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.
The document summarizes the Factories Act of 1934 in Pakistan. It outlines several chapters including preliminary definitions, the inspecting staff, health and safety regulations, restrictions on working hours for adults, special provisions for adolescents and children, penalties and procedures, and supplemental rules. The Act aims to consolidate and amend laws regulating labor in factories by establishing standards for facilities, hygiene, working hours and other working conditions to protect worker health and safety.
The presentation is about factory act 1948. Here you will get all the information regarding Factory act 1948. The meaning, definition, provision of factory act 1948 regarding health and welfare of the workers and penalty procedure. Hope it will be informative for every one.
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.
Provisions of Factories Act 1948,
Statutory Provisions under the Factories Act 1948,
Provisions Regarding the Health of Workers,
Provisions Regarding the Safety of Workers,
Provisions Regarding the Welfare of Workers,
For Basic Concept of Factory law and some related Definition click on below link
https://www.slideshare.net/sheryshrivastava/factories-act1948-1
Section 11: Cleanliness
Section 12: Disposal of effluents and wastes
Section 13: Ventilation and Temperature
Section 14: Dust and Fume
Section 15: Artificial Humidification
Section 16: Overcrowding
Section 17: Lighting
Section 18: Drinking Water
Section 19: Latrines and Urinals
Section 20: Spittoons.
For Safety Measures of Factory Act click on below link
https://www.slideshare.net/sheryshrivastava/factories-act1948-part-3
The Factories Act, 1948 aims to provide safety, health and welfare measures for workers in factories. [1] It applies to factories using power and employing 10 or more workers, or 20 or more workers without power. [2] The Act lays down provisions regarding licensing, health and safety measures like cleanliness, ventilation, lighting, dust control, welfare amenities and limits on working hours for adults and employment of women and children. [3] It also contains provisions for annual leave with wages and provisions specific to hazardous processes.
The Factories Act of 1948 aims to protect workers in factories from industrial and occupational hazards. It defines what constitutes a factory and sets requirements around health, safety, cleanliness and other working conditions. Key aspects include regulations around machinery safety, ventilation, lighting, drinking water, sanitation facilities and protection of vulnerable groups like women, children and adolescents. The Act establishes an inspectorate to enforce compliance with its provisions.
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 document summarizes the Factories Act of 1934 in Pakistan. It outlines several chapters including preliminary definitions, the inspecting staff, health and safety regulations, restrictions on working hours for adults, special provisions for adolescents and children, penalties and procedures, and supplemental rules. The Act aims to consolidate and amend laws regulating labor in factories by establishing standards for facilities, hygiene, working hours and other working conditions to protect worker health and safety.
The presentation is about factory act 1948. Here you will get all the information regarding Factory act 1948. The meaning, definition, provision of factory act 1948 regarding health and welfare of the workers and penalty procedure. Hope it will be informative for every one.
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.
Provisions of Factories Act 1948,
Statutory Provisions under the Factories Act 1948,
Provisions Regarding the Health of Workers,
Provisions Regarding the Safety of Workers,
Provisions Regarding the Welfare of Workers,
For Basic Concept of Factory law and some related Definition click on below link
https://www.slideshare.net/sheryshrivastava/factories-act1948-1
Section 11: Cleanliness
Section 12: Disposal of effluents and wastes
Section 13: Ventilation and Temperature
Section 14: Dust and Fume
Section 15: Artificial Humidification
Section 16: Overcrowding
Section 17: Lighting
Section 18: Drinking Water
Section 19: Latrines and Urinals
Section 20: Spittoons.
For Safety Measures of Factory Act click on below link
https://www.slideshare.net/sheryshrivastava/factories-act1948-part-3
The Factories Act, 1948 aims to provide safety, health and welfare measures for workers in factories. [1] It applies to factories using power and employing 10 or more workers, or 20 or more workers without power. [2] The Act lays down provisions regarding licensing, health and safety measures like cleanliness, ventilation, lighting, dust control, welfare amenities and limits on working hours for adults and employment of women and children. [3] It also contains provisions for annual leave with wages and provisions specific to hazardous processes.
The Factories Act of 1948 aims to protect workers in factories from industrial and occupational hazards. It defines what constitutes a factory and sets requirements around health, safety, cleanliness and other working conditions. Key aspects include regulations around machinery safety, ventilation, lighting, drinking water, sanitation facilities and protection of vulnerable groups like women, children and adolescents. The Act establishes an inspectorate to enforce compliance with its provisions.
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 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.
Factories act 1948 health, safety and welfare of workerssajeena aanji
The document summarizes the Factories Act of 1948 in India. It was passed to ensure adequate safety measures and promote the health and safety of workers in factories. Some key points:
- It defines a factory and outlines provisions for worker health (cleanliness, ventilation, lighting), safety (machinery safety, protective equipment), and welfare (washing facilities, first aid, canteens).
- For health, it covers issues like cleanliness, ventilation, dust/fume control, and overcrowding.
- For safety, it addresses machinery safety, hoists/lifts, hazardous processes, fire safety, and more.
- Welfare provisions include washing facilities, rest areas, cre
1. The Factories Act of 1948 consolidates and amends laws regulating labor in factories in India.
2. It defines key terms including what constitutes a factory, who is considered a worker or occupier, and clarifies that references to time are in Indian Standard Time.
3. The legislation aims to protect worker health and safety through provisions related to issues like sanitation, ventilation, lighting, dust hazards and precautions against fire.
OVERVIEW OF FACTORIES ACT, 1948: The Factories Act, 1948 has been enacted to consolidate and amend the law regulating the workers working in the factories. It extends to the whole of India
This document contains 15 multiple choice questions (MCQs) about the Factories Act of 1948 in India. Some key points covered include:
- The annual return under the Act must be submitted by January 31st.
- A canteen managing committee can have no more than 5 or less than 2 elected workers.
- A "child" means a person under 15 years old.
- Hazardous processes cause health impairment or pollution.
- A factory has 10 or more workers.
This document outlines key definitions and provisions of the Factories Act of 1948 in India. It defines terms like factory, worker, manufacturing process and sets minimum requirements for factories regarding cleanliness, ventilation, lighting, drinking water and other facilities to ensure workers' health, safety and welfare. The Act grants powers to inspectors to enter premises and investigate accidents. It also provides for certifying surgeons to examine young workers.
This document outlines provisions regarding health and safety for workers in factories under Pakistani law. It discusses employer and employee responsibilities to maintain a safe workplace. It also highlights management's commitment to safety, including training workers, implementing safety policies, and addressing accidents. The document then covers high danger zones in factories and provides an overview of Pakistan's key safety and health laws, enforcement mechanisms, and special provisions for women and adolescent workers.
The Factories Act of 1948 outlines regulations for occupational safety, health and welfare of workers in factories. A factory is defined as any premises with 10 or more power-driven workers or 20 or more non-power-driven workers engaged in manufacturing. The Act aims to protect workers from industrial and occupational hazards by imposing obligations on factory owners regarding worker health and safety. It applies to manufacturing processes carried out in any premises, regardless of the number of employees. The Act covers definitions, approvals and registrations for factories, duties of occupiers, powers of inspectors, provisions around health, safety, welfare, hazardous processes and emergency exits in case of fire.
The document summarizes key provisions of the Factories Act of 1948 in India. It defines what constitutes a factory based on the number of employees. The objective of the Act is to protect workers' health and safety. A factory needs approval and must be registered and licensed. The occupier is responsible for workers' health, safety and welfare. Inspectors have powers to enter premises and examine compliance. Provisions relate to cleanliness, ventilation, lighting, drinking water, and safeguarding of machinery. The Act aims to regulate factories to promote workers' welfare.
