This Presentation will apprise you of various licenses that are required to be approved by the competent authorities in Delhi. The licenses in this ppt will include Factory Plan Approval, Factory License, DPCC Certificate (Orange category), Employee State Insurance Registration, Fire Safety Certificate/NOC and Employee Provident Fund. All these are New Delhi oriented and anyone who needs to obtain any of these certifications can refer to this ppt and can share your suggestions.
The document provides an overview of the key aspects of the Industrial Relations Code, 2020 in India. Some of the major changes introduced in the code include expanding the definition of "worker", introducing fixed term employment, increasing the threshold for seeking permission for layoffs/closures, setting up a worker reskilling fund, strengthening grievance redressal committees, and establishing rules for recognition of negotiating unions and councils. The code aims to simplify and consolidate various existing labor laws to improve compliance and promote higher productivity and employment growth in the country.
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.
Competition Law awareness and enforcement are increasing day by day. Long-term, sustainable growth of big organization, corporation and companies warrants attention to competition law while strategising their growth.
A detailed study of Apprenticeship Act, 1961 of India, covering the entire 3 chapters on Definitions, Duties of an employer and Obligations of an Apprentice, Period, Leave entitlements and Termination of Contract etc using an analogy of Harry Potter. Useful for law students, HR students and MBA students.
Wasa guidelines for design and construction -boett-2003Jeffrey James
This document provides guidelines for the design and construction of water and wastewater systems in Trinidad and Tobago. It discusses the scope, submission requirements, and design factors for water pipelines, storage tanks, pump stations, and related infrastructure. Key points covered include estimating water demand, allowable pipeline velocities and head losses, placement of valves, air release valves, and other appurtenances. Material specifications and construction standards are also outlined to ensure system quality and reliability.
This document provides an overview of collective bargaining in the context of an MBA course on human resource management. It defines collective bargaining as a procedure that regulates the terms and conditions of workers through agreements negotiated between worker representatives and employers. The objectives of collective bargaining are to settle disputes around wages and working conditions, protect worker interests, and resolve differences between workers and management through voluntary negotiations. The key aspects of collective bargaining covered include the bargaining process, subjects of negotiation, types of bargaining, and factors that influence effective bargaining.
Payment of Wages Act, 1936 - India
Introduction
wages
responsibility for payment of wages
fixation of wages
time of payment of wages
deductions
fines
claims
Appeal
penalty
references
The document provides an overview of the key aspects of the Industrial Relations Code, 2020 in India. Some of the major changes introduced in the code include expanding the definition of "worker", introducing fixed term employment, increasing the threshold for seeking permission for layoffs/closures, setting up a worker reskilling fund, strengthening grievance redressal committees, and establishing rules for recognition of negotiating unions and councils. The code aims to simplify and consolidate various existing labor laws to improve compliance and promote higher productivity and employment growth in the country.
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.
Competition Law awareness and enforcement are increasing day by day. Long-term, sustainable growth of big organization, corporation and companies warrants attention to competition law while strategising their growth.
A detailed study of Apprenticeship Act, 1961 of India, covering the entire 3 chapters on Definitions, Duties of an employer and Obligations of an Apprentice, Period, Leave entitlements and Termination of Contract etc using an analogy of Harry Potter. Useful for law students, HR students and MBA students.
Wasa guidelines for design and construction -boett-2003Jeffrey James
This document provides guidelines for the design and construction of water and wastewater systems in Trinidad and Tobago. It discusses the scope, submission requirements, and design factors for water pipelines, storage tanks, pump stations, and related infrastructure. Key points covered include estimating water demand, allowable pipeline velocities and head losses, placement of valves, air release valves, and other appurtenances. Material specifications and construction standards are also outlined to ensure system quality and reliability.
This document provides an overview of collective bargaining in the context of an MBA course on human resource management. It defines collective bargaining as a procedure that regulates the terms and conditions of workers through agreements negotiated between worker representatives and employers. The objectives of collective bargaining are to settle disputes around wages and working conditions, protect worker interests, and resolve differences between workers and management through voluntary negotiations. The key aspects of collective bargaining covered include the bargaining process, subjects of negotiation, types of bargaining, and factors that influence effective bargaining.
Payment of Wages Act, 1936 - India
Introduction
wages
responsibility for payment of wages
fixation of wages
time of payment of wages
deductions
fines
claims
Appeal
penalty
references
The document summarizes the key amendments introduced in four labour codes passed by the Indian Parliament in 2020. The four codes consolidate 29 central labour laws covering industrial relations, social security, occupational safety and wages. Some notable changes introduced include increasing the threshold for requiring a standing order from 100 to 300 workers, expanding the scope of legal strikes and introducing conditions for arbitration proceedings. The codes aim to simplify labour laws and extend social security benefits to all workers.
A compilation of icai material as student friendly as a reference for their exams it includes even practice manual questions and some of the scanner questions. enjoy reading please do like the same
This presentation summarizes the key aspects of the Maharashtra Factories Rules 1963 as they relate to DTPS power plant operations. It discusses the various chapters that cover health, safety, welfare facilities, working hours and special provisions. It also summarizes the specific safety schedules that apply to DTPS regarding general requirements, hazardous processes, high noise areas, and the chemicals used onsite. The presentation concludes that DTPS complies with the required factory returns and inspects as mandated under the rules.
