Table of Acts
Table of Acts
Factories Act (1948) Protecting workers against industrial and occupational hazards. To provide health, safety, welfare, provisions for workers and regulate working hours
COVERAGE
Factories/ establishments where 10 or more workers are working and a is carried out with aid of power (20 if manufacturing is without the aid of power)
ELIGIBILITY
All workers in an establishment covered under this act, working on directly or indirectly with operations
BENEFITS
Clean factory, proper Ventilation, Dust and fumes controlled, Artificial humidification at prescribed avoided, Adequate lighting, safe drinking water and public conveniences for natural calls. Canteen if 250 or more workers, Ambulance room if 500 or more workers and also welfare officer .safety officer for 1000 and above. Safety appliances viz first aid box and working equipments for safe working.
48 working hours in a week, weekly holiday is compulsory. Overtime wages are double the rate of wages payable and restriction on overtime under certain Industrial Employment (Standing Orders) Act, 1947 object of the Act is to require employers in industrial Establishments to formally define conditions of employment under them Contract Labour Regulate employment (Regulation And Abolition) Act, 1970 of contract labour and of contract labour in certain cases. Every establishment in which 20 or more employed as contract labour or were so In or in relation to work of the establishment, if he by or through a Contractor makes adequate provision for canteen, rest rooms, supply of drinking wash rooms etc. to contract Applicable to all industrial establishments employing 30 or more workmen All workers in an establishment covered under this act. conditions. A workman can be punished only if the act committed by him is a misconduct as defined under the Standing Orders
employed anytime during last 12 months. If contractor employs 20 or more contract labor he is covered.
labour. If he fails then employers to provide facilities and entitled to cover the cost from the contractor.
Investigation and settlement of industrial disputes in respect of lay off, retrenchment, closure and terms of employment including termination etc.
Any business, trade undertaking manufacture or includes any calling, service, employment, handicraft or industrial occupation or avocation of workmen
Workmen employed in any industry to do any manual, clerical or supervisory work for hire or reward. It includes dismissed, discharged or retrenched person also.
Retrenchment compensation, at the time of retirement, @ 15 days average wages for every completed year of service. Similar for closure for layoff 50% of the wages if no work is provided. Minimum wages are payable irrespective of financial position of individual
employments
purpose of profit.
responsibility and categories as specified in law. Employees drawing wages upto Rs 1600 per month and minimum wages as
employer.
Factories/ establishments where 10 or more workers are working and a is carried out with aid of power (20 if manufacture is without aid of power)
Wage period cannot be more than a month. Pay on a working day. Payable on or before 7th day after the wage period 10 days in case of large establishments.No unauthorized fines or deductions only as specified in the act
Men and women under same work or work of similar nature in respect of
discrimination on the ground of sex against women in employment. Payment Of To solve disputes and employees about bonus to be paid.
govt.
which the skill, effort and responsibility performed under similar working conditions All employees whose salary or wages do not exceed Rs 3,500 per month provided they have worked for at least 30 days in the accounting year
women is restricted.
Any factory employing 10 or more persons where any processing is carried out with aid of power (b) Other establishments (for purpose of profit) employing 20 or more persons
Every factory, mine, plantation, port, and railway company., to every shop and establishment where
15 days wages for every year of completed service. In the last year of service, if the employee has completed more than 6 months, it will be
10 or more persons are employed or were employed on any day in preceding 12 The Employees State Insurance Act (ESI Act), 1948 Benefits in case of sickness, maternity and employment injury and to make provisions for related matters months Factories/ establishments to which act has been made applicable by govt. In the event of death 1 year service is the limit Employees drawing wages upto Rs. 6,500 per month can be presently covered under the ESI Act scheme
treated as full year for purpose of gratuity. In case of seasonal establishment, gratuity is payable @ 7 days wages for each season Medical care:-Free treatment and reimbursement of drugs as per scheme Cash benefit during sickness. Death/ permanent disablement:-70% of wages as monthly pension
disability period Maternity benefit Death: Minimum compensation is Rs. 80,000. Maximum compensation is an amount equal to 50% of monthly wages multiplied by factor depending on age (More the age, lower the compensation.) Permanent disablement: Minimum compensation is Rs. 90,000. Maximum compensation is an amount equal to 60% of monthly wages of deceased workman multiplied by factor
Act is applicable to
Every employee, including those employed through contractor, but excluding casual employees who is engaged for purpose of employers business is eligible
or suffers disablement factories, mines, (partial or total) due to plantations, transport accident is entitled to get compensation from employer establishments, construction work etc
depending on age. Temporary disablement:50% of wages for a Maternity Maternity benefit birth. Factories, mines, plantations, and other the law is extended. There is no wage limit for the the woman is not coved by ESI Act. maximum period of 5 years. Payment for actual absence upto 12 weeks with average daily wages, minimum wages/ or Rs. 10/-