This document outlines the Plantations Labour Act of 1951 in India. Some key points:
- It aims to regulate conditions of work and provide welfare for plantation laborers.
- It applies initially to tea, coffee, rubber and cinchona plantations employing 30+ people, and can be extended to other crops.
- It establishes requirements for things like drinking water, sanitation, medical facilities, canteens, creches, housing and more.
- It limits the work week to 54 hours for adults and 40 hours for adolescents/children, and provides for holidays and intervals of rest.
- It prohibits employment of children under 12 and restricts night work for women and children. Medical certification
This document outlines the Plantations Labour Act of 1951 in India. Some key points:
- The act provides for the welfare of labour and regulates working conditions in plantations.
- It applies to plantations growing tea, coffee, rubber, cinchona or cardamom of 5 or more hectares employing 15+ people.
- The act defines terms like adolescent, adult, child, employer, plantation, and worker.
- It establishes requirements for registering plantations with registering officers. Employers must register existing and new plantations.
- The state government appoints inspectors including a chief inspector to enforce the act and ensure provisions are followed.
- Inspectors have powers like examining plant
The document summarizes key aspects of the Plantations Labour Act of 1951 in India. It outlines the scope and application of the Act, definitions of terms, requirements for plantations regarding registration, health provisions like drinking water and sanitation, welfare facilities for workers like canteens and crèches, regulations around working hours and leave, penalties for non-compliance, and the power of state governments to make exemptions. The Act aims to regulate labour conditions and promote welfare of workers employed in plantations across various industries in India.
This document outlines the Plantations Labour Act of 1951 in India. Some key points:
- It aims to regulate conditions of work and provide welfare for plantation laborers.
- It applies initially to tea, coffee, rubber and cinchona plantations employing 30+ people. States can extend it to other crops.
- It establishes roles like inspectors to examine plantations and ensure compliance with the act.
- It mandates facilities like drinking water, sanitation, medical aid, canteens, creches and housing to be provided for workers.
- It limits work hours to 54 per week for adults and 40 for adolescents/children, and provides for holidays and rest intervals.
The document summarizes the key aspects of the Regulation of Employment Act 1948 in India. It establishes Dock Labour Boards to regulate employment of dock workers at ports, develop schemes for their registration and ensure regular employment. The boards are responsible for administering schemes, maintaining accounts and submitting annual reports. Inspectors can investigate premises to check compliance. Non-compliance can be punished with fines or imprisonment. The government can supersede boards if needed and make rules to implement the Act.
The document summarizes key aspects of the Mines Act of 1952 in India. It discusses:
- The Act is administered by the Ministry of Labour and Employment and aims to ensure health, safety and welfare of mine workers.
- It prescribes duties of mine owners regarding management, health, safety, working hours, wages and more. Compliance is overseen by the Directorate General of Mines Safety.
- The Act covers definitions, appointments of inspectors and medical officers, requirements around drinking water, sanitation, medical facilities, accident reporting, hours of work, leaves, and powers to create regulations. Non-compliance is punishable by fines or imprisonment.
- Various forms are also prescribed
The Mines Act of 1952 consolidates and amends laws related to labor regulations and safety in mines. It includes provisions for worker welfare and safety measures. The Act has 10 chapters that cover topics like inspectors and health professionals, mine committees, health and safety provisions, working hours and leave. It aims to regulate labor, ensure safety standards, and provide amenities to mine workers.
The document appears to be an excerpt from the Motor Transport Workers Act of 1961 in India. It includes definitions of key terms like "running time" and "subsidiary work." It also outlines various chapters covering the registration of motor transport undertakings, inspecting staff and their powers, welfare provisions for workers including canteens, rest rooms, and uniforms. It discusses limitations on work hours for adult and adolescent workers, as well as requirements for weekly rest, annual leave, and wages. Finally, it notes penalties for offenses committed under the Act.
This document outlines the Plantations Labour Act of 1951 in India. Some key points:
- The act provides for the welfare of labour and regulates working conditions in plantations.
- It applies to plantations growing tea, coffee, rubber, cinchona or cardamom of 5 or more hectares employing 15+ people.
- The act defines terms like adolescent, adult, child, employer, plantation, and worker.
- It establishes requirements for registering plantations with registering officers. Employers must register existing and new plantations.
- The state government appoints inspectors including a chief inspector to enforce the act and ensure provisions are followed.
- Inspectors have powers like examining plant
The document summarizes key aspects of the Plantations Labour Act of 1951 in India. It outlines the scope and application of the Act, definitions of terms, requirements for plantations regarding registration, health provisions like drinking water and sanitation, welfare facilities for workers like canteens and crèches, regulations around working hours and leave, penalties for non-compliance, and the power of state governments to make exemptions. The Act aims to regulate labour conditions and promote welfare of workers employed in plantations across various industries in India.
This document outlines the Plantations Labour Act of 1951 in India. Some key points:
- It aims to regulate conditions of work and provide welfare for plantation laborers.
- It applies initially to tea, coffee, rubber and cinchona plantations employing 30+ people. States can extend it to other crops.
- It establishes roles like inspectors to examine plantations and ensure compliance with the act.
- It mandates facilities like drinking water, sanitation, medical aid, canteens, creches and housing to be provided for workers.
- It limits work hours to 54 per week for adults and 40 for adolescents/children, and provides for holidays and rest intervals.
The document summarizes the key aspects of the Regulation of Employment Act 1948 in India. It establishes Dock Labour Boards to regulate employment of dock workers at ports, develop schemes for their registration and ensure regular employment. The boards are responsible for administering schemes, maintaining accounts and submitting annual reports. Inspectors can investigate premises to check compliance. Non-compliance can be punished with fines or imprisonment. The government can supersede boards if needed and make rules to implement the Act.
The document summarizes key aspects of the Mines Act of 1952 in India. It discusses:
- The Act is administered by the Ministry of Labour and Employment and aims to ensure health, safety and welfare of mine workers.
- It prescribes duties of mine owners regarding management, health, safety, working hours, wages and more. Compliance is overseen by the Directorate General of Mines Safety.
- The Act covers definitions, appointments of inspectors and medical officers, requirements around drinking water, sanitation, medical facilities, accident reporting, hours of work, leaves, and powers to create regulations. Non-compliance is punishable by fines or imprisonment.
- Various forms are also prescribed
The Mines Act of 1952 consolidates and amends laws related to labor regulations and safety in mines. It includes provisions for worker welfare and safety measures. The Act has 10 chapters that cover topics like inspectors and health professionals, mine committees, health and safety provisions, working hours and leave. It aims to regulate labor, ensure safety standards, and provide amenities to mine workers.
The document appears to be an excerpt from the Motor Transport Workers Act of 1961 in India. It includes definitions of key terms like "running time" and "subsidiary work." It also outlines various chapters covering the registration of motor transport undertakings, inspecting staff and their powers, welfare provisions for workers including canteens, rest rooms, and uniforms. It discusses limitations on work hours for adult and adolescent workers, as well as requirements for weekly rest, annual leave, and wages. Finally, it notes penalties for offenses committed under the Act.
The Plantation Labour Act of 1951 was enacted to provide for the welfare of plantation workers throughout India except Jammu and Kashmir. The Act initially applied to tea, coffee, rubber and cinchona plantations but states can extend it to other crops with approval. The Act addresses registration of plantations, health and welfare facilities for workers including drinking water, sanitation, medical care, canteens, crèches, housing and more. It also covers working hours and leave, accident reporting, and penalties for violations. The Act aims to improve conditions for plantation workers through these regulatory provisions.
The document summarizes the Public Liability Insurance Act of 1991 in India. Some key points:
- The Act makes owners of businesses handling hazardous substances liable to provide relief to people injured or property damaged by accidents caused during the handling of these substances.
