This document summarizes key aspects of three important labor laws in India: the Factories Act of 1948, Bonus Act of 1965, and Trade Union Act of 1926. The Factories Act focuses on health, safety, welfare and working hours for factory workers. The Bonus Act mandates that eligible employees receive an annual bonus based on profits or productivity. The Trade Union Act protects workers' rights to form unions and engage in collective bargaining.

1. Term Paper on
Factories Act-1948,
Bonus Act-1965 &
Trade Union Act-1926
Sub: Industrial relations
Presented by:
Hareesh.M
2014600120
Factories Act-1948

2. Factories Act includes:
 Health
 Safety
 Welfare
 Working Hours Of Adults
 Annual Leave With wages
Definitions:
“Factory” is defined in section 2(m) ofthe Act.It means any premises including the precincts
thereof-
a) Whereon 10 or more workers are working, or were working on any day ofthe preceding 12
months, and in any part of which a manufacturing process is being carried on with the aid
of power, or is ordinarily so carried on; or
b) Whereon 20 or more workers are working, or were working on any day ofthe preceding 12
months, and in any part of which a manufacturing process is being carried on without the
aid of power, or is ordinarily so carried on.
But does not include a mine subject to the operation ofthe Mines Act,1952 or a mobile unit
belonging to the Armed forces ofthe Union, a railway running shed or a hotel, restaurant or eating
place.
Objectives:
The main objective of Factories Act, 1948 is to ensure adequate safety measures and to promote the
health and safety and welfare of the workers employed in factories. The act also makes provisions
regarding employment of women and young persons (including children & adolescents), annual leave
with wages etc.
The Act extended to whole of India including Jammu & Kashmir and covers all manufacturing processes
and establishments falling within the definitions of “factory” as defined u/s 2(m) of the act. Unless
otherwise provided it is also applicable to factories belonging to Central/State Government (section 116)
Provisions Regarding Health:
1) Cleanliness
2) Disposal of Wastes & Effluents
3) Ventilations & Temperature
4) Dust & Fumes
5) Lighting

3. 6) Drinking Water
Provisions Regarding Safety:
1) Fencing of Machinery
2) Prohibition of Employment of Women & Children near Cotton openers
3) Protection of Eyesprecautions against Dangerous Fumes, Gases & others
4) Safety of Buildings and machines
5) Safety officers
Provisions Regarding Welfare of Workers
1) Facilities for Sitting
2) First Aid facilities
3) Canteens,Shelters, Rest Rooms & Lunch Rooms
4) Welfare Officers
Hazardous Processes
Provisions regarding Hazardous Process were instructed in the Act under a new chapter by the Factories
(Amendment) Act, 1987.
1) Constitution of Site Appraisal Committee
2) Compulsory Disclosure of Information
3) Special Responsibility of the occupier in relation to Hazardous processes:
4) Providing for medical examination of every worker at intervals
Working Hours of Adults:
• Weekly Hours: < 48 hours
• Weekly Holidays : at least 1 holiday in a week , substitute holidays
• Compensatory Holidays
• Daily Hours : < 9 hours
• Restriction on employment of women & children : Work between 6 a.m. to 7 p.m. only
• Strictly restriction for women for employment between 10 p.m. to 5 a.m.

4. INDIAN BONUS ACT – 1965
Bonus – History
• The practice of paying bonus in India appears to have originated during First World War
when certain textile mills granted 10% of wages as war bonus to their workers in 1917.
• In certain cases of industrial disputes demand for payment of bonus was also included. In
1950, the Full Bench of the Labour Appellate evolved a formula for determination of bonus.
• An Act to provide for the payment of bonus to persons employed in certain establishments on the
basis of profits or on the basis of production or productivity and for matters connected therewith.
Bonus – Applicability
(a) Every factory (as def. in Factories Act),& (b) Every other establishment in which 20 or more
persons (less than 20 but 10 or more if appropriate Govt. notifies) are employed on any day subject to
certain exemptions.
(b) Bonus to be paid within eight months from the expiry of the accounting year.
Bonus – Eligibility
Every employee shall be entitled to be paid by his employer in an accounting year, bonus, in
accordance with the provisions of this Act,provided he has worked in the establishment for not less than
thirty working days in that year.
Disqualification for bonus
An employee shall be disqualified from receiving bonus under this Act :-
(a) fraud; or
(b) riotous or violent behavior while on the premises of the establishment; or
(c) theft, misappropriation or sabotage of any property of the establishment
Payment of minimum & Maximum bonus
• A minimum bonus which shall be 8.33 per cent of the salary or wage earned by the employee
during the accounting year.
• Where in respect of any accounting year referred to in section 10, the allocable surplus exceeds
the amount of maximum bonus payable to the employees. be bound to pay to every employee in
respect of that accounting; year bonus which shall be an amount in proportion to the salary or
wage earned by the employee during the accounting year subject to a maximum of 20 per cent, of
such salary or wage.
RIGHTS OF EMPLOYEES

5. • Right to claim bonus payable under the Act and to make an application to the Government, for
the recovery of bonus due and unpaid, within one year of its becoming due.
• Right to refer any dispute to the Labor Court/Tribunal.
• Employees, to whom the Payment of Bonus Act does not apply, cannot raise a dispute regarding
bonus under the Industrial Disputes Act.
Employees not eligible for Bonus
Nothing in this Act shall apply to –
(i) Employees employed by any insurer carrying on general insurance business and the employees
employed by the Life Insurance Corporation of India;
(ii) Sea men
(iii) Employees employed by an establishment engaged in any industry carried on by or under the
authority of any department of the CentralGovernment or a State Government or a Local authority;
(iv) Employees employed through contractor on building operations;
(v) Employees employed by --
(a) the Indian Red Cross Society or any other institution of a like nature (including its branches);
(b) universities and other educational institutions;
OFFENCES AND PENALTIES
• For contravention of the provisions of the Act or rules the penalty is imprisonment upto 6 months,
or fine up to Rs.1000, or both.
• For failure to comply with the directions or requisitions made the penalty is imprisonment upto 6
months, or fine up to Rs.1000, or both.
• In case of offences by companies, firms, body corporate or association of individuals, its director,
partner or a principal officer responsible for the conduct of its business, shall be deemed to be
guilty of that offence, unless the person concerned proves that the offence was committed without
his knowledge or that he exercised all due diligence

6. THE TRADE UNIONS ACT, 1926
HOWIT CAME IN TO FORCE?
 Prior to 20th
century, trade union activities were considered unlawful.
 In 1920, Madras,the leaders of trade union of binny & co. were imprisoned for bonafide trade
union activities.
 Therefore,to protect them, Trade union Act 1926 was enacted and came into force with effect
from 1st
June, 1927.
 Apply to only those unions registered under it.
 Act extends to the whole of India except the State of Jammu & Kashmir.
Definition OF TRADE UNION
• Any “combination”(and not associations) whether temporary or permanent.
Purpose is to regulate relations between:
-workmen and employers;
-workmen and workmen; or
-employers and employers
Rights & LIABILITIES OF REGISTERED Trade Union

7. • Objects on which general funds may be spent
• Constitution ofa separate fund for political purposes
• Criminal conspiracy in trade disputes
• Immunity from civil suit in certain cases
• Enforceability of agreements
• Right to inspect books ofTrade Union
• Rights ofminors to membership ofTrade Unions