This document discusses various methods for settling industrial disputes between employers and employees in India. It defines what constitutes an industrial dispute and outlines several causes of disputes. It then describes different types of strikes and lockouts workers may engage in during a dispute. The rest of the document explains key dispute resolution mechanisms established under the Industrial Disputes Act, including collective bargaining, grievance procedures, arbitration, adjudication, and conciliation. The goal of these mechanisms is to resolve disputes peacefully through negotiation and third party facilitation rather than coercion.
This document outlines the Oil and Natural Gas Corporation Limited (ONGC) Conduct, Discipline and Appeal Rules from 1994 that were amended in 2011. Some key points:
- The rules apply to all ONGC employees including those on deputation, except for All India Services Officers and workmen.
- It defines terms like employee, competent authority, disciplinary authority, and misconduct. Misconduct includes acts specified in Schedule II of the rules.
- General rules for employees include maintaining integrity and devotion to duty, conducting oneself soberly and temperately, and promoting ONGC's interests.
- It prohibits sexual harassment of women at the workplace and requires those in-charge to prevent such harassment.
The document outlines the grievance process, including:
1) The purpose is to allow employees and management to resolve workplace problems through open communication.
2) Steps include an oral grievance, written grievance, appeal to Employee Relations, and possible arbitration.
3) Management should investigate complaints thoroughly, treat employees fairly, and respond to grievances in a timely manner to prevent issues from escalating.
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.
Enterslice has more than 100+ NBFC all types and you can ask our team for list and Take of an existing NBFC will help you in taking RBI's NOC prior Approval is mandatory for NBFCs for acquisition, shareholding transfer of 26% or more
For quick service click: https://enterslice.com/takeover-of-nbfc
GET FREE CONSULTANCY
Helpline: +91 9069142028
Email: info@enterslice.com
Website: www.enterslice.com
This document discusses termination and retrenchment of employment in India. It provides an overview of the key laws governing termination, including the Industrial Disputes Act and Industrial Employment Act. It defines the different types of termination such as dismissal, discharge, and retrenchment. Retrenchment is defined as termination of a worker for any reason other than misconduct. The document discusses the legal processes and protections for employees in cases of termination and retrenchment under Indian law. It also examines different judicial interpretations on what constitutes retrenchment.
The document outlines several rights of a bailor in a bailment agreement. These include:
1) The right to claim damages from the bailee if goods are lost or damaged due to the bailee's negligence.
2) The right to demand the return of goods once the purpose of the bailment is accomplished, such as returning a rented car after the rental period ends.
3) The right to any increase in value of goods in the bailee's possession, like claiming a calf if a borrowed cow gives birth.
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.
The Employees* Slate Insurance Act (ESI Act) was enacted with the object of introducing a scheme of health insurance for industrial workers. The scheme envisaged by it is one of compulsory State Insurance providing for certain benefits in the event of sickness, maternity and employment injury to workmen employed in or in connection with the work in factories other than seasonal factories. The ESI Act, which has replaced the Workmen's Compensation
Special thanks to all the people who made and released these awesome resources for free:
Presentation template by SlidesCarnival
Photographs by Unsplash
Backgrounds by SubtlePatterns
This document provides an overview of the Employees Compensation Act of 1923 in India. It begins with background on the need for the act to provide relief for workmen and/or their dependents in cases of death, disability, or injury due to workplace accidents or occupational diseases. It then discusses key definitions, rules, and scope of the act. Specifically, it outlines the employer's liability for compensation in different injury cases and calculations for determining compensation amounts for death, permanent total disablement, and permanent partial disablement based on factors like monthly wages and relevant age factor. The document aims to simplify the act for undergraduate students and seeks feedback to improve its presentation of this important labor law topic.
This document outlines key definitions and provisions related to occupational health and safety under the Factories Act. It defines what constitutes a factory, the objectives of the Act to protect worker health and safety, and definitions of terms like adult, child, manufacturing process, occupier and inspector. It describes obligations of occupiers to ensure worker welfare and notify authorities. It also covers powers of inspectors and medical officers. Specific provisions address cleanliness, ventilation, lighting, drinking water, emergencies, and safeguarding of machinery. The document provides an overview of the Act's focus on maintaining a safe working environment.
The Industrial Disputes Act of 1947 provides provisions for investigating and settling industrial disputes in India. It defines key terms like "industry" and "industrial dispute." It establishes various bodies to deal with industrial disputes like Works Committees, Boards of Conciliation, Courts of Inquiry, Labour Courts, Industrial Tribunals, and National Industrial Tribunals. It specifies qualification criteria for presiding officers of these bodies and deals with situations of vacancies arising in their memberships.
The document summarizes the key requirements for starting a factory according to the Factory Act. It defines what constitutes a factory and lists exceptions. It then outlines the preliminary requirements including applying for permission to set up the factory by submitting plans and documents to the Chief Inspector and obtaining a certificate of stability. The occupier must also register the factory, obtain an initial license valid until the next year, and send a notice before occupying the premises as a factory. The document concludes by listing some rights guaranteed to workers under the Act.
This document outlines regulations for free zone developers and enterprises in Ghana. It covers several areas:
1) The application process for free zone developer licenses and enterprise licenses, including requirements, timelines for review, and potential revocation.
2) Operations within free zones, including construction standards, environmental compliance, reporting requirements, and notification of termination.
3) Work permits and entry visas for foreign employees of developers and enterprises.
