 or
Weekly hours not more than 48. more workers.
Daily hours, not more than 9 hours. • Shelters, rest rooms and lunch
Intervals for rest at least ½ hour on working for 5 hours. rooms when there are 150 or more
Spreadover not more than 10½ hours. workers.
Overlapping shifts prohibited. • Creches when there are 30 or
Extra wages for overtime double than normal rate of wages. more women workers.
Restrictions on employment of women before 6AM and beyond 7 PM. • Welfare office when there are 500
Secs. 51, 54 to 56, 59 & 60 or more workers.

Employment of Young Persons Annual Leave with Wages

• Prohibition of employment of young children e.g. 14 years. A worker having worked for 240 days @
• Non-adult workers to carry tokens e.g. certificate of fitnekss. one day for every 20 days and for a child
• Working hours for children not more than 4 ½ hrs. and not permitted to one day for working of 15 days.
work during night shift. Accumulation of leave for 30 days.
Secs. 51, 54 to 56, 59 & 60 Secs. 79

OFFENCE PENALTIES Sec.92 to

• 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 or • Not less than Rs.25000 in case of death.
dangerous operations. • 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.10,000
which may extend to Rs.2,00,000.
• Obstructing Inspectors • Imprisonment upto 6 months or fine upto Rs.10,000 or
both.
• Wrongful disclosing result pertaining to results of analysis. • Imprisonment upto 6 months or fine upto Rs.10,000 or
both.
• For contravention of the provisions of Sec.41B, 41C and • Imprisonment upto 7 years with fine upto Rs.2,00,000 and
41H pertaining to compulsory disclosure of information by on continuation fine @ Rs.5,000 per day.
occupier, specific responsibility of occupier or right of • Imprisonment of 10 years when contravention continues
workers to work imminent danger. for one year.
 EMPLOYMENT EXCHANGES
(COMPULSORY NOTIFICATION OF VACANCIES)
ACT, 1959 & THE RULES
CHECK LIST

Applicability of the Act When Act is not applicable

Object of the Act • Any employment in agriculture,
By notification in the Official horticulture etc.
To provide for the Gazette, appoint in this • Any employment in domestic service.
compulsory behalf for such State and • Any employment, the total duration of
notification of different dates may be which is less than three months.
vacancies to appointed for different states • Any employment to do unskilled office
employment or for different areas of a work.
exchanges. State. • Any employment connected with the
staff of Parliament.
Sec. 3

Notification of vacancies to Employment Exchanges Furnishing information and

returns
Before filling up any vacancy as prescribed.
Employer not obliged to recruit the person through employment The employer in every establishment
exchange. in public sector in that State or area
To notify the vacancies to such employment exchanges as may be shall furnish such information or return
prescribed. as may be prescribed in relation to
Secs. 4 vacancies that have occurred or are
about to occur in that establishment,
to such employment exchanges as
may be prescribed.
Secs. 5

Time limit for notification of vacancies & selection Submission of Returns

• Quarterly in Form ER-I
• Atleast 15 days before the applicants will be interviewed or tested. • BIENNIAL Return Form ER-II
• Within 30 days by 30th June, 31st
• Employer to furnish the result of selection within 15 days. March, 30th September & 31st
Rules 5 December.
Rule 6

PENALTIES

• 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, or
• Furnishes or causes to be furnished any information or return which he knows to be false, or
• Refuses 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 be
punishable for the first offence with fine upto Rs.250 and for every subsequent offence with fine upto Rs.250 and for
every subsequent offence with fine upto Rs.500. Rules 7
 INDUSTRIAL DISPUTES ACT, 1947
Object of the Act
Provisions for investigation and settlement of industrial disputes and for certain other purposes.

Important Clarifications Power of Labour Court to give Right of a Workman during Pendency
Industry – has attained wider meaning than defined Appropriate Relief of Proceedings in High Court
except for domestic employment, covers from barber Labour Court/Industrial Tribunal can Employer to pay last drawn wages to
shops to big steel companies. Sec.2(I) Modify the punishment of dismissal or reinstated workman when proceedings
Works Committee–Joint Committee with equal number discharge of workmen and give appropriate challenging the award of his
of employers and employees’ representatives for relief including reinstatement. Sec.11A reinstatement are pending in the
discussion of certain common problems. Sec.3 higher Courts. Sec.17B
Conciliation–is an attempt by a third party in helping to
settle the disputes Sec.4 Persons Bound by Settlement
Adjudication – Labour Court, Industrial Tribunal or • When in the course of conciliation Period of Operation of
National Tribunal to hear and decide the dispute. proceedings etc., all persons working Settlements and Awards
Secs.7,7A & 7B or joining subsequently. • A settlement for a period as
agreed by the parties, or
• Otherwise than in course of
• Period of six months on signing
settlement upon the parties to the
of settlement.
Lay off & Payment of Compensation – settlement. Sec.18
• An award for one year after its
Conditions for Laying off enforcement. Sec.19
Failure, refusal or inability of an employer to provide
work due to Notice of Change
• Shortage of coal, power or raw material. 21 days by an employer to workmen
• Accumulation of stocks.
Prior Permission for Lay off
about changing the conditions of service When there are more than 100
• Breakdown of machinery. as provided in Ivth Schedule. Sec.9A workmen during proceeding 12
• Natural calamity. Sec.25-C months. Sec.25-M

