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Legislation Reference Labour


Law Category
Checklist Name Maharashtra Labour FactoryJUNE
Compliance
Description
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Risk Flag Compliance Requirements Legislation

Contract Labour (Regulation


In case of any change in the particulars specified and Abolition) Act, 1970 read
in the certificate of registration, the principal with Maharashtra Contract
employer has to intimate the registering officer of Labour (Regulation and
Not Configured the changes. Abolition) Rules, 1971

Principal employer to ensure that the contractor Contract Labour (Regulation


has a valid license all the times. and Abolition) Act, 1970 read
with Maharashtra Contract
Advisable to retain a copy of the license of the Labour (Regulation and
Not Configured Contractor. Abolition) Rules, 1971

Contract Labour (Regulation


and Abolition) Act, 1970 read
Principal employer to ensure payment of wages with Maharashtra Contract
by Contractor as per Section 21 and 35 (2) (1) Labour (Regulation and
Not Configured r/w Rule 45 to 51. Abolition) Rules, 1971

Contract Labour (Regulation


Entries of the time and place of payment of and Abolition) Act, 1970 read
wages and the payments actually made are to be with Maharashtra Contract
entered in the register of wages simultaneously Labour (Regulation and
Not Configured with the making of the payments. Abolition) Rules, 1971
The principal employer is to deploy a
representative who shall:
(a) be present at time of disbursement of wages
by the contractor;
(b) affix his initials against each entry;
(c) record a certificate at the end of the entries as Contract Labour (Regulation
prescribed and Abolition) Act, 1970 read
Principal Employer is bound to pay the full or with Maharashtra Contract
short payment in case of any default by the Labour (Regulation and
Not Configured contractor Abolition) Rules, 1971

Contract Labour (Regulation


and Abolition) Act, 1970 read
with Maharashtra Contract
The principal employer to maintain a register of Labour (Regulation and
Not Configured contractors. Abolition) Rules, 1971
Contract Labour (Regulation
and Abolition) Act, 1970 read
Principal Employer to ensure maintenance of with Maharashtra Contract
Registers by contractor as per Section 29 and Labour (Regulation and
Not Configured 35 (2) (m) r/w Rule 57 and 59 Abolition) Rules, 1971

The final certified standing orders/ amendments


cannot be modified before expiry of 6 months
from the date on which the standing orders or the
last modification came into force unless there is Industrial Employment
an agreement between the employer and the (Standing Orders) Act, 1946
workmen/ trade union for modification of the read with Bombay Industrial
same before the expiry of six months. For model Employment (Standing
Not Configured standing order ? it is one year. Orders) Rules, 1959

Industrial Employment
Where a workman has been suspended by the (Standing Orders) Act, 1946
employer pending investigation into charges read with Bombay Industrial
against him, the employer has to pay the Employment (Standing
Not Configured workman subsistence allowance as prescribed Orders) Rules, 1959
Employer not to knowingly employ a woman in
any establishment during the 6 weeks
immediately following the day of her delivery,
miscarriage or medical termination of pregnancy.

A Pregnant woman shall not be required to do


during the period specified below, any work
which is of arduous nature or which involves long
hours of standing or which in any way is likely to
interfere with her pregnancy or the normal
development of the foetus or is likely to cause
her miscarriage or otherwise to adversely affect
her health.
The period shall be?
(a) the period of 1 month immediately preceding
the period of 6 weeks, before the date of her
expected delivery
(b) any period during the said period of 6 weeks Maternity Benefit Act, 1961
for which the pregnant woman does not avail of read with the Maharashtra
Not Configured leave of absence. Maternity Benefit Rules, 1965

Maternity Benefit Act, 1961


The employer shall be liable to make payment of read with the Maharashtra
Not Configured maternity benefit as per section 5 Maternity Benefit Rules, 1965

The amount of maternity benefit for the period


preceding the date of her expected delivery shall
be paid by the employer to the woman on the
production of proof i.e. Certificate in Form 2 from Maternity Benefit Act, 1961
a registered medical practitioner that the woman read with the Maharashtra
Not Configured is pregnant Maternity Benefit Rules, 1965

the amount due for the subsequent period shall


be paid by the employer to the woman within 48 Maternity Benefit Act, 1961
hours of production of proof that the woman has read with the Maharashtra
Not Configured delivered a child. Maternity Benefit Rules, 1965

Employer shall make payment of maternity


benefit and any other amount to the women
concerned or in case of her death to her Maternity Benefit Act, 1961
nominee and in case of no nominee than to her read with the Maharashtra
Not Configured legal representative. Maternity Benefit Rules, 1965
The employee shall be paid a medical bonus of
Rs. 250/- if no pre-natal confinement and post- Maternity Benefit Act, 1961
natal care is provided by the employer free of read with the Maharashtra
Not Configured charge. Maternity Benefit Rules, 1965

In case of miscarriage or medical termination of


pregnancy, a woman shall on production of proof
be entitled to leave with wages at the rate of
maternity benefit, for a period of 6 weeks
immediately following the day of her miscarriage Maternity Benefit Act, 1961
or, as the case may be, her medical termination read with the Maharashtra
Not Configured of pregnancy. Maternity Benefit Rules, 1965

Maternity Benefit Act, 1961


The wages payable in respect of the above leave read with the Maharashtra
Not Configured to be paid. Maternity Benefit Rules, 1965

In case of tubectomy operation, a woman shall,


on production of such proof as may be
prescribed, be entitled to leave with wages at the
rate of maternity benefit for a period of 2 weeks Maternity Benefit Act, 1961
immediately following the day of her tubectomy read with the Maharashtra
Not Configured operation Maternity Benefit Rules, 1965

A woman suffering from illness arising out of


pregnancy, delivery, premature birth of child,
miscarriage, medical termination of pregnancy or
tubectomy operation shall on production of proof
be entitled, in addition to the period of absence
allowed to her, to leave with wages at the rate of Maternity Benefit Act, 1961
maternity benefit for maximum period of one read with the Maharashtra
Not Configured month. Maternity Benefit Rules, 1965

Maternity Benefit Act, 1961


The wages payable in respect of the above leave read with the Maharashtra
Not Configured to be paid. Maternity Benefit Rules, 1965
A woman who returns to duty after delivery shall,
in addition to the interval for rest allowed to her,
be allowed in the course of her daily work two
breaks of 15 minutes duration for nursing the
child until the child attains the age of 15 months.

In case of crèche or place where children are left


by women while on duty is not in the vicinity of
the place of the work a period up to 15 minutes Maternity Benefit Act, 1961
more may be allowed for the purpose of journey read with the Maharashtra
Not Configured to and from crèche or the place. Maternity Benefit Rules, 1965

When a woman absents herself from work on


account of medical leave, it shall be unlawful for
her employer to discharge or dismiss her during
or on account of such absence or to give notice
of discharge or dismissal on such a day that the
notice will expire during such absence or to vary Maternity Benefit Act, 1961
to her disadvantage any of the conditions of her read with the Maharashtra
Not Configured service. Maternity Benefit Rules, 1965

Employer of a factory to maintain Maternity


Benefit Register. All entries shall be made in ink
and maintained up to date and it shall be
available for inspection by the Inspector during
working hours.
Maternity Benefit Act, 1961
Records must be kept and preserved for a period read with the Maharashtra
Not Configured of 3 years. Maternity Benefit Rules, 1965

Employer to supply every woman employed by Maternity Benefit Act, 1961


him at her request free of cost copies of Forms 9, read with the Maharashtra
Not Configured 10 and 11 Maternity Benefit Rules, 1965
All fines and unpaid accumulations shall be paid The Bombay Labour Welfare
Not Configured by the employer to the Welfare Commissioner. Fund Act, 1953

The employer to pay every employee engaged in


scheduled employment, wages at a rate not less
than the minimum wage rate fixed by the State
Government.
Note : Nothing in this section shall effect the
provisions of the Payment of Wages Act, 1936
Wage period not to exceed one month

The employer is not entitled to make any


deduction from the minimum wage so notified
except as may be authorised within such time Minimum Wages Act, 1948
and subject to such condition as may be read with Maharashtra
Not Configured prescribed. Minimum Wages Rules, 1963

Where an employee does two or more classes of


work for which different minimum wages are
prescribed, the employee shall be paid in
accordance with the time occupied by each of Minimum Wages Act, 1948
the classes at rates not less than the minimum read with Maharashtra
Not Configured wages for each such class Minimum Wages Rules, 1963

Where an employee is employed on piece work


for which minimum time rate and not a minimum
piece rate has been provided, the employer shall Minimum Wages Act, 1948
provide the employee with wage at a rate which read with Maharashtra
Not Configured is not less than the time rate fixed by the Act. Minimum Wages Rules, 1963
In case the minimum wages cannot be paid on
account of death of an employee before payment
or on account of his whereabouts not being Minimum Wages Act, 1948
known, the same shall be deposited with the read with Maharashtra
Not Configured prescribed authority. Minimum Wages Rules, 1963

Where an employee whose minimum wage rate


has been fixed by the hour or by the day or by
such longer period, any longer period of service
rendered by the employee shall be compensated Minimum Wages Act, 1948
by the employer by paying an overtime rate read with Maharashtra
Not Configured (fixed under this Act or under any other law). Minimum Wages Rules, 1963

In the event the employee works less than the


fixed hours which is supposed to constitute a
normal working day still the employee shall not
be deprived of the minimum wage for a normal
day unless the employee was unwilling to work Minimum Wages Act, 1948
and the employer was willing to provide work to read with Maharashtra
Not Configured the employee. Minimum Wages Rules, 1963

Normal working day shall be 9 hours in case of


an adult , 7 hours in case of an adolescent and
4½ hours in case of a child .

The spread over for an adult worker shall not be


for more than 10.5 hours. The period of work of
an adult employee shall not exceed 5 hours
before he has had an interval for rest of at least
half an hour

A child cannot be employed for which the spread


over is more than 5 hours.
Note:- Nothing in this rule to affect provisions of Minimum Wages Act, 1948
Bombay Shops and Establishments Act, 1948 read with Maharashtra
Not Configured and Factories Act, 1948 Minimum Wages Rules, 1963

Where a worker in a scheduled employment


works on a shift, which extends beyond midnight,
he shall be given a holiday for the whole day

For work in excess of normal working hours (i.e. Minimum Wages Act, 1948
9 hrs or 48 hrs in a week), overtime wages shall read with Maharashtra
Not Configured be paid at double the ordinary rate of wages. Minimum Wages Rules, 1963
Deductions from wages are permitted only on
account of the prescribed heads
In case of imposition of fine or
deduction for damage/ loss, the employee shall
personally be explained and also in writing be
explained, the reason for the damage or loss. An
opportunity to offer explanation in the presence
of another person be given to the employee. The
amount of fine/ deduction shall be intimated.
Minimum Wages Act, 1948
Note:- Nothing in this Rule shall affect the read with Maharashtra
Not Configured provisions of Payment of Wages Act, 1936 Minimum Wages Rules, 1963

One day of rest shall be allowed every week,


which shall ordinarily be Sunday, but alternate
day may be fixed by the employer. Minimum Wages Act, 1948
In case of any change in the rest day, employer read with Maharashtra
Not Configured to notify in advance by display of notice. Minimum Wages Rules, 1963

Employer to maintain a muster-roll-cum-wage


register

Note:- The above register needs not be


maintained in case register in Forms 17 and 19
appended to the Maharashtra Factories Rules,
1963 and a register in Form II, appended to Minimum Wages Act, 1948
Maharashtra Payment of Wages Rules, 1963 is read with Maharashtra
Not Configured maintained Minimum Wages Rules, 1963

An extract of entry pertaining to ever employee in


the above register to be used as attendance
card-cum-wage slip. Card to be in possession of Minimum Wages Act, 1948
employee and entries to be updated by employer read with Maharashtra
Not Configured every day and at the end of the month. Minimum Wages Rules, 1963

Minimum Wages Act, 1948


Employer shall maintain a Bound Inspection read with Maharashtra
Not Configured Book Minimum Wages Rules, 1963

Minimum Wages Act, 1948


All registers as above shall be preserved for a read with Maharashtra
Not Configured period of 3 years. Minimum Wages Rules, 1963

Employer to designate a person responsible for


payment of wages to employees. In case of a
factory, the manager, if any, and in an industrial
establishment, person responsible to the
employer for the supervision and control of the Payment of Wages Act, 1936
industrial establishment (hereinafter referred to read with Maharashtra
as ?Supervisor?), shall be the person Payment of Wages Rules,
Not Configured responsible for payment of wages 1963
The manager of a factory or Supervisor is Payment of Wages Act, 1936
responsible for payment of wages to employees read with Maharashtra
and shall fix wage period for which wages shall Payment of Wages Rules,
Not Configured be paid, which shall not exceed 1 month. 1963

Payment of Wages Act, 1936


The Manager/ Supervisor has to pay the wages read with Maharashtra
(where the factory/ establishment employs less Payment of Wages Rules,
Not Configured than 1000 persons) 1963

Payment of Wages Act, 1936


The Manager/ Supervisor has to pay the wages read with Maharashtra
( where the factory/ establishment employs more Payment of Wages Rules,
Not Configured than 1000 persons) 1963

Payment of Wages Act, 1936


read with Maharashtra
Payment of Wages Rules,
Not Configured The wages have to be paid on a working day. 1963
Payment of Wages Act, 1936
In case of termination of employment of a read with Maharashtra
person, the wages earned by him have to be Payment of Wages Rules,
Not Configured paid. 1963

The employer cannot make deduction from


wages of a person except on account of the
prescribed heads
The total amount of any permitted
deductions of an employed person shall not Payment of Wages Act, 1936
exceed 50% of the person?s wages (in case of read with Maharashtra
payment to cooperative society, the deduction Payment of Wages Rules,
Not Configured should not exceed 75% of such wages) 1963
omissions are required to have previous
approval of Commissioner of Labour.