4) Customs operations regarding entry and movement of goods into, within, and out of free zones, including record keeping, inspection, and declaration requirements.
The document summarizes the key amendments introduced in four labour codes passed by the Indian Parliament in 2020. The four codes consolidate 29 central labour laws covering industrial relations, social security, occupational safety and wages. Some notable changes introduced include increasing the threshold for requiring a standing order from 100 to 300 workers, expanding the scope of legal strikes and introducing conditions for arbitration proceedings. The codes aim to simplify labour laws and extend social security benefits to all workers.
A compilation of icai material as student friendly as a reference for their exams it includes even practice manual questions and some of the scanner questions. enjoy reading please do like the same
This presentation summarizes the key aspects of the Maharashtra Factories Rules 1963 as they relate to DTPS power plant operations. It discusses the various chapters that cover health, safety, welfare facilities, working hours and special provisions. It also summarizes the specific safety schedules that apply to DTPS regarding general requirements, hazardous processes, high noise areas, and the chemicals used onsite. The presentation concludes that DTPS complies with the required factory returns and inspects as mandated under the rules.
This document discusses various methods for settling industrial disputes between employers and employees in India. It defines what constitutes an industrial dispute and outlines several causes of disputes. It then describes different types of strikes and lockouts workers may engage in during a dispute. The rest of the document explains key dispute resolution mechanisms established under the Industrial Disputes Act, including collective bargaining, grievance procedures, arbitration, adjudication, and conciliation. The goal of these mechanisms is to resolve disputes peacefully through negotiation and third party facilitation rather than coercion.
This document outlines the Oil and Natural Gas Corporation Limited (ONGC) Conduct, Discipline and Appeal Rules from 1994 that were amended in 2011. Some key points:
- The rules apply to all ONGC employees including those on deputation, except for All India Services Officers and workmen.
- It defines terms like employee, competent authority, disciplinary authority, and misconduct. Misconduct includes acts specified in Schedule II of the rules.
- General rules for employees include maintaining integrity and devotion to duty, conducting oneself soberly and temperately, and promoting ONGC's interests.
- It prohibits sexual harassment of women at the workplace and requires those in-charge to prevent such harassment.
The document outlines the grievance process, including:
1) The purpose is to allow employees and management to resolve workplace problems through open communication.
2) Steps include an oral grievance, written grievance, appeal to Employee Relations, and possible arbitration.
3) Management should investigate complaints thoroughly, treat employees fairly, and respond to grievances in a timely manner to prevent issues from escalating.
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.
Enterslice has more than 100+ NBFC all types and you can ask our team for list and Take of an existing NBFC will help you in taking RBI's NOC prior Approval is mandatory for NBFCs for acquisition, shareholding transfer of 26% or more
For quick service click: https://enterslice.com/takeover-of-nbfc
GET FREE CONSULTANCY
Helpline: +91 9069142028
Email: info@enterslice.com
Website: www.enterslice.com
This document discusses termination and retrenchment of employment in India. It provides an overview of the key laws governing termination, including the Industrial Disputes Act and Industrial Employment Act. It defines the different types of termination such as dismissal, discharge, and retrenchment. Retrenchment is defined as termination of a worker for any reason other than misconduct. The document discusses the legal processes and protections for employees in cases of termination and retrenchment under Indian law. It also examines different judicial interpretations on what constitutes retrenchment.
The document outlines several rights of a bailor in a bailment agreement. These include:
1) The right to claim damages from the bailee if goods are lost or damaged due to the bailee's negligence.
2) The right to demand the return of goods once the purpose of the bailment is accomplished, such as returning a rented car after the rental period ends.
3) The right to any increase in value of goods in the bailee's possession, like claiming a calf if a borrowed cow gives birth.
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.
The Employees* Slate Insurance Act (ESI Act) was enacted with the object of introducing a scheme of health insurance for industrial workers. The scheme envisaged by it is one of compulsory State Insurance providing for certain benefits in the event of sickness, maternity and employment injury to workmen employed in or in connection with the work in factories other than seasonal factories. The ESI Act, which has replaced the Workmen's Compensation
Special thanks to all the people who made and released these awesome resources for free:
Presentation template by SlidesCarnival
Photographs by Unsplash
Backgrounds by SubtlePatterns
This document provides an overview of the Employees Compensation Act of 1923 in India. It begins with background on the need for the act to provide relief for workmen and/or their dependents in cases of death, disability, or injury due to workplace accidents or occupational diseases. It then discusses key definitions, rules, and scope of the act. Specifically, it outlines the employer's liability for compensation in different injury cases and calculations for determining compensation amounts for death, permanent total disablement, and permanent partial disablement based on factors like monthly wages and relevant age factor. The document aims to simplify the act for undergraduate students and seeks feedback to improve its presentation of this important labor law topic.
This document outlines key definitions and provisions related to occupational health and safety under the Factories Act. It defines what constitutes a factory, the objectives of the Act to protect worker health and safety, and definitions of terms like adult, child, manufacturing process, occupier and inspector. It describes obligations of occupiers to ensure worker welfare and notify authorities. It also covers powers of inspectors and medical officers. Specific provisions address cleanliness, ventilation, lighting, drinking water, emergencies, and safeguarding of machinery. The document provides an overview of the Act's focus on maintaining a safe working environment.
