The document outlines safety regulations for machinery and equipment in industrial establishments. It details requirements for:
- Guarding dangerous moving parts of machinery
- Ensuring exits and stairways are unobstructed and clearly marked for emergency escape
- Protective equipment for eyes and breathing when working with hazardous materials
- Covering or fencing open tanks, pits and holes to prevent falls
- Inspecting cranes, lifts, hoists and other equipment regularly to ensure good working order
The document discusses key aspects of Bangladesh's Labor Law of 2006, including:
1. It outlines exemptions to the law's coverage such as government offices and educational institutions.
2. It describes the grievance procedure for workers under Section 33, including submitting grievances to employers within 30 days and ability to appeal decisions to labor courts.
3. It prohibits the employment of children and outlines medical examination and certificate requirements for employing adolescents between ages 14-18.
4. It discusses rights of laid off workers, including compensation equal to half wages for first 45 days of layoff and one-fourth wages for subsequent periods of 15 days or more of layoff. Employers can instead retrench workers under
This document provides an overview of the Bangladesh Labor Code of 2006. It discusses provisions around hygiene, welfare measures, safety, working hours, and leave for workers. Some key points covered include requirements for cleanliness, ventilation, lighting, drinking water, toilets, first aid, safety guards on machinery, limits on daily and weekly working hours, and entitlements to holidays and casual leave. The code introduced important new protections for workers regarding issues such as retirement benefits, death benefits, and sexual harassment.
This document summarizes provisions for worker welfare from the Bangladesh Labor Law Act of 2006. It outlines requirements for facilities like first aid, safety record keeping, washing/bathing, canteens, shelters, childcare, recreation, education, housing, and access to daily necessities for tea plantation workers. It also requires medical care for newspaper workers and allows the government to introduce compulsory group insurance in establishments with over 200 permanent employees.
The document is a presentation on Bangladesh Labor Law given by a group of students. It includes:
- An introduction to the group members giving their names and student IDs.
- Background on the development of labor laws in Bangladesh from British rule through independence.
- Key aspects of the Bangladesh Labor Law of 2006 such as working hours, leave policies, safety requirements, and amendments made in 2013.
- Discussion of issues like child labor, roles of trade unions, and common violations of labor laws particularly in industries like tanneries.
- An impact-urgency model identifying the most pressing labor rights issues in Bangladesh that require resolution such as long working hours, lack of benefits, and child labor.
This document summarizes key aspects of Bangladesh's labor law, including definitions of terms like adolescent, adult, and child. It outlines classifications of workers such as apprentice, badli, casual, and permanent. It discusses regulations around working hours, leaves, maternity benefits, and termination of employment. Punishments for worker misconduct are also described. The document provides an overview of labor laws in Bangladesh governing various workplace issues.
The document discusses the history and principles of social security. It notes that while social security is a recognized human right, 80% of the world's population lacks access to social protection programs. The International Labour Organization (ILO) has worked since its founding in 1919 to extend social security worldwide. Key ILO conventions and recommendations established modern concepts of social security, moving beyond just insurance programs. The document outlines the principles and approaches of social security, as well as the major ILO conventions related to social protection.
This document provides definitions for key terms used in the Bangladesh Labor Law of 2006 (amended in 2013). It defines terms like "layoff", "contractor establishment", "skilled person", and more. It also outlines which organizations or workers are applicable under this law and which are exempt. The summary briefly explains the purpose and scope of the labor law.
This document provides a summary of key amendments made to the Bangladesh Labour Act of 2006 through subsequent legislation.
The key amendments include: [1] Expanding the definition of "partial disablement"; [2] Adding a definition for "agricultural worker"; [3] Modifying the definition of "gratuity" to include wages for 30 days or 45 days depending on length of service.
The document provides context for these legislative changes by reproducing the relevant sections of the original Bangladesh Labour Act of 2006 that were amended.
The document discusses key aspects of Bangladesh's Labor Law of 2006, including:
1. It outlines exemptions to the law's coverage such as government offices and educational institutions.
2. It describes the grievance procedure for workers under Section 33, including submitting grievances to employers within 30 days and ability to appeal decisions to labor courts.
3. It prohibits the employment of children and outlines medical examination and certificate requirements for employing adolescents between ages 14-18.
4. It discusses rights of laid off workers, including compensation equal to half wages for first 45 days of layoff and one-fourth wages for subsequent periods of 15 days or more of layoff. Employers can instead retrench workers under
This document provides an overview of the Bangladesh Labor Code of 2006. It discusses provisions around hygiene, welfare measures, safety, working hours, and leave for workers. Some key points covered include requirements for cleanliness, ventilation, lighting, drinking water, toilets, first aid, safety guards on machinery, limits on daily and weekly working hours, and entitlements to holidays and casual leave. The code introduced important new protections for workers regarding issues such as retirement benefits, death benefits, and sexual harassment.
This document summarizes provisions for worker welfare from the Bangladesh Labor Law Act of 2006. It outlines requirements for facilities like first aid, safety record keeping, washing/bathing, canteens, shelters, childcare, recreation, education, housing, and access to daily necessities for tea plantation workers. It also requires medical care for newspaper workers and allows the government to introduce compulsory group insurance in establishments with over 200 permanent employees.
The document is a presentation on Bangladesh Labor Law given by a group of students. It includes:
- An introduction to the group members giving their names and student IDs.
- Background on the development of labor laws in Bangladesh from British rule through independence.
- Key aspects of the Bangladesh Labor Law of 2006 such as working hours, leave policies, safety requirements, and amendments made in 2013.
- Discussion of issues like child labor, roles of trade unions, and common violations of labor laws particularly in industries like tanneries.
- An impact-urgency model identifying the most pressing labor rights issues in Bangladesh that require resolution such as long working hours, lack of benefits, and child labor.
This document summarizes key aspects of Bangladesh's labor law, including definitions of terms like adolescent, adult, and child. It outlines classifications of workers such as apprentice, badli, casual, and permanent. It discusses regulations around working hours, leaves, maternity benefits, and termination of employment. Punishments for worker misconduct are also described. The document provides an overview of labor laws in Bangladesh governing various workplace issues.
The document discusses the history and principles of social security. It notes that while social security is a recognized human right, 80% of the world's population lacks access to social protection programs. The International Labour Organization (ILO) has worked since its founding in 1919 to extend social security worldwide. Key ILO conventions and recommendations established modern concepts of social security, moving beyond just insurance programs. The document outlines the principles and approaches of social security, as well as the major ILO conventions related to social protection.
This document provides definitions for key terms used in the Bangladesh Labor Law of 2006 (amended in 2013). It defines terms like "layoff", "contractor establishment", "skilled person", and more. It also outlines which organizations or workers are applicable under this law and which are exempt. The summary briefly explains the purpose and scope of the labor law.
This document provides a summary of key amendments made to the Bangladesh Labour Act of 2006 through subsequent legislation.
The key amendments include: [1] Expanding the definition of "partial disablement"; [2] Adding a definition for "agricultural worker"; [3] Modifying the definition of "gratuity" to include wages for 30 days or 45 days depending on length of service.
The document provides context for these legislative changes by reproducing the relevant sections of the original Bangladesh Labour Act of 2006 that were amended.
The document provides an overview of key aspects of Bangladesh Labour Law, including its purpose and amendments. It defines international labour law and lists supporting acts in Bangladesh. The summary highlights that the law aims to protect labour rights and regulates conditions like employment classification, working hours, health and safety, welfare benefits, and dispute resolution. It provides definitions for employment types and outlines procedures for leave, closures, payments and resolving disputes.
The document summarizes key provisions of Bangladesh Labour Laws 2006. It outlines the history of previous labor acts and the scope and objectives of the 2006 act. It then summarizes several important sections regarding employment conditions, worker classifications, maintenance of service books and other documents, leave procedures, termination reasons like retrenchment and resignation, and retirement requirements. The document provides an overview of the major topics and guidelines covered in the Bangladesh labour laws.
The document discusses various sections of labor laws in Bangladesh related to dispute resolution processes like conciliation, arbitration and roles of the labor court and appellate tribunal. It describes the procedures for raising disputes, conducting strikes and lockouts, settlement through conciliation and arbitration. It also outlines the powers and procedures of the labor court in trial of offenses and other cases, rights to appeal judgments to the appellate tribunal.