The document discusses occupational safety and health (OSH) regulations in India. It outlines the objectives of OSH which include maintaining worker well-being and preventing health issues from working conditions. It also discusses that OSH aims to consider issues related to safety, medicine, hygiene, training, and psychology. Additionally, the document provides an overview of key provisions in India's Factories Act regarding cleanliness, waste disposal, ventilation, dust control, lighting, drinking water, sanitation, machinery safeguards, and work involving moving machinery.
Safety and security provisions under factories act 1948Amal Prasad
This document discusses safety and security provisions under the Factories Act of 1948 and its enforcement through inspections. It outlines 19 specific safety and security provisions covered by the Act relating to machinery, young workers, protective equipment, hazardous materials, and building safety. It also lists several other key labor laws that are enforced along with the Factories Act. The enforcement of these labor legislations is carried out by inspectors, who are appointed by the state government. The document describes the qualifications, duties, and powers of these inspectors in enforcing compliance with the safety and security provisions of the Factories Act and related labor laws.
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 Petroleum (Safety Measures) Act 1984 of Malaysia. It contains 11 parts that cover various aspects of petroleum transportation, storage, and utilization safety. The act establishes regulations for transporting petroleum by road, railway, water, pipelines and prohibits its transport by air. It requires licenses for petroleum storage and handling. The Minister is authorized to make regulations on safety measures and appoint inspectors to enforce the act. Offenses and penalties are outlined for non-compliance.
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.
The Factories Act of 1948 aims to regulate labor in factories and ensure adequate safety and welfare measures for workers. Some key provisions include requiring factories to provide clean drinking water, sanitation facilities, first aid, and safety measures around machinery. The Act also limits the hours adults can work and restricts employment of children. Factories must obtain approval and be registered with the state government. Authorized inspectors have powers to enter premises and ensure compliance with the Act.
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.
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 provides an overview of the key aspects of the Factory Act of 1948 in India. It defines what constitutes a factory and outlines the objectives of the act, which are to protect workers' health, safety, and welfare. It discusses definitions, provisions around health such as cleanliness, ventilation, and drinking water. It also covers welfare facilities, safety measures, restrictions on employing children and young persons, and definitions of important terms. The Factory Act of 1948 aimed to improve working conditions and reduce hazards for Indian factory workers.
This document provides an overview of key sections of the Factories Act of 1948 in India. It begins with definitions of terms like adult, child, factory, and manufacturing process. It describes the roles of inspectors in enforcing the act. It then summarizes various chapters concerning health and safety of workers, including requirements for cleanliness, disposal of waste, ventilation, dust control, limits on overcrowding, and lighting. The overall purpose of the act is to regulate factories and protect workers from industrial and occupational hazards.
The document provides an overview of key sections and definitions within the Factories Act of 1948 in India. It discusses definitions such as what constitutes a factory, adult, child, hazardous process and more. It outlines obligations of workers and their rights. It describes the roles and powers of inspectors appointed to enforce the Act. The purpose of the Act is to regulate factories and protect workers' health, safety and welfare.
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.
Factories act 1948 health, safety and welfare of workerssajeena aanji
The document summarizes the Factories Act of 1948 in India. It was passed to ensure adequate safety measures and promote the health and safety of workers in factories. Some key points:
- It defines a factory and outlines provisions for worker health (cleanliness, ventilation, lighting), safety (machinery safety, protective equipment), and welfare (washing facilities, first aid, canteens).
- For health, it covers issues like cleanliness, ventilation, dust/fume control, and overcrowding.
- For safety, it addresses machinery safety, hoists/lifts, hazardous processes, fire safety, and more.
- Welfare provisions include washing facilities, rest areas, cre
1. The Factories Act of 1948 consolidates and amends laws regulating labor in factories in India.
2. It defines key terms including what constitutes a factory, who is considered a worker or occupier, and clarifies that references to time are in Indian Standard Time.
3. The legislation aims to protect worker health and safety through provisions related to issues like sanitation, ventilation, lighting, dust hazards and precautions against fire.
OVERVIEW OF FACTORIES ACT, 1948: The Factories Act, 1948 has been enacted to consolidate and amend the law regulating the workers working in the factories. It extends to the whole of India
This document contains 15 multiple choice questions (MCQs) about the Factories Act of 1948 in India. Some key points covered include:
- The annual return under the Act must be submitted by January 31st.
- A canteen managing committee can have no more than 5 or less than 2 elected workers.
- A "child" means a person under 15 years old.
- Hazardous processes cause health impairment or pollution.
- A factory has 10 or more workers.
This document outlines key definitions and provisions of the Factories Act of 1948 in India. It defines terms like factory, worker, manufacturing process and sets minimum requirements for factories regarding cleanliness, ventilation, lighting, drinking water and other facilities to ensure workers' health, safety and welfare. The Act grants powers to inspectors to enter premises and investigate accidents. It also provides for certifying surgeons to examine young workers.
This document outlines provisions regarding health and safety for workers in factories under Pakistani law. It discusses employer and employee responsibilities to maintain a safe workplace. It also highlights management's commitment to safety, including training workers, implementing safety policies, and addressing accidents. The document then covers high danger zones in factories and provides an overview of Pakistan's key safety and health laws, enforcement mechanisms, and special provisions for women and adolescent workers.
The Factories Act of 1948 outlines regulations for occupational safety, health and welfare of workers in factories. A factory is defined as any premises with 10 or more power-driven workers or 20 or more non-power-driven workers engaged in manufacturing. The Act aims to protect workers from industrial and occupational hazards by imposing obligations on factory owners regarding worker health and safety. It applies to manufacturing processes carried out in any premises, regardless of the number of employees. The Act covers definitions, approvals and registrations for factories, duties of occupiers, powers of inspectors, provisions around health, safety, welfare, hazardous processes and emergency exits in case of fire.
The document summarizes key provisions of the Factories Act of 1948 in India. It defines what constitutes a factory based on the number of employees. The objective of the Act is to protect workers' health and safety. A factory needs approval and must be registered and licensed. The occupier is responsible for workers' health, safety and welfare. Inspectors have powers to enter premises and examine compliance. Provisions relate to cleanliness, ventilation, lighting, drinking water, and safeguarding of machinery. The Act aims to regulate factories to promote workers' welfare.
The document discusses occupational safety and health (OSH) regulations in India. It outlines the objectives of OSH which include maintaining worker well-being and preventing health issues from working conditions. It also discusses that OSH aims to consider issues related to safety, medicine, hygiene, training, and psychology. Additionally, the document provides an overview of key provisions in India's Factories Act regarding cleanliness, waste disposal, ventilation, dust control, lighting, drinking water, sanitation, machinery safeguards, and work involving moving machinery.
Safety and security provisions under factories act 1948Amal Prasad
This document discusses safety and security provisions under the Factories Act of 1948 and its enforcement through inspections. It outlines 19 specific safety and security provisions covered by the Act relating to machinery, young workers, protective equipment, hazardous materials, and building safety. It also lists several other key labor laws that are enforced along with the Factories Act. The enforcement of these labor legislations is carried out by inspectors, who are appointed by the state government. The document describes the qualifications, duties, and powers of these inspectors in enforcing compliance with the safety and security provisions of the Factories Act and related labor laws.
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 Petroleum (Safety Measures) Act 1984 of Malaysia. It contains 11 parts that cover various aspects of petroleum transportation, storage, and utilization safety. The act establishes regulations for transporting petroleum by road, railway, water, pipelines and prohibits its transport by air. It requires licenses for petroleum storage and handling. The Minister is authorized to make regulations on safety measures and appoint inspectors to enforce the act. Offenses and penalties are outlined for non-compliance.
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.
The Factories Act of 1948 aims to regulate labor in factories and ensure adequate safety and welfare measures for workers. Some key provisions include requiring factories to provide clean drinking water, sanitation facilities, first aid, and safety measures around machinery. The Act also limits the hours adults can work and restricts employment of children. Factories must obtain approval and be registered with the state government. Authorized inspectors have powers to enter premises and ensure compliance with the Act.