The Industrial Disputes Act of 1947 provides provisions for investigating and settling industrial disputes in India. It defines key terms like "industry" and "industrial dispute." It establishes various bodies to deal with industrial disputes like Works Committees, Boards of Conciliation, Courts of Inquiry, Labour Courts, Industrial Tribunals, and National Industrial Tribunals. It specifies qualification criteria for presiding officers of these bodies and deals with situations of vacancies arising in their memberships.
The document summarizes the key requirements for starting a factory according to the Factory Act. It defines what constitutes a factory and lists exceptions. It then outlines the preliminary requirements including applying for permission to set up the factory by submitting plans and documents to the Chief Inspector and obtaining a certificate of stability. The occupier must also register the factory, obtain an initial license valid until the next year, and send a notice before occupying the premises as a factory. The document concludes by listing some rights guaranteed to workers under the Act.
This document outlines regulations for free zone developers and enterprises in Ghana. It covers several areas:
1) The application process for free zone developer licenses and enterprise licenses, including requirements, timelines for review, and potential revocation.
2) Operations within free zones, including construction standards, environmental compliance, reporting requirements, and notification of termination.
3) Work permits and entry visas for foreign employees of developers and enterprises.
4) Customs operations regarding entry and movement of goods into, within, and out of free zones, including record keeping, inspection, and declaration requirements.
The document discusses the planning and building approval process for residential buildings in Tamil Nadu, India. It outlines the steps involved, which include obtaining land documents and clearance, drafting building plans according to regulations, applying for approval online, making payments, and receiving permits. The document also provides details on drafting floor plans, elevations, sections, and EDCR plans for approval. Key learning from an internship working on building approvals is summarized.
The document outlines the rules for registration of contractors with the Central Public Works Department of India, including the eligibility criteria, categories and classes of enlistment, and process for changes to registration details. It defines terms like category, class, and contractor. It also provides guidelines for facilitating unemployed engineers and architects as well as retired government employees to register.
Culled from the 2014 Edition of New York City Apartment Management Checklist, published by Vendome Real Estate Media, this sample chapter on Boiler/Burner Certification covers: Who is Affected; What the Law Requires; How to Comply; Deadlines and Penalties;
and much more.
City Law: When owners install a new boiler or burner or make major alterations to an existing boiler or burner (e.g., replace equipment on it), they must get a certificate of compliance from the Dept. of Buildings (DOB), and either a registration certificate or a certificate of operation for it from the Dept. of Environmental Protection (DEP). Owners must also renew DEP registrations and certificates for existing boilers and burners in the building. Owners cannot operate boiler/burner equipment without the required certificates. The type of certificate owners must get from DEP depends on the type and amount of fuel their equipment uses.
This document summarizes Revenue Regulations 7-2022 and 9-2022 issued by the Philippine government. RR 7-2022 outlines the tax incentives available under the Renewable Energy Act of 2008 for renewable energy developers, manufacturers of renewable energy equipment, and purchasers of renewable equipment. It details the requirements to avail of incentives like income tax holidays, accelerated depreciation, and VAT exemptions. RR 9-2022 establishes policies and guidelines for accepting electronic sales documents as required under the TRAIN law, which mandates electronic sales reporting.
The Contract Labour (Regulation and Abolition) Act, 1970 aims to regulate the employment of contract labour in certain establishments and to provide for its abolition in certain circumstances. It applies to establishments employing 20 or more contract labourers. It provides for licensing of contractors and establishes welfare and health facilities for contract workers. Principal employers are responsible for ensuring compliance and can be penalized for violations. The Act is administered through registering officers, licensing officers and inspectors appointed by state governments.
contract labor act 1970 includes all the information related to it with examples , sections ,penalties and procedures
it includes also about amendment in contract labor act
The document is a notice inviting tender for a solar power project. It provides details of the scope of work, which includes engineering, procurement, construction and 1 year of operation and maintenance of a 300KWp solar power project at an LPG bottling plant in Bokaro, India. It also includes 4 years of subsequent operation and maintenance. The document provides important details about the tender such as the estimated cost, required qualifications, contact information, timelines and terms and conditions.
The document is a notice inviting tender for a solar power project. It provides details of the scope of work, which includes engineering, procurement, construction and 1 year of operation and maintenance of a 300KWp solar power project at an LPG bottling plant in Bokaro, India. It also includes 4 years of subsequent operation and maintenance. The document provides important details about the tender such as the estimated cost, required qualifications, contact information, timelines and terms and conditions.
The document provides information on the Contract Labour (Regulation and Abolition) Act of 1970 in India. It discusses several key points:
1. The Act regulates the employment of contract labor in certain establishments and provides for the abolition of contract labor in some circumstances.
2. Principal employers must register establishments that employ 20 or more contract workers. Contractors must obtain a license to supply contract labor.
3. The Act sets out various obligations of principal employers and contractors regarding the welfare of contract workers, such as maintaining registers, providing amenities like drinking water and restrooms, and ensuring timely payment of wages.
RDSO Guidelines for new Vendors- Rajni RanjanRajni Ranjan
This document provides guidelines for vendor development and approval for small track machines and tools by the Research Designs and Standards Organisation (RDSO) of the Government of India Ministry of Railways.
It defines key terms, outlines the policy and process for vendor registration and approval, including application assessment, technical capability assessment, prototype testing, and approval procedures. It also covers charges for various activities, validity of approvals, and requirements for new items or extensions. The Standing Committee on Small Track Machines examines cases and makes recommendations to the Railway Board for final approval.