Lay off Compensation Prohibition of Strikes & Lock Outs

Payment of wages except for
• Without giving to the employer notice of strike, as • During the pendency of proceedings before a Labour Court,
intervening weekly holiday hereinafter provided, within six weeks before striking. Tribunal or National
compensation 50% of total or • Within fourteen days of giving such notice. • Tribunal and two months, after the conclusion of such
basic wages and DA for a period • Before the expiry of the date of strike specified in any proceedings.
of lay off upto maximum 45 days such notice as aforesaid. • During the pendency of arbitration proceedings before an
in a year. Sec.25-C • During the pendency of any conciliation proceedings arbitrator and two months after the conclusion of such
before a conciliation officer and seven days after the proceedings, where a notification has been issued under
conclusion of such proceedings. Sub-Section(3A) of section 10A
Prior Permission by the • During the pendency of conciliation proceedings before • During any period in which a settlement or award is in
Government for Retrenchment a Board and seven days after the conclusion of such operation, in respect of any of the matters covered by the
• When there are more than 100 (in proceedings. settlement or award. Secs.22&23
UP 300 or more) workmen during
preceding 12 months.
• Three months’ notice or wages Conditions of service etc. to remain unchanged under certain circumstances during pendency of proceedings
thereto.
• Not to alter to the prejudice of workmen concerned the condition of service.
• Form QA
• Compensation @ 15 days’ wages. • To seek Express permission of the concerned authority by paying one month’s wages on dismissal, discharge
Sec. 25-N or punish a protected workman connected with the dispute.
• To seek approval of the authority by paying one month’s 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 as
Retrenchment of Workmen Compensation & Conditions
stipulated in fifth schedule
• Workman must have worked for 240 days.
Both the employer and the Union can
• Retrenchment compensation @ 15 days’ wages for every completed year to be calculated at last drawn wages
be punished. Sec.25-T
• One month’s notice or wages in lieu thereof.
• Reasons for retrenchment
• Complying with principle of ‘last come first go’.
Closure of an Undertaking • Sending Form P to Labour Authorities.
60 days’ notice to the labour authorities for
intended closure in Form QA. Sec.25FFA
Prior permission atleast 90 days before in Conditions of service etc. to remain unchanged under certain circumstances during pendency of proceedings
Form O by the Government when there are • Not to alter to the prejudice of workmen concerned the condition of service.
100 ore more workmen during preceding 12 • To seek Express permission of the concerned authority by paying one month’s wages on dismissal, discharge or punish a
months (in UP 300 or more workmen)
protected workman connected with the dispute.
Sec.25-O • To seek approval of the authority by paying one month’s wages before altering condition of service, dismissing or discharging
or punishing a workman. Sec.33

PENALTIES Offence <Punishment

Committing unfair labour practices Imprisonment of upto 6 months or with fine upto Rs.3,000.
Sec.25-U Imprisonment upto one month or with fine upto Rs.50(Rs.1000 for lock-out) or
26 Illegal strike and lock-ourts
Instigation etc. for illegal strike or lock-outs. with both.
27 Imprisonment upto 6 months or with fine upto Rs.1,000
28 Giving financial aid to illegal strikes and lock-outs.
Breach of settlement or award Imprisonment for 6 months or with fine upto Rs.1,000
29 Imprisonment upto 6 months or with fine.On continuity of offence fine
30 INDUSTRIAL EMPLOYMENT
Disclosing confidential information pertaining to Sec.21
Closure without 60 days’ notice under Sec.25 FFA uptoRs.200 per day
31A Imprisonment upto 6 months or with fine upto Rs.1,000
Contravention of Sec.33 pertaining to change of conditions of
Service during pendency of dispute etc. Imprisonment upto 6 months or with fine upto Rs.5,000
When no penally is provided for contravention Imprisonment upto 6 months or fine upto Rs.1,000. Fine upto Rs.100
31
 INDUSTRIAL EMPLOYMENT (STANDING ORDERS) ACT, 1946 & THE RULES

CHECK-LIST

Matters to be provided in Standing orders

Applicability of Classification of workmen, e.g., whether permanent, temporary, apprentices,
the Act probationers, or badlis.
Every industrial Manner of intimating to workmen periods and hours of work, holidays, pay-days and
establishment wage rates.
wherein 100 or more Shift working.
(in many States it is Attendance and late coming.
50 or more). Conditions of, procedure in applying for, and the authority which may grant, leave and
Any industry covered holidays.
by Bombay Requirement to enter premises by certain gates, and liability to search.
Industrial Relations Closing and re-opening of sections of the industrial establishments, and temporary
Act, 1946. stoppages of work and the right and liabilities of the employer and workmen arising
Industrial therefrom.
establishment Termination of employment, and the notice thereof to be given by employer and
covered by M.P. workmen.
Industrial Suspension or dismissal for misconduct, and acts or omissions which constitute
Employment misconduct.
(Standing Orders) Means of redressal for workmen against unfair treatment or wrongful exactions by the
Act, 1961. employer or his agents or servants.
Sec. 1
Additional Matters
Service Record – Matters relating to service card, token tickets, certification of service,
change of residential address of workers and record of age Confirmation Age of
Conditions for
retirement Transfer Medical aid in case of Accident Medical Examination Secrecy
Certification of
Exclusive service.
Standing Orders
Secs.2(g), 3(2) and Rule 2A
• Every matter to be
set out as per
Schedule and Rule
2A.
• The standing orders Procedure for Date of Posting of Standing
to be in conformity Certification of Standing Operation of Orders
with the provisions Orders Standing Orders
of the Act. Certifying Officer to forward The text of the standing
a copy of draft standing On the date of orders as finally certified
orders to the trade union or expiry of 30 days shall prominently be
in the absence of union, to from certification or posted in English or in the
Submissions of the workmen of the on the expiry of 7 language understood by
Draft Standing industry. The trade union or days from majority of workmen on
Orders the other representatives, as authentication of special board at or near
the case may be, are to be Standing Orders. the entrance for majority
Within six months from heard. of workers.
the date when the Act Sec.5 Sec. 7 Sec. 9
becomes applicable to
an industrial
establishment. Five Temporary application Payment of Subsistence Allowance to the
copies of the draft of Model Standing Suspended Workers
Standing Orders are to Orders At the rate of fifty per cent, of the wages which the workman
be submitted to the Temporary application of was entitled to immediately proceeding the date of such
Certifying Officer under mod standing orders shall suspension, for the first ninety days of suspension.
the Act. be deemed to be adopted At the rate of seventy-five percent of such wages for the
till the standing orders as remaining period of suspension if the delay in the completion
Sec.3 submitted are certified. of disciplinary proceedings against such workman is not
Sec.12-A directly attributable to the conduct such workman. Sec.10-A