This document discusses the expiry and repeal of statutes. It defines a statute as a written law passed by a legislative body. It notes that statutes can expire after a specified time if they are temporary. For an expired statute to continue being effective, it must be revived by a new statute. A statute can be repealed, or abolished, either expressly through explicit language in a new statute or impliedly if a new statute makes the old one obsolete. When a statute is repealed, it is considered void and without any effect, as if it had never existed. The effects of repeal include removing all rights created under the repealed act and making the statute ineffective.
1. The document defines a child as under 14, adolescent as 14-18, and adult as 18 or over.
2. Adolescents ages 14-18 can work conditionally, while children under 14 are completely prohibited from working.
3. For adolescents to work, they must obtain a certificate of fitness from a medical practitioner, which is valid for 12 months, and they cannot perform hazardous or underground work.
4. When employing adolescents, the weekly work hours are limited to 30 hours in a factory and 42 hours in an establishment, spread over no more than two shifts between 7am and 7pm.
The document summarizes key safety provisions in Sections 21-41 of the Factories Act, 1948 in India. It outlines regulations around machinery guarding, work near moving machinery, employment of young persons on dangerous machines, emergency power cuts, hoists/lifts, pressure vessels, floors/stairs, pits/openings, weights, eye protection, portable lights, explosives, fire prevention, building/machinery inspections. The Act aims to provide a safe working environment for factory workers by mandating safety measures and assigning enforcement powers to inspectors.
The document summarizes the development of the legal profession in India from ancient times to the present. It discusses how the profession evolved from tribal dispute resolution systems to the establishment of courts and legal frameworks by successive ruling powers, including the East India Company and British colonial administration. Key developments included the establishment of the Supreme Court in Calcutta in 1774, the Legal Practitioners Act of 1879, and the Advocates Act of 1961, which consolidated and reformed the profession on an all-India basis.
CONTEMPORNEA EXPOSITIO EXTERNAL AID TO INTERPRETATIONShreya Chaurasia
Interpretation means the art of finding out the true sense of an enactment by giving the words of the enactment their natural and ordinary meaning.
It is the process of ascertaining the true meaning of the words used in a statute.
The Court is not expected to interpret arbitrarily and therefore there have been certain principles which have evolved out of the continuous exercise by the Courts. These principles are sometimes called ‘rules of interpretation’.
The object of interpretation of statutes is to determine the intention of the legislature conveyed expressly or impliedly in the language used.
Contempornea Expositio means that the meaning of words in a document are to be understood in the sense which they bore at the time of the document.
Contemporaneous exposition is the best and strongest in law. It is said that the best exposition of a statute or any other document is that which it has received from contemporary authority.
Contemporanea expositio est optima means usage or practice developed under a statute is indicative of the meaning ascribed to its words by contemporary opinion.
External Aid includes Historical Background,The original bill drafted and introduced,Legal Dictionaries,Debates in the Legislature,Judicial Construction etc.
This document provides information on industrial law and the machinery for settling industrial disputes in India. It defines key terms like industrial dispute, lockout, strike, retrenchment and others. The Industrial Disputes Act 1947 established the primary framework for resolving industrial disputes and improved on the Trade Disputes Act 1929. The objectives of the IDA include promoting amity between workers and employers, investigating and settling disputes, and preventing illegal strikes and lockouts. The machinery for dispute prevention and settlement in India includes voluntary methods like collective bargaining, trade unions, and statutory bodies like works committees, conciliation officers, boards, labour courts, tribunals and national tribunals established by the IDA.
The Specific Relief of Act 1877
The Law of Limitation Act, 1908
ARNAB KUMAR DAS
Port City International University,
Chittagong, Bangladesh.
SID: LLB 00305037
public purpose under land acqustgion act,2013gagan deep
1. The document discusses India's land acquisition laws, including the definition of public purpose, procedures for land acquisition, and compensation provided.
2. Public purpose is broadly defined and includes purposes that benefit the general public as well as infrastructure and development projects.
3. Detailed procedures are outlined for notification, hearings, declarations, compensation awards, and taking possession of the land.
4. While the laws have provided more rights and compensation to landowners compared to previous legislation, some argue certain provisions could hinder development projects.
This document provides details about The Advocates Act of 1961 in India, which aims to consolidate and amend the laws relating to legal practitioners. Some key points:
1. It establishes the Bar Council of India and State Bar Councils to regulate legal practice and practitioners.
2. The Act implements recommendations from the 1953 All India Bar Committee report and the Law Commission to reform the legal system.
3. It introduces a common roll of advocates to allow practice across courts, establishes qualifications for advocates, and divides advocates into senior and other categories.
4. The Act repeals previous laws on the subject and received assent on May 19, 1961, coming into effect through state-by-state notifications.
Section 51: Weekly Hours
Section 52: Weekly Holidays
Section 53: Compensatory Holidays
Section 54: Daily Hours
Section 55: Rest Intervals
Section 56: Spread Over
Section 57: Night Shifts
Section 58:Prohibition of overlapping shifts
Section 59: Overtime and Extra Wages
Section 60: Double Employment
Section 61: Notice of Periods of Work for Adults
Section 62: Register of Adult workers
Section 63: Hours of work to correspond with notice under section 61 and register under section 62
Section 64:- Power to make Exemption Rules
Section 65:- Powers to make Exempting Orders
Section 66: Further Restrictions on Employment of Women
This document discusses the immunities granted to trade unions and their members under Indian law. It explains that the Trade Union Act of 1926 granted certain privileges and immunities to trade unions, their office bearers, and members for acts done in furtherance of a labor dispute. Specifically, it provides criminal immunity for concerted worker gatherings and actions during disputes as long as they remain peaceful and lawful. However, criminal immunity is lost if unlawful confinement, trespassing, violence, force, assault, mischief or intimidation occurs. The act also grants civil immunity for actions taken in contemplation or furtherance of a trade dispute, as long as inducement is through lawful means.
The Factories Act of 1948 aims to regulate labor in factories and ensure adequate safety and welfare measures for workers. It covers factories employing 10 or more workers with power and 20 or more without power. Key provisions include requirements for factory approval and licensing, health and safety standards, working hours and leave, and provisions specific to women and young workers. The Act has been amended over time, including additional provisions in 1987 following the Bhopal gas tragedy, to improve safety in hazardous processes.
(1) The Factories Act of 1948 outlines rules for annual leave with wages for factory workers in India. It states that workers who have worked for 240 days or more in a calendar year are entitled to paid leave the following year at a rate of one day for every 20 days worked for adults and one day for every 15 days worked for children.
(2) The act also covers computation of leave for workers who start after January 1st, entitlement to wages in lieu of leave for workers who are discharged, quit or die, and rules for carrying leave over to the next year if it is not used.
(3) It requires factories to have a written scheme for granting leave agreed to by workers that ensures
The document discusses sections 19 and 41 of the Artha Rin Adalat Ain 2003, which placed financial conditions on borrowers' ability to file applications challenging ex parte decrees or appeals. Borrowers have argued these conditions discriminate against them and violate constitutional rights. Courts have generally labeled the provisions as providing alternative remedies and not being unreasonable or violating equality. The document analyzes the various arguments borrowers have made against the provisions and how courts have responded by largely upholding the provisions.
Family law of Bangladesh - ConsequenceJhuma Halder
This document summarizes family law issues in Bangladesh, including:
- The establishment of family courts to quickly resolve family matters like marriage and divorce. However, these courts have not fully achieved their goals due to social and procedural issues.
- Key subjects addressed by family courts include marriage dissolution, conjugal rights, dower, maintenance, and child custody.
- Issues like polygamy, divorce, and inheritance are influenced by religious norms that sometimes discriminate against women.
- Judges have attempted to balance religious traditions with principles of equality, such as limiting a husband's unilateral divorce powers and restricting polygamy.
- Overall, the document examines how family law intersects with religion, gender roles, and social change
This document provides an overview of the Trade Union Act of 1926 in India. It discusses key aspects of the act such as:
1. The objective of the act was to provide trade unions and their members protection from certain civil and criminal liabilities and to control expenditures of union funds for specified purposes.