This document provides guidelines for vendor development and approval for small track machines and tools by the Research Designs and Standards Organisation (RDSO) of the Government of India Ministry of Railways.
It defines key terms, outlines the policy and process for vendor registration and approval, including application assessment, technical capability assessment, prototype testing, and approval procedures. It also covers charges for various activities, validity of approvals, and requirements for new items or extensions. The Standing Committee on Small Track Machines examines cases and makes recommendations to the Railway Board for final approval.
Rules and regulation of Pakistan Engineering Council (PEC)Amir Khan
The document outlines Pakistan Engineering Council's (PEC) registration policy and guidelines for constructors/operators licenses effective January 2017. It details the application process and requirements for new registrations, renewals, and upgradations. Key points include committees that approve applications, ownership and experience requirements for different license categories, required documents and fees, penalties for non-compliance, and definitions of terms like professional credit points.
The document provides information about an online amendment class on the Industrial Enterprises Act, 2076 (2076 being the year according to the Nepali calendar). It includes details about the date and time of the class, the resource person, and an overview of some of the key aspects covered in the new act such as definitions, the process for industry registration and permission requirements for certain types of industries. It also summarizes some important points regarding environmental impact assessment requirements and precedents set in court cases related to industry compliance with environmental regulations.
The document provides information about an online amendment class on the Industrial Enterprises Act, 2076 (2076 being the year according to the Nepali calendar). It includes details about the date and time of the class, contact information for the resource person, and an overview of some of the key aspects of the new Industrial Enterprises Act and Regulation, such as definitions, the process for registering and obtaining permission for different types of industries, requirements for environmental impact assessments, and appeals processes for registration refusals.
The document discusses the objectives, prerequisites, and modes of tendering in procurement. It outlines the key objectives of a tender system as economy, efficiency, fairness, reliability, transparency, accountability, and equal opportunity. It describes different tender modes like public tender, limited tender, single tender, and nomination. Public tender is the default approach and ensures transparency. Limited tender can be used for specialized or urgent works. Single tender and nomination require approvals and are for proprietary items or emergency works. Two-part tender separates technical and commercial evaluations.
The Contract Labour (Regulation & Abolition) Act, 1970 aims to regulate the employment of contract labor in certain establishments and to provide for its abolition in certain circumstances. The key aspects include registration of establishments employing contract labor, licensing of contractors, welfare provisions for contract workers, obligations of principal employers and contractors, and penalties for non-compliance. It applies to establishments with 20 or more contract workers and contractors with 20 or more workers. The Act seeks to ensure fair wages and welfare facilities like canteens, restrooms, and first aid for contract labor.
This document provides guidelines for contractors working at the Institute to ensure compliance with labour laws. It outlines procedures for work estimation, tendering, contractor selection, workforce management, wages, and dispute resolution. Contractors must follow regulations around skills listing, minimum wages, working hours, safety, and more. Any non-compliance or misconduct is subject to a grievance process and potential termination if issues persist after warnings. The guidelines aim to protect contract workers' rights through transparency and due process.
Similar to Various Licenses Required to Set Up a Factory in Delhi (20)
Lifting the Corporate Veil. Power Point Presentationseri bangash
"Lifting the Corporate Veil" is a legal concept that refers to the judicial act of disregarding the separate legal personality of a corporation or limited liability company (LLC). Normally, a corporation is considered a legal entity separate from its shareholders or members, meaning that the personal assets of shareholders or members are protected from the liabilities of the corporation. However, there are certain situations where courts may decide to "pierce" or "lift" the corporate veil, holding shareholders or members personally liable for the debts or actions of the corporation.
Here are some common scenarios in which courts might lift the corporate veil:
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Undercapitalization: If a corporation is formed with insufficient capital to conduct its intended business and meet its foreseeable liabilities, and this lack of capitalization results in harm to creditors or other parties, courts may lift the corporate veil to hold shareholders or members liable.
Failure to Observe Corporate Formalities: Corporations and LLCs are required to observe certain formalities, such as holding regular meetings, maintaining separate financial records, and avoiding commingling of personal and corporate assets. If these formalities are not observed and the corporate structure is used as a mere façade, courts may disregard the corporate entity.
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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.
This document briefly explains the June compliance calendar 2024 with income tax returns, PF, ESI, and important due dates, forms to be filled out, periods, and who should file them?.
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Various Licenses Required to Set Up a Factory in Delhi
1. This power point presentation gives you a detailed idea as to
requirements of various compliances and procedure to be followed in
order to secure following licenses and registrations:
• Factory Plan Approval
• Factory License
• DPCC Certificate – Orange Category (along with CTE and CTO)
• Employees’ State Insurance Registration
• Fire Safety Certificate/NOC
• Employees’ Provident Fund
There are various forms which needs to be filed for these approvals,
which enables the applicant to understand the process in a complete
manner. The purpose of attaching them is to avoid any mandatory
requirement lapse. Also minor defects will be rectified (if any).
2. Requisites for Factory Plan Approval
in Delhi
• For a factory to be setup in New Delhi including industrial
areas and special economic zones (SEZ).
• The statue applicable to obtain Factory plan/building are
central act of Factories Act, 1948 and Municipal law of Delhi
Factories Rule 1950.
• Provisions have been slated under section 3A of Delhi
Factories Rules, 1950.