PENALTIES

• Failure of employer to submit draft Standing Orders fine of Rs.5000 and Rs.200 for every day on continuation of
offence.
• Fine of Rs.100 on contravention and on continuation of offence Rs.25 for every day.
 MATERNITY
BENEFIT ACT, 1961
CHECK LIST
Coverage of the Act Conditions for eligibility of
Object of the Act Upon all women employees either employed
To protect the dignity of benefits
directly or through contractor except domestic Women indulging temporary of
motherhood and the women employees employed in mines, factories,
dignity of a new person’s unmarried are eligible for
plantations and also in other establishments if the maternity benefit when she is
birth by providing for the State Government so decides. Therefore, if the
full and healthy expecting a child and has
State Government decides to apply this Act to worked for her employer for at
maintenance of the women employees in shops and commercial
woman and her child at least 80 days in the 12 months
establishments, they also will get the benefit of immediately proceeding the
this important time when this Act. Bihar, Punjab Haryana, West Bengal,
she is not working. date of her expected delivery
U.P., Orissa and Andhra have done so. Sec. 5.

Cash Benefits Conditions for eligibility of

benefits
• Leave with average pay for six weeks before the delivery.
• Leave with average pay for six weeks after the delivery. • Ten weeks before the date of her
• A medical bonus of Rs.25 if the employer does not provide free medical care to the woman. expected delivery, she may ask
• An additional leave with pay up to one month if the woman shows proof of illness due to the the employer to give her light
pregnancy, delivery, miscarriage, or premature birth. work for a month. At that time
• In case of miscarriage, six weeks leave with average pay from the date of miscarriage. she should produce a certificate
Non Cash Benefits/Privilege that she is pregnant.
• Light work for ten weeks (six weeks plus one month) before the date of her expected delivery, if • She should give written notice to
the employer about seven weeks
she asks for it.
before the date of her delivery
• Two nursing breaks in the course of her daily work until the child is 15 months old. that she will be absent for six
• No discharge or dismissal while she is on maternity leave. weeks before and after her
• No change to her disadvantage in any of the conditions of her employment while on maternity delivery. She should also name
leave. the person to whom payment will
• Pregnant women discharged or dismissed may still claim maternity benefit from the employer. be made in case she can not
Exception : Women dismissed for gross misconduct lose their right under the Act for Maternity take it herself.
Benefit • She should take the payment for
the first six weeks before she
goes on leave.
• She will get payment for the six
Leave for Miscarriage Leave for illness arising out of weeks after child-birth within 48
& Tubectomy Operation pregnancy etc. etc. hours of giving proof that she
• Leave with wages at the rate of A woman suffering from illness arising has had a child.
• She will be entitled to two
maternity benefit, for a period of six our of pregnancy, delivery, premature
nursing breaks of fifteen minutes
weeks immediately following the day of birth of child (Miscarriage, medical
each in the course of her daily
her miscarriage or her medical termination of pregnancy or tubectomy work till her child is fifteen
termination of pregnancy. operation) be entitled, in addition to months old.
• Entitled to leave with wages at the rate the period of absence allowed to her • Her employer cannot discharge
of maternity benefit for a period of two leave with wages at the rate of her or change her conditions of
weeks immediately following the day of maternity benefit for a maximum service while she is on maternity
her tubectomy operation. period of one month. leave.
Sec. 10 Sec. 5.

Prohibition of dismissal during absence of pregnancy

• Discharge or dismissal of a woman employed during or on account of such absence or to give notice or discharge or dismissal on such a day that the notice
will expire 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 during such
absence, or to vary to her disadvantage any of the conditions of her service.
• At 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.
• Not barred in case of dismissal for cross misconduct. Sec.