- Owners are required to take out insurance policies to cover this liability and must renew them periodically. The minimum insurance amount is based on the business's paid-up capital.
- When accidents occur, the local Collector verifies them and invites claims from affected parties. Claims must be filed within 5 years. The Collector determines awards after hearings and the insurer must deposit the awarded amount within 30 days.
- Failure to deposit results in recovery of the amount from
The document summarizes key sections of the Factories Act of 1948 in India. It defines important terms like adult, adolescent, child, factory, occupier, and manufacturing process. It outlines general duties of the occupier to ensure worker health and safety. It also describes duties of manufacturers regarding designing and testing articles used in factories to minimize health and safety risks to workers.
This document is the Weekly Holidays Act of 1942 which provides for granting weekly holidays to employees in shops, restaurants, and theaters in India. Some key points:
- It requires all shops to remain closed one day per week as specified by the shop owner. This day cannot be changed more than once every 3 months.
- It entitles all non-managerial employees in shops, restaurants, and theaters to one paid holiday per week.
- It allows state governments to require additional afternoon closings or half-day holidays for certain establishments.
- No wages can be deducted if an establishment closes on its weekly holiday. Inspectors can enforce the law and penalties apply for violations
This document contains rules related to mines and mining in India from 1955. Some key points:
- It establishes committees to oversee mines safety and administration with members from government, owners, and workers.
- It outlines procedures for committee meetings including notice, agenda, voting, and record keeping.
- Courts of inquiry are to publicly investigate accidents and incidents to find causes and enable reporting.
- Expenses of an inquiry can be recovered from management if negligence is found.
This document outlines key sections of the Payment of Gratuity Act of 1972 in India. It defines important terms like "appropriate government", "employee", "employer", "continuous service" and establishes that gratuity is payable to an employee who has worked continuously for not less than 5 years upon superannuation, retirement, resignation, death or disablement. It also allows state governments to appoint a controlling authority to administer the Act.
This document outlines the key provisions of the Mines Rules of 1955 in India. It provides a summary of 14 chapters and their sections that make up the rules. The rules were enacted using powers granted by the Mines Act of 1952 and cover topics like committees, courts of inquiry, certifying surgeons, medical examinations, health and safety, employment terms, and welfare amenities. Key sections require committees to meet regularly, appoint secretaries, allow member resignations and absences, and keep minutes. Courts of inquiry must be public and allow for expense recovery. Medical examinations must be conducted initially and periodically to certify fitness of miners.
This document provides an overview of the Factories Act of 1948 in India. Some key points:
- The Factories Act was first enacted in 1881 and amended several times to regulate labor conditions in factories. The 1948 Act consolidated and amended previous labor laws.
- The purpose of the 1948 Act is to consolidate and amend laws regulating labor in factories. It extends to all of India and came into effect in 1949.
- The Act establishes authorities like Inspectors and Certifying Surgeons to enforce the law. It outlines health, safety, welfare and working hour provisions for factories to protect workers.
- Provisions relate to issues like cleanliness, ventilation, lighting, drinking water, safety of machinery,
The Factories Act, 1948 is the most comprehensive piece of labour legislation in India that aims to regulate working conditions in factories. It provides for health, safety, welfare and annual leave of workers. The key provisions include defining a factory, working hours, employment of women and children, annual leave, obligations of occupiers and workers, and penalties for non-compliance. Though a central law, it is administered by state governments through their factory inspectorates to ensure uniform implementation.
The document discusses India's National and Festival Holidays Act of 1963. Some key points:
1) The act was passed to establish uniform practices across industries for declaring national holidays like Republic Day and Independence Day as paid holidays.
2) It requires all employees to be given one paid holiday for certain national and festival days each year, including Republic Day, Independence Day, Gandhi Jayanti, and five other festivals chosen by the employer.
3) Employees working on these holidays have the option to be paid twice their normal wages or take a substitute paid holiday.
4) The act defines terms like employee, employer, wages, and grants powers to inspectors to enforce its provisions. It also
This document is the Minimum Wages Act of 1948 which provides for fixing minimum rates of wages in certain employments in India. Some key points:
- It gives the appropriate government (central or state) the authority to fix and periodically revise minimum wage rates for scheduled employments.
- Minimum wage rates can be fixed differently based on factors like occupation, work type (time or piece rate), location, age (adult, adolescent, child).
- In fixing rates, the appropriate government consults committees and publishes proposals for feedback, then notifies new rates which come into force after 3 months.
- An Advisory Board is appointed to advise the appropriate government on fixing and revising rates, and a Central
This document summarizes the key aspects of the Employees' State Insurance Act of 1948 in India. The act established the Employees' State Insurance Corporation to provide certain benefits to employees such as sickness, maternity and employment injury benefits. It applies initially to all factories with 10 or more employees. The act defines important terms related to employees, wages, family members and types of benefits. It establishes the Employees' State Insurance Corporation as a body corporate to administer the scheme. The Corporation consists of representatives from central and state governments, employers, employees and medical professionals.
panelties and procedure of offences of industrial act 1948asadansari69
This document outlines penalties and procedures for offenses under the Factories Act of 1948 in the United Kingdom. It details various offenses like contravening provisions that result in accidents, obstructing inspectors, or using false certificates. The penalties for offenses include fines from Rs. 5000 to Rs. 100,000 and imprisonment from 2 months to 7 years depending on the specific offense. The Act aims to safeguard worker health in factories through enforcement of its provisions and deterrence of violations.
India has a cultural history of contributing most of its economy through ‘Mining’. A country with 80 percent being produced by public sector companies and rest by private companies; legislation was needed to regulate and examine the scams or haphazard prevailing in the mining industry. Therefore, the Central Govt in 1952 and in 1957, simultaneously promulgated The Mines and Minerals (Development & Regulation) Act and The Mines Act.
This document summarizes key parts of the Employees' State Insurance Act of 1948 in India. It establishes an Employees' State Insurance Corporation to provide sickness, maternity, and employment injury benefits to employees. The Act applies to factories and other establishments employing 10 or more workers. It defines important terms like "employee", "insured person", "family", and outlines benefits for sickness, maternity, employment injury and dependents of deceased insured persons. The Act establishes the legal framework for an employee social insurance program in India.
This document provides an overview of the Payment of Gratuity Act of 1972 in India. Some key points:
- The Act provides for payment of gratuity to employees in factories, mines, ports and other establishments with 10 or more employees upon termination of employment after 5 years of continuous service.
- Gratuity is calculated at 15 days wages for each completed year of service, with a maximum of 3.5 lakh rupees.
- Employers are required to obtain insurance from LIC or other insurers to cover their gratuity liability, with some exemptions. Non-compliance can result in fines.
- Various terms like 'employee', 'employer', 'continuous service'
The document provides definitions and outlines provisions around health, safety, employment conditions and leave for workers in mines according to the Mines Act of 1952 in India. Key points include defining terms like mine, mineral, owner and employee; requiring notice before starting mining operations; mandating qualifications and responsibilities for mine managers; provisions around drinking water, sanitation, medical facilities, accidents, diseases; regulating work hours and leave; and empowering inspectors to enforce the Act.
The document summarizes several key sections and regulations of the Mines Act 1952 and Mines Rules 1955 in India. It outlines regulations around mine management responsibilities, health and safety provisions like first aid and ambulance services, limits on work hours, qualifications for mine roles, ventilation requirements, precautions against fire and gas, and emergency planning obligations. The document provides an overview of important legislation governing mining operations and worker protections in India.