2. It defines what constitutes a trade union and a trade dispute. It also outlines the process for registration of trade unions, requirements for trade union rules, and powers of the registrar.
3. The act established trade unions as corporate bodies with perpetual succession, the ability to own property, enter contracts, and sue or be sued. It has since undergone several amendments to expand protections for unions.
The document discusses safety provisions under the Factories Act of 1948 in India. It outlines various requirements for factories regarding fencing of machinery, work on or near machinery in motion, employment of young persons on dangerous machines, hoists and lifts, lifting machines, revolving machinery, pressure plants, floors and means of access, pits and openings, excessive weights, and eye protection. Key requirements include securely fencing dangerous moving parts of machinery, precautions for examining machinery while in use, prohibiting women and children from certain dangerous tasks, regular inspection of hoists and lifting equipment, and ensuring safe working conditions for floors, overhead hazards, and high risk processes.
The document discusses safety measures and precautions that must be implemented in factories. It covers requirements for building and machinery safety such as orders to address dangerous conditions. It also requires precautions for fire safety including means of escape and fire extinguishing equipment. New machinery must have enclosed gears and moving parts. Factories must also maintain safe access like floors and handrails as well as prohibit excessive weights and protect workers' eyes from hazards.
The document provides an overview of key aspects of Bangladesh Labour Law, including its purpose and amendments. It defines international labour law and lists supporting acts in Bangladesh. The summary highlights that the law aims to protect labour rights and regulates conditions like employment classification, working hours, health and safety, welfare benefits, and dispute resolution. It provides definitions for employment types and outlines procedures for leave, closures, payments and resolving disputes.
The document summarizes key provisions of Bangladesh Labour Laws 2006. It outlines the history of previous labor acts and the scope and objectives of the 2006 act. It then summarizes several important sections regarding employment conditions, worker classifications, maintenance of service books and other documents, leave procedures, termination reasons like retrenchment and resignation, and retirement requirements. The document provides an overview of the major topics and guidelines covered in the Bangladesh labour laws.
The document discusses various sections of labor laws in Bangladesh related to dispute resolution processes like conciliation, arbitration and roles of the labor court and appellate tribunal. It describes the procedures for raising disputes, conducting strikes and lockouts, settlement through conciliation and arbitration. It also outlines the powers and procedures of the labor court in trial of offenses and other cases, rights to appeal judgments to the appellate tribunal.
This document discusses the expiry and repeal of statutes. It defines a statute as a written law passed by a legislative body. It notes that statutes can expire after a specified time if they are temporary. For an expired statute to continue being effective, it must be revived by a new statute. A statute can be repealed, or abolished, either expressly through explicit language in a new statute or impliedly if a new statute makes the old one obsolete. When a statute is repealed, it is considered void and without any effect, as if it had never existed. The effects of repeal include removing all rights created under the repealed act and making the statute ineffective.
1. The document defines a child as under 14, adolescent as 14-18, and adult as 18 or over.
2. Adolescents ages 14-18 can work conditionally, while children under 14 are completely prohibited from working.
3. For adolescents to work, they must obtain a certificate of fitness from a medical practitioner, which is valid for 12 months, and they cannot perform hazardous or underground work.
4. When employing adolescents, the weekly work hours are limited to 30 hours in a factory and 42 hours in an establishment, spread over no more than two shifts between 7am and 7pm.
The document summarizes key safety provisions in Sections 21-41 of the Factories Act, 1948 in India. It outlines regulations around machinery guarding, work near moving machinery, employment of young persons on dangerous machines, emergency power cuts, hoists/lifts, pressure vessels, floors/stairs, pits/openings, weights, eye protection, portable lights, explosives, fire prevention, building/machinery inspections. The Act aims to provide a safe working environment for factory workers by mandating safety measures and assigning enforcement powers to inspectors.
The document summarizes the development of the legal profession in India from ancient times to the present. It discusses how the profession evolved from tribal dispute resolution systems to the establishment of courts and legal frameworks by successive ruling powers, including the East India Company and British colonial administration. Key developments included the establishment of the Supreme Court in Calcutta in 1774, the Legal Practitioners Act of 1879, and the Advocates Act of 1961, which consolidated and reformed the profession on an all-India basis.
CONTEMPORNEA EXPOSITIO EXTERNAL AID TO INTERPRETATIONShreya Chaurasia
Interpretation means the art of finding out the true sense of an enactment by giving the words of the enactment their natural and ordinary meaning.
It is the process of ascertaining the true meaning of the words used in a statute.
The Court is not expected to interpret arbitrarily and therefore there have been certain principles which have evolved out of the continuous exercise by the Courts. These principles are sometimes called ‘rules of interpretation’.
The object of interpretation of statutes is to determine the intention of the legislature conveyed expressly or impliedly in the language used.
Contempornea Expositio means that the meaning of words in a document are to be understood in the sense which they bore at the time of the document.
Contemporaneous exposition is the best and strongest in law. It is said that the best exposition of a statute or any other document is that which it has received from contemporary authority.
Contemporanea expositio est optima means usage or practice developed under a statute is indicative of the meaning ascribed to its words by contemporary opinion.
External Aid includes Historical Background,The original bill drafted and introduced,Legal Dictionaries,Debates in the Legislature,Judicial Construction etc.
This document provides information on industrial law and the machinery for settling industrial disputes in India. It defines key terms like industrial dispute, lockout, strike, retrenchment and others. The Industrial Disputes Act 1947 established the primary framework for resolving industrial disputes and improved on the Trade Disputes Act 1929. The objectives of the IDA include promoting amity between workers and employers, investigating and settling disputes, and preventing illegal strikes and lockouts. The machinery for dispute prevention and settlement in India includes voluntary methods like collective bargaining, trade unions, and statutory bodies like works committees, conciliation officers, boards, labour courts, tribunals and national tribunals established by the IDA.
The Specific Relief of Act 1877
The Law of Limitation Act, 1908
ARNAB KUMAR DAS
Port City International University,
Chittagong, Bangladesh.
SID: LLB 00305037
public purpose under land acqustgion act,2013gagan deep
1. The document discusses India's land acquisition laws, including the definition of public purpose, procedures for land acquisition, and compensation provided.
2. Public purpose is broadly defined and includes purposes that benefit the general public as well as infrastructure and development projects.
3. Detailed procedures are outlined for notification, hearings, declarations, compensation awards, and taking possession of the land.
4. While the laws have provided more rights and compensation to landowners compared to previous legislation, some argue certain provisions could hinder development projects.
This document provides details about The Advocates Act of 1961 in India, which aims to consolidate and amend the laws relating to legal practitioners. Some key points:
1. It establishes the Bar Council of India and State Bar Councils to regulate legal practice and practitioners.
2. The Act implements recommendations from the 1953 All India Bar Committee report and the Law Commission to reform the legal system.
3. It introduces a common roll of advocates to allow practice across courts, establishes qualifications for advocates, and divides advocates into senior and other categories.
4. The Act repeals previous laws on the subject and received assent on May 19, 1961, coming into effect through state-by-state notifications.
Section 51: Weekly Hours
Section 52: Weekly Holidays
Section 53: Compensatory Holidays
Section 54: Daily Hours
Section 55: Rest Intervals
Section 56: Spread Over
Section 57: Night Shifts
Section 58:Prohibition of overlapping shifts
Section 59: Overtime and Extra Wages
Section 60: Double Employment
Section 61: Notice of Periods of Work for Adults
Section 62: Register of Adult workers
Section 63: Hours of work to correspond with notice under section 61 and register under section 62
Section 64:- Power to make Exemption Rules
Section 65:- Powers to make Exempting Orders
Section 66: Further Restrictions on Employment of Women
This document discusses the immunities granted to trade unions and their members under Indian law. It explains that the Trade Union Act of 1926 granted certain privileges and immunities to trade unions, their office bearers, and members for acts done in furtherance of a labor dispute. Specifically, it provides criminal immunity for concerted worker gatherings and actions during disputes as long as they remain peaceful and lawful. However, criminal immunity is lost if unlawful confinement, trespassing, violence, force, assault, mischief or intimidation occurs. The act also grants civil immunity for actions taken in contemplation or furtherance of a trade dispute, as long as inducement is through lawful means.