The notice specifying the acts and omissions


which will give rise to fines has to be exhibited at
or near the main entrance of the factory/
establishment with a copy of the same in English
and in a language understood by the majority of
employees.

An employer cannot deduct any amount from the


wages as fine, without giving an opportunity to
the employee to show cause against the fine and
hear his explanation in the presence of atleast 1
person.

The fine shall not exceed 3% of the wages


payable to an employee for one wage period.

No fine for an employed person who is under the


age of 15 years.

The employer cannot recover the fine from the


employee by instalments and also cannot
recover the same after expiry of 90 days from the
day the same was imposed.

All fines and realisation shall be applied by the


employer only for purposes beneficial to the
persons employed in the factory/ establishment.
However, where there is a Welfare Fund
constituted under the Bombay Labour Welfare
Fund Act, the realisations will be paid to the fund.
Payment of Wages Act, 1936
The person imposing the fine shall without any read with Maharashtra
unnecessary delay inform the paymaster of all Payment of Wages Rules,
Not Configured particulars. 1963
be proportionate to the period of absence, i.e.,
the amount of deduction should not exceed the
wages that would have been payable if the
employee was not absent.

No deduction under this head for women and


person under the age of 15 years.

No deduction for absence from duty to be made


unless-

(a) there is a provision in writing forming part of


the terms of the contract of employment requiring
him to give notice of the termination of his
employment and-
i. the period of notice not to exceed 15 days or
wage period, whichever is less;
ii. the period of notice not to exceed the period of
notice which the employer is required to give of
the termination of that employment.

(b) This rule has been displayed in English and


local language at or near the main entrance of
the industrial establishment atleast 1 month
before the commencement of absence.

(c) A notice detailing name of persons from


whom deduction is proposed, the number of
days wage is to be deducted etc. has been
displayed at or near the main entrance of the
industrial establishment.

No deduction for absence from duty shall exceed


the wages of the persons employed for the Payment of Wages Act, 1936
period by which the notice of termination of read with Maharashtra
service given falls short of the period of such Payment of Wages Rules,
Not Configured notice required by the contract of employment. 1963

The employer cannot deduct amounts as


damages or loss from the wages of an employee
which exceeds the amount of damage or loss
caused to the employer by the neglect or default
of the employed person.

Such deductions can be made from the wages of Payment of Wages Act, 1936
an employee only after giving him an opportunity read with Maharashtra
to show cause against such deduction or Payment of Wages Rules,
Not Configured following any procedure prescribed for the same. 1963

The employer can deduct from wages of an


employed person amounts towards house
accommodation amenity or any other service
provided by the employer only after the same
has been accepted by the employee as a term of
the employment.
Payment of Wages Act, 1936
The amount deducted shall not exceed an read with Maharashtra
amount equivalent to the value of the house Payment of Wages Rules,
Not Configured accommodation amenity or service supplied. 1963
An advance of wages not already earned shall
not exceed an amount equivalent to the wages
earned by the employed person during the
preceding 4 calendar months without the
previous permission of an inspector.

The advance may be recovered in instalments by


deductions for the wages spread over not
exceeding 18 months. No instalment shall
exceed 1/3 of the wages for a wage period in
respect of which deduction is made. Payment of Wages Act, 1936
read with Maharashtra
The interest to be charged for advances not to Payment of Wages Rules,
Not Configured exceed 6.25%. 1963
The amounts of all advances sanctioned and the
repayments thereof shall be entered in a register. Payment of Wages Act, 1936
(If Muster roll cum wage register not maintained read with Maharashtra
under Maharashtra Minimum Wages Rules, Payment of Wages Rules,
Not Configured 1963) 1963

The employer is required to display in a


conspicuous place at or near the main entrance
a notice in English and in the language of the
majority of the persons employed indicating the
days on which payment shall be made

Paymaster of an industrial establishment to


display a notice specifying the rates of wages Payment of Wages Act, 1936
payable to all persons employed except read with Maharashtra
employed in position of supervision and Payment of Wages Rules,
Not Configured management. 1963
The manager/ Supervisor has to display in the
factory/ establishment a notice containing Payment of Wages Act, 1936
abstracts of the Act and Rules in English and in a read with Maharashtra
language of the majority of the persons Payment of Wages Rules,
Not Configured employed. 1963

Factories Act, 1948 r/w


Maharashtra Factories Rules,
Not Configured Notice of change in Manager 1963
Factories Act, 1948 r/w
Maharashtra Factories Rules,
Not Configured Occupier to ensure safety as per Section 7A 1963

Factories Act, 1948 r/w


Maharashtra Factories Rules,
Not Configured Register of Lime washing is to be maintained 1963

Factories Act, 1948 r/w


Employer to regulate working hours, holidays, Maharashtra Factories Rules,
Not Configured night shifts, overtime and leave as prescribed 1963
Factories Act, 1948 r/w
Employer to maintain a Register of specially Maharashtra Factories Rules,
Not Configured trained workers 1963

Factories Act, 1948 r/w


Employer to maintain a Register recording the Maharashtra Factories Rules,
Not Configured details of weekly holidays lost and compensated 1963

Factories Act, 1948 r/w


Maharashtra Factories Rules,
Not Configured Employer to maintain a Register of adult workers 1963
Factories Act, 1948 r/w
Maharashtra Factories Rules,
Not Configured Employer to maintain Leave with Wages Register 1963

Every worker in the factory has to submit a Factories Act, 1948 r/w
nomination duly signed by him and attested by 2 Maharashtra Factories Rules,
Not Configured witness 1963

Factories Act, 1948 r/w


Employer to provide every worker with a leave Maharashtra Factories Rules,
Not Configured book 1963
In the event of any accident which cause death
or are of serious nature or are dangerous
occurrences as prescribed, the manager of the
factory shall forthwith send a notice thereof by
telephone, special messenger or telegram to the Factories Act, 1948 r/w
Inspector and Administrative Medical Officer, ESI Maharashtra Factories Rules,
Not Configured Scheme, Bombay. 1963

Where the accident is fatal or of a serious nature,


notice shall also be sent to?

(a) DM or SDM Factories Act, 1948 r/w


(b) Officer in Charge of nearest police station Maharashtra Factories Rules,
Not Configured (c) Nearest relative of the injured/ deceased 1963

The notice shall be confirmed by the manager to Factories Act, 1948 r/w
the authorities by sending a written report, in Maharashtra Factories Rules,
Not Configured case of an accident 1963
The notice shall be confirmed by the manager to Factories Act, 1948 r/w
the authorities by sending a written report, in Maharashtra Factories Rules,
Not Configured case of dangerous occurrence 1963

When any accident or dangerous incident


specified in schedule takes place in a factory and
cause bodily injury to any person as prevents the
persons injured from working for a period of 48 Factories Act, 1948 r/w
hours or more the manager shall send a report of Maharashtra Factories Rules,
Not Configured the inspector. 1963

No person is allowed to disturb the site at which


a fatal accident has occurred or any object
involved in the accident before the arrival of the Factories Act, 1948 r/w
Inspector or a police office, provided such action Maharashtra Factories Rules,
Not Configured is taken to prevent any further accident 1963
Manager of every factory shall maintain a Factories Act, 1948 r/w
register of all accidents and dangerous Maharashtra Factories Rules,
Not Configured occurrences 1963

Manager should send a notice to the Chief


Inspector, Medical Inspector of Factories and
Administrative Medical Officer, ESI Scheme,
Bombay if any case of poisoning occurs due:
(a) lead, phosphorus, mercury, manganese,
arsenic, carbon bisulphide or benzene;
(b) nitrous fumes;
(c) halogens or halogen derivatives of
hydrocarbons of the aliphatic series
(d) chrome ulceration, anthrax, silicosis, toxic
anemia, toxix jaundice, primary opithelionatous
cancer of skin. Factories Act, 1948 r/w
(e) Pathological manifestations due to radium or Maharashtra Factories Rules,
Not Configured other radioactive substance or x rays 1963

Factories Act, 1948 r/w


The owner, occupier or Manager of every Maharashtra Factories Rules,
Not Configured Factory shall furnish an annual return of holidays 1963
The manager of every factory is required to
maintain the bound Inspection Book of the size
35 cms x 20 cms and of at least 180 pages. Factories Act, 1948 r/w
Every third sheet thereof shall be serially Maharashtra Factories Rules,
Not Configured numbered sheets. 1963
Gratuity is payable to an employee on
termination of his employment after the
employee has rendered a continuous service for
a minimum of 5 years.

The Gratuity is payable even if the employee has


not completed continuous service of 5 years if
his employment has been terminated due to his
death or disablement.

For every completed year of service or part


thereof in excess of 6 months, the employer shall
pay gratuity to an employee @ 15 days wages
based on the rate of wages last drawn by the
employee.
The Payment of Gratuity Act,
The maximum amount of gratuity payable is Rs. 1972 And Payment of Gratuity
Not Configured 3,50,000/- (Maharashtra) Rules, 1972.

The employer has to submit to the controlling The Payment of Gratuity Act,
authority any change in its name, address, 1972 And Payment of Gratuity
Not Configured employer or nature of business. (Maharashtra) Rules, 1972.

The employee should submit a nomination form The Payment of Gratuity Act,
in duplicate to the employer after the employee 1972 And Payment of Gratuity
Not Configured completes 1 year of service. (Maharashtra) Rules, 1972.

The employer after receipt of the Form F shall


get the records verified with the records of the
establishment and retain a copy and return the
duplicate to the employee after obtaining a The Payment of Gratuity Act,
receipt and attesting on the copy returned to the 1972 And Payment of Gratuity
Not Configured employee (Maharashtra) Rules, 1972.

An employee who has no family at the time of


making nomination shall make a fresh The Payment of Gratuity Act,
nomination in duplicate to the employer on 1972 And Payment of Gratuity
Not Configured acquiring a family. (Maharashtra) Rules, 1972.

In case of modification of a nomination including


where the nominee has pre-deceased an The Payment of Gratuity Act,
employee, the employer has to receive a notice 1972 And Payment of Gratuity
Not Configured of fresh nomination from the employee. (Maharashtra) Rules, 1972.
The employer after receipt of the Form H shall
get the records verified with the records of the
establishment and retain a copy and return the
duplicate to the employee after obtaining a The Payment of Gratuity Act,
receipt and attesting on the copy returned to the 1972 And Payment of Gratuity
Not Configured employee (Maharashtra) Rules, 1972.

Within 15 days of receipt of an application for


payment of gratuity by the employer, the
employer has to:-
a) If the claim is found admissible, issue a notice
to the employee/nominee/ legal heir, the amount
of gratuity payable and fix a date for payment of
the same. The notice is to be sent to the The Payment of Gratuity Act,
Appellant-either by registered post AD or to be 1972 And Payment of Gratuity
Not Configured delivered personally. (Maharashtra) Rules, 1972.