The Factories Act of 1948 outlines various health, safety, welfare and working condition provisions that must be followed in factories, including requirements for ventilation, cleanliness, dust and fume control, facilities for workers, and restrictions on employment of women and children. It also describes provisions for annual leave, overtime pay, and penalties for violations of the Act ranging from fines to imprisonment. The document provides extensive details on the specific safety, working hour, leave and penalty provisions established under the Factories Act.
Labor legislation refers to all laws enacted by governments to regulate employment conditions and relations, provide social security, and ensure worker welfare. The objectives of labor legislation are to preserve worker health and safety, maintain good employer-employee relations, safeguard workers from exploitation, and provide mechanisms for resolving industrial disputes. Key types of labor legislation are protective laws that set minimum employment standards, regulatory laws that govern labor-management relations and dispute resolution, social security laws that provide benefits, and welfare laws aimed at improving living conditions.
A PPT THAT EXPLAINS LABOUR WELFARE FUNDS AND ITS TYPES:
Beedi Workers Welfare Cess Act,1976
Cine Workers Welfare Cess Act,1981
The Iron Ore, Manganese Ore & Chrome Ore Mines Labour Welfare Cess Act ,1976
The Limestone and Mines Labour Welfare Fund Act, 1972
Mica Mines Labour Welfare Fund Act, 1946
The Plantation Labour Act of 1951 was enacted to provide for the welfare of plantation workers throughout India except Jammu and Kashmir. The Act initially applied to tea, coffee, rubber and cinchona plantations but states can extend it to other crops with approval. The Act addresses registration of plantations, health and welfare facilities for workers including drinking water, sanitation, medical care, canteens, crèches, housing and more. It also covers working hours and leave, accident reporting, and penalties for violations. The Act aims to improve conditions for plantation workers through these regulatory provisions.
The document summarizes the Public Liability Insurance Act of 1991 in India. Some key points:
- The Act makes owners of businesses handling hazardous substances liable to provide relief to people injured or property damaged by accidents caused during the handling of these substances.
- Owners are required to take out insurance policies to cover this liability and must renew them periodically. The minimum insurance amount is based on the business's paid-up capital.
- When accidents occur, the local Collector verifies them and invites claims from affected parties. Claims must be filed within 5 years. The Collector determines awards after hearings and the insurer must deposit the awarded amount within 30 days.
- Failure to deposit results in recovery of the amount from
The document summarizes key sections of the Factories Act of 1948 in India. It defines important terms like adult, adolescent, child, factory, occupier, and manufacturing process. It outlines general duties of the occupier to ensure worker health and safety. It also describes duties of manufacturers regarding designing and testing articles used in factories to minimize health and safety risks to workers.
This document is the Weekly Holidays Act of 1942 which provides for granting weekly holidays to employees in shops, restaurants, and theaters in India. Some key points:
- It requires all shops to remain closed one day per week as specified by the shop owner. This day cannot be changed more than once every 3 months.
- It entitles all non-managerial employees in shops, restaurants, and theaters to one paid holiday per week.
- It allows state governments to require additional afternoon closings or half-day holidays for certain establishments.
- No wages can be deducted if an establishment closes on its weekly holiday. Inspectors can enforce the law and penalties apply for violations
This document contains rules related to mines and mining in India from 1955. Some key points:
- It establishes committees to oversee mines safety and administration with members from government, owners, and workers.
- It outlines procedures for committee meetings including notice, agenda, voting, and record keeping.
- Courts of inquiry are to publicly investigate accidents and incidents to find causes and enable reporting.
- Expenses of an inquiry can be recovered from management if negligence is found.
This document outlines key sections of the Payment of Gratuity Act of 1972 in India. It defines important terms like "appropriate government", "employee", "employer", "continuous service" and establishes that gratuity is payable to an employee who has worked continuously for not less than 5 years upon superannuation, retirement, resignation, death or disablement. It also allows state governments to appoint a controlling authority to administer the Act.
This document outlines the key provisions of the Mines Rules of 1955 in India. It provides a summary of 14 chapters and their sections that make up the rules. The rules were enacted using powers granted by the Mines Act of 1952 and cover topics like committees, courts of inquiry, certifying surgeons, medical examinations, health and safety, employment terms, and welfare amenities. Key sections require committees to meet regularly, appoint secretaries, allow member resignations and absences, and keep minutes. Courts of inquiry must be public and allow for expense recovery. Medical examinations must be conducted initially and periodically to certify fitness of miners.
This document provides an overview of the Factories Act of 1948 in India. Some key points:
- The Factories Act was first enacted in 1881 and amended several times to regulate labor conditions in factories. The 1948 Act consolidated and amended previous labor laws.
- The purpose of the 1948 Act is to consolidate and amend laws regulating labor in factories. It extends to all of India and came into effect in 1949.
- The Act establishes authorities like Inspectors and Certifying Surgeons to enforce the law. It outlines health, safety, welfare and working hour provisions for factories to protect workers.
- Provisions relate to issues like cleanliness, ventilation, lighting, drinking water, safety of machinery,
The Factories Act, 1948 is the most comprehensive piece of labour legislation in India that aims to regulate working conditions in factories. It provides for health, safety, welfare and annual leave of workers. The key provisions include defining a factory, working hours, employment of women and children, annual leave, obligations of occupiers and workers, and penalties for non-compliance. Though a central law, it is administered by state governments through their factory inspectorates to ensure uniform implementation.
The document discusses India's National and Festival Holidays Act of 1963. Some key points:
1) The act was passed to establish uniform practices across industries for declaring national holidays like Republic Day and Independence Day as paid holidays.
2) It requires all employees to be given one paid holiday for certain national and festival days each year, including Republic Day, Independence Day, Gandhi Jayanti, and five other festivals chosen by the employer.
3) Employees working on these holidays have the option to be paid twice their normal wages or take a substitute paid holiday.
4) The act defines terms like employee, employer, wages, and grants powers to inspectors to enforce its provisions. It also
This document is the Minimum Wages Act of 1948 which provides for fixing minimum rates of wages in certain employments in India. Some key points:
- It gives the appropriate government (central or state) the authority to fix and periodically revise minimum wage rates for scheduled employments.
- Minimum wage rates can be fixed differently based on factors like occupation, work type (time or piece rate), location, age (adult, adolescent, child).
- In fixing rates, the appropriate government consults committees and publishes proposals for feedback, then notifies new rates which come into force after 3 months.
- An Advisory Board is appointed to advise the appropriate government on fixing and revising rates, and a Central
This document summarizes the key aspects of the Employees' State Insurance Act of 1948 in India. The act established the Employees' State Insurance Corporation to provide certain benefits to employees such as sickness, maternity and employment injury benefits. It applies initially to all factories with 10 or more employees. The act defines important terms related to employees, wages, family members and types of benefits. It establishes the Employees' State Insurance Corporation as a body corporate to administer the scheme. The Corporation consists of representatives from central and state governments, employers, employees and medical professionals.
panelties and procedure of offences of industrial act 1948asadansari69
This document outlines penalties and procedures for offenses under the Factories Act of 1948 in the United Kingdom. It details various offenses like contravening provisions that result in accidents, obstructing inspectors, or using false certificates. The penalties for offenses include fines from Rs. 5000 to Rs. 100,000 and imprisonment from 2 months to 7 years depending on the specific offense. The Act aims to safeguard worker health in factories through enforcement of its provisions and deterrence of violations.
India has a cultural history of contributing most of its economy through ‘Mining’. A country with 80 percent being produced by public sector companies and rest by private companies; legislation was needed to regulate and examine the scams or haphazard prevailing in the mining industry. Therefore, the Central Govt in 1952 and in 1957, simultaneously promulgated The Mines and Minerals (Development & Regulation) Act and The Mines Act.