The Factories Act of 1948 aims to regulate labor in factories and ensure adequate safety and welfare measures for workers. It covers factories employing 10 or more workers with power and 20 or more without power. Key provisions include requirements for factory approval and licensing, health and safety standards, working hours and leave, and provisions specific to women and young workers. The Act has been amended over time, including additional provisions in 1987 following the Bhopal gas tragedy, to improve safety in hazardous processes.
(1) The Factories Act of 1948 outlines rules for annual leave with wages for factory workers in India. It states that workers who have worked for 240 days or more in a calendar year are entitled to paid leave the following year at a rate of one day for every 20 days worked for adults and one day for every 15 days worked for children.
(2) The act also covers computation of leave for workers who start after January 1st, entitlement to wages in lieu of leave for workers who are discharged, quit or die, and rules for carrying leave over to the next year if it is not used.
(3) It requires factories to have a written scheme for granting leave agreed to by workers that ensures
The document discusses sections 19 and 41 of the Artha Rin Adalat Ain 2003, which placed financial conditions on borrowers' ability to file applications challenging ex parte decrees or appeals. Borrowers have argued these conditions discriminate against them and violate constitutional rights. Courts have generally labeled the provisions as providing alternative remedies and not being unreasonable or violating equality. The document analyzes the various arguments borrowers have made against the provisions and how courts have responded by largely upholding the provisions.
Family law of Bangladesh - ConsequenceJhuma Halder
This document summarizes family law issues in Bangladesh, including:
- The establishment of family courts to quickly resolve family matters like marriage and divorce. However, these courts have not fully achieved their goals due to social and procedural issues.
- Key subjects addressed by family courts include marriage dissolution, conjugal rights, dower, maintenance, and child custody.
- Issues like polygamy, divorce, and inheritance are influenced by religious norms that sometimes discriminate against women.
- Judges have attempted to balance religious traditions with principles of equality, such as limiting a husband's unilateral divorce powers and restricting polygamy.
- Overall, the document examines how family law intersects with religion, gender roles, and social change
This document provides an overview of the Trade Union Act of 1926 in India. It discusses key aspects of the act such as:
1. The objective of the act was to provide trade unions and their members protection from certain civil and criminal liabilities and to control expenditures of union funds for specified purposes.
2. It defines what constitutes a trade union and a trade dispute. It also outlines the process for registration of trade unions, requirements for trade union rules, and powers of the registrar.
3. The act established trade unions as corporate bodies with perpetual succession, the ability to own property, enter contracts, and sue or be sued. It has since undergone several amendments to expand protections for unions.
The document discusses safety provisions under the Factories Act of 1948 in India. It outlines various requirements for factories regarding fencing of machinery, work on or near machinery in motion, employment of young persons on dangerous machines, hoists and lifts, lifting machines, revolving machinery, pressure plants, floors and means of access, pits and openings, excessive weights, and eye protection. Key requirements include securely fencing dangerous moving parts of machinery, precautions for examining machinery while in use, prohibiting women and children from certain dangerous tasks, regular inspection of hoists and lifting equipment, and ensuring safe working conditions for floors, overhead hazards, and high risk processes.
The document discusses safety measures and precautions that must be implemented in factories. It covers requirements for building and machinery safety such as orders to address dangerous conditions. It also requires precautions for fire safety including means of escape and fire extinguishing equipment. New machinery must have enclosed gears and moving parts. Factories must also maintain safe access like floors and handrails as well as prohibit excessive weights and protect workers' eyes from hazards.
The document discusses safety and welfare provisions under the Bangladesh Labour Act of 2006. It defines safety as freedom from danger, injury, or damage, and discusses various meanings of safety in the workplace including having complete understanding of work processes and realizing mistakes can harm oneself or the company. Welfare is defined as what the state offers families with limited income, as well as the health, happiness and fortunes of people. The document then outlines several sections of the Labour Act regarding safety of buildings and machinery, fire precautions, fencing of machinery, working on machinery in motion, self-acting machines, casing of new machinery, cranes and lifting machinery, hoists and lifts, revolving machinery, pressure plants, floors and means of access,
This document provides safety guidelines for working with various types of construction machinery. It outlines requirements for siting machinery safely, fencing dangerous parts, providing safe access, and conducting maintenance and inspections. Specific guidelines are provided for earth moving, lifting, and hoisting machinery. Drivers and signalers must be trained and competent. Machinery must be tested regularly and thoroughly inspected for defects before each shift to ensure safe operation.
This document summarizes key sections of Bangladesh's Labor Law regarding workplace health, safety, and worker facilities. The summary includes:
1) The law requires workplaces to be kept clean and maintain proper sanitation facilities. It also mandates regular cleaning of work areas.
2) Workplaces must ensure adequate ventilation and temperature control in workrooms to protect worker health. Temperature must allow for reasonable comfort.
3) The law regulates exposure to dust, fumes and other impurities from manufacturing processes, requiring exhaust systems and enclosure of hazardous areas.
4) Machinery must be properly guarded and safety provisions made for any dangerous equipment or parts.
The document summarizes key safety measures and provisions under the Factories Act of 1948 in India. It outlines 27 sections that address requirements for machinery safety, precautions around dangerous equipment or substances, building safety, and oversight roles. Key points include fencing machinery, prohibiting women and child labor near dangerous machines, safety devices for cutting power, inspections of lifting equipment, ventilation of dangerous gases, fire safety provisions, and requirements for safety officers in large factories. The Act aims to mandate safety measures to protect factory workers from accidents and industrial hazards.
The document discusses new regulations for coal mines in India according to the Coal Mine Regulation 2017. Some key points:
- It outlines new safety requirements for opencast mines, including planning, bench heights, slope stability monitoring, and spoil bank precautions.
- Regulations address transport rules, machinery usage, working near boundaries, working at heights, fire prevention, explosives use, and maintenance/operation of heavy earthmoving equipment.
- Chief Inspector is authorized to issue orders specifying additional requirements for areas like ammonium nitrate fuel oil use, deep hole blasting, and blasting in fire areas.
- Owners and managers must establish organizations, equipment, training and plans for effective firefighting at surface
This document summarizes key aspects of the Factories Act of 1948 in India. It defines a factory as a premises with 10 or more power-driven workers or 20 or more non-power-driven workers engaged in manufacturing. It outlines provisions around health, safety, and welfare of workers. It discusses requirements around cleanliness, ventilation, lighting, drinking water, and more. It also covers safety measures for machinery, hoists, lifts, dangerous fumes and more. Working hours and limits for women and children are also summarized.
This document summarizes key aspects of the Factories Act of 1948 in India. It defines a factory as a premises with 10 or more power-driven workers or 20 or more non-power-driven workers engaged in manufacturing. It outlines provisions around health, safety, and welfare of workers. It discusses requirements around cleanliness, ventilation, lighting, drinking water, and more. It also covers safety measures for machinery, hoists, lifts, dangerous fumes and more. Working hours and limits for women and children are also summarized.
Unit 3 Legal Aspects of Business Anna university notesjoel jebadurai
The Factories Act, 1948 establishes standards for health, safety, and welfare of workers in factories across India. Some key points:
1. It defines a factory as a premises with 10 or more power-driven workers or 20 or more non-power driven workers engaged in manufacturing.
2. It sets guidelines for health (ventilation, cleanliness, drinking water), safety (machine guarding, PPE, lighting), and welfare (restrooms, creches, canteens).
3. It regulates work hours of adults and employment of women and children, requiring extra pay for overtime or night shifts.
4. Inspectors are authorized to enter factories, inspect conditions, and require compliance
This document outlines safety rules and guidelines for construction work. It defines terms related to excavation, scaffolding, and equipment. It provides requirements for shoring and timbering of excavations, maintenance and inspection of scaffolds, and strength and stability of scaffolds. Personal protective equipment like boots, hard hats, and gloves must be provided to workers.