Within 15 days of receipt of an application for


payment of gratuity by the employer, the
employer has to:-
b) If the claim is not found admissible, then issue
a notice to the employee/nominee/ legal heir, the
reasons why the claim is not admissible. The The Payment of Gratuity Act,
notice is to be sent to the Appellant-either by 1972 And Payment of Gratuity
Not Configured registered post AD or to be delivered personally (Maharashtra) Rules, 1972.

Gratuity should be paid in cash and if desired by


the employee then by Demand Draft/ Bank
Cheque. If the amount payable is less than Rs The Payment of Gratuity Act,
1000 then if desired by the payee then it can be 1972 And Payment of Gratuity
Not Configured paid by postal money order. (Maharashtra) Rules, 1972.

Employer not to engage an apprentice who has


not attained age of 14 years and the standard of
education prescribed in Schedule I to the
Apprenticeship Rules 1992 and the physical Apprentices Act, 1961 read
conditions prescribed in Schedule II to the with Apprenticeship Rules,
Not Configured Apprenticeship Rules 1992 1992

Employer not to engage a person as apprentice


in a designated trade unless such person has
entered into a contract of apprenticeship with the Apprentices Act, 1961 read
employer. In case the apprentice is a minor, the with Apprenticeship Rules,
Not Configured contract is to be entered into with his guardian. 1992
Employer to pay compensation to the apprentice
if a contract is terminated for failure on part of the Apprentices Act, 1961 read
employer to carry out the terms and conditions of with Apprenticeship Rules,
Not Configured the contract. 1992

Employer to make suitable arrangements in his Apprentices Act, 1961 read


workshop for imparting a course of practical with Apprenticeship Rules,
Not Configured training to every apprentice engaged by him. 1992
Where an employer employs in his establishment
500 or more workers, the basic training shall be
imparted to the trade apprentices either in
separate parts of the workshop building or in a Apprentices Act, 1961 read
separate building which shall be set up by the with Apprenticeship Rules,
Not Configured employer himself. 1992

If the number of apprentices to be trained at any


time in such establishment is less than 12,
instead of providing training in either in separate
parts of the workshop building or in a separate
building, the employer may depute all or any of Apprentices Act, 1961 read
such apprentices to any Basic Training Institute with Apprenticeship Rules,
Not Configured or Industrial Training Institute for basic training. 1992

Where an employer employs in his establishment


less than 500 workers, the basic training shall be Apprentices Act, 1961 read
imparted to the trade apprentices in training with Apprenticeship Rules,
Not Configured institutes set up by the Government. 1992
Apprentices Act, 1961 read
The employer has an obligation to provide the with Apprenticeship Rules,
Not Configured apprentice with training in his trade. 1992
Employer shall provide adequate instructional
staff for imparting practical and theoretical Apprentices Act, 1961 read
training and facilities for trade test of with Apprenticeship Rules,
Not Configured apprenticeship. 1992
Employer to pay stipend as specified in the Apprentices Act, 1961 read
contract of apprenticeship, which shall not be with Apprenticeship Rules,
Not Configured less than the minimum prescribed stipend. 1992

If the work and conduct of the apprentice is not


satisfactory, the employer shall report the matter
to Apprenticeship Adviser and with his consent
may stop the payment of stipend. However,
where the Apprenticeship Advisor does not
communicate to the employer refusal to consent
to the stopping of the payment of stipend within Apprentices Act, 1961 read
the period of 30 days, it shall be deemed that he with Apprenticeship Rules,
Not Configured has consented for the stopping of the stipend. 1992
Employer to maintain records of the progress of Apprentices Act, 1961 read
training of each apprentice undergoing with Apprenticeship Rules,
Not Configured apprenticeship training in his establishment. 1992

No trade apprentice shall be engaged on training Apprentices Act, 1961 read


between 10.00 p.m to 06.00 am except with the with Apprenticeship Rules,
Not Configured prior approval of the Apprenticeship Adviser. 1992

Employer shall maintain a register of attendance


of the trade apprentices undergoing training and Apprentices Act, 1961 read
action taken for irregular and unauthorised with Apprenticeship Rules,
Not Configured absence shall be recorded. 1992
Application forms of regular trade apprentices for
appearing at All India Trade Test (AITT) shall be Apprentices Act, 1961 read
forwarded by the establishment to the Regional with Apprenticeship Rules,
Not Configured Director or State Apprenticeship Adviser. 1992
Employer shall furnish eligibility certificates of the
eligible trade apprentices alongwith application Apprentices Act, 1961 read
forms of such apprentices to the trade testing with Apprenticeship Rules,
Not Configured centres. 1992

When a Graduate or Technician or Technician


(Vocational) apprentice joins an establishment,
the employer shall prepare index cards and
retain 1 card with himself and forward 1 card
each to The Central Apprenticeship Adviser, The
Director Regional Board of Apprenticeship
Training concerned and in the case of Sandwich Apprentices Act, 1961 read
course student, to the technical institution with Apprenticeship Rules,
Not Configured concerned. 1992

Employer shall maintain a record of the work


done and the studies undertaken by the
Graduate or Technician or Technician
(Vocational) apprentices engaged in the
establishment and send a report to the Director Apprentices Act, 1961 read
Regional Board of Apprenticeship Training with Apprenticeship Rules,
Not Configured concerned 1992

Where any apprentices are undergoing training


in a factory, the provisions of Chapter III, IV and
V of the Factories Act, 1948, shall apply in
relation to the health, safety and welfare of the Apprentices Act, 1961 read
apprentices as if they were workers within the with Apprenticeship Rules,
Not Configured meaning of the Act. 1992

Apprentices Act, 1961 read


Provisions related to Hours of work, overtime, with Apprenticeship Rules,
Not Configured leave and holidays to be followed 1992

If personal injury is caused to an apprentice, by


accident arising out of and in the course of his
training as an apprentice, his employer shall be
liable to pay compensation which shall be
determined and paid, so far as may be, in Apprentices Act, 1961 read
accordance with the provisions of the Workmen? with Apprenticeship Rules,
Not Configured s Compensation Act, 1923. 1992

Employment Exchanges
(Compulsory notifications of
Vacancies) Act, 1959 read
with Employment Exchanges
Employer to furnish the result of the selection to (Compulsory notifications of
Not Configured the concerned Employment Exchange. Vacancies) Rule, 1960
employed by him at a rate less than that paid by
him to workers of the opposite sex in the same
establishment for performing the same work or
work of a similar nature.

Equal Remuneration Act 1976


No as amended in 1987 read with
employer to reduce the rate of remuneration of Equal Remuneration Rules
Not Configured any worker for complying with the above. 1976

No discrimination against woman at the time of


recruitment for the same work or work of a Equal Remuneration Act 1976
similar nature except where the employment of as amended in 1987 read with
women in such work is prohibited or restricted by Equal Remuneration Rules
Not Configured or under any law. 1976

Equal Remuneration Act 1976


as amended in 1987 read with
Employer to maintain registers and documents in Equal Remuneration Rules
Not Configured relation to the workers employed by him. 1976

Employees State Insurance


Act, 1948 read with
Employees State Insurance
Every employee to furnish to the employer a (General) Regulations, 1950
declaration form, which includes the temporary and Employees State
identification certificate, signature/thumb Insurance (Central) Rules,
Not Configured impression of the employee. 1950

Employees State Insurance


Act, 1948 read with
Employees State Insurance
(General) Regulations, 1950
Employer to send all the declaration forms to the and Employees State
appropriate office by registered post or Insurance (Central) Rules,
Not Configured messenger. 1950

Employees State Insurance


Act, 1948 read with
Employees State Insurance
Employer, on receiving temporary identification (General) Regulations, 1950
certificate from the Corporation, deliver it to the and Employees State
employee to whom it relates after obtaining his Insurance (Central) Rules,
Not Configured signature/thumb print on the same. 1950
Employees State Insurance
Act, 1948 read with
Employees State Insurance
Insurance number allotted to the employee and (General) Regulations, 1950
indicated in the copy of Form 3 shall be entered and Employees State
by the employer on the register of employees Insurance (Central) Rules,
Not Configured and return of contributions. 1950

Employees State Insurance


Act, 1948 read with
Employees State Insurance
The temporary identification certificate along with (General) Regulations, 1950
insurance number has to be returned to the and Employees State
concerned employee after obtaining his Insurance (Central) Rules,
Not Configured signature on the same. 1950

Employees State Insurance


Act, 1948 read with
Change in the membership of the family of the Employees State Insurance
insured person to be intimated to the employer (General) Regulations, 1950
within 15 days of the change having occurred and Employees State
and thereafter the employer shall enter the Insurance (Central) Rules,
Not Configured particulars. 1950

The identity cards shall be sent to the employer


by the appropriate officer, who has to further
obtain signature/ thumb impression of the
employee on the identity card and deliver the
same to the employee after obtaining a receipt
from the employee.
Employees State Insurance
Employer to issue a certificate of employment to Act, 1948 read with
such person on demand if the insured does not Employees State Insurance
have a Temporary Identification Certificate. Such (General) Regulations, 1950
certificate shall also be issued on demand if an and Employees State
insured person loses his Temporary Identification Insurance (Central) Rules,
Not Configured Certificate before the receipt of the Identity Card. 1950
Employees State Insurance
Act, 1948 read with
Employees State Insurance
(General) Regulations, 1950
and Employees State
Employer to make contributions in respect of an Insurance (Central) Rules,
Not Configured employee. 1950

In the event the employer pays an advance


amount towards contribution such that the
balance of the advance amount continues to be
more than the contributions due and payable at Employees State Insurance
the end of the concerned wage period, the Act, 1948 read with
employer has to file a 6 monthly statement of Employees State Insurance
contribution payable and paid in advance with (General) Regulations, 1950
the balance left at the end of each month along and Employees State
with the return of contribution to the Regional Insurance (Central) Rules,
Not Configured Office of the Corporation. 1950

Employees State Insurance


Act, 1948 read with
Employees State Insurance
(General) Regulations, 1950
and Employees State
Employer to maintain a register in respect of Insurance (Central) Rules,
Not Configured every employee engaged by him 1950
Employer to furnish information in respect of the
abstention of an insured person from work for
which sickness benefit/ disablement
benefit/temporary disablement has been claimed
or paid.
Employees State Insurance
Act, 1948 read with
Employees State Insurance
Further the employer has to furnish to the (General) Regulations, 1950
appropriate officer particulars of the abstention of and Employees State
an insured woman from work for which maternity Insurance (Central) Rules,
Not Configured benefit has been provided, claimed or paid. 1950
Employer has to maintain and keep readily
accessible a book called ?Accident Book? in
which entries of any accident causing personal
injury to an insured person may be entered. (The
accident causing the personal injury should be Employees State Insurance
sustained arising out of and in the course of the Act, 1948 read with
insured person?s employment in the factory/ Employees State Insurance
establishment.) (General) Regulations, 1950
and Employees State
The Accident Book is to be Insurance (Central) Rules,
Not Configured maintained for 5 years 1950

Employer has to send a report to the nearest


local office and the Insurance Medical Officer on
getting information of an accident which has
caused personal injury to an insured person.

In case of an injury resulting in death at the place


of employment, the report has to be sent to the
Insurance Medical Officer and the local office
through a special messenger or otherwise as
may be practicable.

Employer shall arrange for such first aid and


medical care and transport for obtaining such aid
and care as the circumstances of the accident
may require till the injured person is seen by the Employees State Insurance
Insurance Medical Officer Act, 1948 read with
Employees State Insurance
Employer to furnish to the appropriate office such (General) Regulations, 1950
further information and particulars of an accident and Employees State
and within such time, as the said office may, in Insurance (Central) Rules,
Not Configured writing, require. 1950
In case of death of an insured person as a result
of an employment injury, if the death occurs at
the place of employment, the employer shall,
immediately report the death to the nearest
branch office and to the nearest dispensary,
hospital, clinic or other institution where medical Employees State Insurance
benefit is available. Act, 1948 read with
Employees State Insurance
In case of death of an insured person, if the (General) Regulations, 1950
death occurs at the place of employment, the and Employees State
employer shall, immediately report the death to Insurance (Central) Rules,
Not Configured the nearest branch office 1950

Where an insured person dies due to an


employment injury, the body shall not be
disposed of until the body has been examined by
an Insurance Medical Officer

Employees State Insurance


Act, 1948 read with
If an Insurance Medical Officer is unable to arrive Employees State Insurance
within 12 hours of death, the body may be (General) Regulations, 1950
disposed of after obtaining a certificate from such and Employees State
Medical Officer or practitioner as may be Insurance (Central) Rules,
Not Configured available. 1950

If the conditions of service of any employee so


allow, an employer may discharge or reduce on
due notice ?