This document summarizes key parts of the Employees' State Insurance Act of 1948 in India. It establishes an Employees' State Insurance Corporation to provide sickness, maternity, and employment injury benefits to employees. The Act applies to factories and other establishments employing 10 or more workers. It defines important terms like "employee", "insured person", "family", and outlines benefits for sickness, maternity, employment injury and dependents of deceased insured persons. The Act establishes the legal framework for an employee social insurance program in India.
This document provides an overview of the Payment of Gratuity Act of 1972 in India. Some key points:
- The Act provides for payment of gratuity to employees in factories, mines, ports and other establishments with 10 or more employees upon termination of employment after 5 years of continuous service.
- Gratuity is calculated at 15 days wages for each completed year of service, with a maximum of 3.5 lakh rupees.
- Employers are required to obtain insurance from LIC or other insurers to cover their gratuity liability, with some exemptions. Non-compliance can result in fines.
- Various terms like 'employee', 'employer', 'continuous service'
The document provides definitions and outlines provisions around health, safety, employment conditions and leave for workers in mines according to the Mines Act of 1952 in India. Key points include defining terms like mine, mineral, owner and employee; requiring notice before starting mining operations; mandating qualifications and responsibilities for mine managers; provisions around drinking water, sanitation, medical facilities, accidents, diseases; regulating work hours and leave; and empowering inspectors to enforce the Act.
The document summarizes several key sections and regulations of the Mines Act 1952 and Mines Rules 1955 in India. It outlines regulations around mine management responsibilities, health and safety provisions like first aid and ambulance services, limits on work hours, qualifications for mine roles, ventilation requirements, precautions against fire and gas, and emergency planning obligations. The document provides an overview of important legislation governing mining operations and worker protections in India.
The Factories Act of 1948 outlines various health, safety, welfare and working condition provisions that must be followed in factories, including requirements for ventilation, cleanliness, dust and fume control, facilities for workers, and restrictions on employment of women and children. It also describes provisions for annual leave, overtime pay, and penalties for violations of the Act ranging from fines to imprisonment. The document provides extensive details on the specific safety, working hour, leave and penalty provisions established under the Factories Act.
Labor legislation refers to all laws enacted by governments to regulate employment conditions and relations, provide social security, and ensure worker welfare. The objectives of labor legislation are to preserve worker health and safety, maintain good employer-employee relations, safeguard workers from exploitation, and provide mechanisms for resolving industrial disputes. Key types of labor legislation are protective laws that set minimum employment standards, regulatory laws that govern labor-management relations and dispute resolution, social security laws that provide benefits, and welfare laws aimed at improving living conditions.
A PPT THAT EXPLAINS LABOUR WELFARE FUNDS AND ITS TYPES:
Beedi Workers Welfare Cess Act,1976
Cine Workers Welfare Cess Act,1981
The Iron Ore, Manganese Ore & Chrome Ore Mines Labour Welfare Cess Act ,1976
The Limestone and Mines Labour Welfare Fund Act, 1972
Mica Mines Labour Welfare Fund Act, 1946
The document discusses different models of wage determination, including:
1) Purely competitive labor market model where wages are determined by supply and demand.
2) Monopsony model where a single firm is the only buyer of labor and faces an upward sloping supply curve.
3) Three union models - demand enhancement model, exclusive/craft model, and inclusive/industrial model - and how unions can impact wages.
The Bombay Shops & Establishments Act of 1948 regulates working conditions in shops, commercial establishments, hotels, restaurants, and other places of public entertainment in the state. It aims to protect unorganized labor from exploitation. The Act is administered by the Chief Inspector of Shops and Establishments, assisted by four Deputy Chief Inspectors. Form A is used for initial registration, Form B for annual renewal of registration, and Form E for reporting changes. Inspections check for compliance with rules around working hours, leave, wages, and other requirements. Common breaches include non-registration, unauthorized hours of operation, and failure to maintain proper employment records.
The document discusses labour markets and includes two parts. Part 1 discusses the supply and demand of labour and wage determination. The supply of labour depends on the wage rate and is generally upward sloping. The demand for labour is derived from the demand for the product/service. Factors like productivity and costs also impact demand. Wages are determined by the intersection of supply and demand. Part 2 will discuss labour market failures.
The Factories Act of 1948 is the principal legislation on occupational safety, health and welfare of workers in factories in India. Some key points:
1) It defines a factory and applies to premises with 10 or more workers using power or 20+ workers without power.
2) It provides guidelines on issues like cleanliness, ventilation, lighting, drinking water, safety measures around machines, and welfare amenities like canteens, shelters and creches.
3) It regulates working hours, holidays and overtime for adult workers, and restricts employment of women and children near hazardous machinery.
4) Non-compliance can result in fines and imprisonment, with higher penalties for violations that cause death or serious injury.
The document summarizes key provisions around the employment of young persons from India's Factories Act of 1948. It discusses prohibitions on employing children under 14 (Section 67), requirements for certificates of fitness for adolescents 14-18 (Section 68, 69), limits on work hours and shifts for children (Section 71), and record keeping requirements related to young workers (Sections 73, 74). It also gives the labor inspector powers to require medical exams if they suspect a young person is unfit for work (Section 75).
The document discusses labor legislation in India. It provides definitions and explains that labor legislation refers to laws enacted by the government to provide social and economic security to workers. The key types of labor legislation discussed are protective legislation, which focuses on minimum labor standards and working conditions; regulatory legislation, which regulates relations between employers and employees; and social security legislation, which provides benefits to workers during difficult times. The document also examines the impact of the International Labour Organization (ILO) on the development of India's labor laws.
The Factories Act, 1948 outlines regulations for factories in India. A factory is defined as a premises with 10 or more workers if power is used, or 20 or more workers if power is not used. The Act aims to protect worker health and safety. It applies to places with manufacturing processes, regardless of the number of employees. The Act defines key terms, sets requirements for approvals, notifications, and inspections. It also establishes provisions related to worker welfare, health, safety, working hours and holidays.
The Plantations Labour Act of 1951 aimed to regulate conditions of work in plantations and provide for worker welfare in India. Some key points:
1) It applied initially to tea, coffee, rubber and cinchona plantations but states could extend it to other crops.
2) It provided for inspectors to ensure compliance and certifying surgeons for worker medical examinations.
3) Provisions addressed health, sanitation, medical facilities, canteens, creches, housing and other welfare measures for plantation workers.
4) It regulated work hours and holidays, prohibited night work for some, and banned employment of young children.
The document provides an overview of the Factories Act of 1948 in India. Some key points:
- The act aims to ensure safety measures and promote health/welfare of factory workers.
- It applies to manufacturing establishments with 10+ workers using power or 20+ without power.
- States have powers to enforce the act through inspectors, certifying surgeons, and welfare/safety officers.
- The act establishes standards for facilities, hygiene, ventilation, lighting, drinking water etc. It also regulates working hours, overtime pay, and restricts employment of women and children.
The Factory Act of 1948 consolidated and amended laws regulating labor in factories. It defined key terms like "factory", "worker", and outlined provisions for health, safety and welfare of workers. Inspectors are appointed by state governments to enforce the act by entering premises, examining plants and machinery, inquiring into accidents and requiring documentation. Certified surgeons also perform duties like examining young workers and those engaged in dangerous work. The act widened the scope of a factory and strengthened provisions around child labor, working hours and overall worker health and safety.
This document is the Weekly Holidays Act of 1942 which provides for granting weekly holidays to employees in shops, restaurants, and theaters in India. Some key points:
- It requires all shops to remain closed one day per week as specified by the shopkeeper. The day cannot be changed more than once every 3 months.
- It provides that every employee, other than those in confidential or managerial roles, shall be allowed a full day holiday each week.