This document outlines the key provisions of the Building and Other Construction Workers (Regulation of Employment and Conditions of Service) Act of 1996 in India. It details the objectives to regulate employment, provide safety and health measures, and offer social security to construction workers. Key responsibilities of employers include complying with safety rules, providing protective equipment, medical facilities, welfare amenities like drinking water and toilets, and reporting accidents. Non-compliance with safety provisions can result in fines or imprisonment.
The document summarizes various safety measures for factories outlined in the Factories Act of 1948 in India. It describes regulations for machinery guarding (Sections 21-26), prohibiting the employment of women and children near dangerous machines (Sections 23, 27), requirements for hoists, lifts, and lifting equipment (Sections 28-29), and precautions regarding floors, excavations, weights, fumes, electricity, fires, and building safety (Sections 30-40). The goal of the Act is to mandate protections to prevent accidents and protect worker safety in industrial settings.
The document summarizes key provisions of the Building and other Construction workers (Regulation of Employment and conditions of Service) Act regarding safety, health, welfare and social security of construction workers. It outlines responsibilities of employers to provide safety equipment, fire protection, lighting, ventilation, first aid, ambulances, drinking water and sanitation facilities on construction sites. It also specifies penalties for non-compliance with these provisions aimed at regulating employment conditions and protecting the well-being of construction workers.
The document outlines safety and health provisions for building and construction workers in India. It establishes requirements for employers including regulating noise/vibration, providing fire protection/extinguishers, restricting lifting of heavy weights, and protecting workers from electrical, vehicular and other hazards. Employers must also maintain safety equipment/PPE, conduct safety training, form safety committees for large sites, and appoint safety officers for sites with 500+ workers. The rules aim to promote the welfare of construction workers in India.
This document discusses workplace hazards related to working at heights. It notes that 466 accidents involving falls from heights and 544 accidents involving being hit by falling objects were reported between January and June 2000. The objectives are to reduce injuries related to working at heights and falls by raising awareness of obligations, conducting inspections, and comparing future injury data to measure improvements. It provides guidance on fall protection requirements and compliance with relevant standards for fixed walkways, stairs, ladders, vehicles, elevated work platforms, and public safety. Relevant legislation around duties of employers and workers and fall prevention are also cited.
The document discusses various provisions of the Factories Act related to ensuring safety in factories. It covers requirements for guarding machinery, prohibitions on employing young or women workers near dangerous machines, requirements for striking gear to cut off power, casing of new machinery, safety of lifting equipment, floors and stairways, protection from fumes and fires, and maintenance of buildings. It also discusses requirements for factories to appoint safety officers if they employ a certain number of workers. The overall aim is to protect the health, safety and welfare of people working in factories.
This document outlines safety rules and regulations for construction projects. It covers requirements for excavation, scaffolding, demolition, plant and equipment, and other construction activities. Specific rules address shoring and timbering of excavations, minimum berm requirements, ladders and stairways, protection from hazards like falling materials, and use of personal protective equipment. The document provides definitions for technical terms and sets minimum safety standards.
The document provides information about an industrial health and safety seminar to be held on September 4th, 2012 at 10am at M.H Saboo Siddik Polytechnic. It discusses the objectives of industrial health and safety such as protection from risks and hazards. It also summarizes the key points of the Factory Act of 1948 and provisions regarding cleanliness, ventilation, lighting, drinking water and other facilities to ensure worker health and safety.
Similar to presentation of bangladesh labour act 2006 (20)
The document discusses key aspects of project management including different forms of project organization, the project life cycle, performance analysis tools, and human aspects. It describes three main forms of project organization: functional, dedicated teams, and matrix. The project life cycle includes initiation, planning, execution, control, and closing phases. Two performance analysis tools discussed are variance analysis and earned value management. Finally, it covers human aspects like authority, orientation, and motivation that impact project management.
This document is a case study report submitted by students for their Strategic Management course. It analyzes Walton, a Bangladeshi electronics company. The report is divided into five chapters: 1) Introduction to Walton including its vision/mission statements, 2) External analysis using PESTEL and opportunities/threats, 3) Internal analysis of strengths/weaknesses, 4) Matching external and internal factors, and 5) Conclusion. In chapter 2, a PESTEL analysis identifies opportunities like increasing GDP and threats like new competitors. Strengths and weaknesses are identified and an EFE matrix scores opportunities and threats. The most appropriate strategy is determined to be market penetration by offering discounts during festivals.
case study of failure the Farmers Bank Bangladesh Rakibul islam
In this case study, the detailed background of the Farmers Bank Limited which is now renamed as
the Padma Bank Limited is given along with its identified problems. ‘Doomed from day one’ is
used as a figurative term in this case because it is generally considered a bank will be in operations
for many years to come but this bank faced crisis within second year of its running. Due to various
problems such as: liquidity crisis, nepotism in employment of executives, corruption, huge
defaulted amounts of loans etc. the bank came on the brink of bankruptcy. Our main focus is on
the loan defaults and almost bankruptcy situation of the Farmer’s Bank in this case even though
the bank was created for good reasons such as aiding the poor farmers and improve the overall
agriculture sector by giving out loans.
Mixed methods research combines both qualitative and quantitative research approaches and methods. There are four main types of mixed methods designs: triangulation design, embedded design, explanatory design, and exploratory design. The triangulation design concurrently collects and analyzes quantitative and qualitative data to compare or validate results. The embedded design has one data type play a supportive role to the other. The explanatory design uses qualitative data to explain initial quantitative results, while the exploratory design uses qualitative data to develop instruments for a subsequent quantitative phase. Mixed methods research provides a more comprehensive understanding of research problems than a single method alone.
The document discusses various concepts related to measurement and scaling in research. It defines measurement as assigning numbers or symbols to characteristics of objects based on rules. Scaling is locating measured objects on a continuum according to these rules. There are four main types of measurement scales discussed - nominal, ordinal, interval, and ratio scales - which differ in the meanings assigned to numbers. The document also covers topics like variables, constructs, indexes, types of scales like comparative and non-comparative, and decisions to consider when constructing scales.
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2. It presents a multi-stage supply chain involving import, manufacturing, wholesale, and retail and asks to calculate VAT at each stage.
3. It provides information on an imported good including customs fees, duties, and insurance and asks to calculate the total VAT.
Introduction to business, BUSINESS definitionRakibul islam
Business involves profit-seeking and non-profit activities that provide goods and services to satisfy human needs and wants. It aims to generate profit while satisfying standards of living. Non-profit organizations also operate like businesses but their primary goal is not generating returns for owners. Business has evolved from early agricultural economies to modern service and internet-based economies. Revenue is the money a business earns from sales, profit is earnings after expenses, and loss occurs when expenses are greater than revenues. The objectives of business are survival, social responsibility, and growth while its role in society is satisfying needs through efficient use of limited resources.
Excise duty is a tax imposed on goods produced domestically in Bangladesh. It is levied on the manufacture, sale, or purchase of commodities and services within Bangladesh but not on imported goods. Excise duty rates can be specific amounts based on quantity or ad valorem based on value. The duty is imposed to discourage consumption of undesirable goods or control consumption of scarce commodities. It is collected by the Customs, Excise and VAT wing of the national board of revenue on goods and services listed in the Excise and Salt Act of 1944 such as bidis, cloth, and banking services.
VAT is an indirect tax applied at each stage of production and distribution of goods and services, with taxpayers able to claim a credit for VAT paid on inputs. It is ultimately borne by the final consumer. Key characteristics of VAT include that it is charged on value addition at each stage, has various rates including zero-rating, and exemptions. VAT aims to broaden the tax base and mobilize more revenue, while eliminating cascading effects of taxes. The document outlines definitions, persons liable, determination of value, payment and adjustment of advance tax, and time of payment under Bangladesh's VAT law.
Customs collects 42% of Bangladesh's total tax revenue and is responsible for collecting import duties and taxes, facilitating trade, enforcing regulations, and gathering trade statistics. There are three customs duty rates: 10% for raw materials, 15% for intermediate goods, and 25% for finished products. The document outlines prohibited imports including counterfeit goods and goods that infringe on intellectual property. It also details dutiable goods and exemptions. Customs uses various methods to determine import values and duties, and inspectors may examine goods to assess the proper duty amount. The document closes by stating that offenses and penalties are outlined in pages 84 to 115 of the Customs Act of 1969.