(i) who has been in receipt of


disablement benefit for temporary disablement,
after he has been in receipt of such benefit for a
continuous period of 6 months or more;

(ii) who has been under medical


treatment for sickness /absent from work due to
illness duly certified to arise out of pregnancy or
confinement rendering the employee unfit for
work, after the employee has been under such
treatment or has been absent from work for a
continuous period of 6 months or more;
Employees State Insurance
(iii) who has been under medical treatment for Act, 1948 read with
any of diseases as prescribed, duly certified, Employees State Insurance
after the employee has been under such (General) Regulations, 1950
treatment for a continuous period of 18 months and Employees State
or more, notwithstanding provisions of clause (i) Insurance (Central) Rules,
Not Configured and (ii) 1950
The principal employer has to maintain a bound
Inspection Book and produce the same on
demand by an Inspector or any other officer of
the Corporation.

Any note of irregularities and illegalities


discovered at the time of inspection indicating
the action to be taken for such irregularities
against the principal employer, the remedy or Employees State Insurance
removal of such irregularities shall be sent to the Act, 1948 read with
principal employer by the Inspector. Employees State Insurance
(General) Regulations, 1950
Such note and orders sent by the Inspector has and Employees State
to be entered by the principal employer in the Insurance (Central) Rules,
Not Configured inspection book. 1950

Employer has to pay the contribution to the


Corporation with respect to employees directly
employed by him and also employees employed
by or through an immediate employer.

The principal employer has to pay both the


employers? and employee?s contribution to the
corporation. The principal employer thereafter
deducts from the wages of the employees
directly employed by him the employee
contribution with regard to the said employee.
The expenses for remitting the contribution to the
Corporation are to be borne by the employer.
Both the principal employer and the immediate
employer are not entitled to deduct the
employer?s contribution from the employee?s
wages.
The amount of contribution for a wage period
shall be:- Employees State Insurance
a) with respect to employer?s contribution a sum Act, 1948 read with
equal to 4-3/4% of the wage payable to the Employees State Insurance
employee; (General) Regulations, 1950
b) with respect to the employee?s contribution, a and Employees State
sum equal to 1-3/4% of the wages payable to an Insurance (Central) Rules,
Not Configured employee. 1950
Employees State Insurance
Act, 1948 read with
Employees State Insurance
(General) Regulations, 1950
and Employees State
The expenses for remitting the contribution to the Insurance (Central) Rules,
Not Configured Corporation are to be borne by the employer. 1950

Employees State Insurance


Act, 1948 read with
Employees State Insurance
No employer shall, directly or indirectly, reduce (General) Regulations, 1950
the wages of any employee, or except as and Employees State
provided by the regulations, discontinue or Insurance (Central) Rules,
Not Configured reduce benefits payable to him 1950

(1) No employer shall except otherwise


provided:
(a) dismiss, discharge, or reduce or
otherwise punish an employee during the period
the employee is in receipt of sickness benefit or
maternity benefit, or (b) dismiss,
discharge or reduce or punish an employee
during the period he is in receipt of disablement
benefit for temporary disablement or is under
medical treatment for sickness or is absent from
work as a result for illness duly certified to arise Employees State Insurance
out of the pregnancy or confinement rendering Act, 1948 read with
the employee unfit for work Employees State Insurance
(2) No notice of dismissal or discharge or (General) Regulations, 1950
reduction given to an employee during the period and Employees State
specified in sub section (1) shall be valid or Insurance (Central) Rules,
Not Configured operative. 1950
Every employee is entitled to be paid Bonus by
the employer in an accounting year if he has
worked for not less than 30 working days in that
year.

The employee shall not be entitled to receive


bonus if he is dismissed from service for fraud,
riotous or violent behaviour in the premises,
theft, misappropriation or sabotage of the
property of the factory/ establishment.

The minimum bonus payable by an employer is


8.33% of the salary/ wage earned by the
employee during the accounting year or Rs.100/-
whichever is higher (In case the employee is less
than 15 years of age then the bonus should not Payment of Bonus Act, 1965
be less than 8.33% of the salary or Rs.60/- read with Payment of Bonus
Not Configured whichever is higher.) Rules, 1975

If the allocable surplus in an accounting year


exceeds the amount of minimum bonus payable
to the employees, the employer shall pay to
every employee in respect of that accounting
year a bonus which shall be an amount in
proportion to the salary/ wage earned by the Payment of Bonus Act, 1965
employee during the accounting year, subject to read with Payment of Bonus
Not Configured a maximum of 20% of the salary/wage. Rules, 1975

Payment of Bonus Act, 1965


Employer to maintain a register showing the read with Payment of Bonus
Not Configured computation of allocable surplus. Rules, 1975

Payment of Bonus Act, 1965


Employer to maintain a register showing the set read with Payment of Bonus
Not Configured on and set off of the allocable surplus Rules, 1975

Employer to maintain a register showing the


details of the amounts of bonus due to each of Payment of Bonus Act, 1965
the employees, deductions made, if any, and the read with Payment of Bonus
Not Configured amount actually disbursed Rules, 1975
Employees? Provident Funds
and Miscellaneous Provisions
Act, 1952 (hereinafter referred
to as "Act") read with
Employees? Provident Fund
Scheme, 1952 (hereinafter
referred to as "EPFS"),
Employees? Pension
Scheme, 1995 (hereinafter
referred to as "EPS"),
Employees? Deposit-linked
The employer to demand from every employee a Insurance Scheme, 1976
duly filled and signed nomination form and (hereinafter referred to as
Not Configured declaration form. "EDLIS") (RPFC)

The amount recovered every month from the


wages of an employee as well as the contribution
made by the employer in respect of each such
employee shall be entered by the employer
every month in the contribution card opened in Act read with EPFS, EPS and
Not Configured the name of each member. EDLIS (RPFC)
The contribution card has to be renewed on or
before expiration of the currency and the
employer has to prepare in respect of each
member a card in Form 3A for the next period of Act read with EPFS, EPS and
Not Configured currency. EDLIS (RPFC)

Where a member leaves service, the employer


shall send the contribution card in respect of Act read with EPFS, EPS and
Not Configured such member EDLIS (RPFC)

The employer has to send the Commissioner a


return of the employees qualifying to become
members of the fund for the first time during the
preceding month together with a declaration in Act read with EPFS, EPS and
Not Configured Form 2 furnished by such qualifying employee. EDLIS (RPFC)

The employer has to send the Commissioner a


return of the employees leaving the service of Act read with EPFS, EPS and
Not Configured the employer during the preceding month. EDLIS (RPFC)

The employer has to maintain an inspection book


for an Inspector to record his observation on Act read with EPFS, EPS and
Not Configured visiting the establishment. EDLIS (RPFC)

The employer has to maintain accounts in Act read with EPFS, EPS and
Not Configured relation to the amounts contributed to the Fund EDLIS (RPFC)
In the event of any change in the particulars of all
the branches and departments, owners,
occupiers, directors, partners, manager etc., the
employer has to inform the Regional Act read with EPFS, EPS and
Not Configured Commissioner by registered post EDLIS (RPFC)

Every contractor has to submit to the principal


employer, a statement showing particulars in
respect of employees employed by or through
him in respect of whom contributions have been Act read with EPFS, EPS and
Not Configured made to the Provident Fund and Pension Fund EDLIS (RPFC)

The employer has to forward to the


Commissioner a monthly extract showing the
aggregate amounts of recoveries made from the
wages of all the members and the aggregate
amount contributed by the employer in respect of Act read with EPFS, EPS and
Not Configured all such members for the month. EDLIS (RPFC)

The employer shall, deduct the employees


contribution from his wages and pay the same
alongwith his own contribution as well as the
administrative charges. He shall pay the same
to the Fund by separate bank drafts or cheques
on account of contributions and administrative Act read with EPFS, EPS and
Not Configured charges. EDLIS (RPFC)

The employer shall, in the first instance, pay both


the contribution payable by himself and also, on
behalf of the member employed by him directly
or by or through a contractor, the contribution
payable by such member.
For the employees employed by or through a
contractor, he shall recover the contribution
payable by such employee and shall pay to the
principal employer the amount of member?s
contribution so deducted together with an equal
amount of contribution and also administrative Act read with EPFS, EPS and
Not Configured charges. EDLIS (RPFC)
The contribution paid by the employer to the fund
is 12% of the basic wages, DA, retaining
allowance (if any), paid to each employee.
(whether employed directly or through a
contractor).

The employee?s contribution shall be equal to


the contribution payable by the employer.
The employer cannot deduct from the employee?
s monthly wages the employer?s contribution.
Note: Dearness allowance shall be deemed to
include also the cash value of any food
concession allowed to the employee and
Retaining allowance means an allowance
payable for the time being to an employee of any
factory or other establishment during any period
in which the establishment is not working, for
retaining his services.
No employer shall, by reason only of his liability
for the payment of any contribution to the Fund
or the Insurance Fund or any charges, reduce,
whether directly or indirectly, the wages of any
employee or the total quantum of benefits in the
nature of old age pension, gratuity, provident
fund or life insurance to which the employee is
entitled under the terms of his employment, Act read with EPFS, EPS and
Not Configured express
Out of the contributions paid by the employer in EDLIS (RPFC)
or implied.
each month under the Act, a part of contribution
representing 8.33% of the employee?s pay shall
be remitted by the employer to the pension fund.

Where the pay of the member exceeds


Rs.6500/- per month, the contribution payable by
the employer will be calculated on the above Act read with EPFS, EPS and
Not Configured pay only. EDLIS (RPFC)

The deposit has to be by a separate bank


draft/cheque on account of Employees Pension Act read with EPFS, EPS and
Not Configured Fund contribution EDLIS (RPFC)

The contribution has to be remitted by the


employer together with administrative charges
prescribed by the Commissioner.

The employer has to contribute to the Insurance


Fund in respect of employees directly employed
by him and also in respect of employees
employed by him or through a contractor.

The employer cannot deduct the contribution


payable by him under this scheme from the
wages of the employee or recover from them in Act read with EPFS, EPS and
Not Configured any manner. EDLIS (RPFC)
Every employer shall, on an employee becoming
a member of the Fund, provide a pass book to Act read with EPFS, EPS and
Not Configured every such member and maintain the same EDLIS (RPFC)

The employer has to prepare a contribution card


for every employee who is taken into
employment and entitled to become a member of
the Fund or is already a member of the Fund.