Failure to Display Forfeiture of maternity benefit

Extract of Act If permitted by her employer to absent herself under the provisions of section 6 for any period
Imprisonment may during such authorized absence, she shall forfeit her claim to the maternity benefit for such
extend to one year or period.
fine. 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
 MINIMUM WAGES ACT, 1948
CHECK LIST

Object of the Act Fixation of Minimum Rates of Wages

To provide for fixing • The appropriate government to fix minimum rates of wages. The employees
minimum rates of wages employed in para 1 or B of Schedule either at 2 or either part of notification u/s 27.
in certain employments • To make review at such intervals not exceeding five years the minimum rates or so
fixed and revised the minimum rates.
Government can also fix Minimum Wages for
Minimum Rates of • Time work • Piece work at piece rate • Piece work for the purpose of securing to
Wages such employees on a time work basis • Overtime work done by employees for piece
Such as Basic rates of work or time rate workers. Sec. 3
wages etc. Variable DA
and Value of other
concessions etc. Sec. 4 Procedure for fixing and Composition of Payment of
revising Minimum Rates of Committee Minimum Rates of
Wages Representation of Wages
Fixing Hours for Appointing Committee issue of employer and employee Employer to pay to every
Normal Working Notification etc. Sec. 5 in schedule employer in employee engated in
equal number and schedule employment at
• Shall constitute a a rate not less than
independent persons not
normal working day Overtime minimum rates of wages
exceeding 1/3rd or its as fixed by Notification by
inclusive of one or more To be fixed by the hour, by the total number one such not making deduction
specified intervals. day or by such a longer wage- person to be appointed other than prescribed.
• To provide for a day of period works on any day in by the Chairman. Sec.12
rest in every period of excess of the number of hours Sec. 9
seven days with constituting normal working day.
remuneration. Payment for every hour or for
• To provide for payment part of an hour so worked in Wages of workers who works for less than normal
for work on a day of excess at the overtime rate working days
rest at a rate not less double of the ordinary rate of Save as otherwise hereinafter provided, be entitled to
(1½ times or for agriculture receive wages in respect of work done by him on that day
than the overtime rate..
Sec. 13 labour) Sec. 5 as if he had worked for a full normal working day.
Sec.15

Wages for two class of work Maintenance of registers and records

Where an employee does two or more • Register of Fines – Form I Rule 21(4)
classes of work to each of which a different • Annual Returns – Form III Rule 21 (4-A)
minimum rate of wages is applicable, • Register for Overtime – Form IV Rule 25
wages at not less than the minimum rate in • Register of Wages–Form X, Wages slip–Form XI, Muster Roll–Form V Rule 26
respect of each such class. Sec. 16 • Representation of register – for three year Rule 26-A Sec. 18

Minimum time rate wages for piece work Claims by employees

Not less than minimum rates wages as • To be filed by before authority constituted under the Act within 6 months.
fixed . Sec. 17 • Compensation upto 10 times on under or non-payment of wages Sec. 16

PENALITIES Offence Punishment

For paying less than minimum rates of Imprisonment upto 6 months or

wages with fine upto Rs.500/-

Sec. 20 For contravention of any provisions Imprisonment upto 6 months or

pertaining to fixing hours for normal with fine upto Rs.500/-
working day etc.
 SALES PROMOTION EMPLOYEES (CONDITIONS
OF SERVICE) ACT, 1976 & THE RULES
CHECKLIST
Object of the Act
To regulate certain conditions of service of sales promotion employees in certain establishments.

Applicability of the Act • Leave Maximum limit upto which

• Earned leave and cash compensation on earned leave
Whole of India with effect from earned leave not availed of. • Can be accumulated 180 days
6.3.1976 • On full wages for not less than 1/11th of of which the employee can
the period spent on duty. avail himself 90 days at a
• Leave on medical Certificate time.
• On one-half of the waves for not less • Encashment of leave 120
Applicability of other Acts
than 1/18th of the period of service. days.
• Workmen’s Compensation
• Cashable on voluntary relinquishment or Sec.14
Act, 1923
termination other than by way of
• Industrial Disputes Act, 1947
punishment.
• Minimum Wages Act, 1948 Issue of Appointment Letter
Sec.4
• Maternity Benefit Act, 1961 in Form A
• Payment of Bonus Act, 1965 • Within three months from
• Payment of Gratuity Act, Number of holidays in a year the commencement of the
1972 10 in calendar year Act and in other case on
Rule 4 appointment.
Sec.5 Rule 22
Maintenance of register
• A register of sales promotion Compensatory holidays
employees in Form B. Within 30 days of the day when he was Wages for holidays
• Service Books for every required to work. Rule 5 To be entitled for wages on all
employee in Form C holidays as if he was on duty.
• A register of service books in Rule 6
Form D Application for leave
• Leave account of each When other than casual leave, not less than
employee in Form E. Recording of reason for
one month before commencement of leave
refusal or postponement of
Sec. 7 Rule 23 except for urgent or unforeseen
leave.
circumstances.
Rule 10
Rule 9
Wages for weekly day of
rest
Entitled to wages on weekly Holidays intervening during the period Medical leave
days of rest as if he was on of leave
duty. Except casual leave grantged or day of On production of medical
Rule 7 weekly rest, other holidays shall be part of certificate.
leave. Rule 15
Affixing of holidays to leave Rule 12
Premixing or suffixing of any
leave not permissible
Extraordinary leave Casual leave
Rule 11

At the discretion of the employer 15 days in a calendar year.

Quarantine leave Rule 15
Rule 17
Upto 30 days on the
recommendations of authorised
medical attendant or Public PENALTY
Health Officer. On contravention of provisions relating to ‘Leave’ Issue of Appointment Letter or
Rule 16 Maintenance of Registers fine upto Rs.1000 Sec. 9
 TRADE UNIONS ACT, 1926
CHECKLIST

Object of the Act

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

Registration of trade Union Registration of trade Union

• Any 7 or more members of a trade union may, by subscribing Prescribed form with following details.
their names to the rules of the trade union and its compliance. • Names, occupations and address of the
members’ place of work.
• There should be at least 10%, or 100 of the work-men,
whichever is less, engaged or employed in the establishment or • Address of its head office; and
industry with which it is connected.
• Names, ages, addresses and occupations of its
• It has on the date of making application not less than 7 persons office bearers.
as its members, who are workmen engaged or employed in the Sec. 5
establishment or industry with which it is connected.