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.
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 provides an overview of the key aspects of the Factory Act of 1948 in India. It defines what constitutes a factory and outlines the objectives of the act, which are to protect workers' health, safety, and welfare. It discusses definitions, provisions around health such as cleanliness, ventilation, and drinking water. It also covers welfare facilities, safety measures, restrictions on employing children and young persons, and definitions of important terms. The Factory Act of 1948 aimed to improve working conditions and reduce hazards for Indian factory workers.
This document provides an overview of key sections of the Factories Act of 1948 in India. It begins with definitions of terms like adult, child, factory, and manufacturing process. It describes the roles of inspectors in enforcing the act. It then summarizes various chapters concerning health and safety of workers, including requirements for cleanliness, disposal of waste, ventilation, dust control, limits on overcrowding, and lighting. The overall purpose of the act is to regulate factories and protect workers from industrial and occupational hazards.
The document provides an overview of key sections and definitions within the Factories Act of 1948 in India. It discusses definitions such as what constitutes a factory, adult, child, hazardous process and more. It outlines obligations of workers and their rights. It describes the roles and powers of inspectors appointed to enforce the Act. The purpose of the Act is to regulate factories and protect workers' health, safety and welfare.
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 discusses key provisions of the Factories Act of 1948 in India. It was established to regulate working conditions and protect the welfare of factory workers. Some key points:
- It sets limits on working hours, especially for women and children, and requires overtime pay. Annual leave, drinking water, sanitation and safety measures are also mandated.
- Hazardous processes and machinery must meet safety standards. Young or women workers cannot perform dangerous jobs. Accidents and injuries are to be prevented.
- Provisions around welfare aim to improve conditions, including requirements for first aid, canteens, creches, shelters and welfare officers depending on the number of employees.
- Over time, the Act
This document provides an overview of the Factories Act of 1948 in India. It discusses the history and background leading to the development of factory legislation in India, which was modeled after British factory laws. Key definitions are outlined, including those related to workers, occupiers, factories, and inspectors. The rights and obligations of workers are described. The duties of occupiers are also summarized. The process for approval, licensing and registration of factories is covered. Finally, the document discusses the appointment of inspectors and their powers, as well as the appointment and duties of certifying surgeons.
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.
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. It consolidates and amends previous laws regulating labor in factories. Some key points:
1) It defines various terms related to factories such as adult, adolescent, child, worker, factory, occupier, and manufacturing process.
2) It gives the state government power to declare different departments of a factory as separate factories or combine multiple factories into a single factory.
3) It allows the state government to exempt factories from the act during public emergencies for up to 3 months at a time.
4) It allows the state government to make rules requiring factory approval and licensing, and for registering factories.
This document is the Factories Act of 1948 from India. It consolidates and amends previous laws regulating labor in factories. Some key points:
1) It defines various terms related to factories like "adult", "adolescent", "child", "worker", and "factory".
2) It gives the State Government power to declare different departments of a factory as separate factories or combine multiple factories into a single factory.
3) It allows the State Government to exempt factories from the Act during public emergencies for up to 3 months at a time.
4) It allows the State Government to make rules requiring factory approval and licensing, and for registering factories.
Factories Act 1948
An Act to consolidate and amend the law regulating labour in factories.
WHEREAS it is expedient to consolidate and amend the law regulating labour in factories
HAQ: Center for Child Rights
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Tel: +91-26677412,26673599
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Website: www.haqcrc.org
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This document is the Factories Act of 1948 from the Government of India. Some key points:
1. The Act consolidates and amends laws regulating labor in factories. It extends to the whole of India and came into force in 1949.
2. It defines important terms like adult, adolescent, child, competent person, hazardous process, worker, factory, occupier and others. A factory is defined as premises with at least 10 or 20 workers, depending on whether power is used.
3. The Act provides interpretations for terms like day, week, power, machinery and manufacturing process. It also references time of day as Indian Standard Time.
This document outlines key sections from India's Factories Act of 1948, as amended in 1987. It defines important terms like adult, adolescent, child, worker, factory, and occupier. It establishes requirements for factory approval and licensing, as well as general duties of occupiers to ensure worker health and safety. Key requirements include the occupier sending a written notice to the Chief Inspector at least 15 days before occupying premises as a factory, and ensuring health, safety and welfare of workers while at work in the factory so far as is reasonably practicable.
Martin has been writing this novel for over a decade and is has pushed back the release date numerous times. The good news is that Martin is close to finishing the novel. In December 2022, he said that he has about 500 pages to go.
Since then, a writer’s strike has taken place. The good news is that Martin has said that it won’t affect the release date of the book. Even better, it may help Martin focus on the book since many TV shows and movies have been paused as a result. And as we all know, Martin is always working on something related to entertainment.
The Winds of Winter Release Date
With Martin focused on finishing the book, the only question left is when is The Winds of Winter going to be released? If there are isn’t any more delays, then the novel will be released late 2024. I wouldn’t be surprised if the novel ends up getting one final delay and ends up being released in early 2025.
A few more months isn’t bad compared to over a decade of waiting. What is going to frustrate readers is the release date of the final book in the series. Will it take even longer than this novel? Once fans finish reading The Winds of Winter , they will be craving the final book in the series and it will be years before it will be released.
The document summarizes key aspects of the Factories Act of 1948 in India. It outlines the origins of factory acts dating back to 1881 aimed at protecting workers' health and safety. The 1948 Act expanded the definition of a factory and strengthened provisions around child labor, working hours, health, safety and welfare of all workers. It defines key terms like factory, worker, occupier and manufacturing process. It also describes the various provisions in the Act related to cleanliness, ventilation, lighting, drinking water, latrines and welfare measures like washing facilities, clothing storage, first aid and sitting arrangements.
The Factories Act, 1948 establishes requirements for health, safety, and welfare of workers in factories. It aims to protect workers from industrial hazards. The Act applies to premises with at least 10 power-driven workers or 20 other workers. It defines key terms like child, adolescent, worker, and factory. It establishes obligations of factory owners to protect worker health and safety. It also outlines the roles and powers of Inspectors responsible for enforcing the Act.
This document discusses occupational safety and health (OSH) regulations in India. It outlines the objectives of OSH which include maintaining worker well-being, preventing health issues from working conditions, and becoming familiar with occupational environments and needs. It also discusses the key provisions of the Factories Act of 1948 which establish regulations for cleanliness, waste disposal, ventilation, dust control, lighting, drinking water, sanitation facilities, machinery safety, and other factors important for worker health and safety. The document provides an overview of the important laws and regulations in India that govern workplace environmental protection, pollution control, and safety.
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.
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.
Synopsis On Annual General Meeting/Extra Ordinary General Meeting With Ordinary And Special Businesses And Ordinary And Special Resolutions with Companies (Postal Ballot) Regulations, 2018
Matthew Professional CV experienced Government LiaisonMattGardner52
As an experienced Government Liaison, I have demonstrated expertise in Corporate Governance. My skill set includes senior-level management in Contract Management, Legal Support, and Diplomatic Relations. I have also gained proficiency as a Corporate Liaison, utilizing my strong background in accounting, finance, and legal, with a Bachelor's degree (B.A.) from California State University. My Administrative Skills further strengthen my ability to contribute to the growth and success of any organization.
Genocide in International Criminal Law.pptxMasoudZamani13
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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.
Group Enterprises: In some cases, where multiple corporations are closely related or form part of a single economic unit, courts may pierce the corporate veil to achieve equity, particularly if one corporation's actions harm creditors or other stakeholders and the corporate structure is being used to shield culpable parties from liability.
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2. Sec.1
1) This Act may be called the Factories Act, 1948.
1[(2) It extends to the whole of India 2 ***.]
(3) It shall come into force on the 1st day of April 1949.
3. FACTORY Sec.2
• A factory is a premises whereon 10 or more persons are engaged if power
is used, or 20 or more persons are engaged if power is not used, in a
manufacturing process.