PwC is the second largest professional services firm with over 223,000 employees in 157 countries. It was formed in 1998 through the merger of Price Waterhouse and Coopers & Lybrand. PwC provides assurance, consulting, and tax services, with assurance making up 43% of its business. PwC opened an office in Dhaka, Bangladesh in 2016 to serve clients in Bangladesh and help develop the local professional community.
Deloitte is one of the "Big Four" accounting firms and the largest professional services network in the world. It has operational headquarters in New York City and provides services in over 150 countries. Deloitte has over 100 offices in the United States, 29 offices in the United Kingdom, and over 500 offices globally. Though Deloitte does not have a direct presence in Bangladesh, three of the "Big Four" firms have member firms operating in the country. Deloitte generates revenue from audit, consulting, risk advisory, and tax services and employs over 300,000 professionals worldwide.
The document provides a history of auditing from ancient times to the present day. It discusses how auditing evolved from simple transaction verification to a more risk-based approach focused on evaluating internal controls and sampling. Key developments include the emergence of statutory audits in the 1800s, a shift to the US in the 1920s-1960s, the introduction of materiality and sampling in the mid-1900s, and recent reforms regarding auditor independence and non-audit services. The objectives and role of auditors have changed over time in response to economic conditions and expectations.
The document provides an overview of the International Federation of Accountants (IFAC). It discusses that IFAC is the global organization for the accountancy profession, dedicated to serving the public interest. It has over 175 professional accountancy organization members from over 130 countries. IFAC supports the development of high-quality international standards through four standard-setting boards that deal with auditing, ethics, education and public sector accounting. It also discusses IFAC's mission, vision and activities in strengthening the global accountancy profession.
The Future of Criminal Defense Lawyer in India.pdfveteranlegal
https://veteranlegal.in/defense-lawyer-in-india/ | Criminal defense Lawyer in India has always been a vital aspect of the country's legal system. As defenders of justice, criminal Defense Lawyer play a critical role in ensuring that individuals accused of crimes receive a fair trial and that their constitutional rights are protected. As India evolves socially, economically, and technologically, the role and future of criminal Defense Lawyer are also undergoing significant changes. This comprehensive blog explores the current landscape, challenges, technological advancements, and prospects for criminal Defense Lawyer in India.
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Our company bridges the gap between registered users and experienced advocates, offering a user-friendly online platform for seamless interaction. This platform empowers users to voice their grievances, particularly regarding online consumer issues. We streamline support by utilizing our team of expert advocates to provide consultancy services and initiate appropriate legal actions.
Our Online Consumer Legal Forum offers comprehensive guidance to individuals and businesses facing consumer complaints. With a dedicated team, round-the-clock support, and efficient complaint management, we are the preferred solution for addressing consumer grievances.
Our intuitive online interface allows individuals to register complaints, seek legal advice, and pursue justice conveniently. Users can submit complaints via mobile devices and send legal notices to companies directly through our portal.
Sangyun Lee, 'Why Korea's Merger Control Occasionally Fails: A Public Choice ...Sangyun Lee
Presentation slides for a session held on June 4, 2024, at Kyoto University. This presentation is based on the presenter’s recent paper, coauthored with Hwang Lee, Professor, Korea University, with the same title, published in the Journal of Business Administration & Law, Volume 34, No. 2 (April 2024). The paper, written in Korean, is available at <https://shorturl.at/GCWcI>.
Corporate Governance : Scope and Legal Frameworkdevaki57
CORPORATE GOVERNANCE
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Corporate Governance refers to the way in which companies are governed and to what purpose. It identifies who has power and accountability, and who makes decisions. It is, in essence, a toolkit that enables management and the board to deal more effectively with the challenges of running a company.
Business law for the students of undergraduate level. The presentation contains the summary of all the chapters under the syllabus of State University, Contract Act, Sale of Goods Act, Negotiable Instrument Act, Partnership Act, Limited Liability Act, Consumer Protection Act.
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To ensure the integrity of financial systems and combat illicit financial activities, understanding AML (Anti-Money Laundering) compliance regulations is crucial for financial institutions and businesses. AML compliance regulations are designed to prevent money laundering and the financing of terrorist activities by imposing specific requirements on financial institutions, including customer due diligence, monitoring, and reporting of suspicious activities (GitHub Docs).
सुप्रीम कोर्ट ने यह भी माना था कि मजिस्ट्रेट का यह कर्तव्य है कि वह सुनिश्चित करे कि अधिकारी पीएमएलए के तहत निर्धारित प्रक्रिया के साथ-साथ संवैधानिक सुरक्षा उपायों का भी उचित रूप से पालन करें।
Genocide in International Criminal Law.pptxMasoudZamani13
Excited to share insights from my recent presentation on genocide! 💡 In light of ongoing debates, it's crucial to delve into the nuances of this grave crime.
3. (1) If it appears to the Inspector that any building or part of
a building or any part of the ways, machinery or plant in
an establishment is in such a conditions that it is
dangerous to human life or safety, he may serve on the
employer of the establishment an order in writing
specifying the measures which, in his opinion, should be
adopted, and requiring them to be carried out before a
specified date.
(2) If it appears to the Inspector that the use of any building
or part of a building or of any part of the ways,
machinery or plant in the establishment involves
imminent danger to human life or safety, he may serve
on the employer of the establishment an order in writing
prohibiting its use until it has been properly repaired or
altered
4. (1) Every establishment shall be provided with at
least one alternative connection stairway with
each floor and such means of escape in case of
fire and firefighting apparatus, as may be
prescribed by rules.
(2) If it appears to the inspector that any
establishment is not provided with the means of
escape prescribed under sub-section (1) he may
serve on the employer of the establishment an
order in writing specifying the measures which in
his opinion, should be adopted before a date
specified in the order.
5. (3) In every establishment the doors affording exit from any
room shall not be locked or fastened so that they can be
easily and immediately opened from inside while any person
is within the room and all such doors, unless they are of the
sliding type, shall be constructed to open outwards or
where the door is between two rooms, and all such doors,
unless they are of the sliding type, shall be constructed to
open outwards or where the door is between two rooms, in
the direction of the nearest exit from the building and no
such door shall be locked or obstructed while work is being
carried on in the room.
(4) In every establishment every window, or other exit
affording means of escape in case of fire, other than the
means of exit in ordinary use, shall be distinctively marked
in Bangla and in red letters of adequate size or by some
other effective and clearly understood sign.
(5) In every establishment every window, door, or other exit
affording means of escape in case of fire to every person
employed therein.
6. (6) A free passage-way giving access to each means of
escape in case of fire shall be maintained for the use of
all workers in every room of the establishment.
(7) In every establishment wherein more than ten
workers are ordinarily employed in any place above the
ground floor, or explosive or highly inflammable
materials are used or stored, effective measures shall
be taken to ensure that all the workers are familiar with
the means of escape in case of fire and have been
adequately trained in the routine to be followed in such
case.
(8) In factories wherein fifty or more workers and
employees are employed shall arrange at least once in
a year a mock fire-fighting and the employer shall
maintain a book of records in this regards.
7. (1)In every establishment the following shall be
securely fenced by the safeguards of substantial
construction which shall be kept in position while
the part of machinery required to be fenced are in
mention or in use, namely-
(a) every moving part of a prime mover, and every fly
wheel connected to a prime mover;
(b) the head-race and tail-race of every water wheel
and water turbine;
(c) any part of a stock-bar which projects beyond the
head stock of a lathe; and
8. d) unless they are in such position or of such
construction as to be as safe to every person
employed in the establishment as they would be
if they were securely fenced-
(i) every part of an electric generator,- a motor or
rotary converter,
(ii) every part of transmission machinery, and
(iii) every dangerous part of any machinery: Provided
that, for the purpose of determining whether any
part of machinery is safe as aforesaid, account
shall not be taken of any occasion when it being
necessary to make an examination of the
machinery while it is in motion, such examination
or operation is made or carried in accordance
with the provisions of section
9. (2) without prejudice to any other provision of
this Act relation to the fencing o machinery,
every set screw, bolt and key on any revolving
shaft, spindle wheel or pinion and all spur,
worm and other toothed or friction gearing in
motion with which such worker would
otherwise be liable to come into contact, shall
be securely fenced, to prevent such contact
10. (1) Where in any establishment it becomes necessary to
examine any part of machinery referred to in section 61
while the machinery is in motion or as a result o such
examination to carry out any mounting or shipping of
belts, Lubrication or other adjusting operation while the
machinery is in motion such examination or operation
shall be made or carried out only by a specially trained
adult male worker wearing tight-fitting clothing whose
name has been recorded in the register prescribed in this
behalf and while he so engaged such worker shall not
handle a belt at a moving pulley unless the belt is less
than fifteen centimeters in width and unless the belt-joint
is either laced or flush with the belt.