Minimum requirements for Cancellation of Criminal conspiracy in trade

membership of trade union registration disputes
Not less than 10%, or 100 of • If the certificate has been No office bearer or member of a registered
the workmen, whichever is less, obtained by fraud or mistake or trade union shall be liable to punishment
subject to a minimum of 7, it has ceased to exist or has under sub section (2) of conspiracy u/s 120B
wilfully contravened any of IPC in respect of any agreement made
engaged or employed in an
provision of this Act. between the members for the purpose of
establishments etc.
• If it ceases to have the furthering any such object of the Trade
Sec. 9A
requisite number of members. Union.
Sec. 10 Sec. 17

Disqualification of office bearers of Returns

Trade Union
Annually to the Registrar, on or before such date as may be
prescribed, a general statement, audited in the prescribed
If one has not attained the age of 18 years.
manner, of all receipts and expenditure of every registered
Conviction for an offence involving moral turpitude. st
Trade Union during the year ending on the 31 December.
Not applicable when 5 years have elapsed. Sec. 28
Sec. 21-A

Penalties Offence Punishment

• For making false entry in or any • Fine upto Rs.500. On continuing

omission in general statement default, additional fault, Rs.5 for
required for sending returns. each week (not exceeding Rs.50).
U/s 31
• For making false entry in the • Fine upto Rs.500.
form.

• Supplying false information • Fine upto Rs.200.

U/s 32 regarding Trade Union
 PAYMENT OF BONUS ACT, 1965 & THE RULES
CHECKLIST
Applicability of Act Establishment
Every factory where in 10 or more persons are employed
with the aid of power or Establishment includes
Departments, undertakings
An establishment in which 20 or more persons are employed
and branches, etc.
without the aid of power on any day during an accounting year

Separate establishment

Computation of available surplus Components of Bonus If profit and loss accounts are
prepared and maintained in
Income tax and direct taxes as payable. Salary or wages includes respect of any such
Depreciation as per section 32 of Income dearness allowance but no department or undertaking or
Tax Act. other allowances e.g. branch, then such department
Development rebate, investment or over-time, house rent, or undertaking or branch is
development allowance. incentive or commission. treated as a separate
Sec.5 Sec.2(21) establishment.
Sec.3

Disqualification & Deduction of Bonus

Computation of gross
On dismissal of an employee for profit
• Fraud; or For banking company, as per
• riotous or violent behaviour while on the premises of the establishment; First Schedule.
or
Others, as per
• theft, misappropriation or sabotage of any property of the establishment
Second Schedule
or Sec.4
• Misconduct of causing financial loss to the Employer to the extent that
bonus can be deducted for that year.
Secs. 9 & 18. Eligible Employees

Employees drawing wages

upto Rs.3500 per month or
Eligibility of Bonus Payment of Minimum Bonus less.
8.33% of the salary or Rs.100 For calculation purposes
An employee will be entitled (on completion of 5 years after 1st Rs.2500 per month
only when he has worked for Accounting year even if there is no maximum will be taken
30 working days in that year. profit) even if an employee is
Sec. 8 Sec.10 drawing upto Rs.3500 per
Sec. 8 month.
Sec.12
Note: The proposal to
Time Limit for Set-off and
enhance the existing ceiling of
Payment of Bonus Set-on
Rs.3500 is under active
Within 8 months from the close of As per Schedule IV.
consideration by the Govt.
accounting y ear. Sec. 19 Sec. 15

Maintenance of Registers and Records etc.

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

• A register showing the set-on and set-off of the allocable surplus, under section 15, in form B

• A 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 & Educational
Institutions, Chambers of Commerce, Social Welfare Institutions, Building Contractors, etc. etc. Sec.32.

PENALTY For contravention of any provision of the Act or the Rule Upto 6 months or with fine upto Rs.1000. Sec.28
 Sec.
1
PAYMENT OF Sec.
2(s)

Applicability GRATUITY Wages for

Calculation
Every factory, ACT, 1972 & THE RULES
mine, oil field, @ 15 days’ wages
plantation, port, for every
railways, company, completed year as
shop,
establishment or
CHECKLIST if the month
comprises of 26
educational days at the last
institutions drawn wages.
employing 10 or
more employees Sec.
2(e)

Employee Qualifying period

Sec. All employees On rendering of 5

1 irrespective of years’ service,
status or salary either termination, Rule
Calculation Calculation resignation or 4
Piece-rated Seasonal Entitlement retirement.
employee employee On completion Display of Notice
of five years’
@ 15 days @ 7 days’ service except On conspicuous
wages for wages for every in case of death place at the main
every completed year or disablement entrance in English
completed of service. language or the
year on an language
average of 3 understood by
months’ majority of
wages employees of the
factory, etc.
Sec.
4(3)
Rule
Sec.6 Maximum 9
Rule 6 Ceiling
Mode of
payment Rule
Nomination Rs.3,50,000 9

To be obtained Cash or, if so

by employer after desired, by Penalties
expiry of one Bank Draft or
year’s service, in Cheque • Imprisonment for
Form ‘F’ 6 months or fine
upto Rs.10,000 for
avoiding to make
Sec. payment by
4(6) making false state-
Sec.8 Sec. ment or representa
Rule 8 Forfeiture of Gratuity 13 -tion.