• but does not include a mine subject to the operation of 7[the Mines Act,
1952 (35 of 1952)], or 8[a mobile mobile unit belonging to the armed
forces of the Union, railway running shed or a hotel, restaurant or eating
place].
4. Interpretations/ Terms in Factories Act Sec.2
“Adult" means a person who has completed his eighteenth year of age;
(b) “Adolescent" means a person, who has completed his fifteenth year of age but has not
completed his eighteenth year;
(bb) “Calendar year" means the period of twelve months beginning with the first day of
January in any year;
(c) “Child" means a person who has not completed his fifteenth year of age;
(ca) “Competent person", in relation to any provision of this Act, means a person or an
institution recognised as such by the Chief Inspector for the purposes of carrying out tests,
examinations and inspections required to be done in a factory under the provisions of this Act
having regard to-
(i) the qualifications and experience of the person and facilities available at his disposal,
or
(ii) the qualifications and experience of the persons employed in such institution and
facilities available therein, with regard to the conduct of such tests, examinations and
inspections, and more than one person or institution can be recognised as a competent
person in relation to a factory;
5. Terms in Factories Act
Sec.2
"young person" means a person, who is either a child or an adolescent;
(e) "day" means a period of twenty-four hours beginning at midnight;
(f) "week" means a period of seven days beginning at midnight on Saturday night or
such other night as may be approved in writing for a particular area by the Chief
Inspector of Factories;
(g) "power" means electrical energy, or any other form of energy, which is
mechanically transmitted and is not generated, by human or animal agency;
(h) "prime-mover" means any engine, motor or other appliance, which generates or
otherwise provides power;
(i) "transmission machinery" means any shift, wheel, drum, pulley, system of pulleys,
coupling, clutch, driving belt or other appliance or device by which the motion of a
prime-mover is transmitted to or received by any machinery or appliance;
6. Manufacturing Process Sec.2
Manufacturing process" means any process for-
1. Making, altering, repairing, ornamenting, finishing, packing, oiling, washing,
cleaning, breaking up, demolishing or otherwise treating or adopting any article or
substance with a view to its use, sale, transport, delivery or disposal; or
2. Pumping oil, water, sewage, or any other substance; or
3. Generating, transforming or transmitting power; or
4. Composing types for printing, printing by letter press, lithography, photogravure or
other similar process or book-binding; or
5. Constructing, reconstructing,, repairing, refitting, finishing or breaking up ships or
vessels; or
6. Preserving or storing any article in cold storage ;
7. Occupier Sec.2
Occupier" of a factory means the person, who has ultimate control over the
affairs of the factory,
(i) in the case of a firm or other association of individuals, any one of the
individual partners or members thereof shall be deemed to be the occupier;
(ii) in the case of a company, any one of the directors, shall be deemed to be
the occupier:
(iii) in the case of a factory owned or controlled by the Central Government or
any State Government, or any local authority, the person or persons appointed
to manage the affairs of the factory by the Central Government, the State
Government or the local authority, as the case may be, shall be deemed to be
the occupier
8. Duties of occupier Sec.7A
(1) Every occupier shall ensure, so far as is reasonably practicable, the health, safety
and welfare of all workers while they are at work in the factory.
(2) Without prejudice to the generality of the provisions of sub-section (1), the
matters to which such duty extends, shall include-
(a) the provision and maintenance of plant and systems of work in the factory
(b) the arrangement in the factory
(c) Instruction, training and supervisions
(d) the maintenance of all places of work in the factory
(e) the provision, maintenance or monitoring of such working environment in the
factory for the workers that is safe, without risks to health
(3) Except in such cases as may be prescribed, every occupier shall prepare, and, as
often as may be appropriate, revise, a written statement of his general policy with
respect to the health and safety of the workers at work and the organisation
9. Powers of Inspectors Sec.9
a) enter with such assistants, being persons in the service of the Government, or any
local or other public authority or with an expert, as he thinks fit, any place which is
used, or which he has reason to believe, is used as a factory;
(b) make examination of the premises, plant, machinery, article or substance;
(c) inquire into any accident or dangerous occurrence, whether resulting in bodily
injury, disability or not,
(d) require the production of any prescribed register or any other document
relating to the factory;
(e) seize, or take copies of, any register, record or other document or any portion
thereof, as he may consider necessary in respect of any offence under this Act, which he
has reason to believe, has been committed;
(f) direct the occupier that any premises or any part thereof, or anything lying
therein, shall be left undisturbed (whether generally or in particular respects) for so long
as is necessary for the purpose of any examination under clause (b);
(g) take measurements and photographs and make such recordings as he considers
necessary for the purpose of any examination under clause (b), taking with him any
necessary instrument or equipment;
(h) in case of any article of substance found in any premises, being an article or
substance which appears to him as having caused or is likely to cause danger to the
health or safety of the workers, direct it to be dismantled or subject it to any process or
test ;
(i) exercise such other powers as may be prescribed.
11. HEALTH
1. Cleanliness (Sec.11)
2. Disposal of waste and effluents (Sec.12)
3. Ventilation and temperature (Sec.13)
4. Dust and fume (Sec.14)
5. Artificial humidification (Sec.15)
6. Overcrowding (Sec.16)
7. Lighting (Sec.17)
8. Drinking water (Sec.18)
9. Latrines and urinals (Sec.19)
10. Spittoons (Sec.20)
12. SAFETY
Fencing of machinery (Sec.21)
• Compulsory fencing
• Every dangerous part of any machinery shall be securely fenced
• Employer cannot evade his liability on commercial or mechanical
reason by SG
Workon machinery near motion (Sec.22)
• Examination, lubrication etc., of machinery should be carried out
only by a specifically trained male
• Wearing tight fitting clothes
• Name of such should be recorded in the register
• Workers shall handle a belt at a moving pulley only when,
a. Belt is not more than 15 cm in width
b. Pulley is normally for the purpose of drive, it should not be a
balanced wheel
c. Good condition
d. Secure foothold and secure handhold
13. Employment of young persons on dangerous machines (Sec.23)
• Unless, he has been fully instructed and the precautions to
be observed
•He has received sufficient training or is under adequate
supervision of expert
Striking Gear and devices to cut off power (Sec. 24)
•Suitable striking gears (to control the movement of belt) or
other efficient mechanical appliances shall be provided
•Driving belts when NOT IN USE shall not be allowed to
rest or ride upon shafting in motion
•In every factory suitable devices for cutting off power in
emergencies from running machinery shall be provided and
maintained in every work room
Self acting machines (sec.25)
•Make sure that no person should be walk in space within
45 cm from any fixed structure which is not a part of
machine
14. Casingof newmachinery(Sec.26)
•All machinery driven by power and installed in any factory
after 1st April 1949
•All parts of the machinery which are not requiring frequent
adjustments while in motion shall be completely encased
(close fitting surround)
•The offense may be punished with imprisonment upto 3
months and fine upto Rs.500 or both
Prohibition of employment of women and children near cotton openers (Sec 27)
•Shall not be employed in any part of the factory for
pressing cotton in which cotton opener is at work
Hoists and lifts (Sec.28)
Good mechanical construction
Sound material
Adequate strength
Properly maintained and throughly examined once in every
6 months
15. Lifting machines, chains,ropes (Sec.29)
Revolving machinery (Sec.30)
•Grinding is carried on
•Maximum safe working speed
Pressure plant (Sec.31)
Floors, stairs and means of access (Sec.32)
•Sound construction and properly maintained
•Free from obstruction and substances likely to cause a
person to slip
•Shall be provided with substantial handrails
Pits, sumps, openings (Sec.33)
•Shall be securely covered and fenced
•Omission of doing so, is an offence
•Distance between the pits and factory should be 400 feet
Excessive weights (Sec.34)
•Cause injury
•SG make rules prescribing the maximum weights
16. Protection of eyes (Sec.35)
• Effective screen or goggles
Precaution against dangerous fumes (Sec.36)
• No person shall be allowed
• Measures to take to remove any gas fumes or dust
Precaution against the use of portable light (Sec.36 A)
• 24 volts not allowed, unless adequate safety devices are
provided
Precaution against explosives (Sec.37)
• Prevent such explosion
• Effective enclosures
• Removal
Precaution in case of fire (Sec.38)
• Prevent out break of fire
• Escape mechanism for all persons
• Necessary equipment and facilities for extinguishing fire
17. Power to require tests of stability (Sec.39)
Safety of building and machinery (Sec.40)
Maintenance of building (Sec.40 A)
Safety officers (Sec.40 B)
18. WELFARE
• Washing facility (Sec.42)
• Facilities for storing and drying clothes (Sec.43)
• Facility for sitting (Sec.44)
• First aid appliances (Sec.45)
• Canteens (Sec.46)
• Shelters, rest rooms and lunch rooms (Sec.47)
• Crèches (Sec.48)
• Welfare officers (Sec.49)
19. Working Hours of Adults
Weekly hours of work (Section 51)
No adult worker shall be required or allowed to work in a
factory for more than forty-eight hours in any week.