Employer has to retain the custody of the


contribution card in respect of each member
employed by him.
The contribution card issued shall Act read with EPFS, EPS and
Not Configured be current for one year. EDLIS (RPFC)

Employer to assist new joinee in getting his old


Provident Fund account transferred to the region Act read with EPFS, EPS and
Not Configured in which establishment is situated, if any. EDLIS (RPFC)

Employer is required to certify the declarations


made in the Form in case an employee needs to
take advance from the Fund for any of the Act read with EPFS, EPS and
Not Configured reasons recommended under the Act EDLIS (RPFC)

Every employer shall, at the time when a


member leaves service, forward application for Act read with EPFS, EPS and
Not Configured payment of provident fund to Commissioner EDLIS (RPFC)

Employer shall be liable to pay compensation to


a workman suffering from personal injury, caused
by an accident and for disease directly Workmen?s Compensation
attributable to a specific injury by accident arising Act, 1923 read with The
out of and in the course of his employment. The Workmen?s Compensation
compensation payable cannot be assigned, Rules, 1924 and Workmen?s
Not Configured charged, attached or set off. Compensation Returns, 1935

Workmen?s Compensation
Act, 1923 read with The
Workmen?s Compensation
Rules, 1924 and Workmen?s
Not Configured Amount to be paid as per section 4 Compensation Returns, 1935
If the employer does not accept the liability for
compensation to the extent claimed he shall be
bound to make provisional payment based on
the extent of liability which he accepts and such Workmen?s Compensation
payment shall be deposited with Commissioner Act, 1923 read with The
for Workmen?s Compensation without prejudice Workmen?s Compensation
to the right of the workman to make any further Rules, 1924 and Workmen?s
Not Configured claim. Compensation Returns, 1935

Following payments would require to be


deposited with the Commissioner for Workmen?s
Compensation: Workmen?s Compensation
(a) the payment of compensation in respect of a Act, 1923 read with The
workman whose injury has resulted in death; and Workmen?s Compensation
(b) payment of a lump sum as compensation to a Rules, 1924 and Workmen?s
Not Configured woman or a person under a legal disability. Compensation Returns, 1935

Upon the direction of State Government, an


employer shall maintain a notice book at the
premises at which workman are employed, which Workmen?s Compensation
shall be readily accessible at all reasonable Act, 1923 read with The
times to any injured workman employed on the Workmen?s Compensation
premises and to any person acting bona fide on Rules, 1924 and Workmen?s
Not Configured this behalf. Compensation Returns, 1935

if the employer engages workmen through a


contractor in the course of or for the purposes of
his trade or business for the execution by or
under the contractor of the whole or any part of
any work which is ordinarily part of the business
of the employer, the employer shall be liable to
pay to any workman employed in the execution
of the work any compensation which he would
have been liable to pay if that workman had been Workmen?s Compensation
immediately employed by him. Act, 1923 read with The
Workmen?s Compensation
Principal shall be entitled to be indemnified by Rules, 1924 and Workmen?s
Not Configured the contractor. Compensation Returns, 1935
A small establishment to maintain following
registers:-

Register of wages

Muster roll Labour Laws (Exemption


From Furnishing Returns and
Maintaining Registers by
Monthly register showing welfare amenitites to Certain Establishments) Act,
Not Configured be maintained 1988

A very small establishment to maintain following


registers:-
Labour Laws (Exemption
Monthly register showing welfare amenitites to From Furnishing Returns and
bem aintained Maintaining Registers by
Certain Establishments) Act,
Not Configured Muster roll cum wages 1988

Maharashtra Private Security


Guards (Regulation of
Employment and Welfare) Act,
1981 r/w Maharashtra Private
Security Guards ( Regulation
No Child (i.e. a person who has not completed of Employment and Welfare)
14 years of age) shall be allowed to work as a Rules, 1981 and Scheme,
Not Configured Security Guard. 2002

Maharashtra Private Security


Whenever a registered security guard presents Guards (Regulation of
himself for work and for any reason he is relieved Employment and Welfare) Act,
within 2 hours, he shall be entitled to 1981 r/w Maharashtra Private
disappointment money from registered principal Security Guards ( Regulation
employer. In case detained for more than 2 of Employment and Welfare)
hours, be paid full wages inclusive of dearness Rules, 1981 and Scheme,
Not Configured allowance. 2002

Every registered security guard entitled to


following four holidays :- Maharashtra Private Security
(i) 26th January (Republic day) Guards (Regulation of
(ii) 1st May (Maharashtra day) Employment and Welfare) Act,
(iii) 15th August (Independence day) 1981 r/w Maharashtra Private
(iv) As decided by the Board Security Guards ( Regulation
Registered principal employer may require to of Employment and Welfare)
work of any of the above days, on payment of Rules, 1981 and Scheme,
Not Configured overtime and substitute holiday. 2002
Every registered principal employer shall accept
the obligations of the Scheme.
A registered principal employer shall not employ
a security guard other than a security guard
allotted by the Board (this prohibition does not
apply to security guards directly employed on the
rolls of the establishment / factory.
A registered principal employer as per the
instruction of the Board, submit all available
information of his current and future
requirements of security guards. Maharashtra Private Security
A registered principal employer shall disburse to Guards (Regulation of
the security guard directly or remit to the Board, Employment and Welfare) Act,
as directed by the Board, the wages and 1981 r/w Maharashtra Private
allowance payable to the security guard within Security Guards ( Regulation
such time and in such form as may be directed. of Employment and Welfare)
A registered principal employer shall pay to the Rules, 1981 and Scheme,
Not Configured Board the prescribed levy payable 2002

Every registered principal employer may either


engage security guards registered with the Board
or the security guards of the employer agency
registered with the Board or may employ any Maharashtra Private Security
person who is a direct employee. Guards (Regulation of
Where work is emergently required to be done Employment and Welfare) Act,
and it is not reasonably practicable to obtain 1981 r/w Maharashtra Private
security guard of the Board for that work, the Security Guards ( Regulation
secretary may allow a registered principal of Employment and Welfare)
employer to employ a security guard who is not Rules, 1981 and Scheme,
Not Configured registered with the Board. 2002

It shall be an implied condition of the contract Maharashtra Private Security


between a registered principal employer that the Guards (Regulation of
rates, allowances and overtime, hours of work, Employment and Welfare) Act,
rest intervals, leave with wages and other 1981 r/w Maharashtra Private
conditions of service including supply of Security Guards ( Regulation
uniforms, boots, torches, etc shall be as fixed for of Employment and Welfare)
each category by the Board in accordance with Rules, 1981 and Scheme,
Not Configured provisions of the Scheme. 2002

The wages and other allowances payable to the


registered Security guards of the Board by the Maharashtra Private Security
registered principal employer shall be remitted by Guards (Regulation of
the principal employer to the Secretary by Employment and Welfare) Act,
cheque within such time as directed by the 1981 r/w Maharashtra Private
Board. The Board may also allow the principal Security Guards ( Regulation
employer to pay the wages and allowances of Employment and Welfare)
directly to the security guards after making Rules, 1981 and Scheme,
Not Configured appropriate deductions. 2002
Maharashtra Private Security
Guards (Regulation of
Employment and Welfare) Act,
1981 r/w Maharashtra Private
Every registered principal employer to pay levy Security Guards ( Regulation
for amenities and benefits to the registered of Employment and Welfare)
security guards, as the Board may, from time to Rules, 1981 and Scheme,
Not Configured time, specify by public notice or written order. 2002

Every employer shall pay to every workman


employed by him a house-rent allowance which
shall not be less than 5% of the wages payable
to him during that month or Rs. 20/- whichever is Maharashtra Workmen?s
higher. Minimum House-Rent
HRA = 5% ( Basic and DA earned) or Rs 20/-p.m Allowance Act, 1983 r/w
whichever is higher. Maharashtra Workmen?s
The same needs to be paid alongwith his wages Minimum House-Rent
Not Configured for the month. Allowance Rules, 1990

Maharashtra Workmen?s
An employer is required to maintain a register of Minimum House-Rent
House Rent Allowance Allowance Act, 1983 r/w
However, the same needs not be maintained if Maharashtra Workmen?s
record of house rent allowance is maintained in Minimum House-Rent
Not Configured any register pertaining to payment of wages Allowance Rules, 1990

Maharashtra Workmen?s
An employer to maintain a Register of workmen Minimum House-Rent
showing the names of all his workmen and the Allowance Act, 1983 r/w
days of the months on which such workmen Maharashtra Workmen?s
were in service or for which such workmen Minimum House-Rent
Not Configured earned wages. Allowance Rules, 1990

Maharashtra Workmen?s
Minimum House-Rent
Visit Book to be maintained Allowance Act, 1983 r/w
If visit books maintained under Shops an Maharashtra Workmen?s
Establishments Act/ Minimum Wages Act then Minimum House-Rent
Not Configured need not be maintained. Allowance Rules, 1990
Reports

Sections/Rules/
References Due Date/Renewal Date Form No./Attachments

Section7 r/w Rule Within 15 days from the date when such change
18(4) takes place

Section 12, 13
and 35 r/w Rule
21 and Rule 25,
26 and 27 All times

Section 21 and
35 (2) (1) r/w Rule
45 to 51 Ongoing

Rule 54(1) At the time of disbursement of wages


Section 21 r/w
Rule 54(2) At the time of disbursement of wages

Section 29 r/w
Rule 55 Form VIII

Section 29 and
35 (2) (m) r/w
Rule 57 to 59

Section 10

Section 10A
Section 4

Section 5

Section 6 r/w
Rule 3, 4(2) and 5 To be paid in advance

Section 6 r/w Within 48 hours of production of proof that the


Rule 3, 4(2) and 5 woman has delivered a child

Section 7
The medical bonus shall be paid along with
Section 8 r/w amount of maternity benefit payable in respect of
Rule 4(1) the period of 6 weeks

Section 9 r/w
Rule 4(2)

Section 9 r/w
Rule 4(2) Within 48 hours of production of proof.

Section 9A

Section 10 r/w
Rule 4, 5 and 6
(7)

Section 10 r/w
Rule 4, 5 and 6
(7) Within 48 hours of production of proof.
Section 11 r/w
Rule 6

Section 12 (1)

Section 20 r/w
Rule 12 and 16 Form 10

Rule 13
Section 6B.

Where establishment employs less than 1000


persons, before the expiry of the 7th day,
Section 12 r/w otherwise before the expiry of the 10th day.
Rule 21 In case of termination, within 2 days.

Section 16

Section 17
Section 22D

Section 14

Section 15

Rule 24

Rule 25 & 26
Rule 21

Section 13 r/w
Rule 23(1)

Section 18 r/w
Rule 27 and 28 Form 2

Section 18 r/w
Rule 27 and 28

Section 18 r/w
Rule 27 and 28

Rule 30

Section 3
Section 4

before the expiry of 7th day from the last day of


Section 5 the wage period

before the 10th day from the last day of the wage
Section 5 period

Section 5
before expiry of the 2nd working day from the
Section 5 day on which his employment is terminated

Section 7
Section 8 r/w
Rule 10-16
Section 9 r/w
Rule 17

Section 10

Section 11
Section 26 (3) (j)
r/w Rule 18

Section 26 (3) (j)


r/w Rule 18 Form IV

Section 26(3) (d)


r/w Rule 8 and 20 2 month in advance

Section 25

Section 7(4) r/w Within 7 days of appointment of the new Form No.5 signed by the new
Rule 15 manager. manager and the occupier
Section 7A

Section 11 r/w
Rule 83 Form 8

Section 51 -61,
64, 65, 79 and
108 r/w Rule 93,
96-101, 103-104
Section 21 & 22
r/w Rule 58 and
59 Form No. 10

Rule 93 (5) r/w


Section 52 and
53

Rule 99 r/w
Section 62 Form 17
Rule 105 Form 20

Rule 112

Rule 106 Form 20


Section 88, 88A
and Rule 115 Immediately on occurrence.

Section 88, 88A


and Rule 115

Section 88, 88A Form 24 or Form 16


and Rule 115 Within 12 hours of the accident appended to ESI Regulations
Section 88, 88A
and Rule 115 Within 12 hours of the dangerous incident Form 24-A

Section 88, 88A Within 24 hours after the expiry of 48 hours from Form 24 or Form 16
and Rule 115 the time of accident appended to ESI Regulations

Section 88, 88A


and Rule 115
Rule 123 (1) Form 30

Section 89 r/w
Rule 116 Not later than 4 hours Form 25

Section 110 r/w


Rule 119 Before the end of each year

Rule 121 and 124 Form 31


Section 4 r/w
Section 2A, 8 and
9

Rule 3 (2) Within 30 days from such change. Form B

Section 6 r/w
Rule 6 Within 30 days of completion of 1 year. Form F in duplicate

Section 6 r/w Verification to be completed within 30 days of


Rule 6 receipt of Form F from the employee.

Section 6 r/w Within 90 days from the date of acquiring the


Rule 6 family. Form G

Section 6 r/w
Rule 6 Within 30 days Form H in duplicate.
Verification to be completed within 30 days of
Rule 6 (4) receipt of Form H from the employee.

The date fixed for payment of gratuity shall not


be later than 30 days from the date of receipt of Notice in Form L to the
Rule 7, 8, 9 application. applicant

Notice in Form M to the


Rule 7, 8, 9 applicant

Rule 7, 8, 9

Section 3 r/w 30
and Rule 3 & 4

Section 4 (1)

Section 7 (3)(a)
R/w Rule 8

Section 9 (1)
Section 9(4)

Section 9 (4) (A)

Section 9 (5)

Section 11 (a) r/w


Rule 6

Section 11 (bb )

Section 13 (1) r/w The stipend for a particular month shall be paid
Rule 11 by the 10th day of the following month

Rule 11 (7) and


(8)

Section 19 (1)

Rule 12 (2)

Rule 14(5) At the end of each month


For exams to be held in April/ May : 31st Format 3 specified in
December of previous year, For Exams to be Schedule III along with
held in October/ November: 30th of June of the forwarding letter in Format 3
Rule 14(6) same year. specified in Schedule III
Format 4 specified in
Schedule III along with
applications of the eligible
Rule 14 (6) (c ) 15 days prior to the commencement of AITT apprentices.