Recovery of • On termination of an Protection of • Imprisonment not

Gratuity employee for moral Gratuity less than 3 months
turpitude or riotous or and upto one year
To apply within disorderly behaviour. Can’t be attached with fine on
30 days in Form I • Wholly or partially for in execution of default in comply-
when not paid wilfully causing loss, any decree ing with the
within 30 days destruction of property etc. provisions of Act or
Rules.
 PAYMENT OF WAGES ACT, 1936
CHECKLIST
Applicability of Act Object of the Act Wages to be paid in
• Factory industrial Establishment To regulate the payment of wages of certain current coins or currency
• Tramway service or motor classes of employed persons notes
transport service engaged in •All wages shall be paid in
carrying passengers or good or Time of payment of wages current coins or currency
both by road for hire or reward. The wages of every person employed be notes or in both.
• Air transport service Dock, paid. •After obtaining the
Wharf or Jetty • Inland vessel, When less than 1000 persons are employed authorization, either by
mechanically propelled shall be paid before the expiry of the 7th day cheque or by crediting the
• Mine, quarry or oil-field of the following month. wages in employee’s bank
Plantation When more than 1000 workers, before the Account Sec. 6
• Workshop or other establishment expiry of the 10th day of the following
etc. month. Sec. 5
Coverage of Employees
Drawing average wage upto
Rs.6500 pm as amended w.e.f. Deduction made from wages
Deduction for absence
6.9.05. Deductions such as, fine, deduction for
from duties for
amenities and services supplied by the
unauthorised absence
Fines as prescribed by employer, advances paid, over payment of
•Not to imposed unless the wages, loan, granted for house-building or
Absence for whole or any
employer is given an opportunity to other purposes, income tax payable, in
part of the day –
show cause pursuance of the order of the Court, PF
If ten or more persons
To record in the register
contributions, cooperative societies,
absent without reasonable
Sec.8 premium for Life Insurance, contribution to
cause, deduction of wages
any fund constituted by employer or a trade
upto 8 days.
union, recovery of losses, ESI contributions
etc.etc. Sec. 7
Sec. 9
Deductions for service
rendered Deduction for damage or loss
When accommodation amenity or
service has been accepted by the For default or negligence of an employee
employee. resulting into loss. Show cause notice has to
Sec.11 be given to the employee. Sec.10

On contravention of S.5 (except sub-sec.4), S.7, S.8 Fine not less than Rs.1000 which may extend to Rs.5000.
(except Ss.8), S.9, S.10 (except Ss.2) and Secs.11 to 13. On subsequent conviction fine not less than Rs.5000, may
extend 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. – may
extend to Rs.5000. On subsequent On conviction fine not
less.
• For failing to maintain registers or records; or
• Wilfully refusing or without lawful excuse neglecting to • Fine which shall not be less than Rs.1000 but may
furnish information or return; or extend to Rs.5000 – On record conviction fine not less
• Wilfully furnishing or causing to be furnished any than Rs.5000, may extend to Rs.10,000.
information or return which he knows to be false or • For second or subsequent conviction, fine not less than
• Refusing to answer or wilfully giving a false answer to Rs.5000 but may extend to Rs.10,000
any question necessary for obtaining any information
required to be furnished under this Act.
• Wilfully obstructing an Inspector in the discharge of his
duties under this Act; or
• Refusing or wilfully neglecting to afford an Inspector any Fine not less than Rs.1000 extendable
reasonable facility for making any entry, inspection etc. Upto Rs.5000 – On subsequent conviction fine
• Wilfully refusing to produce on the demand of an not less than Rs.5000 – may extent to Rs.10,000
inspector any register or other document kept in
pursuance of this Act; or preventing any person for
appearance etc.
• On conviction for any offence and again guilty of • Imprisonment not less than one month extendable upto
Contravention of same provision. six months and fine not less than Rs.2000 extendable
• Failing or neglecting to pay wages to any employee upto Rs.15000.
• Additional fine upto Rs.100 for each day.
 WORKMEN’S COMPENSATION
ACT, 1923
CHECKLIST
Coverage of Workmen Employer’s liability to pay
Applicability All workers irrespective of their status or compensation to a workman
salaries either directly or through On death or personal injury resulting into
All over India contractor or a person recruited to work total or partial disablement or occupational
Sec.1 abroad. Sec.1(3) disease caused to a workman arising out
of and during the course of employment.
Sec.3
Amount of compensation
• Where death of a workman results from the injury
• An amount equal to fifty per cent of the monthly wages of the When an employee is not liable for
deceased workman multiplied by the relevant factor on an compensation
amount of eighty thousand rupees, whichever is more.
• Where permanent total disablement results from the injury. • In respect of any injury which does
• An amount equal to sixty per cent of the monthly wages of the result in the total or partial disablement
injured workman multiplied by the relevant factor or an amount of the workman for a period exceeding
of ninety thousand rupees, whichever is more three days.
Procedure for calculation • In respect of any injury, not resulting in
Higher the age – Lower the compensation death or permanent total disablement
• Relevant factor specified in second column of Schedule IV giving caused by an accident which is directly
slabs depending upon the age of the concerned workman. attributable to-
• Example : In case of death. • The workman having been at the time
• Wages Rs.3000 PM ● Age 23 years thereof under the influence of drink or
• Factor as schedule IV Rs.19.95 drugs, or
• Amount of compensation Rs.329935 • Willful disobedience of the workman to
• In case of total disablement Rs.395910. an order expressly given, or to a rule
Sec. 4 expressly framed, for the purpose of
securing the safety of workmen, or
Wages Notice • Willful removal or disregard by the
Accident workman of any safety guard or other
When the monthly wages are device which he knew to have been
more than Rs.4000 per month it As soon as provided for the purpose of securing the
will be deemed Rs.4000. Practicable safety of workman.
Sec.4 Exh.b Sec. 10 Sec.3(a) & (b)