(2) The Government may, by notification in the official
Gazette, prohibit, in any specified establishment, the
cleaning, lubricating, or adjusting by any person of
specified part of machinery when those parts are in motion
11. (1) In every establishment-
(a) suitable striking gear or other efficient mechanical
appliance shall be provided and maintained and used
to move driving belts to and from fast and loose
pulleys which from part of the transmission
machinery, and such gear or appliances shall be so
constructed, placed and maintained as to prevent the
belt from cropping back on the first pulleys;
(b) driving belts when not in use shall not be allowed
to rest or ride upon shafting in motion.
(2) In every establishment suitable devices for cutting
off power in emergencies from running machinery
shall be provided and maintained in every work-
room.
12. No traversing part of a self-acting machine in
any establishment and no material carried
thereon shall, if the space over which it runs is a
space over which any person is liable to pass
whether in the course of his employment or other
distance of forty five centimeters from any fixed
structure which is not part of the machine:
Provided that the chief Inspector may permit the
continued use of a machine installed before the
commencement of this Act which does not
comply with the requirements of this section on
such conditions for ensuring safety as he may
think fit to impose.
13. In all machinery driven by power and installed in
any establishment after the commencement of
this Act-
(a) every set screw, belt or key or any revolving
shaft, spindle wheel or pinion shall be so, sunk,
encased or otherwise effectively guarded to
prevent danger; and
(b) all spur, worm and other toothed or friction
gearing which does not require frequent
adjustment while in motion shall be completely
encased unless it is so situated as to be as safe it
would be if it were be if were completely
encased.
14. The following provisions shall apply in-
(a) every part thereof, including the working
gear, whether fixed or movable, ropes and
chains and anchoring and fixing appliances
shall be-
(i) of good construction, sound material and
adequate strength,
(ii) properly maintained,
(iii) thoroughly examined by a competent
person at least once in every period of twelve
months and a register shall be kept containing
the prescribed particulars of every such
examination;
15. (b) no such machinery shall be loaded beyond
the safe working load which shall be plainly
marked thereon; and
(c) while any person is employed or working on
or near the wheel-tract of a traveling crane in
any place, where he would be liable to be struck
by the crane, effective measures shall be taken
to ensure that crane does not approach within
six meter of that place.
16. (i) In every establishment every hoist and lift
shall be-
(a) of good mechanical construction, sound
material and adequate strength,
(b) properly maintained,
(c) shall be thoroughly examined by
competent person at least once in every
period of six months, and a register shall be
kept containing the prescribed particulars of
every such examination;
17. (2) every hoist way and lift way shall be sufficiently
protected by an enclosure fitted with gates, and
the hoist or sift and every such enclosure shall be
so constructed as to prevent any person or thing
from being trapped between any part of the hoist
or lift and any fixed structure or moving part
(3) the maximum safe working load shall be
plainly marked on every hoist or lift and no load
greater than such load shall be carried thereon;
(4) the cage of every hoist or lift used for carrying
persons shall be fitted with a gate on each side
from which access is afforded to a landing
18. (5) every gate referred to in subsection (2) or (4) shall
be fitted with interlocking or other efficient device to
secure that the gate cannot be opened except when
the cage is at the landing and that the cage cannot
be moved unless the gate is closed.
(6) The following additional requirements shall apply
to hoists and lifts used for carrying persons and
installed or reconstructed in an establishment after
the commencement of this Act, namely-
(a) Where the cage is supported by rope or chain
there shall be at least two ropes or chains separately
connected with its attachments shall be capable of
carrying the whole weight of the cage together with
its maximum load;
19. (b) Efficient devices shall be provided and
maintained capable of supporting the cage
together with its maximum load in the event of
breakage of the ropes, chains or attachments;
(c) an efficient automatic device shall be
provided and maintained to prevent the cage
from over-running.
(7) The chief Inspector may permit the
continued use of a hoist or lift installed in an
establishment before the commencement of
this Act which does not fully comply with the
provisions of subsection (1), (2), (3), (4) and (5)
upon such conditions for ensuring safety as he
may think fit to impose.
20. (i) In every room in an establishment in which the
process of grinding is carried on, there shall be
permanently affixed to, or placed near, each
machine in use a notice indicating the following-
(a) maximum safe working peripheral speed of
every grind stone or abrasive wheel:
(b) the speed of the shaft or spindle upon which
the wheel is mounted;
(c) the diameter of the pulley upon such shaft or
spindle necessary to secure such safe working
peripheral speed.
21. (2) The speeds indicated in notices under
sub-section (1) shall not be exceeded.
(3) Effective measures shall be taken in every
revolving vessel, cage, basket, flywheel,
pulley dice or similar appliance driven by
power is not exceeded.
22. If in any establishment any part of the plant
or machinery used in manufacturing process
is operated at a pressure above atmospheric
pressure, effective measures shall be taken to
ensure that the safe working pressure of such
part is not exceeded.
23. In every establishment –
(a) all floors, stairs, passages and gangways shall
be of sound construction and properly
maintained and where it is necessary to ensure
safety steps, stairs, passages and gangways shall
be provided with substantial handrails;
(b) there shall, so far as is reasonably practicable,
be provided and maintained safe means of access
to every place at which any person is, at any
time, required to work; and
(c) all floors, ways and stairways shall be clean,
wide and clear of all obstructions.
24. (1) In every establishment, every fixed vessel,
sump, tank, pit or opening in the ground or
in a floor which, by reason of its depth,
situation, construction or contents is or may
be a source of danger, shall be either securely
covered or securely fenced.
25. No person shall be employed in any
establishment to lift, carry or move any load
so heavy as to be likely to cause him injury
26. The Government may, in respect of any
manufacturing process carried on in any
establishment, by rules, require that effective
screens of suitable goggles shall be provided for
the protection of persons employed on, or in the
immediate vicinity of a process which involves-
(a) risk of injury to the eyes from particles or
fragments thrown off in the course of the
process, or
(b) risk to the eyes by reason of exposure to
excessive light or heat
27. If it appears to the inspector that any building or part
of a building or any part of the ways, machinery or
plant in an establishment, is in such a condition that
it may be danger us to human life or safety, he may
serve on the employer of the establishment an order
in writing, requiring him before a specified date-
(a) to furnish such drawings, specifications and other
particulars as may be necessary to determine whether
such building, ways, machinery or plant can e used
with safety, or
(b) to carry out such tests as may be necessary to
determine the strength or quality or any specified
parts and to inform the Inspector of the result
thereof.
28. (1) In any establishment no person shall enter or
be permitted to enter any chamber, tank, vat pit,
pipe, flue or other confined space in which
dangerous fumes are likely to be present to such
an extent as to involve risks of persons being
overcome thereby, unless it is provided with a
manhole of such size, as may be prescribed or
other effective means of egress.
(2) No portable electric light of voltage exceeding
twenty-four volts shall be permitted in any
establishment for use inside any confined space
such as is referred to in sub-section
29. (1) and where the fumes present are likely to be
permitted to be used in such confined space.
(3) No person in any establishment shall enter or
be permitted to enter any such confined space
until all practicable means have been taken to
remove any fumes which may be present and to
prevent any ingress of fume and unless either-
(a) a certificate in writing has been given by a
competent person, based on a test carried out by
himself, that the space is from dangerous fumes
and fit for persons to enter, or
(b) the worker is wearing suitable breathing
apparatus and a belt securely attached to a rope,
the free end of which is held by a person standing
outside the confined space.