Form apprenticeship 2 in set


out in Schedule III with
Rule 14 (10) 10 days from the engagement of the apprentice complete bio-data

Form Apprenticeship 3 set out


Rule 14(11) At the end of each quarter in Schedule III

Section 14

Section 15 r/w
Rule 12 and 13

Section 16

Rule 5 (3) Within 15 days of the selection.


Section 4 r/w
10(2)(b)

Section 5 r/w 10
(2) (c )

Section 8 and 10
r/w Rule 6 Form D

Declaration form has to be obtained before the


Regulation 12 person is employed in the factory/ establishment. Form 1

Form 3 in duplicate along with


the declaration forms and the
Within 10 days from the date on which the temporary identification
Regulation 14 declaration forms were furnished certificate.

Regulation 15
Regulation 15 Form 7

Regulation 15

Within 10 days of the date on which the


Regulation 15B particulars of the changes were furnished. Form 2.

The identity card has to be given to the


Regulation No.17, employee by the employer only after the
17-A employee has been in his service for 3 months. Form 4
Within 21 days of the last day of the calendar
Regulation 31 month in which the contributions fall due

Form 5A along with return of


Regulation 31 contributions

Section 44 r/w Employer to maintain the register for 5 years


Regulation 32. from the date of last entry. Form 6.
Regulation 52A Form 10

It is to be entered as soon as the information is


received either orally or in writing from the
Regulation 65 r/w person sustaining the injury or by another person
66 acting on his behalf Form 11.

Regulation 68

Regulation 68

Regulation 69 The report has to be sent immediately if the


injury is serious, i.e., likely to cause
death/permanent disablement/ loss of a member.

In any other type of injury, the report has to be


sent within 24 hours after the receipt of notice
from the injured or of the time when the accident
Regulation 70 came to the notice Form 12
Regulation 77

Regulation 95-B

Regulation 78

Regulation 98
To be preserved for 5 years from the date of the
Regulation 102A last entry therein. Inspection Book.

Section 40, 42 r/w


Rule 51
Section 40, 42 r/w
Rule 51

Section 72

Section 73
Within a period of 8 months from the close of the
Accounting Year (Extension of the period only
with prior permission of the Government which
shall not exceed 2 years.

Where dispute has arisen between the employer


and employee with respect to the bonus payable,
then within 1 month from the date on which the
Section 8, 9, 10. decision on the dispute has been given by the
and 19 Industrial Tribunal.

Section 11

Rule 4 Form A

Rule 4 Form B

Rule 4 Form C
Para 34 and
61(1) of EPFS r/w
Para 24 of EPS At the time of joining Form 2 & 11

Para 40 of EPFS
r/w Para19 of
EPS Every month Form 3A

Para 42 of EPFS On or before expiration of the currency period. Form 3A

Before the 20th day of the month following the


Para 43 of EPFS month, in which the member leaves service

Para 36 of EPFS
r/w Para 10 of Within 15 days of the close of each month of
EDLIS return Form 5 along with Form 2.

Para 36 of EPFS
r/w Para 20 of
EPS and Para 10 Within 15 days of the close of each month of
of EDLIS return Form 10

Para 36(4) of
EPFS Inspection Book.
Para 36(5) of
EPFS r/w Para
20(3) of EPS and
Para 10(2) of
EDLIS
Para 36A of
EPFS r/w Para 21
of EPS and Para
1 of EDLIS 15 days from the day such change takes place. Form 5-A

Para 36B of
EPFS r/w Para 22
of EPS within 7 days of close of month

Para 38(2) of
EPFS r/w Para 10
of EDLIS Within 25 days of the close of the month Form 12-A

Para 38 of EPFS within 15 days of close of month

Para 30 of EPFS
Section 6 and
Section 12 r/w
Para 29 and 31 of
EPFS

Section 6-A r/w


Para 3 of EPS within 15 days of close of month

Section 6-A r/w


Para 3 of EPS within 15 days of close of month

Deposit has to be by way of


draft/cheque/ cash and the
Section 6C r/w cost of the remittance, if any,
Para 8 and 9 of Deposit has to be made within 15 days of the has to be borne by the
EDLIS close of every month. employer.
Para 40-A of
EPFS

Para 35 r/w Para


41and 44 of
EPFS r/w Para 19 Form 3A signed by the
of EPS employer.

Para 57 of EPFS Form 13

Para 68-H of
EPFS Form 31

Para 72(5) of
EPFS Within 5 days of receipt of application Form 19

Section 3 (1) r/w


Section 3 (2),
(2A), (4), Section
4A (3a) r/w
section 9 Upon happening of accident/ injury.

Section 4
Section 4A (1) &
(2)

Furnish Form A (in the case of


Section 8(1) r/w death ) and Form AA (in other
Rule 6 (1) case)

Section 10(3) r/w


Section 18A

Section 12 (1) &


(2)
Form B

Form C

Section 4 Form D

Form D

Section 4 Form E

Section 18

Clause 22

Clause 23
Clause 25

Clause 28

Clause 30

Clause 31
Clause 40

Section 4 r/w rule


3 By the 10th of the following month.

Section 8 r/w
Rule 4 Form A

Continuous

This register requires the details namely; name,


date of appointment, post held or nature of work
Section 8 r/w performed, basic, DA, amount of HRA paid and
Rule 12 signature of the worker. Form I

Section 8 r/w
Rule 13
Consequences of Non-
Compliance Remarks Rework Comments

Imprisonment for a term which


may extend to 3 months or
with fine which may extend to
Rs.1,000/- or both. In case of
continuing contravention,
additional fine upto Rs 100/-
for each day of contravention
after conviction for first
offence.

Imprisonment for a term which


may extend to 3 months or
with fine which may extend to
Rs.1,000/- or both. In case of
continuing contravention,
additional fine upto Rs 100/-
for each day of contravention
after conviction for first
offence.

Imprisonment for a term which


may extend to 3 months or
with fine which may extend to
Rs.1,000/- or both. In case of
continuing contravention,
additional fine upto Rs 100/-
for each day of contravention
after conviction for first
offence.

Imprisonment for a term which


may extend to 3 months or
with fine which may extend to
Rs.1,000/- or both. In case of
continuing contravention,
additional fine upto Rs 100/-
for each day of contravention
after conviction for first
offence.
Imprisonment for a term which
may extend to 3 months or
with fine which may extend to
Rs.1,000/- or both. In case of
continuing contravention,
additional fine upto Rs 100/-
for each day of contravention
after conviction for first
offence.

Imprisonment for a term which


may extend to 3 months or
with fine which may extend to
Rs.1,000/- or both. In case of
continuing contravention,
additional fine upto Rs 100/-
for each day of contravention
after conviction for first
offence.

Fine which may extend to


Rs.5,000/- and in case of
continuing offence, with a
further fine which may extend
to Rs.200/- for every day after
the first during which the
offence continues

Fine which may extend to


Rs.100/- and in the event of
second offence, with a fine of
Rs. 200/- and in case of
continuing offence, with a
further fine which may extend
to Rs.25/- for every day after
the first during which the
offence continues
Imprisonment which may
extend to 1 year or with fine
which may extend to Rs.
5000/- or with both

Imprisonment which shall not


be less than 3 months but
which may extend to 1 year
and with fine which shall not
be less than Rs. 2000/- but
which may extend to Rs.
5000/-.

Imprisonment which shall not


be less than 3 months but
which may extend to 1 year
and with fine which shall not
be less than Rs. 2000/- but
which may extend to Rs.
5000/-.

Imprisonment which shall not


be less than 3 months but
which may extend to 1 year
and with fine which shall not
be less than Rs. 2000/- but
which may extend to Rs.
5000/-.

Imprisonment which shall not


be less than 3 months but
which may extend to 1 year
and with fine which shall not
be less than Rs. 2000/- but
which may extend to Rs.
5000/-.
Imprisonment which shall not
be less than 3 months but
which may extend to 1 year
and with fine which shall not
be less than Rs. 2000/- but
which may extend to Rs.
5000/-.

Imprisonment which may


extend to 1 year or with fine
which may extend to Rs.
5000/- or with both.

Imprisonment which shall not


be less than 3 months but
which may extend to 1 year
and with fine which shall not
be less than Rs. 2000/- but
which may extend to Rs.
5000/-.

Imprisonment which may


extend to 1 year or with fine
which may extend to Rs.
5000/- or with both.

Imprisonment which may


extend to 1 year or with fine
which may extend to Rs.
5000/- or with both.

Imprisonment which shall not


be less than 3 months but
which may extend to 1 year
and with fine which shall not
be less than Rs. 2000/- but
which may extend to Rs.
5000/-.
Imprisonment which may
extend to 1 year or with fine
which may extend to Rs.
5000/- or with both.

Imprisonment which shall not


be less than 3 months but
which may extend to 1 year
and with fine which shall not
be less than Rs. 2000/- but
which may extend to Rs.
5000/-.

Imprisonment which may


extend to 1 year or with fine
which may extend to Rs.
5000/- or with both.
Imprisonment which may
extend to 1 year or with fine
which may extend to Rs.
5000/- or with both.
If an employer does not pay to
the Board any amount of
unpaid accumulations, or fines
realised from the employees
or the amount of the
employer's and employee's
contributions within the time
he is required by or under the
provisions of this Act to pay it,
the Welfare Commissioner
may cause to be served a
notice on such employer to
pay the amount within the
period specified therein, which
shall not be less than thirty
days from the date of service
of such notice. In case of
failure to pay within 30 days of
receipt of notice, the employer
shall be liable, in addition to
the amount due, (a) simple
interest @ 1½ % per month
for the first 3 months and
@2% per month thereafter on
the said amount

Imprisonment for a term which


may extend to 6 months and/
or fine upto Rs. 500/-.
Compensation upto an
amount equal to the amount
of short payment plus
payment not exceeding 10
times of the aggregate
amount of the short payment.

Imprisonment for a term which


may extend to 6 months and/
or fine upto Rs. 500/-

Fine up to Rs. 500/-


Fine up to Rs. 500/-

Fine up to Rs. 500/-

Imprisonment for a term which


may extend to 6 months and/
or fine upto Rs. 500/-

Imprisonment for a term which


may extend to 6 months and/
or fine upto Rs. 500/-

Imprisonment for a term which


may extend to 6 months and/
or fine upto Rs. 500/-
Fine up to Rs. 500/-

Imprisonment for a term which


may extend to 6 months and/
or fine upto Rs. 500/-

Fine up to Rs. 500/-

Fine up to Rs. 500/-

Fine up to Rs. 500/-

Fine up to Rs. 500/-

Fine which may extend to


Rs.3,000/-.
Fine which may extend to
Rs.3,750/-.

Fine which shall not be less


than Rs.1,500/- and which
may extend to Rs.7,500/-. If
any person fails or wilfully
neglects to pay the wages of
an employed person by the
date fixed in this behalf, he
shall, without prejudice to any
other action that may be taken
against him, be punishable
with an additional fine which
may extend to Rs. 750/- for
each day for which failure or
neglect continues.

Fine which shall not be less


than Rs.1,500/- and which
may extend to Rs.7,500/-. If
any person fails or wilfully
neglects to pay the wages of
an employed person by the
date fixed in this behalf, he
shall, without prejudice to any
other action that may be taken
against him, be punishable
with an additional fine which
may extend to Rs. 750/- for
each day for which failure or
neglect continues.

Fine which may extend to


Rs.3,750/-.If any person fails
or wilfully neglects to pay the
wages of an employed person
by the date fixed in this behalf,
he shall, without prejudice to
any other action that may be
taken against him, be
punishable with an additional
fine which may extend to Rs.
750/- for each day for which
failure or neglect continues.
Fine which shall not be less
than Rs.1,500/- and which
may extend to Rs.7,500/-. If
any person fails or wilfully
neglects to pay the wages of
an employed person by the
date fixed in this behalf, he
shall, without prejudice to any
other action that may be taken
against him, be punishable
with an additional fine which
may extend to Rs. 750/- for
each day for which failure or
neglect continues.