- State governments can require additional afternoon closings or half-day holidays for certain shops, restaurants, or theaters.
- No wages can be deducted for holidays allowed under the Act. Inspectors can enforce the Act and penalties are
This document summarizes key aspects of the Factories Act of 1948 in India, including:
- The Act aims to ensure health, safety and welfare of factory workers. It sets rules for working hours, minimum age of workers, and leave.
- A factory is defined as any premises where 10 or more workers work with power or 20 or more without power. It does not include mines, military units, or restaurants.
- Key terms like worker, power, machinery are defined. A worker includes anyone involved directly or indirectly in manufacturing.
- The occupier is ultimately responsible for the factory. The occupier must submit plans and notify authorities at least 15 days before starting operations.
The factory act, 1948 by Dr. Lambodar SahaLambodar Saha
This document provides an overview of key health and safety provisions under the Factories Act of 1948 in India. It discusses requirements around:
1. Cleanliness and disposal of wastes in factories to keep them clean and prevent health hazards.
2. Ventilation, temperature control and limits on dust/fume exposure to ensure worker comfort and safety.
3. Restrictions on overcrowding to prevent health issues.
The document outlines compliance responsibilities of factory occupiers and enforcement powers of inspectors. It focuses on maintaining sanitary working conditions in factories.
The document summarizes key provisions of the Factories Act of 1934 in Pakistan related to health, safety, welfare and working conditions for factory workers. It defines terms, outlines requirements for inspecting staff, and details regulations around cleanliness, ventilation, lighting, drinking water, machinery safety, holidays, and maximum working hours. The act aims to protect worker health and establish standards for hygiene, safety precautions, and welfare facilities in factories employing 10 or more workers.
This document is the Minimum Wages Act of 1948 from India. It establishes the framework for fixing minimum wage rates for certain employments in India. Some key points:
- It gives the appropriate state or central government the authority to fix minimum wage rates for scheduled employments, review them every 5 years, and revise them if needed.
- It defines key terms like wages, employee, employer, adolescent and provides guidance on fixing minimum wage rates such as allowing for different rates by employment, work class, age, or locality.
- It establishes that minimum wage rates can be fixed as basic rates with allowances adjusted for cost of living, or as inclusive rates, and defines how to calculate such allowances.
This document summarizes a presentation on the Factories Act of 1948 given by six individuals. It discusses key topics of the act including its extent and applications, definitions, general duties of occupiers, inspection staff, and manufacturing processes. The main points covered are that the act regulates work conditions in manufacturing establishments with 10 or more workers, defines important terms like "factory", "worker", and "occupier", outlines general health and safety duties of occupiers, and discusses the appointment and powers of inspection staff responsible for enforcing the act.
This document is the Factories Act of 1948 from India. Some key points:
- It consolidates and amends previous laws regulating labor in factories.
- It defines various terms including what constitutes a factory (premises with 10+ workers with power or 20+ without).
- It covers issues like working hours, holidays, leaves, welfare provisions, health and safety standards.
- The State Government is given powers like declaring factory departments as separate units, exempting factories in public emergencies for up to 3 months.
This document is the Factories Act of 1948 from India. Some key points:
- It consolidates and amends previous laws regulating labor in factories.
- It defines various terms including what constitutes a factory (premises with 10+ workers with power or 20+ without).
- It covers issues like working hours, holidays, leaves, welfare provisions, health and safety standards.
- The State Government is given powers like declaring factory departments as separate units, exempting factories in public emergencies for up to 3 months.
The beedi and cigar workers (conditions of employment) amendment act, 1993UllalNews
ಬೀಡಿ ಉಧ್ಯಮವನ್ನೇ ನಂಬಿರುವ ಸಂಸಾರಗಳು ಬೀದಿ ಪಾಲಾಗುವ ಸಾಧ್ಯತೆ ಇದೆ. ಆದಷ್ಟು ಬೇಗ ಸರಕಾರಕ್ಕೆ ಹತ್ತಿರ ಇರುವ ಜನರ ಸೇವಕ ಶಾಸನ ಸಭೆಗೆ ಆಯ್ಕೆ ಆದ ಜನಪ್ರತಿನಿದಿಗಳು ಕೂಡಲೇ ಸ್ಪಂದಿಸಬೇಕಾಗಿದೆ
The document outlines the key aspects of the Contract Labor Act of 1970 in India. It was enacted to prevent the exploitation of contract labor and improve their working conditions. The Act applies to establishments employing 20 or more contract workers and contractors employing the same. It establishes welfare provisions like canteens, restrooms, drinking water, first aid and the responsibilities of contractors and principal employers around payment of wages. Authorities like inspectors, registration officers and various labor boards are constituted to enforce the provisions of the Act.
INDUSTRIAL LAW UNIT 1- INDIAN FACTORIES ACT 1948janaj6
An Act to consolidate and amend the law regulating labour in factories.
This Act may be called the Factories Act, 1948.
It shall come into force on the 1st day of April 1949.
The child labour (prohibition and regulation) act, 1986Leo Lukose
This document is the Child Labour (Prohibition and Regulation) Act of 1986 from India. It aims to prohibit child labor (under 14 years of age) in certain occupations and regulate work conditions for children in other occupations. Some key points:
- It prohibits employment of children in occupations/processes listed in Schedules A and B which are hazardous.
- It regulates work conditions for children permitted to work, such as limiting work hours to 3 hours before a 1 hour break, and not between 7pm-8am.
- It requires establishments to maintain records of child workers and display notices about prohibitions.
- Non-compliance is punishable with fines or imprisonment. The Act aims to balance prohib
The child labour (prohibition and regulation) act, 1986Leo Lukose
This document is the Child Labour (Prohibition and Regulation) Act of 1986 from India. It aims to prohibit child labor for certain occupations and processes and regulate working conditions for children in other jobs. Some key points:
- It bans employment of children below 14 years old in occupations and processes listed in Schedules A and B, which include hazardous jobs.
- It regulates the working hours, holidays and health/safety conditions for children employed in other establishments not involving banned jobs. For example, it limits the daily and weekly working hours for children.
- It requires establishments to maintain records of child workers and display notices about prohibitions. Disputes over a child's age must be referred to medical authorities.
This document summarizes the Maternity Benefit Act of 1961 in India. The key points are:
1) The Act regulates the employment of women in certain establishments during pregnancy and provides for maternity benefits and other benefits.
2) It applies initially to factories, mines, plantations, and establishments where performances are held. State governments can extend it to other establishments with approval.
3) Women cannot be employed during the six weeks after delivery or miscarriage, and pregnant women cannot perform arduous work.
4) Women are entitled to paid maternity leave at their normal wages for a period of 12 weeks - 6 weeks before and 6 weeks after delivery.
This document summarizes the Maternity Benefit Act of 1961 in India. The key points are:
1) The Act regulates the employment of women in certain establishments during pregnancy and provides for maternity benefits and other benefits.
2) It applies initially to factories, mines, plantations, and establishments where performances are held. State governments can extend it to other establishments.
3) It prohibits the employment of women 6 weeks before and after delivery. Pregnant women cannot perform arduous work.
4) Women are entitled to paid maternity leave at their normal wages for 12 weeks - 6 before and 6 after delivery. They must have worked 160 days to be eligible.
The document summarizes the Maternity Benefit Act of 1961 in India. The key points are:
1) The act regulates the employment of women in certain establishments during pregnancy and after childbirth, and provides for maternity benefits and other benefits.
2) It applies to factories, mines, plantations, and establishments where performances are held. Women are entitled to maternity benefits for 12 weeks - 6 weeks before and after delivery.
3) Employers cannot knowingly employ a woman in the 6 weeks after delivery or miscarriage, and pregnant women cannot be made to do arduous work.