Report of accident Bar upon contracting out

Rule 11 Form EE
Any workman relinquishing his right for
Report of fatal Accident and Serious Injury within 7 days to the personal injury not permissible.
Commissioner (not application when ESI Act applies). Sec.14
Sec.10B

PENALTY

• In case of default by employer • 50% of the compensation amount + interest to be paid to the
• Deposit of Compensation workman or his dependents as the case may be.
• Within one month with the Compensation Commissioner
Sec.4A
SHOPS & ESTABLISHMENT ACT
SECTION HEADING PROVISION
1.1 Procedure for issue of a) Application: Made in the specified format
new Registration b) Processing Charges : Rs 200/- to be paid along with the application
Certificate c) Documents to be enclosed:
i) Ownership documents/Proof of Possession and/or Proof of authorization/ tolerated
status of the structure as format Indemnity Bond on non-judicial stamp paper
ii) Undertaking/Indemnity bond as per the specified formats
d) Inspection: Concerned Municipal Staff will visit the premises within 10 days
from the date of receipt of application
e) Issuance/Rejection: The processing gets completed within 15 days from
the date of receipt of application and the applicant will be issued Registration
Certificate or the rejection letter as the case may be.
1.2 Working Hours , Normal working hours(Sec. 8)
Overtime & Close Day 9 hours a day /48 hours a week
Opening hours not before 8 AM and closing hours not after 6 PM
Rest (Sec. 10)
1/2 hour each day
Period of continuous work not to exceed 5 hours
Spread over(Sec. 11)
10 1/2 hours including interval for rest
Overtime(Sec. 8)
Should not exceed 54 hours including normal working hours in a week
Overtime should not exceed 150 hours a year
Close Day(Sec. 16)
There should be one close day every week
1.3 Compulsory holidays(Sec 3 National holidays (26 Jan, 15 Aug, 2 October)
16) Weekly close day; and PL / CL
1.4 Leaves- Sec. 22 PL -Not less than 15 days after every 12 months continuous service, provided that if
an employee completes a period of 4 months in continuous employment, he shall be
entitled to not less than 5 days PL for every such completed period.
-Can be accumulated upto 3 years (i.e. upto 3 times the period of leave to which the
employee is entitled after one year.
-If an employee separates before he has been allowed PL, the employer shall pay him
full wages for the period of leave due to him.
SL/ CL -SL or CL not less than 12 days in a year, provided that if an employee
completes a period of 1 month in continuous employment, he shall be entitled to not
less than 1 days CL for every month.
-Need not be accumulated beyond one year.
1.4 Wages during leave Sec. At a rate equivalent to daily average of his wages for the days on which he
23 actually worked during the preceding three months, excluding overtime, but
including dearness allowance.
1.5 Notice of dismissal Sec. In case of employee completing 3 months continuous service, minimum 1
30 month’s written notice/ payment in lieu thereof is required by either side, as
the case may be.
1.5 Termination by or on Wages to be paid before the expiry of 2nd working day after the day on which
behalf of the employment is terminated
employer(Sec. 19-5)
1.6 Recovery of advances - Deduction for recovery of advances should not exceed one-fourth of the
Sec. 20(2)(vi) wages earned in that month
1.7 Accidents Sec. 29 The provisions of Workmen’s’ Compensation Act 1923 shall apply if the accident
occurs in the course of employment. If ESI is applicable to the employee, the
employer shall cease to be liable under the Workmen’s’ Compensation Act.
1.8 Records Sec. 33 Close Day Notice (Form K);
Hours worked, amount of leave taken, intervals allowed for rest and meals,
particulars of all employment overtime; Form K to display.
1.9 Letters of appointments The following particulars should be contained in the appointment letter:
Sec. 34 The name of the employer;
The name, if any, and the postal address of the establishment;
The name, father’s name and the age of the employee;
The hours of work; Date of appointment.
RIGHT TO INFORMATION (RTI) ACT 2005
Right to Information Act

The Right to Information Act, 2005 (RTI) is a law enacted by the Parliament of India "to
provide for setting out the practical regime of right to information for citizens." The Act applies
to all States and Union Territories of India, except the State of Jammu and Kashmir - which is
covered under a State-level law. Under the provisions of the Act, any citizen (excluding the
citizens within J&K) may request information from a "public authority" (a body of Government
or "instrumentality of State") which is required to reply expeditiously or within thirty days. The
Act also requires every public authority to computerise their records for wide dissemination and
to proactively publish certain categories of information so that the citizens need minimum
recourse to request for information formally.
This law was passed by Parliament on 15 June 2005 and came fully into force on 12 October
2005 [1]. Information disclosure in India was hitherto restricted by the Official Secrets Act 1923
and various other special laws, which the new RTI Act now relaxes.