Daily Hoursof work(Section54)
Restricts the daily hours of work to nine
But can be exceeded with a view to facilitating the
change of shifts
•By the previous approval of the chief inspector
•The management has the power to vary the working
hours with the prescribed limits
•The above provision cannot be changed by mutual
agreement between management and workers
Interval duringdailyhoursof work (Section55)
•No adult worker is required to work for a period
exceeding 5 hours
•Without an interval for rest
20. •Six hours work at a stretch (without break) without any
interval is allowed
•When the total number of hours to be worked on any
day in a shift does not exceed six
•However, the mere presence of the person in the factory
during rest period no offence
•An interval of rest, a period should be one in which,
•The worker is, neither, called upon to work nor
expected to work
Spread over Period (Section 56)
•The period of work including such intervals for rest
•Shall be so arranged that they shall not spread over
more than ten and a half hour in one day
•But the chief inspector may increase the spread over
•Upto twelve hours for reasons to be specified by him
in writing
Weekly holidays (Section 52)
21. •But if he is required to work on Sunday
•He must have another whole day as holidays
•Which should fall within three days before and after the first day
of the week
•A previous notice of this desire of manager to employ a worker
Sunday has to be communicated to the inspector
•Provided,
•Before the worker is made to work
•Such notice must also be displayed in the factory
Compensatory holiday(Section 53)
• Compensatory holiday is a holiday which is allowed to a worker
•In lieu of some due holiday on which the worker worked
•Where a worker is deprived of any of the weekly holidays
•He must be allowed compensatory holidays
•Of the equal number to the holidays so lost
•Within the month in which the holidays were due to him or within
two months immediately that month
•SG has been has been empowered to prescribe the manner
22. Night Shifts(Section 57)
• Where a worker work on a factory
• Which extend beyond mid night
• A holiday for him will mean a period of 24 hours
• Beginning when his shift ends
• And the hours he has worked after mid-night should be
counted in the previous day.
Prohibitionof overlapping shifts(Section58)
•Work shall not be carried on in any factory by means of system of
shifts so arranged
•That more than one relay of workers is engaged in work of the
same kind at the same time
•The government or the chief inspector may grant any factory
exemption from this rule by written order
Extra wagesfor overtime (Section59)
•When a worker works in a factory
•For more than nine hours in a day
•Or for more than 48 hours in a week
•He is entitled to extra wages in respect of over time work
•The extra wages shall be paid at the rate of twice his ordinary rate of
23. Restriction of double employment (Section 60)
•No adult worker shall be required or allowed to work in any
factory
•On which he has already worked in any other factory
•Except in circumstances as may be laid down
Notice of periods (Length or portion of time) of work of adults (Section 61)
•There shall be displayed
•A notice of period of work for adults
•Showing clearly for every day the period during to which
adult worker would be required to work
•The notice shall be in English language or language
understood by majority of the workers
24. Register of adult workers (Section 62)
The name of each adult worker in the factory
•The nature of his work
•The group, if any, in which he is included
•Where his group works on shifts, the relay to which he is
allotted
•Such other particulars as may be prescribed
•No adult worker shall be required or allowed to work in any
factory unless his name and other particulars have been
entered in the register for adult workers
•The register should be produced immediately on demand
25. Employment of Women
Work on near machinery in motion (Section 21)
•No women shall; be allowed to clean, lubricate or adjust
any part of the machinery
•While it is in motion
Prohibition of employment of women near cotton openers (Section 27)
•No women shall be employed in any part of the factory for
pressing cotton
•In which cotton opener is at work
•The prohibition is relaxed in certain cases
Creches (Section 48)
•Wherein more than 30 women workers are employed
•There shall be provided and maintained in a suitable room
•For the use of children under the age of six years of such
women
•Facilities shall be given for the mothers of such children to
26. Restriction on employment of women (Section 66)
•No women worker shall be required or allowed to work in
any factory for more than 48 hours in any week
•Or nine hours on any day
•No women shall be required or allowed to work in any
factory except between the hours of 6 am and 7 pm.
•But the SG may be notification in the Official Gazette vary
the limits for any factory or group or class or description of
factories
•But such variation must not authorise the employment of
any women between the hours of 10 pm to 5 am.
•The inspector has no right to issue a general prohibition
against the employment of women at the night.
Dangerous operations (Section 87)
Where the SG declares any manufacturing process or
operation in any factory as dangerous or injurious to the
27. Employment of young person
Prohibition of employment of young children (Section 67)
•A child who has not completed his fourteenth year is
prohibited from working in any factory
•Under any circumstance, whatsoever, no exemption even
in case of emergency can be allowed to overcome the
provision of this section
•This is an absolute prohibition
Non-adult workers to carry tokens (Section 68)
•A child who has completed his fourteenth year
•Or adolescent shall not be required or allowed
•To work in any factory unless he is given a certificate of
fitness by a competent certifying surgeon
•Such certificate shall be in the custody of manager of the
factory
•The young person shall carry while he is at work a token
28. Certificate of Fitness (Section 69)
•The certificate of fitness is granted by certifying surgeon
on the application of young person
•The application must be accompanied by a document
signed by the manager
•That the young person will be employed therein if
certified to be fit for a work in a factory
•The certifying surgeon shall examine the young person
and ascertain his fitness for a work in a factory
Certificateof fitnessto work in a factory as a child
•Provided he has completed his fourteenth year
•He has attained the prescribed physical standards and
fit for such work
Certificateof fitness to workin a factory as an adolescent
•He has completed his fifteenth year and is fit for a full day’s
work in a factory
29. Working hours for children (Section 71)
No child can be employed or permitted to work in
any factory
1. For more than four and half hours in any day
2. During the night i.e., a period of at least 12
consecutive hours
3. On any day on which he has already been working
in any other factory
• The period of work of all children employed in a
factory shall be limited to two shifts
• Such shift shall not overlap or spread over more than
five hours
• No female child shall be required or allowed to work in
any factory except between 8 am to 7 pm.