4) Women fulfilling certain criteria regarding employment duration are entitled to paid leave and a medical bonus
This document summarizes the Factories Act of 1965 in Bangladesh. It outlines the key chapters which address health and safety standards in factories, including provisions around working hours, leave, penalties for noncompliance, and key definitions like what constitutes a factory. It also provides authorities for the government to exempt certain factories, declare factory departments as separate entities, and notify when factories must provide notices about their operations.
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Alter Ego: If there is such a unity of interest and ownership between the corporation and its shareholders or members that the separate personalities of the corporation and the individuals no longer exist, courts may treat the corporation as the alter ego of its owners and hold them personally liable.
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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।
1. PLANTATIONS LABOUR ACT, 1951
THE PLANTATIONS LABOUR ACT, 1951
NO.LXIX OF 1951
[2nd November,1951]
An Act to provide for the welfare of labour, and to regulate the conditions of work, in plantations.
BE it enacted by Parliament as follows:--
CHAPTER I
PRELIMINARY
1.Short title, extent, commencement and application.--(1) This Act may be called the Plantations Labour Act, 1951.
(2) It extends to the whole of India except the State of Jammu and Kashmir.
(3) It shall come into force on such date as the Central Government may, by notification in the Official Gazette,
appoint.
(4) It applies in the first instance to all tea, coffee, rubber and cinchona plantations, but any State Government may,
subject to the previous approval of the Central Government, by notification in the Official Gazette, apply it to any
other class of plantations within that State.
2.Definitions.-- In this Act, unless the context otherwise requires,--
(a) "adolescent" means a person who has completed his fifteenth year but has not completed his eighteenth year;
(b) "adult" means a person who has completed his eighteenth year;
(c) "child" means a person who has not completed his fifteenth years";
(d) "day" means a period of twenty-four hours beginning at midnight;
(e) "employer" when used in relation to a plantation means the person who has the ultimate control over the affairs
of the plantations, and where the affairs of any plantation are entrusted to any other person (whether called a
managing agent, manager, superintendent or by any other name) such other person shall be deemed to be the
employer in relation to that plantation;
(f) "plantation" means any land used or intended to be used for growing tea, coffee, rubber or cinchona which
admeasures twenty- five acres or more and whereon thirty or more persons are employed, or were employed on
any day of the preceding twelve months, and in any State where the provisions of this Act have been applied by
notification under sub-section (4) of section 1 to any other class of plantations, means also any land used or intended
to be used for growing the plant mentioned in such notification and whereon thirty or more persons are employed, or
were employed on any day of the preceding twelve months;
(g) "prescribed" means prescribed by rules made under this Act;
(h) "qualified medical practitioner" means a person having a certificate granted by an authority specified in the
Schedule to the Indian Medical Degrees Act, 1916 (VII of 1916), or in the Schedules to the Indian Medical Council
Act, 1933 (XXVII of 1933) and also persons having certificates granted under the different State (Provincial)
Medical Council Acts;
(i) "wages" has the meaning assigned to it in clause (h) of section 2 of the Minimum Wages Act, 1948 (XI of 1948);
(j) "week" means period of seven days beginning at midnight on Saturday night or such other night as may be fixed
Page 1
2. PLANTATIONS LABOUR ACT, 1951
(j) "week" means period of seven days beginning at midnight on Saturday night or such other night as may be fixed
by the State Government in relation to plantation in any area after such consultation as may be prescribed with
reference to the plantations concerned in that area;
(k) "worker" means a person employed in a plantation for hire or reward, whether directly or through any agency, to
do any work, skilled, unskilled, manual or clerical, but does not include--
(a) a medical officer at the plantations;
(b) any person whose monthly wages exceed three hundred rupees; or
(c) a person employed in a plantation primarily in a management capacity notwithstanding that his monthly wages
do not exceed rupees three hundred;
(l) "young person" means a person who is either a child or an adolescent.
3.Reference to time of day.--In this Act, reference to time of day are references to Indian Standard time being five
and a half hours ahead of Greenwich Mean time:
Provided that for any area in which the Indian Standard time is not ordinarily observed, the State Government may
make rules --
(a) specifying the area;
(b) defining the local mean time ordinarily observed therein and
(c) permitting such time to be observed in all or any of the plantations situated in that area.
CHAPTER II
INSPECTING STAFF
4.Chief inspector and inspectors.--(1) The State Government may, by notification in the Official Gazette, appoint for
the State a duly qualified person to be the chief inspector or plantations and so many duly qualified persons to be
inspectors or plantations subordinate to the chief inspector as it thinks fit.
(2) Subject to such rules as may be made in this behalf by the State Government, the chief inspector may declare
the local area or areas within which, or the plantations with respect to which, inspectors shall exercise their powers
under this Act, and may himself exercise the powers of an inspector within such limits as may be assigned to him
by the State Government.
(3) The chief inspector and all inspectors shall be deemed to be public servants within the meaning of the Indian
Penal Code (Act XLV of 1860).
5.Powers and functions of inspectors.--Subject to any rules made by the State Government in this behalf, an
inspector may within the local limits for which he is appointed--
(a) make such examination and inquiry as he thinks fit in order to ascertain whether the provisions of this Act and
of the rules made thereunder are being observed in the case of any plantation;
(b) with such assistants, if any, as he thinks fit, enter, inspect and examine any plantation or part thereof at any
reasonable time for purpose of carrying out the objects of this Act;
(c) examine the crops grown in any plantation or any worker employed therein or require the production of any
register or other document maintained in pursuance of this Act, and take on the spot or otherwise statements of any
person which he may consider necessary for carrying out the purposes of this Act;
(d) exercise such other powers as may be prescribed:
Page 2
3. PLANTATIONS LABOUR ACT, 1951
(d) exercise such other powers as may be prescribed:
Provided that no person shall be compelled under this section to answer any question or make any statement
tending to incriminate himself.
6.Facilities to be afforded to inspectors.--Every employer shall afford the inspector all reasonable facilities for
making any entry , inspection , examination or inquiry under this Act.
7.Certifying surgeons.- (1) The State Government may appoint qualified medical practitioners to be certifying
surgeons for the purposes of this Act within such local limits or for such plantation or class of plantations as it may
assign to them respectively.
(2) The certifying surgeon shall carry out such duties as may be prescribed in connection with--
(a) the examination and certification of workers;
(b) the exercise of such medical supervisions as may be prescribed where adolscents and children are, or are to be,
employed in any work in any plantation which is likely to clause injury to their health.
CHAPTER III
PROVISIONS AS TO HEALTH
8.Drinking water.--In every plantation effective arrangements shall be made by the employer to provide and
maintain at convenient places in the plantation a sufficient supply of wholesale drinking water for all workers.
9.Conservancy.--(1) There shall be provided separately for makes and females in every plantation a sufficient
number of latrines and urinals of prescribed type so situated as to be convenient and accessible to workers
employed therein.
(2) All latrines and urinals provided under sub-section (1) shall be maintained in a clean and sanitary condition.
10.Medical facilities.--(1) In every plantation there shall be provided and maintained so as to be readily available
such medical facilities for the workers as may be prescribed by the State Government.
(2) If in any plantation medical facilities are not provided and maintained as required by sub-section (1) the chief
inspector may cause to be provided and maintained therein such medical facilities, and recover the cost thereof
from the defaulting employer.
(3) For the purposes of such recovery the chief inspector may certify the costs to be recovered to the collector,
who may recover the amount as an arrear of land-revenue.
CHAPTER IV
WELFARE
11.Canteens.--(1) The State Government may make rules requiring that in every plantation wherein one hundred
and fifty workers, are ordinary employed, one or more canteens shall be provided and maintained by the employer
for the case of the workers.