Information
The Act specifies that citizens have a right to:
• request any information (as defined).
• take copies of documents.
• inspect documents, works and records.
• take certified samples of materials of work.
• obtain information in form of printouts, diskettes, floppies, tapes, video cassettes 'or in
any other electronic mode' or through printouts.
Process
Under the Act, all authorities covered must appoint their Public Information Officer (PIO).
Any person may submit a request to the PIO for information in writing. It is the PIO's
obligation to provide information to citizens of India who request information under the Act. If
the request pertains to another public authority (in whole or part) it is the PIO's responsibility to
transfer/forward the concerned portions of the request to a PIO of the other within 5 working
days. In addition, every public authority is required to designate Assistant Public Information
Officers (APIOs) to receive RTI requests and appeals for forwarding to the PIOs of their public
authority. The citizen making the request is not obliged to disclose any information except his
name and contact particulars.
The Act specifies time limits for replying to the request.
• If the request has been made to the PIO, the reply is to be given within 30 days of
receipt.
 • If the request has been made to an APIO, the reply is to be given within 35 days of
receipt.
• If the PIO transfers the request to another public authority (better concerned with the
information requested), the time allowed to reply is 30 days but computed from the day
after it is received by the PIO of the transferee authority.
• Information concerning corruption and Human Rights violations by scheduled Security
agencies (those listed in the Second Schedule to the Act) is to be provided within 45
days but with the prior approval of the Central Information Commission.
• However, if life or liberty of any person is involved, the PIO is expected to reply within
48 hours.
Since the information is to be paid for, the reply of the PIO is necessarily limited to either
denying the request (in whole or part) and/or providing a computation of "further fees". The
time between the reply of the PIO and the time taken to deposit the further fees for information
is excluded from the time allowed.
If information is not provided within this period, it is treated as deemed refusal. Refusal with or
without reasons may be ground for appeal or complaint. Further, information not provided in
the times prescribed is to be provided free of charge.
For Central Departments as of 2006, there is a fee of Rs. 10 for filing the request, Rs. 2 per
page of information and Rs. 5 for each hour of inspection after the first hour. If the applicant is
a Below Poverty Card holder, then no fee shall apply. Such BPL Card holders have to provide a
copy of their BPL card along with their application to the Public Authority. States Government
and High Courts fix their own rules.
cic,sic,pio
Chief Information Commissioner (CIC) is the head of all the information officers. The State
Information Commission will be selected by the State Government through a Gazette
notification. It will have one State Chief Information Commissioner (SCIC) and not more than
10 State Information Commissioners (SIC) to be appointed by the Governor.
At the end of year CIC is required to present a report which contains: (a) the number of
requests made to each public authority; (b) the number of decisions where applicants were not
given permission to access to the documents which they request, the provisions of the Act
under which these decisions were made and the number of times such provisions were filed;
(c)details of disciplinary action taken against any officer in respect of the administration of the
Act; (d) the amount of charges collected by each public authority under the Act
PIO shall deal with requests from persons seeking information and where the request cannot be
made in writing, to render reasonable assistance to the person to reduce the same in writing.
 Aim and Objectives of RTI Act

Transparency & Accountability in the working of every public authority

The right of any citizen of India to request access to information and the
corresponding duty of Govt. to meet the request, except the exempted
information (Sec. 8/9)

The duty of Govt. to pro-actively make available key information to all (Sec 4).

A responsibility on all sections: citizenry, NGOs, media.

What does Right to Information mean

It includes the right to –
Inspect works, documents, records
Take notes, extracts or certified copes of documents or records
Take certified samples of material
Obtain information in the form of printouts, diskettes, floppies, tapes, video
cassettes or in any other electronic mode or through printouts {S.2(j)}

What does information means ?

Did material held in any form including electronic :-
Records
Documents
Memos
Opinions & advices
Press releases
Circulars, orders & logbooks
Contracts
Reports, papers samples & models
Coverage
RTI Act came into effect from 12th October’ 2005.

Covers central, state and local governments and all bodies owned,
controlled or substantially financed by the respective Governments;
Non-government organization substantially financed directly or indirectly
by funds provided by the appropriate government.
Executive, judiciary and legislature
Includes information relating to private body which can be accessed
by under any other law for the time being in force.
Types of issues that can be solved using RTI.
For a legitimate work which is pending:

Issue of passport.
Decision by the administrative authority.
Faulty construction
Issue of any type of license.
Issue of various certificates of marriage, death, birth, SC/ST & OBC etc.
Inclusion of name in voters’ list
Issue of Voter ID Card.
Correction of water, electricity, telephone bills, change of faulty meter, providing
new water or electricity connection, etc.
Filing of FIR.
Claiming various kinds of refunds or payments etc like tax refund, medical
reimbursement, provident Fund etc.

Time limit to get the information

30 days if application is filed with the PIO.
35 days in case it is filed with the Assistant PIO.
48 hrs in case the matter to which the information pertains affects the life and
liberty of an individual.
RTI success stories

Citizen uses RTI to get elusive pension.

Using RTI to Pull up Fair Price Shops in Kalol Taluka of Gujarat.
Right to Information- Is Media Playing its Role?
Citizen uses RTI for getting Municipality its dues from Government.
Citizen uses RTI to make the administration work according to Rule.
Official fined Rs. 18,000 under Info Act.
Rajasthan villagers use RTI to end woes.
Pune Municipal Corporation uses RTI Act to obtain info from ST
Department.
Official fined Rs. 40,000 under RTI Act by CIC, Chattisgarh.
RTI revives Panchayat Social Justice Committees in Gujarat.