Notice of periods of work for children (Section 72)
• Every factory must display and correctly maintain a
30. Register of child workers (Section 73)
a. The manager of every factory in which children are
employed shall maintain a register of child workers
showing:-
b. The group in which he is included
c. Where his group work on shifts, the relay to which he
is allotted and
d. The number of his certificate of fitness
•No child worker shall be required or allowed to work in
any factory unless his name and other particulars have
been entered in the register of child workers
•The register shall be made available to the inspector at
all times during the working hours
•The SG may prescribe the form of the register of child
workers, the manner in which it shall be maintained
31. Power to require medical examination (Section 75)
•An inspector has power to serve notice on the manager
•Asking him medical examination of the young person
•Who works in a factory wither without a certificate of
fitness or with a certificate of fitness but is no longer fit
such a young person, shall not, if the inspector so direct be
employed or permitted to work
•Until he has been granted a certificate of fitness or
fresh certificate of fitness as the case may be
Power to make rules (Section76)
This section authorizes the SG to make rules
•Forms of certificate of fitness to be granted
•Physical standards to be attained by children
•Procedure for certifying surgeon
32. Provision related to safety of young persons
The provisions relating to the safety of young persons are
scattered through the Act
1. No young person shall be allowed to clean, lubricate or
adjust any part of the machinery while it is in motion
(Sect 22)
2. No young person shall work at any dangerous machine
unless
•He has been fully instructed as to the danger arising in
connection with the machine and the precautions to be
observed
•He has received sufficient training in work at the
machine or under adequate supervision by a person who
has a through knowledge and experience of the machine
No child shall be employed in any part of a factory for
pressing cotton
In which cotton opener is at work
33. Annual Leave with wages
1. Number of working days
•Every worker who has worked for a period of 240 days or
more in a factory during a calendar year
•Shall be allowed during the subsequent calendar year
•Annual leave with wages calculated as follows,
• In case of adult workers, one day for every 20 days
worked,
• In case of child worker, one day for every 15 days
worked
• While calculating the leave period,
•Fraction of leave of half a day or more shall be treated as
one full days leave
2. Computation of number of days
•While counting 240 days, the following days are
included in the days worked:
34. •He shall be entitled to leave with wages
•If he has worked for TWO-THIRD number of days in which
remaining days of that year
Where worker has wrongly suspended, his days of
suspension shall be counted towards computing 240
days.
3.Discharge, dismissal , termination of employment
• Where a worker is discharged or dismissed from
service or leaves his employment or retires or dies his
service
• He or heir shall be entitled to wages
• In lieu of annual leave to which he has entitled
• Even if he had not worked for the 240 days required to
make him eligible
• The payment shall be made
Before the expiry of second working day
1. Where the worker is discharged or dismissed or quits
35. 4.Carry forwardof leaves
•Where a worker does not avail his whole of the annual
leave earned by him
•Can carry forward his un-availed leave to the following
year
•Which shall be added in the leave of the following year
subject to the following limits:
a. 30 days in case of adult workers
b. 40 days in case of child workers
But a worker can carry forward his leave without any limit
5. Procedure to avail Annual Leave
•When a worker want to avail his AL
•He should give an application in writing to the manager
•Not less than 15 days before the date of
commencement of leave
•In case of Public utility service (Which provided public
service)
36. 6. Scheme for annual leave
•Due to continuity of work, the manager in agreement with
the representative of workers formulating the scheme for
regulating the grant of annual leave,
•In a planned manner to ensure the continuing work, a copy
of the scheme shall be displayed in NB and submit the
same to Chief Inspector. 12 months (Active)
7. Payment in lieu of leave
• If the employment of a worker, who is entitled to leave
• before he has taken the entire leave
• Or Worker quits his employment terminated by the
occupier before he has taken the leave
• The occupier of the factory shall pay him the amount
payable in respect of leave not taken
• Where terminated by the occupier, before the expiry
of the second working day
• Where a worker who quits his employment, such
37. Wages during the leave period
Payment in advance in certain cases
•A worker will be paid advance leave with wages
•Provided the leave allowed is not less than 4 days in case
of adult workers
•Not less than five days in case of child
38. Penalties' and procedures
General penalty for offences
•For violation of any provision of the act
•The occupier and manager
•Shall each be guilty of the offence
•And punishable with imprisonment for a maximum term
of two years
•Or fine with not exceeding one lakh rupees or with
both
•Where the offence continues even after conviction,
•Penalty for further fine Rs.1000
Enhanced penaltyfor after previous conviction
For repeated offences
Where a person has already been convicted
Further violation of the same provision of the act
3 years imprisonment
39. Penalty for obstructing Inspector
•6 months or fine Rs. 10000
•Penalty for contravention of the provision
•7 years and Rs. 2,00,000
•Continues
•Additional fine Rs.5000
•Penalty for using false certificate of fitness
•2 months or Rs.1000 or both
•Penalty for permitting double employment of child
•Rs. 1000 to the child parents, guardian, or other
person
41. INDUSTRY
• Industry means any systematic activity
carried on by co-operation between an
employer and his workmen.
42. Meaning of Industrial dispute
Industrial dispute means any dispute of difference
between employees and employers or between
employers and workmen or between workmen and
workmen, which is connected with the employment or
non-employment of the terms of employment or the
conditions of work of any person (The industrial Disputes
Act 1947, Section 2K).
43. Objectives of Industrial Disputes Act
1. To support measures for securing and preserving
good relations between employers and employees.
2. To provide suitable machinery for the equitable and
peaceful settlement of industrial disputes.
3. To prevent illegal strikes and lockouts.
4. To afford relief to workers against layoffs,
retrenchment, wrongful dismissal and victimization.
5. To promote collective bargaining.
6. To improve the conditions of workers.
7. To avoid unfair labour practices.
44. Strike
Industrial dispute act under 2 (q) defines strikes as “a cessation
of work by a body of persons employed in any industry acting
acting in combination, or a concerted refusal, or a refusal,
under a common understanding of any number of persons who
who are or have been so employed to continue to work or to
accept employment”.
45. Reason for a strike
•Dispute relating to minimum wages.
•Salary and incentive issues.
•Increment is not up to the performance.
•Dissatisfaction with the policies of the company.
•Hours of work and interval timings.
•Holidays and leaves with pay.
•Bonus, Provident Fund, and gratuity.
•Withdrawal of any facility or allowance.
•Wrongful dismissal of workmen.
47. Types of Strike
Gherao: Gherao refers to physically encircling the managers
by the workmen to create a restricted area where no one can
move in or out. The targeted managers are humiliated
through; abuses also they are restricted move in or out.
•Picketing: Picketing is the process of putting up signboards,
play cards and banners by the workmen to display their
protest or dispute in front of the public. To involve maximum
workers in the strike, some union members are made to stand
at the factory gate to influence others too.
•Boycott: As the name suggests, boycott refers to interrupting
business operations. It requests the other labourers to
temporarily pull back their co-operation with the
management and contribute to the strike.
48. Types of strike
•Stay Away Strike: In a stay-away strike, the workmen
organize a protest in the form of demonstrations, marches,
rallies, apart from the workplace.
•Pen Down Strike: It is also known as the sit-down strike or
tools down strike. Though the workmen come to the
workplace daily and also avails the work facilities, they sit
idle and stop working.
•Token Strike: A token strike is a short form of protest
where the workmen stop their work for a definite period. It is
usually for as short as 24 hours, to hamper a day’s
production or so and get their demands fulfilled by the
management.
•Lightning Strike: The lightning strike is that form of strikes
where the workmen call off the work immediately without
giving any prior information or warning to the management.
It is also termed as a catcall strike.
49. Types of Strike
•Go Slow Strike: This is another harmful way of protesting
against the management where the workmen secretly plan
to decrease their work speed so that the production is
hampered. However, in front of the management, they
pretend to be highly committed towards their job.
•Work to Rule: In this type of strike, the employees strictly
follow their job rules or contract and stops performing any
additional task, other than what all is mentioned in their
agreement.
•Hunger Strike: One of the most common forms of a strike
is the hunger strike. The workmen go on fasting for an
indefinite period and sit nearby the workplace or the
employer’s house to project their demands.
50. Other Strikes
•General Strike: The strikes which are conducted on a mass
level, i.e., in the whole country or state or city instead of just a
single organization for fulfilment of a demand unanimously
like job permanency or an increase in pay, etc.
•Political Strike: Any law or act proposed by the government
for making changes to the working terms or conditions when
unaccepted by the workers is protested through political
strike on a massive level.