Fine which shall not be less


than Rs.1,500/- and which
may extend to Rs.7,500/-
Fine which shall not be less
than Rs.1,500/- and which
may extend to Rs.7,500/-
Fine which shall not be less
than Rs.1,500/- and which
may extend to Rs.7,500/-

Fine which shall not be less


than Rs.1,500/- and which
may extend to Rs.7,500/-

Fine which shall not be less


than Rs.1,500/- and which
may extend to Rs.7,500/-
Fine which shall not be less
than Rs.1,500/- and which
may extend to Rs.7,500/-

Fine which shall not be less


than Rs.1,500/- and which
may extend to Rs.7,500/-

Fine which shall not be less


than Rs.1,500/- and which
may extend to Rs.7,500/-

Imprisonment for a term which


upto 2 years and/ or with fine
upto Rs.1 lakh. In the event
the contravention continues
after conviction, the fine may
be upto Rs.1,000/- for each
day of contravention. If the
person convicted is again
guilty of an offence involving
the same provision, he shall
be punishable with
imprisonment for a term upto
3 years and/ or fine between
Rs 10,000/- to Rs 2 lakhs.
Imprisonment for a term which
upto 2 years and/ or with fine
upto Rs.1 lakh. In the event
the contravention continues
after conviction, the fine may
be upto Rs.1,000/- for each
day of contravention. If the
person convicted is again
guilty of an offence involving
the same provision, he shall
be punishable with
imprisonment for a term upto
3 years and/ or fine between
Rs 10,000/- to Rs 2 lakhs.

Imprisonment for a term which


upto 2 years and/ or with fine
upto Rs.1 lakh. In the event
the contravention continues
after conviction, the fine may
be upto Rs.1,000/- for each
day of contravention. If the
person convicted is again
guilty of an offence involving
the same provision, he shall
be punishable with
imprisonment for a term upto
3 years and/ or fine between
Rs 10,000/- to Rs 2 lakhs.

Imprisonment for a term which


upto 2 years and/ or with fine
upto Rs.1 lakh. In the event
the contravention continues
after conviction, the fine may
be upto Rs.1,000/- for each
day of contravention. If the
person convicted is again
guilty of an offence involving
the same provision, he shall
be punishable with
imprisonment for a term upto
3 years and/ or fine between
Rs 10,000/- to Rs 2 lakhs.
Imprisonment for a term which
may extend to 2 years and/ or
with fine which may extend to
Rs.1 lakh. In the event there
is an accident causing death,
then the fine will not be less
than Rs.25,000/- and in case
of serious bodily injury the fine
will not be less than
Rs.5,000/-. If the person
convicted person is again
guilty of an offence resulting in
an accident causing death,
then the fine will not be less
than Rs.35,000/- and in case
of serious bodily injury the
fine will not be less than
Rs.10,000/-.

Imprisonment for a term which


upto 2 years and/ or with fine
upto Rs.1 lakh. In the event
the contravention continues
after conviction, the fine may
be upto Rs.1,000/- for each
day of contravention. If the
person convicted is again
guilty of an offence involving
the same provision, he shall
be punishable with
imprisonment for a term upto
3 years and/ or fine between
Rs 10,000/- to Rs 2 lakhs.

Imprisonment for a term which


upto 2 years and/ or with fine
upto Rs.1 lakh. In the event
the contravention continues
after conviction, the fine may
be upto Rs.1,000/- for each
day of contravention. If the
person convicted is again
guilty of an offence involving
the same provision, he shall
be punishable with
imprisonment for a term upto
3 years and/ or fine between
Rs 10,000/- to Rs 2 lakhs.
Imprisonment for a term which
upto 2 years and/ or with fine
upto Rs.1 lakh. In the event
the contravention continues
after conviction, the fine may
be upto Rs.1,000/- for each
day of contravention. If the
person convicted is again
guilty of an offence involving
the same provision, he shall
be punishable with
imprisonment for a term upto
3 years and/ or fine between
Rs 10,000/- to Rs 2 lakhs.

Imprisonment for a term which


upto 2 years and/ or with fine
upto Rs.1 lakh. In the event
the contravention continues
after conviction, the fine may
be upto Rs.1,000/- for each
day of contravention. If the
person convicted is again
guilty of an offence involving
the same provision, he shall
be punishable with
imprisonment for a term upto
3 years and/ or fine between
Rs 10,000/- to Rs 2 lakhs.

Imprisonment for a term which


upto 2 years and/ or with fine
upto Rs.1 lakh. In the event
the contravention continues
after conviction, the fine may
be upto Rs.1,000/- for each
day of contravention. If the
person convicted is again
guilty of an offence involving
the same provision, he shall
be punishable with
imprisonment for a term upto
3 years and/ or fine between
Rs 10,000/- to Rs 2 lakhs.
Imprisonment for a term which
upto 2 years and/ or with fine
upto Rs.1 lakh. In the event
the contravention continues
after conviction, the fine may
be upto Rs.1,000/- for each
day of contravention. If the
person convicted is again
guilty of an offence involving
the same provision, he shall
be punishable with
imprisonment for a term upto
3 years and/ or fine between
Rs 10,000/- to Rs 2 lakhs.

Imprisonment for a term which


upto 2 years and/ or with fine
upto Rs.1 lakh. In the event
the contravention continues
after conviction, the fine may
be upto Rs.1,000/- for each
day of contravention. If the
person convicted is again
guilty of an offence involving
the same provision, he shall
be punishable with
imprisonment for a term upto
3 years and/ or fine between
Rs 10,000/- to Rs 2 lakhs.

Imprisonment for a term which


upto 2 years and/ or with fine
upto Rs.1 lakh. In the event
the contravention continues
after conviction, the fine may
be upto Rs.1,000/- for each
day of contravention. If the
person convicted is again
guilty of an offence involving
the same provision, he shall
be punishable with
imprisonment for a term upto
3 years and/ or fine between
Rs 10,000/- to Rs 2 lakhs.
Imprisonment for a term which
upto 2 years and/ or with fine
upto Rs.1 lakh. In the event
the contravention continues
after conviction, the fine may
be upto Rs.1,000/- for each
day of contravention. If the
person convicted is again
guilty of an offence involving
the same provision, he shall
be punishable with
imprisonment for a term upto
3 years and/ or fine between
Rs 10,000/- to Rs 2 lakhs.

Imprisonment for a term which


upto 2 years and/ or with fine
upto Rs.1 lakh. In the event
the contravention continues
after conviction, the fine may
be upto Rs.1,000/- for each
day of contravention. If the
person convicted is again
guilty of an offence involving
the same provision, he shall
be punishable with
imprisonment for a term upto
3 years and/ or fine between
Rs 10,000/- to Rs 2 lakhs.

Imprisonment for a term which


upto 2 years and/ or with fine
upto Rs.1 lakh. In the event
the contravention continues
after conviction, the fine may
be upto Rs.1,000/- for each
day of contravention. If the
person convicted is again
guilty of an offence involving
the same provision, he shall
be punishable with
imprisonment for a term upto
3 years and/ or fine between
Rs 10,000/- to Rs 2 lakhs.
Imprisonment for a term which
upto 2 years and/ or with fine
upto Rs.1 lakh. In the event
the contravention continues
after conviction, the fine may
be upto Rs.1,000/- for each
day of contravention. If the
person convicted is again
guilty of an offence involving
the same provision, he shall
be punishable with
imprisonment for a term upto
3 years and/ or fine between
Rs 10,000/- to Rs 2 lakhs.

Imprisonment for a term which


upto 2 years and/ or with fine
upto Rs.1 lakh. In the event
the contravention continues
after conviction, the fine may
be upto Rs.1,000/- for each
day of contravention. If the
person convicted is again
guilty of an offence involving
the same provision, he shall
be punishable with
imprisonment for a term upto
3 years and/ or fine between
Rs 10,000/- to Rs 2 lakhs.

Imprisonment for a term which


upto 2 years and/ or with fine
upto Rs.1 lakh. In the event
the contravention continues
after conviction, the fine may
be upto Rs.1,000/- for each
day of contravention. If the
person convicted is again
guilty of an offence involving
the same provision, he shall
be punishable with
imprisonment for a term upto
3 years and/ or fine between
Rs 10,000/- to Rs 2 lakhs.
Imprisonment for a term which
may not be less than 3
months and may extend to 1
year or with fine which may
not be less than Rs.10,000/-
and may extend to
Rs.20,000/- or both.

Imprisonment for a term which


may not be less than 3
months and may extend to 1
year or with fine which may
not be less than Rs.10,000/-
and may extend to
Rs.20,000/- or both.

Imprisonment for a term which


may not be less than 3
months and may extend to 1
year or with fine which may
not be less than Rs.10,000/-
and may extend to
Rs.20,000/- or both.

Imprisonment for a term which


may not be less than 3
months and may extend to 1
year or with fine which may
not be less than Rs.10,000/-
and may extend to
Rs.20,000/- or both.

Imprisonment for a term which


may not be less than 3
months and may extend to 1
year or with fine which may
not be less than Rs.10,000/-
and may extend to
Rs.20,000/- or both.

Imprisonment for a term which


may not be less than 3
months and may extend to 1
year or with fine which may
not be less than Rs.10,000/-
and may extend to
Rs.20,000/- or both.
Imprisonment for a term which
may not be less than 3
months and may extend to 1
year or with fine which may
not be less than Rs.10,000/-
and may extend to
Rs.20,000/- or both.

Imprisonment for a term which


may not be less than 3
months and may extend to 1
year or with fine which may
not be less than Rs.10,000/-
and may extend to
Rs.20,000/- or both.

Imprisonment for a term which


may not be less than 3
months and may extend to 1
year or with fine which may
not be less than Rs.10,000/-
and may extend to
Rs.20,000/- or both.

Imprisonment for a term which


may not be less than 3
months and may extend to 1
year or with fine which may
not be less than Rs.10,000/-
and may extend to
Rs.20,000/- or both.

Imprisonment for a term which


may extend to 6 months or
with fine or with both.

Fine which shall not be less


than Rs 1000/- but which may
extend to Rs 3000/-.

Payment of compensation of
an amount equal to 3 months?
stipend of the apprentice.

Fine which shall not be less


than Rs 1000/- but which may
extend to Rs 3000/-.
Fine which shall not be less
than Rs 1000/- but which may
extend to Rs 3000/-.

Fine which shall not be less


than Rs 1000/- but which may
extend to Rs 3000/-.

Fine which shall not be less


than Rs 1000/- but which may
extend to Rs 3000/-.
Fine which shall not be less
than Rs 1000/- but which may
extend to Rs 3000/-.

Fine which shall not be less


than Rs 1000/- but which may
extend to Rs 3000/-.
Fine which shall not be less
than Rs 1000/- but which may
extend to Rs 3000/-.

Fine which shall not be less


than Rs 1000/- but which may
extend to Rs 3000/-.
Fine which shall not be less
than Rs 1000/- but which may
extend to Rs 3000/-.

Imprisonment for a term which


may extend to 6 months or
with fine or with both.

Fine which shall not be less


than Rs 1000/- but which may
extend to Rs 3000/-.
Imprisonment for a term which
may extend to 6 months or
with fine or with both.

Imprisonment for a term which


may extend to 6 months or
with fine or with both.

Imprisonment for a term which


may extend to 6 months or
with fine or with both.

Imprisonment for a term which


may extend to 6 months or
with fine or with both.

Fine which shall not be less


than Rs 1000/- but which may
extend to Rs 3000/-.

Imprisonment for a term which


may extend to 6 months or
with fine or with both.

Fine which shall not be less


than Rs 1000/- but which may
extend to Rs 3000/-.

For the first offence, fine


which may extend to Rs. 200/-
and for every subsequent
offence with fine which may
extend to Rs. 500/-
Fine of Rs.10,000 to Rs.
20,000 or imprisonment of 3
months to 1 year or both for
the first offence and
imprisonment which may
extend to 2 years for the
second and subsequent
offences

Fine of Rs.10,000 to Rs.


20,000 or imprisonment of 3
months to 1 year or both for
the first offence and
imprisonment which may
extend to 2 years for the
second and subsequent
offences

Punishable with simple


imprisonment for a term which
may extend to 1 month or with
fine which may extend to Rs.
10,000/- or with both.

Imprisonment for a term which


may extend to 1 year or fine
which may extend to
Rs.4,000/- or with both.Every
subsequent offence will be
punishable with imprisonment
which may extend to 2 years
and with fine of Rs.5,000/-.

Imprisonment for a term which


may extend to 1 year or fine
which may extend to
Rs.4,000/- or with both.Every
subsequent offence will be
punishable with imprisonment
which may extend to 2 years
and with fine of Rs.5,000/-.