(2) Without prejudice to the generality of the foregoing power, such rules provide for--
(a) the date by which the canteen shall be provided;
(b) the number of canteens that shall be provided and the standards in respect of construction, accommodation,
furniture and other equipment of the canteens;
Page 3
4. PLANTATIONS LABOUR ACT, 1951
furniture and other equipment of the canteens;
(c) the food-stuffs which may be served therein and the charges which may be made therefor;
(d) the constitution of a managing committee for the canteen and the representation of the workers in the
management of the canteen;
(e) the delegation to the chief inspector, subject to such conditions as may be prescribed, of the power to make
rules under clause (c).
12.Creches.--(1) In every plantation wherein fifty or more women workers are employed or were employed on any
day of the preceding twelve months, there shall be provided and maintained by the employer suitable rooms for the
use of children of such women who are below the age of six years.
(2) Such rooms shall--
(a) provide adequate accommodation;
(b) the adequately lighted and ventilated;
(c) be maintained in a clean and sanitary condition; and
(d) be under the charge of a woman trained in the care of children and infants.
(3) The State Government may make rules prescribing the location and the standards of such rooms in respect of
their construction and accommodation and the equipment and amenities to be provided therein.
13.Recreational facilities.--The State Government may make rules requiring every employer to make provisions in
his plantation for such recreational facilities for the workers and children employed therein as may be prescribed.
14.Educational facilities.--Where the children between the ages of six and twelve of workers employed in any
plantation exceed twenty-five in number, the State Government may make rules requiring every employer to
provide educational facilities for the children in such manner and of such standard as may prescribed.
15.Housing facilities.-- It shall be the duty of every employer to provide and maintain for every worker and his
family residing in the plantation necessary housing accommodation.
16.Power to make rules relating to housing.-- The State Government may make rules for the purpose of giving
effect to the provisions of section 15 and, in particular providing for--
(a) the standard and specification of the accommodation to be provided;
(b) the selection and preparation of sites for the construction of houses and the size of such plot;
(c) the constitution of advisory boards consisting of representatives of the State Government, the employer and the
workers for consultation in regard to matters connected with housing and the exercise by them of such powers,
functions and duties in relation thereto as may be specified;
(d) the fixing of rent, if any, for the housing accommodation provided for workers;
(e) the allotment to workers and their families of housing accommodation and of suitable strips of vacant land
adjoining such accommodation for the purpose of maintaining kitchen gardens, the definition of what constitutes the
family of a worker for the purposes of section 15, and for the eviction of workers and their families from such
accommodation;
(f) access to the public to those parts of the plantation wherein the workers are housed.
17.Other facilities.-- The State Government may make rules requiring that in every plantation the employer shall
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5. PLANTATIONS LABOUR ACT, 1951
17.Other facilities.-- The State Government may make rules requiring that in every plantation the employer shall
provide the workers with such number and type of unbrellas, blankets, rain coats or other like amenities for the
protection of workers from rain or cold as may be prescribed.
18.Welfare officers.--(1) In every plantation wherein three hundred or more workers are ordinarily employed the
employer shall company such number of welfare officers as may be prescribed.
(2) The State Government may prescribe the duties, qualifications and conditions of service of officers employed
under sub-section (1).
CHAPTER V
HOURS AND LIMITATION OF EMPLOYMENT
19.Weekly hours.-- Save as otherwise expressly provided in this Act, no adult worker shall be required or allowed
to work on any plantation in excess of fifty-four hours a week and no adolescent or child for more than forty hours
a week.
20.Weekly holidays.-- (1) The State Government may by rules made in this behalf--
(a) provide for a day of rest in every period of seven days which shall be allowed to all workers;
(b) provide for payment for work done on a day of rest at a rate not less than the overtime rate prevailing in the
area, and where there is no such rate as may be fixed by the State Government in this behalf.
(2) Notwithstanding anything contained in clause (a) of sub- section (1) Where a worker is willing to work on any
day of rest which is not a closed holiday in the plantation, nothing contained in this section shall prevent him from
doing so:
Provided that in so doing a worker does not work for more than ten days consecutively without a holiday for a
whole day intervening.
Explanation 1.-- Where on any day a worker has been prevented from working in any plantation by reason of
tempest, fire, rain or other natural causes, that day, may, if he so desires, be treated as his day of rest for the
relevant period of seven days within the meaning of sub-section (1).
Explanation 2.--Nothing contained in this section shall apply to any worker whose total period of employment
including any day spent on leave is less than six days.
21.Daily intervals for rest.-- The period of work on each day shall be so fixed that no period shall exceed five hours
and that no worker shall work for more than five hours before he has had an interval for rest for at least half an
hour.
22.Spread-over.--The period of work of an adult worker in a plantation shall be so arranged that inclusive of this
interval for rest under section 19 it shall not spread-over more than twelve hours including the time spent in waiting
for work on any day.
23.Notice of period of work.--(1) There shall be displayed and correctly maintained in every plantation a notice of
periods of work in such form and manner as may be prescribed showing clearly for every day the periods during
which the workers may be required to work.
(2) Subject to the other provisions contained in this Act, no worker shall be required or allowed to work in any
plantation otherwise than in accordance with the notice of periods of work displayed in the plantation.
(3) An employer may refuse to employ a worker for any day if on that day he turns up for work more than half an
hour after the time fixed for the commencement of the day's work.
24.Prohibition of employment of young children.--No child who has not completed his twelfth years shall be
Page 5
6. PLANTATIONS LABOUR ACT, 1951
24.Prohibition of employment of young children.--No child who has not completed his twelfth years shall be
required or allowed to work in any plantation.
25.Night work for women and children.-- Except with the permission of the State Government, no woman or child
worker shall be employed in any plantation otherwise than between the hours of 6 A.M.and 7 P.M.:
Provided that nothing in this section shall be deemed to apply to midwives and nurses employed as such in any
plantation.
26.Non-adult workers to carry tokens.-- No child who has completed his twelfth year and no adolescent shall be
required or allowed to work if any plantation unless-
(a) a certificate of fitness granted with reference to him under section 27 is in the custody of the employer; and
(b) such child or adolescent carries with him while he is at work a token giving a reference to such certificate.
27.Certificate of fitness.-- (1) A certifying surgeon, shall on the application of any young person or his parent or
guardian accompaned by a document signed by the employer or any other person on his behalf that such person will
be employed in the plantation if certified to be fit for work, or on the application of the employer or any other person
on his behalf with reference to any young person intending to work, examine such person and ascertain his fitness
for work either as a child or as an adolescent.
(2) A certificate of fitness granted under this section shall be valid for a period of twelve months from the date
thereof, but may be renewed.
(3) Any fee payable for a certificate under this section shall be paid by the employer and shall not be recoverable
from the young person, his parents or guardian.
28.Power to require medical examination.--An inspector may, if he thinks necessary so to do, cause any young
person employed in a plantation to be examined by a certifying surgeon.
CHAPTER VI
LEAVE WITH WAGES
29.Application of Chapter.-- (1) The provisions of this Chapter shall not operate to the prejudice of any rights to
which a worker may be entitled under any other law or under the terms of any award, agreement, or contract of
service:
Provided that where such agreement or contract of service provides in section 30, include weekly holidays or
holidays for festivals or other similar occasions.
Explanation.- For the purposes of this Chapter leave shall not , except as provided in section 30, include weekly
holidays or holidays for festivals or other similar occasions.
30.Annual leave with wages.--(1) Every worker shall be allowed leave with wages for a number of days calculated
at the rate of--
(a) if an adult, one day for every twenty days of work performed by him, and
(b) if a young person, one day for every fifteen days of work performed by him:
Provided that a period of leave shall be inclusive of any holiday which may occur during such periods.