30. (4) Suitable breathing apparatus, reviving apparatus
and belts and ropes shall, in every establishment, be
kept ready for instant use beside any such confined
space. As aforesaid which any person as entered,
and all such apparatus shall be periodically
examined and certified by a competent person to be
fit for use; and a sufficient number of persons
employed in every establishment shall be trained
and practiced in the use of all such apparatus and in
the method of restoring respiration.
(5) No person shall be permitted to enter in any
establishment, any boiler furnace, boiler, flue
chamber, tank, at, pipe or other confined space for
the purpose of working or making any examination
therein until it has been sufficiently cooled by
ventilation or otherwise to be safe for persons to
enter.
31. (1) where in any establishment any
manufacturing process produces dust, gas, fume
or vapour of such character and to such extent as
to be likely to explode on ignition, all practicable
measures shall be taken to prevent any such
explosion by-
(a) effective enclosure of the plant or machinery
used in the process;
(b) removal or prevention of the accumulation of
such dust, gas, fume or vapour;
(c) Exclusion or effective enclosure of all possible
sources of ignition.
32. (2) Where in any establishment the plant or
machinery used in a process is not so constructed
as to withstand the probable pressure which such
an explosion as aforesaid would produce, all
practicable measure shall be taken to restrict the
spread and effects of the explosion by the
provision in the plant or machinery of chokes,
(3) Where any part of the plant or machinery in an
establishment contains any explosive or
inflammable gas or vapour under pressure greater
than atmospheric pressure, that part shall not be
opened except in accordance with the following
provisions, namely-
33. (a) before the fastening of any joint of any pipe
connected with the part of the fastening of the
cover of any opening into the part is loosened, any
flow of the gas or vapour into the part or any such
pipe shall be effectively stopped by a stop-valve or
other means;
(b) Before any such fastening as aforesaid is
removed, all practicable measures shall be taken
to reduce to pressure of the gas or vapour in the
part or pipe to atmospheric pressure;
(c) where any such fastening, as aforesaid, has
been loosened or removed, effective measures
shall be taken to prevent any explosive or
inflammable gas or vapour from entering the part
or pipe until the fastening has been secured; or as
the case may be, securely replaced: Provided that
the provisions of this sub-section shall not apply
in the case of plant or machinery installed in the
open air.
34. (4) No plant, tank or vessel which contains or
has contained any explosive or inflammable
substance shall be subjected in any
establishment to any welding, brazing,
soldering or cutting operation which involves
the application of heat unless adequate
measures have been first taken to remove such
substance and any fumes arising there from o
to render such substance shall be allowed to
enter such plant, tank or vessel after any such
operation until the mental has cooled
sufficiently to prevent any risk of igniting the
substance.
35. (1) there shall, in every establishment be provided
and maintained, so as to be readily accessible during
all working hours first-aid boxes or cupboards
equipped with the contents prescribed by rules.
(2) The number of such boxes or cupboards shall not
be less than one for every one hundred fifty workers
ordinarily employed in the establishment.
(3) Every first-aid box or cupboard shall be kept in
charge of a responsible person who is trained in first-
aid treatment and who shall always be available
during the working hours of the establishment.
36. (4) A notice shall be affixed in every work-room
stating the name of person in charge of the first
and box or cupboard provided in respect of that
room and such person shall wear a badge so as to
facilitate identification.
(5) In every establishment wherein three hundred
or more workers are ordinarily employed, there
shall be provided and maintained a sick room
with dispensary of the prescribed size, containing
the prescribed equipment or similar facilities, in
the charge of such medical and nursing staff as
may be prescribed.
37. : In every establishment factory wherein more
than twenty five workers are employed, shall
maintain compulsorily, in the prescribed
manner, a safety record book and safety
board.
38. (1) In every establishment-
(a) adequate and suitable facilities for washing
and bathing shall be provided and maintained for
the use of the workers therein;
(b) separate and adequately screened facilities
shall be provided for the use of male and female
workers; and
(c) such facilities shall be conveniently accessible
and shall be kept clean.
(2) The Government may in respect of any
establishment or class or description of
establishments or of any manufacturing process,
prescribed standards of adequate and suitable
facilities for washing.
39. (1) In every establishment wherein more than one
hundred workers are ordinarily employed, there shall
be provided adequate number of canteens for the use
of the workers.
(2) The Government may make rules providing for-
(a) the standards in respect of construction,
accommodation, furniture and other equipment of
the canteen; and
(b) the constitution of a managing committee for the
canteen and representation of the workers in the
management of the canteen.
(3) The managing committee to be formed under the
rules shall determine the foodstuff to be served in the
canteen, and the charges therefore,
40. (1) In every establishment wherein more than
fifty workers are ordinarily employed,
adequate and suitable shelters or rest rooms,
and a suitable lunch room, with provision for
drinking water, where workers can eat meals
brought by them, shall be provided and
maintained for the use of the workers.
Provided that any canteen maintained in
accordance with the provisions of section 92
shall be regarded as part of the requirements
of this sub-section: Provided further that
where a lunch room exist, no worker shall eat
any food in the work room.
41. (2) The shelters, rest rooms or lunchrooms
provided under sub-section (1) shall be
sufficiently lighted and ventilated and shall be
maintained in a cool and clean condition.
(3) In the establishments wherein more than
25 female workers are employed, separate
shelter rooms are to be maintained and in
establishment wherein less then 25 female
workers are employed, separate and adequate
spaces with screen shall be provided.
42. (1) In every establishment, wherein forty or more
workers are ordinarily employed, thee shall be
provided and maintained a suitable room or
rooms for the use of children under the age of
six years of such women.
(2) Such rooms shall provide adequate
accommodation, adequately lighted and
ventilated and maintained in a clean and sanitary
condition and shall be under the charge of
woman trained or experienced in the care of
children and infants.
43. (3) Such rooms shall be conveniently accessible to the
mothers o the children accommodated therein and so
far as is reasonably practicable they shall not be
situated in close proximity to an part of the
establishment where obnoxious fumes, dust or odors
are given off or in which excessively noisy processes are
carried on.
(4) Such rooms shall be solidly constructed and all the
walls and roof shall be of suitable heat resisting
materials and shall be water-proof.
(5) The height of such rooms shall not be less than
360cm from the floor to the lowest part of the roof and
there shall be not less than 600sq. cm of floor area for
each child to be accommodated.
(6) Effective and suitable provisions shall be made in
every part of such room for scuring and maintaining
adequate ventilation by the circulation of fresh air.
44. (7) Such rooms shall be adequately furnished and
equipped and in particular there shall be one suitable
cot or cradle with necessary bedding for each child,
at least one chair or equivalent seating
accommodation for the use of each mother while she
is feeding or attending to her child and a sufficient
supply of suitable toys for the older children.
(8) A suitable fenced and shady open air ply-ground
shall be provided for the older children; Provided that
the chief Inspector may, by order in writing, exempt
any establishment from compliance with this sub-
rule if he is satisfied that there is not sufficient space
available for the provision of such a playground.
45. The Government may, in respect of the plantations :
(a) make rules requiring every employer to make
provision for such recreational facilities for the
workers and their children as may be prescribed;
(b) where the children of the tea plantation workers
between the ages of six and twelve of the workers
exceed twenty-five in number, make rules requiring
the employer to provided educational facilities for the
children in such manner and of such standard as may
be prescribed.
(c) In every tea plantation there shall be established
adequate medical centers for the workers and their
children as may be prescribed by rules.
46. Every employer in a tea plantation shall
provide housing facilities to every worker and
his family residing in the tea plantation.
47. Every employer in a tea plantation shall
provide facilities within easy reach of the
workers for obtaining the daily necessities of
life.
48. Every newspaper worker and his dependents
shall be entitled to medical care at the cost of
the newspaper establishment in such manner
and to such extent as may be prescribed. 54
Explanation : For the purpose of this section,
‘dependents’ means wife, or husband, as the
case may be, widowed-mother, invalid
parents and legitimate sons and daughters of
a newspaper worker residing with him and
wholly dependent upon him.
49. Government may, in the manner provided by
rules, introduce group insurance, in the
establishments wherein minimum 200
permanent workers are employed.