Imprisonment for a term which


may extend to 1 year or fine
which may extend to
Rs.4,000/- or with both.Every
subsequent offence will be
punishable with imprisonment
which may extend to 2 years
and with fine of Rs.5,000/-.
Imprisonment for a term which
may extend to 1 year or fine
which may extend to
Rs.4,000/- or with both.Every
subsequent offence will be
punishable with imprisonment
which may extend to 2 years
and with fine of Rs.5,000/-.

Imprisonment for a term which


may extend to 1 year or fine
which may extend to
Rs.4,000/- or with both.Every
subsequent offence will be
punishable with imprisonment
which may extend to 2 years
and with fine of Rs.5,000/-.

Imprisonment for a term which


may extend to 1 year or fine
which may extend to
Rs.4,000/- or with both.Every
subsequent offence will be
punishable with imprisonment
which may extend to 2 years
and with fine of Rs.5,000/-.

Imprisonment for a term which


may extend to 1 year or fine
which may extend to
Rs.4,000/- or with both.Every
subsequent offence will be
punishable with imprisonment
which may extend to 2 years
and with fine of Rs.5,000/-.
For failure to pay contribution
the employer shall be liable
with imprisonment for a term
which may extend to 3 years
but:
a) Which shall not be less
than 1 year in case of failure
to pay the employee?s
contribution which has been
deducted by the employer
from the employee?s wages
and shall also be liable for fine
of Rs.10,000/-.
b) Which shall not be less
than 6 months in any other
case and shall also be liable
for fine of Rs.5,000/-
An employer who fails to pay
contribution within the
prescribed period is liable to
pay simple interest @ 15%
per annum in respect of each
day of default or delay in
payment of contribution.
Further, the employer is also
liable to pay damages at the
following rates:-
a) Delay of less than 2 months
5% p.a. of the amount due.
b) Delay of 2 months or more
but less than 4 months, 10%
p.a. of the amount due.
c) 4 months or more but less
than 6 months, 15% p.a. of
the amount due
d) 6 months and above, 25%
p.a. of the amount due

Imprisonment for a term which


may extend to 1 year or fine
which may extend to
Rs.4,000/- or with both.Every
subsequent offence will be
punishable with imprisonment
which may extend to 2 years
and with fine of Rs.5,000/-.

Imprisonment for a term which


may extend to 1 year or fine
which may extend to
Rs.4,000/- or with both.Every
subsequent offence will be
punishable with imprisonment
which may extend to 2 years
and with fine of Rs.5,000/-.
Imprisonment for a term which
may extend to 1 year or fine
which may extend to
Rs.4,000/- or with both.Every
subsequent offence will be
punishable with imprisonment
which may extend to 2 years
and with fine of Rs.5,000/-.

Imprisonment for a term which


may extend to 1 year or fine
which may extend to
Rs.4,000/- or with both.Every
subsequent offence will be
punishable with imprisonment
which may extend to 2 years
and with fine of Rs.5,000/-.

Imprisonment for a term which


may extend to 1 year or fine
which may extend to
Rs.4,000/- or with both.Every
subsequent offence will be
punishable with imprisonment
which may extend to 2 years
and with fine of Rs.5,000/-.
Imprisonment for a term which
may extend to 1 year or fine
which may extend to
Rs.4,000/- or with both.Every
subsequent offence will be
punishable with imprisonment
which may extend to 2 years
and with fine of Rs.5,000/-.

Imprisonment for a term which


may extend to 1 year or fine
which may extend to
Rs.4,000/- or with both.Every
subsequent offence will be
punishable with imprisonment
which may extend to 2 years
and with fine of Rs.5,000/-.

Imprisonment for a term which


may extend to 1 year or fine
which may extend to
Rs.4,000/- or with both.Every
subsequent offence will be
punishable with imprisonment
which may extend to 2 years
and with fine of Rs.5,000/-.
Imprisonment for a term which
may extend to 1 year or fine
which may extend to
Rs.4,000/- or with both.Every
subsequent offence will be
punishable with imprisonment
which may extend to 2 years
and with fine of Rs.5,000/-.

For failure to pay contribution


the employer shall be liable
with imprisonment for a term
which may extend to 3 years
but:
a) Which shall not be less
than 1 year in case of failure
to pay the employee?s
contribution which has been
deducted by the employer
from the employee?s wages
and shall also be liable for fine
of Rs.10,000/-.
b) Which shall not be less
than 6 months in any other
case and shall also be liable
for fine of Rs.5,000/-
For failure to pay contribution
the employer shall be liable
with imprisonment for a term
which may extend to 3 years
but:
a) Which shall not be less
than 1 year in case of failure
to pay the employee?s
contribution which has been
deducted by the employer
from the employee?s wages
and shall also be liable for fine
of Rs.10,000/-.
b) Which shall not be less
than 6 months in any other
case and shall also be liable
for fine of Rs.5,000/-

Imprisonment for a term which


may extend to 1 year or fine
which may extend to
Rs.4,000/- or with both.Every
subsequent offence will be
punishable with imprisonment
which may extend to 2 years
and with fine of Rs.5,000/-.

Imprisonment for a term which


may extend to 1 year or fine
which may extend to
Rs.4,000/- or with both.Every
subsequent offence will be
punishable with imprisonment
which may extend to 2 years
and with fine of Rs.5,000/-.
Imprisonment for a term which
may extend to 6 months or
with a fine which may extend
to Rs.1,000/- or both

Imprisonment for a term which


may extend to 6 months or
with a fine which may extend
to Rs.1,000/- or both

Imprisonment for a term which


may extend to 6 months or
with a fine which may extend
to Rs.1,000/- or both

Imprisonment for a term which


may extend to 6 months or
with a fine which may extend
to Rs.1,000/- or both

Imprisonment for a term which


may extend to 6 months or
with a fine which may extend
to Rs.1,000/- or both
Imprisonment which may
extend to one year or fine
which may extend to
Rs.4,000/- or both

Imprisonment which may


extend to one year or fine
which may extend to
Rs.4,000/- or both

Imprisonment which may


extend to one year or fine
which may extend to
Rs.4,000/- or both
Imprisonment which may
extend to one year or fine
which may extend to
Rs.4,000/- or both

Imprisonment which may


extend to one year or fine
which may extend to
Rs.4,000/- or both

Imprisonment which may


extend to one year or fine
which may extend to
Rs.4,000/- or both
Imprisonment which may
extend to one year or fine
which may extend to
Rs.4,000/- or both

Imprisonment which may


extend to one year or fine
which may extend to
Rs.4,000/- or both
Imprisonment which may
extend to one year or fine
which may extend to
Rs.4,000/- or both

Imprisonment which may


extend to one year or fine
which may extend to
Rs.4,000/- or both

Imprisonment for a term which


may extend to 3 years but:-
a) Which shall not be less
than 1 year and a fine of
Rs.10,000/- in case of default
in payment of employees?
contribution, which has been
deducted by the employer
from the employees? wages.
b) Which shall not be less
than 6 months and a fine of
Rs.5,000/- in any other case.

Where employer makes a


default in contribution to the
Provident Fund or Pension
Fund then PF Commissioner
may recover penalty/
damages @ 17% per annum
for a default of less than 2
months, 22% per annum for
default of 2 months to 4
months, 27% per annum for
default of 4 months to 6
months and 37% per annum
for default for 6 months and
above
Imprisonment for a term which
may extend to 3 years but:-
a) Which shall not be less
than 1 year and a fine of
Rs.10,000/- in case of default
in payment of employees?
contribution, which has been
deducted by the employer
from the employees? wages.
b) Which shall not be less
than 6 months and a fine of
Rs.5,000/- in any other case.

Imprisonment which may


extend to one year or fine
which may extend to
Rs.4,000/- or both
Imprisonment which may
extend to one year or fine
which may extend to
Rs.4,000/- or both

Imprisonment which may


extend to 1 year but which
shall not be less than 6
months and fine which may
extend to Rs.5,000/-.
Imprisonment which may
extend to one year or fine
which may extend to
Rs.4,000/- or both

Imprisonment which may


extend to one year or fine
which may extend to
Rs.4,000/- or both
Imprisonment which may
extend to one year or fine
which may extend to
Rs.4,000/- or both

Imprisonment which may


extend to one year or fine
which may extend to
Rs.4,000/- or both
Imprisonment which may
extend to one year or fine
which may extend to
Rs.4,000/- or both

In addition to the amount of


the arrears, pay simple
interest thereon at the rate of
12% p.a. or at such higher
rate not exceeding the
maximum of the lending rates
of any scheduled back . In
case the commissioner of the
view that there is no
justification for the delay,
additional penalty upto 50% of
the amount in arrears may be
imposed.

In addition to the amount of


the arrears, pay simple
interest thereon at the rate of
12% p.a. or at such higher
rate not exceeding the
maximum of the lending rates
of any scheduled back . In
case the commissioner of the
view that there is no
justification for the delay,
additional penalty upto 50% of
the amount in arrears may be
imposed.
In addition to the amount of
the arrears, pay simple
interest thereon at the rate of
12% p.a. or at such higher
rate not exceeding the
maximum of the lending rates
of any scheduled back . In
case the commissioner of the
view that there is no
justification for the delay,
additional penalty upto 50% of
the amount in arrears may be
imposed.

In addition to the amount of


the arrears, pay simple
interest thereon at the rate of
12% p.a. or at such higher
rate not exceeding the
maximum of the lending rates
of any scheduled back . In
case the commissioner of the
view that there is no
justification for the delay,
additional penalty upto 50% of
the amount in arrears may be
imposed.

Fine which may extend to


5000/- rupees

In addition to the amount of


the arrears, pay simple
interest thereon at the rate of
12% p.a. or at such higher
rate not exceeding the
maximum of the lending rates
of any scheduled back . In
case the commissioner of the
view that there is no
justification for the delay,
additional penalty upto 50% of
the amount in arrears may be
imposed.
Fine which may extend to Rs.
5,000/- in case of first
conviction, and in case of any
second or subsequent
conviction, with imprisonment
for a period which shall not be
less than 1 month but which
may extend to 6 months or
fine which shall not be less
than Rs. 10,000/- but may
extend to Rs. 25,000/- or with
both

Fine which may extend to Rs.


5,000/- in case of first
conviction, and in case of any
second or subsequent
conviction, with imprisonment
for a period which shall not be
less than 1 month but which
may extend to 6 months or
fine which shall not be less
than Rs. 10,000/- but may
extend to Rs. 25,000/- or with
both

Fine, which may extend to Rs.


500/-and in case of a
continued contravention, with
an additional fine which may
extend to Rs. 100/- per day for
every day during which
contravention continues

Fine, which may extend to Rs.


500/-and in case of a
continued contravention, with
an additional fine which may
extend to Rs. 100/- per day for
every day during which
contravention continues

Fine, which may extend to Rs.


500/-and in case of a
continued contravention, with
an additional fine which may
extend to Rs. 100/- per day for
every day during which
contravention continues
Imprisonment for a term of 3
months or with fine upto
Rs.500/- or with both for first
contravention. Imprisonment
for a term of 6 months or with
fine which may extend upto
Rs. 1000/- or with both for
subsequent contravention. If
contravention is further
continued a further fine of Rs.
100/- for each day on which
contravention is continued

Imprisonment for a term of 3


months or with fine upto
Rs.500/- or with both for first
contravention. Imprisonment
for a term of 6 months or with
fine which may extend upto
Rs. 1000/- or with both for
subsequent contravention. If
contravention is further
continued a further fine of Rs.
100/- for each day on which
contravention is continued

Fine, which may extend to Rs.


500/-and in case of a
continued contravention, with
an additional fine which may
extend to Rs. 100/- per day for
every day during which
contravention continues

Fine, which may extend to Rs.


500/-and in case of a
continued contravention, with
an additional fine which may
extend to Rs. 100/- per day for
every day during which
contravention continues
Fine, which may extend to Rs.
500/-and in case of a
continued contravention, with
an additional fine which may
extend to Rs. 100/- per day for
every day during which
contravention continues

Imprisonment for a period


which may extend to 6 months
or fine which may extend to
Rs. 1000/- or both.

Imprisonment for a period


which may extend to 6 months
or fine which may extend to
Rs. 1000/- or both.

Imprisonment for a period


which may extend to 6 months
or fine which may extend to
Rs. 1000/- or both.

Imprisonment for a period


which may extend to 6 months
or fine which may extend to
Rs. 1000/- or both.

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