3. How to Apply for Approval
• The application for approval of building plan by Chief
Inspector of Factories/Director (ISH) is required to be
submitted online at the website of Municipal Corporation of
Delhi (www.mcdonline.gov.in)
• The application is required to be submitted online at the
abovementioned website under the Single Window Clearance
System in light of Ease of Doing Business through common
application form/system.
4. Checklist of Documents for Approval
Foremost, prior permission has be obtained from the Administrator or the
Chief Inspector of Factories in writing.
As per Rule 3A of the said Rules, application is to be submitted in Form1
with the following documents:
1. Flow chart of the manufacturing process supplemented by a brief
description of the process in its various stages.
2. Plans in PDF format drawn to scale showing the following details in
accordance with the provisions of Rule 3A & Rule 61 of the Delhi
Factories Rules, 1950 read with Section 38 of the Factories Act, 1948:-
a. The site of the factory and immediate surroundings including
adjacent buildings and other structure, roads, drains etc.
b. The plan and elevations and necessary cross–sections of the various
buildings indicating all relevant details relating to natural lighting,
ventilation and means of escape in case of fire. The plans shall also
clearly indicate the plant and machinery, aisles and passage ways
5. 3. Such other particulars as the Chief Inspector may require.
If the Chief Inspector is satisfied that the plans are in consonance with the requirements of
the Act he shall, subject to such conditions as he may specify approve them by signing and
returning to the applicant one copy of each plan; or he may call for such other particulars
as he may require to enable such approve to be given.
Procedure for Approval
i. The application received online in the CIF dashboard at the MCD portal shall be
scrutinized by CIF/Director (ISH).
ii. The safety provisions such as water provision exclusively for fire fighting and means
of escape in case of fire i.e., alternate emergency staircase with dimensions in
accordance with Rule 61 of the Delhi Factories Rules, 1950 read with Section 38 of
the Factories Act, 1948 and natural lighting and ventilation shall be checked in
accordance with relevant rules of the Delhi Factories Rules, 1950.
iii. The plan shall also be checked whether the plants and machinery, aisles and passage
ways are clearly indicated in accordance with relevant rules of the Delhi Factories
Rules, 1950.
iv. If the building plan and manufacturing process are inconsonance with the provisions
of said Act and Rules, the approval will be granted online.
6. Time Frame for the Approval
• Building plan shall be approved or rejected within fifteen working days from the
date of receipt of application in the dashboard of CIF.
• In case the plan is approved, the duly signed approval letter by the Chief Inspector
shall be uploaded on the MCD website within 15 days
• Or else it will deemed to be approved on the sixteenth day (if not rejected).
• NOTE: No fees is required to be paid at this stage.
7.
8. Factory License/Registration
• The provisions mentioned in Rule 4 and 5 of the said
Rules are to be complied with for granting/registering a
license for factory.
• An occupier/owner has to apply for granting of a factory
license to the Chief Inspector of Factories in triplicate in
the form No. 2.
• There is a fees specified in the schedule of Rule 5, which
is prescribed for one year. But if the prospective license
holder wishes to obtain the license for a period of more
than 1 year, then such fees shall be multiplied with the
number of desired years.
• The maximum period for such purpose can go upto 5
years.
9. Fees for the grant of license for a factory for one year
(As prescribed in Rule 5 of the Delhi Factories Rules, 1950)
NOTE: In case of rejection of the application, the fee shall be refunded.
10. Pointers for Registration of Factory License
• A license can be granted to a factory premises engaged in
“manufacturing process” employing 10 or more workers
with the aid of power or, 20 or more workers without the
aid of power.
• Running a “factory” without registration and grant of
license is a punishable offence (One Lakh fine or Two Years
imprisonment or both as per section 92 of the Factories
Act, 1948).
• Running a “factory” without registration and grant of
license is a punishable offence (One Lakh fine or Two Years
imprisonment or both as per section 92 of the Factories
Act, 1948).
11. How to Obtain License
• An occupier of a factory is required to obtain a
license under the provisions of Rule 4 of the Delhi
Factories Rules, 1950.
• The occupier is required to get himself registered
through “Citizen Registration Form” available at e-
District Delhi portal.
• The occupier has to login e-District Delhi portal and
select the service of “Registration and Grant of
license under the Factories Act, 1948” and fill up
“Service Specification Details” and upload
necessary documents and pay online auto
calculated fee by the system.
12. Essential Documents for Factory License
The following documents are required to be uploaded:-
1. ID proof of Occupier and Manager.
2. List of Partners/Directors with their residential address.
3. NOC from other partners or Board Resolution by Directors for
nomination of occupier as per sections 2(n) and 7 of the Factories Act,
1948.
4. Proof/supporting documents of Occupier as Director/ Partner/
Proprietor of the factory.
5. Existing building plan in PDF format as per Rule 3A of the Delhi
Factories Rules, 1950.
6. Latest electricity bill as a proof of sanctioned load of electricity.
7. Proof of occupancy (copy of rent agreement/ownership proof i.e.
conveyance deed).
8. Flow chart of manufacturing process.
9. List of raw materials used in manufacturing process.
10. List of machineries installed in the premises.
11. Such other particulars as the Chief Inspector/Director (ISH) may
13. Procedure Followed by the Department
• The All online applications are scrutinized and in case of any
defect same will be communicated to the applicant online,
pointing out the defects.
• If the application is complete in all aspects, the factory
premises shall be inspected to adjudge suitability for
registration and grant of license. If factory conforms to the
statutory requirements, the license will be granted within a
month.