(2) If a worker does not in any one period of twelve months take the whole of the leave allowed to him under sub-
Page 6
7. PLANTATIONS LABOUR ACT, 1951
(2) If a worker does not in any one period of twelve months take the whole of the leave allowed to him under sub-
section (1).any leave not taken by him shall be added to the leave t be allowed to him under that sub-section in
succeeding period of twelve months.
(3) A worker shall cease to earn any leave under this section when the earned leaved due to him amounts to thirty
days.
31.Wages during leave period.--(1) For the leave allowed to a worker under section 30 he shall be paid at the rate
equal to the daily average of his total full-time wages, exclusive of any overtime earnings and bonus, if any, but
inclusive of dearness allowances and the cash equivalent of any advantages accruing by the concessionalsupply by
the employer of foodgrains for the day on which he worked.
(2) A worker who has been allowed leave for any period less, than four days in the case of an adult and five days
in the case of a young person under section 30 shall, before his leave begins, be paid his wages for the period of the
leave allowed.
32.Sickness and maternity benefits.--(1) Subject to any rules that may be made in this behalf, every worker shall be
entitled to obtained from his employer.--
(a) in the case of sickness certified by a qualified medical practitioner, sickness allowance, and
(b) if a woman, in the case of confinement or expected confinement, maternity allowance.
at such rate, for such period and at such intervals as may be prescribed.
(2) The State Government may make rules regulating the payment of sickness or maternity allowance and any such
rules may specify the circumstances in which such allowance shall not be payable or shall cease to be payable, and
in framing any rules under this section the State Government shall have due regard to the medical facilities that may
be provided by the employer in any plantation.
CHAPTER VII
PENALTIES AND PROCEDURE
33.Obstruction.-- (1) Whoever obstructs an inspector in the discharge of his duties under this Act or refuses or
wilfully neglects to afford the inspector any reasonable facility or making any inspection, examination or inquiry
authorised by or under this Act in relation to any plantation, shall be punishable with imprisonment for a term which
may extend to three months, or with fine which may extend to five hundred rupees, or with both.
(2) Whoever wilfully refuses to produce on the demand of an inspector any register or other document kept in
pursuance of this Act or prevents or attempts to prevent or does anything which he has reason to believe is likely to
prevent any person from appearing before or being examined by an inspector acting in pursuance of his duties
under this Act, shall be punishable with imprisonment for a term which may extend to three months or with fine
which may extend to five hundred rupees, or with both.
34.Use of false certificate of fitness.-- Whoever knowingly uses or attempts to use as a certificate of fitness
granted to himself under section 27 a certificate to another person under that section, or having been granted a
certificate of fitness to himself, knowingly allows it to be used, or allows an attempt to use it to be made by another
person, shall be punishable with imprisonment which may extend to one month, or with fine which may extent to
fifty rupees, or with both.
35.Contravention of provisions regarding employment of labour.-- Whoever, except at otherwise permitted by or
under this Act, contravenes any provision of this Act or of any rules made thereunder, prohibiting, restricting or
regulating the employment of persons in a plantation, shall be punishable with imprisonment for a term which may
extend to three months or with the fine which may extend to five hundred rupees, or with both.
36.Other offences.--Whoever contravenes any of the provisions of this Act or of any rules made thereunder for
which no other penalty is elsewhere provided by or under this Act shall be punishable with imprisonment for a term
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which no other penalty is elsewhere provided by or under this Act shall be punishable with imprisonment for a term
which may extend to three months, or with fine which may extend to five hundred rupees, or with both.
37.Enhanced penalty after previous conviction.-- If any person who has been convicted of any offence punishable
under this Act is again guilty of an offence involving a contravention of the same provision, he shall be punishable
on a subsequent conviction with imprisonment which may extend to six months or with fine which may extend to
one thousand rupees, or with both:
Provided that for the purposes of this section no cognizance shall be taken of any conviction made more than two
years before the commission of the offence which is being punished.
38.Exemption of employer from liability in certain cases.-- Where an employer charged with an offence under this
Act, alleges that another person is the actual offender, he shall be entitled upon complaint made by him in this
behalf, to have, on giving to the prosecutor in this behalf three clear days notice in writing of his intention so to do,
that other person brought before the court on the day appointed for the hearing of the case and if, after the
commission of the offence has been proved, the employer proves to the satisfaction of the court that--
(a) he has used due diligence to enforce the execution of the relevant provisions of this Act; and
(b) that the other person committed the offence in question without his knowledge, consent or connivance:
the said other person shall be convicted of the offence and shall be liable to the like punishment as if he were the
employer and the employer shall be acquitted:
Provided that---
(a) the employer may be examined on oath his evidence and that of any witness whom he calls in his support shall
be subject to cross-examination on behalf of the person he charges to be the actual offender and by the prosecutor,
and
(b) if, in spite of due diligence, the person alleged as the actual offender cannot be brought before the court on the
day appointed for the hearing of the case, the court shall adjourn the hearing thereof from time to time so, however,
that the total period of such adjournment does not exceed three months, and if, by the end of the said period, the
person alleged as the actual offender cannot still be brought before the court, the court shall proceed to hear the
case against the employer.
39.Cognizance of offences.---No court shall take cognizance of any offence under this Act except on complaint
made by, or with the previous sanction in writing of, the chief inspector and no court inferior to that of a presidency
magistrate or a magistrate of the second class shall try any offence punishable under this Act.
40.Limitation of prosecutions.--No court shall take cognizance of an offence punishable under this Act unless the
complaint thereof has been made or is made within three months from the date on which the alleged commission of
the offence came to the knowledge of an inspector:
Provided that where the offence consists of disobeying a written order made by an inspector, complaint thereof
may be made within six months of the date on which the offence is alleged to have been committed.
CHAPTER VIII
MISCELLANEOUS
41.Power to give directions.---The Central Government may give directions to the Government of any State as to
the carrying into execution in the State of the provisions contained in this Act.
42.Power to exempt.----The State Government may, by order in writing, exempt, subject to such conditions and
restrictions as it may think fit to impose, any employer or class of employers from all or any of the provisions of this
Act:
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9. PLANTATIONS LABOUR ACT, 1951
Act:
Provided that no such exemption shall be granted except with the previous approval of the Central Government.
43.General power to make rules.---(1) The State Government may, subject to the condition of previous publication,
make rules to carry out the purposes of this Act:
Provided that the date to be specified under clause (3) of section 23 of the General Clauses Act, 1897 (X of 1897)
shall not be less than six weeks from the date on which the draft of the proposed rules was published.
(2) In particular and without prejudice to the generality of the foregoing power, any such rules may provide for---
(a) the qualifications required in respect of the chief inspector and inspector;
(b) the powers which may be exercised by inspectors and the areas in which and the manner in which such powers
may be exercised;
(c) the medical supervision which may be exercised by certifying surgeons;
(d) the examination by inspectors or other persons of the supply and distribution of drinking water in plantations;
(e) appeals from any order of the chief inspector or inspector and the form in which, the time within which and the
authorities to which, such appeals may be preferred;
(f) the time within which housing, recreational, educational or other facilities required by this Act to be provided and
maintained may be so provided;
(g) the types of laterines and urinals that should be maintained in plantations;
(h) the medical recreational and educational facilities that should be provided in plantations;
(i) the form and manner in which notices of period or work shall be displayed and maintained.
(j) the registers which should be maintained by employers and the returns, whether occasional or periodical, as in
the opinion of the state Government may be required for the purposes of this Act; and
(k) the hours of work for a normal working day for the purpose of wages and the overtime.
(3) All rules made under this Act shall, if made by any Government, other than the Central Government, be subject
to the previous approval of the Central Government.
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