•Particular Strike: The protest against a specific issue or
person within a city, state or country and take up a colossal
form is termed as a particular strike.
•Bandhs: Bandh is adopted in countries like Nepal and India
where a specific community or a political party calls for a
general strike across the city or state or country. It is a form
of civil disobedience and sometimes become violent, even
involving stone attacks or arson attacks at times.
51. Legality of the strike
Under the following situation as given under section
22, on these grounds the strikes can be considered as
illegal:
1.Without giving to employer notice of strike within six
weeks before striking; or
2.Within fourteen days of giving such notice; or
3.Before the expiry of the date of strike specified in any
such notice as aforesaid; or
4.During the pendency of any conciliation proceedings
before a conciliation officer and seven days after the
52. 1.During the pendency of conciliation proceedings
before a board and till the expiry of 7 days after the
conclusion of such proceedings;
2.During the pendency and 2 months after the
conclusion of proceedings before a Labour Court,
Tribunal or National Tribunal;
3.During the pendency and 2 months after the
conclusion of the arbitrator, when a notification has
been issued under subsection 3 (a) of section 10 A;
4.During any period in which a settlement or award is
53. Penalty
(1) a strike which is illegal under any workman who commences, continues or otherwise
acts in furtherance ofr this Act, shall be punishable with imprisonment for a term
term which may extend to one month, or with fine which may extend to fifty
rupees, or with both.
(2) Any person who instigates or incites others to take part in, or otherwise acts in
in furtherance of, a strike or lock-out which is illegal under this Act, shall be punishable
with imprisonment for a term which may extend to six months, or with fine which
may extend to one thousand rupees, or with both.
(3) Any person who knowingly expends or applies any money in direct furtherance or
54. Lock out
Section 2(1) of the Industrial Dispute Act,1947 defines
Lockout - “Lock-out” means the temporary closing of a
place of employment, or the suspension of work, or the
refusal by an employer to continue to employ any
number of persons employed by him
55. BASIS FOR
COMPARISON
STRIKE LOCK-OUT
Meaning Strike refers to the suspension
of work by the workers or
employees, so as to compel
the employer, to agree to their
demands.
Lock-out is when the
employer compels the
workers to accept his terms
and conditions, by shutting
down the factory.
What is it? Organized and collective
withdrawal of labor supply.
Withholding the demand for
labor.
Tool of Workers Management
Tactic Union power tactic Employer power tactic
Objective To gain redressal of the
grievance, or to cause change
through it.
To gain an advantage by
inflicting proprietary rights
over the workers.
Used to Initiate or resist change in their
working conditions.
Force employees to return
to work.
56. Layoff
Section 2 (kkk) of the Industrial Disputes Act, 1947
defines the term ‘Layoff’’ as the inability, failure, or
refusal of the employer to provide employment to a
a workman whose name is mentioned in the muster roll
of his industrial establishment and who is not
retrenched
due to the lack of power, coal, raw materials,
accumulation of stocks, breakdown of machinery or
natural calamity for any other relevant reason.
57. Rights of Layoff Compensation by workmen
1.Workman name should be borne on muster rolls of the establishment
and he/she is not a badli workman or a casual workman; and
2.The workman should have completed not less than one year
continuous service as defined under Section 25-B; and
3.The workman should have laid-off, continuously or intermittently;
4.Then the workman shall be entitled to lay-off compensation for all
days during which he was so laid-off;
5.However, the workman shall not be paid lay-off compensation for
such weekly holidays as may intervene the period of lay-off.
6.The lay-off compensation is equal to 50% of the total of the basic
wages and dearness allowance that would have been payable to him, if
he had not been so laid off.
58. Maximum days allowed to Layoff of employee by employer
1. According to section 25C of Industry and dispute Act 1947, maximum
days allowed to Layoff of employee by employer is 45 days, for those days,
employee who is laid-off is entitled for compensation equal to 50% of the
total of the basic wages and dearness allowance that would have been
payable to him, had he not been so laid off.
2. However, if this contingency is prolonging beyond a reasonable time, say
45 days, it would be matter of serious concern. both to the employer and
to the workmen because both of them are put to a loss of 50% wages i.e.
The employer is required to pay lay-off compensation without extracting
work from workmen and workmen too, would be losing 50% wages
which he would have earned had he not been so laid-off. Therefore the
parties can enter into an agreement not to continue lay-off after a period
of 45 days in a year.
59. Cases in which a Workman is not Entitled to Lay-Off
Compensation:
Refusal to Accept Alternative Employment:
Condition,
(a) In the same establishment from which he has been laid-off or
(b) In any other establishment belonging to the same employer situated
in the town or village within a radius of five miles from the
establishment to which he belongs,
(c) In the opinion of the employer the alternative employment does not
call for any special skill or previous experience and can be done by the
workman and
(d) It carries the same wages which would normally have been paid to
the workman in his original employment.
Absence from the establishment
Strike or go slow
60. BASIS FOR
COMPARISON
LAYOFF LOCK-OUT
Meaning Lay-off alludes to the involuntary
separation of the employees of a
department or unit, by the employer
due to his/her failure to provide
employment.
Lock-out, means the refusal of
employer to continue to employ the
workers, despite any intention to
close the unit.
Process It is a process in which the employer
refuses to give employment to the
employees for certain specified reasons.
It is a process in which the
employer voluntarily closes the
business, not because of any
specified reasons.
Declaration The employer declares lay-off under
specific circumstances.
The employer declares lock-out, as
a result of industrial dispute.
Applicability Only to group of workers, that may be
workers of a shift, department or unit,
depending on the circumstances.
To entire establishment and
sometimes industry.
Business Continues to operate Closed down for the period of lock
out.
Result of Trade-reasons. Weapon of collective bargaining.
Compensatio
n
Compensation is paid to the laid off
workers.
In lock out compensation is paid to
the worker as per the type of lock
out.
61. Retrenchment
Section 2(oo) of the Act states that "retrenchment means the
termination by the employer of the service of a workman for any
any reason whatsoever, otherwise than as a punishment inflicted by
inflicted by way of disciplinary action, but does not include –
(a) Voluntary Retirement of the workman (VRS) or
(b) retirement of the workmen on reaching the age of
superannuation if the contract of employment between the
employer and the workman concerned contains a stipulation in that
behalf; or
(bb) termination of the service of the workman as a result of the non-
renewal of the contract of employment between the employer and
employer and the workman concerned on its expiry or of such
62. Rules of RETRENCHMENT
a.An workman has been given one month's notice in writing indicating the reasons
for retrenchment and the period of notice has expired, or the workman has been paid
workman has been paid in lieu of such notice, wages for the period of the notice:
b.the workman has been paid, at the time of retrenchment, compensation which
shall be equivalent to fifteen days' average pay for every completed year of
completed year of continuous service or any part thereof in excess of six
excess of six months; and
c.notice in the prescribed manner is served on the appropriate Government or
63. Closure
The Act defines “Closure” as the permanent closing
down of a place of employment or part thereof.
employer is constrained to close the establishment
permanently.
64. PROCEDURE FOR SETTLEMENT OF
DISPUTES
• Works committee
• Conciliation officers
• Boards of conciliation
• Courts of inquiry
• Labour courts
• Industrial tribunals
• National tribunals
65. Works committee
As per the provisions of the Industrial Disputes Act, 1947, organizations
employing 100 or more persons have to set up works committees at
the unit level. These committees have an equal number of
representatives from the workers and the employers. Works
committees are purely consultative in nature and have been regarded
as the most effective agency for the prevention of industrial
disputes. This committee represents workers and employers
1. Remove the causes of friction in the day-to-day work situation.
2. Foster amity and harmonious relationship between the parties.
3. Create an atmosphere for the voluntary settlement of disputes
and frictions.