• In case any document, information is sought from the applicant,
within 03 days the reply along with required documents should
be uploaded by the applicant. Otherwise, the application shall
be rejected and fee shall be forfeited.
• The factory should be located in conforming industrial area of
Delhi.
• A digitally signed license can be downloaded from the
dashboard of the applicant.
14.
15. Delhi Pollution Control Committee
License Registration
What is DPCC License Registration?
• DPCC issues a License called DPCC License which is a No
Objection Certificate and it assures that the aimed/existing
business entity being set up will not create any harm to the
environment or society.
• For change in process or setting up of industries, an outline
has been made which mandates the requirement to get the
“No objection Certificate” i.e NOC from the board first.
• Delhi Pollution Control Committee Consent /NOC/CTO/CTE
Delhi Pollution Control Committee Consent or commonly
known as NOC, CTO, CTE or DPCC certificate.
• All the industries falling under the green, orange, and red
category have to apply for CTO and CTE. The validity period for
CTE varies from 1 -7 years. Additionally, the CTE for the red
and orange category is 5 years and 10 years for green category
industries.
16. CTO and CTE
• Consent to Operate (CTO) - A CTO has to be acquired by an
industry from the State Pollution Control Board (SPCB) by the Air Act,
1981 and the Water Act, 1974, before the start of it’s production
activities.
• For this, an application in the designated format has to be made to
the SPCB, followed by the relevant fee and the related documents.
• The moment all the important compliances have been done, the
industry will be given the CTO.
• Consent to Establish (CTE) - COE has to be taken by the
industry from the SPCB by the Water Act, 1974 and the Air Act, 1981,
before beginning the development of activities on site. For this, an
appeal in the designated format has to be done to the SPCB, followed
by the appropriate fee and the applicable documents.
• The COE shall be given once the officials from the SPCB examine
the site and evaluate the industry’s environmental management
system.
17. Orange Category of DPCC
• Industries carrying out activities having a
pollution record of 41 to 59 fall under the
orange category.
• Some of the orange category industries are into
acids and chemicals, electrical motors, paints
and varnishes, plastic dye, PVC compounds,
textile mills, x-ray machines etc.
• All the industries falling under this category
have to present the consent certificates before
setting and operating the industry.
18. List of Documents required to obtain
DPCC Certificate for Orange Category
• Pan Card of the entity that can be a firm or company
• Pan card of the candidate
• Aadhaar card of the candidate
• Electricity bill, Maintenance bill, Water bill and CETP bill
• CA license for investment in plant and machinery & land
and building
• Project Report
• Undertaking in the prescribed format with an
Authorisation letter
• Number of employees in the factory
• DG, Stack and Trade Effluent information (if any)
19. Attachments
• Form for obtaining DPCC certificate for Orange category;
• Documentation requirement for CTE and its consent format;
• Documentation requirement for CTO and its consent format;
• Detailed fee structure pertaining to CTE and CTO for various categories.
• Performa were fetched from
https://www.dpcc.delhigovt.nic.in/uploads/sitedata/pdf/ORANGE_FORM_N
EW_-1-.pdf
NOTE: Attachment containing details for above requirements in the most comprehensive
form can be referred for perusal.
20.
21. Fire NOC
• Rule 61A of the Delhi Factories Rules, 1950 provides for
fire safety regulations which are to be observed at all
times.
• It is also mandatory to obtain a Fire Safety Certification
from the fire department of Delhi. Failure will attract
penalties and even revocation of factory license.
• For the buildings specified under Rule 27 of Delhi Fire
Services Rules 2010, NOC is required at two stages.
a) The first stage is prior to construction of building
wherein building plans are approved and fire safety
recommendations are issued.
b) The second stage is after the construction of building
before commencing of occupancy. These shall be
verified and Fire Safety Certificate (FSC) shall be issued.
22. Procedure for Obtaining Fire Safety
Certificate
• An application under Rule 35(2) for the grant of fire
safety certificate shall be made to Director in Form ‘I’ in
First Schedule of Delhi Fire Rules, 2010.
• The Application has to be submitted with a certificate
from the architect and owner/occupier that all the fire
safety measure have been incorporated in the
building/premises.
• A team of fire officers shall conduct an inspection on
availability and operability of the fire measures which
shall decide the grant or refusal of the certificate.
• In case of rejection, a fresh application has to be made
by the owner/occupier under Rule 35(2).
23. Duration and Renewability
• The certificate shall be valid for a period of 3
years (for factories) subject to renew.
• It shall be renewed under Rule 37 by filing
form I and applying to the Director, Delhi Fire
Services.
24. NOC Requirement
• 2 Sets of Building Plans through Building Authority.
• The establishment needs to comply with all the bye laws given
in Delhi Building Bye Laws Related to Fire. They are mentioned
hereunder:
https://dfs.delhigovt.nic.in/content/delhi-building-bye-
law-related-fire
• Model of the Building.
• Check List Certified by the Architect.
25. Questionnaire
In Addition to it, a questionnaire needs to be answered in a form of document consisting of following
details:
• Name of the building
• Address of the Building
• Name and Address of builder/promoter
• Name and Address of owner/occupiers of Individual Flats.
• Plot Area
a. Title
b. Land use (in case of residential building Indicate no. of dwelling units)
• Covered area (at grade level)
• Height of the building
• (A) Overall height (from grade level)
(B) Whether set back areas are conforming to unified building bye-laws 12.4(b)
• (A) Number of basements (Please Indicate level below grade in each case)
(B) If basement extends beyond the building line, please indicate the load bearing strength of the
roof of basement.