4. Issues relating to wages, benefits, bonus, terms and conditions
of employment, hours of work, welfare measures, training,
development, promotion, transfer, etc. fall under the purview of
works committees
66. Conciliation Officers
1. One of the authorities under the Act is the conciliation
officer.
2. The law provides for the appointment of a Conciliation
Officer by the Government to conciliate between the
parties to the industrial dispute.
3. These officers are appointed for a specific area or for
specified industries in a specified area or for one or more
specified industries, either permanently or for a limited
period.
4. The Conciliation Officer is given the powers of a civil
court, whereby he is authorized to call the witness the
parties on oath. It should be remembered; however,
whereas civil court cannot go beyond interpreting the
laws, the conciliation officer can go behind the facts and
make a judgment that will be binding upon the parties.
5. 14 days report submit to the appropriate govt.
67. Board of Conciliation
Under Section 10(1) (a) the appropriate government is
empowered to refer the existing or apprehended dispute to a
Board. The Board is constituted on an ad hoc basis. It shall
consist of an independent person as Chairman and one or two
nominees respectively of employers and workman. The chairman
must be an independent person. A quorum is also provided for
conducting the proceedings.
(a) To investigate the dispute and all matters affecting the
merits and do everything fit for the purpose of inducing
the parties to reach a fair and amicable settlement.
(b) (b) A report has to be sent to the government by the board
if a dispute has been settled or not within two months of
the date on which the disputes were referred to it
68. Court of Enquiry
1. The court of enquiry is required to submit its report within a
period of six months from the commencement of enquiry.
2. This report is subsequently published by the government
within 30 days of its receipt.
3. Unlike during the period of conciliation, workers’ right to
strike, employers’ right to lockout, and employers’ right to
dismiss workmen, etc. remain unaffected during the
proceedings in a court to enquiry.
4. Basic objective is to promote the settlement of an industrial
dispute.
5. Thus, a court of enquiry is primarily fact-finding machinery.
6. The government may appoint a Court of enquiry for
enquiring into any industrial dispute. A court may consist of
one person or more that one person and in that case one of
the persons will be the chairman.
69. Labour court
The appropriate Government may, by notification in the
official gazette constitute one or more labor courts for
adjudication of industrial disputes relating to any matters
specified in the second schedule of Industrial Disputes
Act.
They are:
1. Dismissal or discharge or grant of relief to workmen
wrongfully dismissed.
2. Illegality or otherwise of a strike or lockout.
70. Industrial Tribunal
The appropriate Government may, by notification in the official gazette,
constitute one or more Industrial Tribunals for the adjudication of
Industrial disputes relating to the following matters:
Wages
Compensatory and other allowances
Hours of work and rest intervals
Leave with wages and holidays
Bonus, profit-sharing, PF etc.
Rules of discipline
Retrenchment of workmen
Working shifts other than in accordance with standing orders
• It is the duty of the Industrial Tribunal to hold its proceedings
expeditiously and to submit its report to the appropriate
government within the specified time.
• A Tribunal is appointed by the government for the adjudication of
Industrial disputes.
71. National Tribunal
1. A National tribunals is constituted by the Central government
for Industrial Disputes involving question of national
importance.
2. The Central Government may appoint two assessors to assist
the national tribunal. The award of the tribunal is to be
submitted to the Central Government which has the power to
modify or reject it if it considers it necessary in public
interest.
3. It should be noted that every award of a Labour Court,
Industrial Tribunal or National Tribunal must be published by
the appropriate Government within 30 days from the date of
its receipt. Unless declared otherwise by the appropriate
government, every award shall come into force on the expiry
of 30 days from the date of its publication and shall remain
in operation for a period of one year thereafter.
72. Arbitration
The employer and employees may agree to settle the dispute
by appointing an independent and impartial person called
Arbitrator. Arbitration provides justice at minimum cost.
1. Voluntary Arbitration: In voluntary arbitration the
arbitrator is appointed by both the parties through mutual
consent and the arbitrator acts only when the dispute is
referred to him
2. Compulsory Arbitration: Implies that the parties are
required to refer the dispute to the arbitrator whether they
like him or not. Usually, when the parties fail to arrive at a
settlement voluntarily, or when there is some other strong
reason, the appropriate government can force the parties to
refer the dispute to an arbitrator
73. Joint Management Council
1. In India, the joint management council (JMC) came into existence
due to the provisions in this regard made by the Industrial Policy
Resolution, 1956.
2. These councils were set up to enable workers to participate in the
management and infuse a spirit of cooperation between the
workers and the management.
The salient features of the JMCs are as follows:
1. The scheme is a voluntary one.
2. The minimum and maximum number of its members are 6 and 12
respectively consisting of equal number of representatives of
workers and employers.
3. The JMCs deal with matters like information sharing, consultative,
and administrative.
4. The decisions taken by the JMC should be unanimous ones.
5. The JMCs can be set up in the units employing 500 or more
person and having strong trade unions
75. MEANING OF BONUS
• Extra dividend to the share holders of a
company
• Distribution
holders
of profits to insurance policy-
• Gratuity to workmen beyond their wages
• Desire of the employer to share with his
by common
workers the surplus generated
endeavor and enterprise
76. OBJECT AND SCHEME OF THE ACT
• Object is to provide for the payment of bonus to
persons employed in certain establishments
SCHEME :
• Toimpose statutory liability upon an employer to pay
bonus
• Todefine principle of payment of bonus according to
prescribed formula
• To provide for payment of minimum and maximum
bonus
• To provide machinery for enforcement of the liability
for payment of bonus
77. ELIGIBILITY FOR BONUS
• Worker must have worked in the
establishment for not less than 30 working
days in that year
78. DISQUALIFICATION FOR BONUS
Employee will not get bonus if he is
dismissed from service for :
• Fraud
• Violent behavior
• Theft, misappropriation or sabotage of any
property
80. SCHEDULES IN THE ACT
FIRST SCHEDULE- Computation of gross profits of a
banking company
Items to be added :
• Provision for depreciation, donations, income tax,
capital expenditure, income, profits and gains.
Items to deduct :
• Capital receipts and profits
• Expenditure or losses
• Capital expenditure and losses
• Income of foreign banking companies
81. SECOND SCHEDULE- COMPUTATION
OF GROSS PROFITS IN OTHER CASES
Items to be added :
• Provision for depreciation, donations, income tax,
capital expenditure, income, profits and gains.
Items to deduct :
• Capital receipts and profits
• Expenditure or losses
• Capital expenditure and losses
• Income of foreign banking companies
82. THIRD SCHEDULE
• The third schedule tells about the amount of
cash that is left over after deductions are
made. This forms the available surplus out of
which bonus is given
83. SEGREGATION OF EMPLOYER
• Company other than a banking company
• Banking company
• Corporation
• Co-operative society
• Any other employer not falling under the
above mentioned category
84. FOURTH SCHEDULE
This part deals with :
• Method of calculation of available surplus
• Its distribution
• Set on or set off of the amount available out of it
86. SCOPE OF THE ACT
• To prevent the evils of withholding wages,
delays in payment of pages, unreasonable
deductions out of pages.
• To regulate the payment of wages to certain
classes of persons employed in industry.
• To ensure payment of wages in a particular
form and at regular intervals without
unauthorised deductions.
87. APPLICATION OF THE ACT
• Applies to persons employed in any factory.
• Topersons employed in railways.
88. RULES FOR THE PAYMENT OF WAGES
• Responsibility for payment of wages
• Fixation of wage period
• Time of payment of wages
• Medium of payment of wages
89. DEDUCTIONS FROM WAGES
• Deductions for fines
• Deductions for absence from duty
• Deductions for damage or loss
• Deductions for services
• Deductions for recovery of advances
• Deductions for recovery of loans
• Deductions for payments to co-operatives and
insurance schemes
90. MAINTENANCE OF REGISTERS
The register must contain :
• The work performed by them
• Wages paid to them
• Deductions made from their wages
• Receipts given by them