(C) Area of basement
(D) Whether any piazza is proposed? If so, details of the level of piazza and ramps etc. be indicated
• Number of Floors (including ground floor)
26. • Number of Floors (including ground floor)
• Occupancy (Use-please mention separately for basement & floors)
• Covered area of typical floor of bldg. Blocks.
• Parking areas (please give details)
• Details of surrounding property features
• Approach to proposed building, width of the road and connecting
roads, if any
• Please give details of water supply available exclusively for fire fighting.
• Has wet riser(s) been provided? If so, please indicate the number of
risers and internal dia of each.
• Has any down comer been provided? If so, please give details.
• Please indicate the present arrangement for replenishment of water for
fire fighting.
• Is a public or other water storage facility available nearby? If so, please
give the capacity and distance from your building, also please indicate if
it is readily accessible.
• And other related questions. For the complete exhaustive
questionnaire, Click here.
27.
28. ESIC Registration
• ESI or employees' state insurance is one of the renowned
social security schemes which was introduced by the Central
government of India.
• If any company in Delhi failed to register their organization
under this act then they are bound to face the penal action
within a certain time limit. ESI OR Employee state insurance is
a self-financing security scheme and the health insurance
plan for the employees.
• Registration of employers under ESI Act is fully online,
without requirement of submission of any physical
application documents either before the registration or after
it.
• The employer registration is totally online and on real time
basis. No manual intervention / approval is required for
registration.
29. • Minimum Number of Employees required for
registration of Establishment in Delhi is 10.
• PDF form No. 1 is provided with the attachment.
Please refer.
• As per the ESI Act 1948, any employee earning
less than 15,000 every month, he or she needs to
contribute 1.75% of the payment to the ESI.
Whereas the company will pay 4.75%.
• With the increasing accessibility of internet ESI
registration in Delhi has been made very easy. I
saves lots of time and effort.
30. Documents Required for ESIC
Registration in Delhi
Following documents required for ESIC registration in Delhi:
• Registration certificate got either under the Shops and
Establishment Act or Factories Act
• Partnership deep in terms of partnership and registration certificate
in terms of the company
• Articles of Association and MOA or Memorandum of Association
• List of employees works in the company
• PAN Card of the Business, also Employee's PAN card also needed
• Employee compensation details
• A canceled cheque of the company Bank accounts for bank details
• Board of directors list of the company
• Shareholders list of the company
• Attendance register of the company is also needed.
31. Procedure
• Application can be made online at ESIC portal.
• Submit the employer's registration Form-1 (attached).
• After verification, an unique 17 digit registration number
will be allotted.
• Once you receive the 17 digit number, your ESI filing will
be completed.
• Employees who are registered under the ESI scheme will
get an ESI card once you submit the form along with the
employee’s photos and details of the family.
• After providing all the necessary details, you will be
advised to visit the ‘Payment of Advance Contribution
Page’. Now click on the ‘Pay Initial Contribution Link’ to
make the advance payment for six months.
Registration is permanent in the case of employee's addition intimate the ESI.
32.
33. Provident Fund (PF)
• Employees Provident Fund (EPF) is a scheme
under the Employees’ Provident Funds and
Miscellaneous Provisions Act, 1952.
• It is regulated under the purview of the
Employees’ Provident Fund Organization (EPFO)
• Any organization engaging20 employees or more
are required to register under the EPFO as per
our constitutional framework.
• Basically, EPF is normally like a benefit to an
employee during the retirement provided by the
organization.
34. Applicability of EPF Registration for
Employers
• EPF registration is mandatory for all establishment:
• which is a factory engaged in any industry having 20 or more
persons, and
• to any other establishment employing 20 or more persons or
class of such establishments which the Central Government
notifies.
• All the employees will be eligible for a PF from the
commencement of their employment and the responsibility
of deduction & payment of PF lies with the employer.
• The PF contribution of 12% should be divided equally
between the employer and employee. The employer’s
contribution is 12% of the basic salary. If the establishment
has employed less than 20 employees, the PF deduction rate
will be 10%.
35. Documents for EPF Registration
Only a registered establishment is eligible for PF benefits.
1. Employees UAN no. is mandatory
(For UAN no. of employees- PAN card, Aadhar Card and Bank Details of all
the employee is necessary.)
2. Application form
3. Digital signature of authorized person
4. Copy of pan card of company and moa of co. / partnership deed
5. Copy of residence proof and pan card of all directors / partners
6. List of employee
a) Name of employees
b) Date of birth of employee
c) Date of joining of employee
d) Fathers name of employee
e) Fathers date of birth
f) Family detail :- mothers name of employee
g) Mothers date of birth
h) Wife name of employee
i) Wife date of birth
j) Children name of employee
k) Children date of birth
36. 7. Month wise detail of employee
8. Copy of two work order
9. Copy of service tax certificate/sale tax/iec code (if any)
10. Electricity bill with rent agreement & noc from landlord
11. Board resolution
12. Four copy of moa
13. Four cancelled cheque and bank statement
14. 1st purchase bill/ sale bill
15. Nature of business
16. Wages and attendance register
17. Shop & establishment certificate
18. Email id of company
19. Landline no and mobile no of company
Please refer the Form attached.