DR. E. M. RAO
Provision of facilities for sitting, and for storing/drying of clothes, and washing; first aid appliances; canteens, shelters and rest-rooms; creches; appointment of welfare officers, etc. (Ss. 42-50). Weekly hours of working not to exceed 48 hours; weekly holiday on every Sunday; compensatory holidays; daily hours not to exceed 9 hours, subject to certain exceptions; continuous work for more than five hours is prohibited without giving an interval for rest for half-an-hour interval; spreadover cannot exceed 10-1/2 hours in any day, and in any case not more than 12 hours; in the case of night-shift workers, holiday shall be reckoned as consisting of a period of 24 consecutive hours from the close of the night shift; prohibition of overlapping shifts; extra wages for overtime work (for work exceeding 9 hours a day or 48 hours a week) at double the ordinary rate of wages; prohibition of double employment; display of notice of periods of work for adults; maintenance of register of adult workers; women workers shall in no case be asked to work between 10 p.m. and 5 p.m. (Ss. 51-66). Prohibition of employing children (who have not completed 14 years of age) in the factory; but children above 14 years and adolescents can be employed subject to certification by the certifying surgeon; children cannot be employed for more than 4-1/2 hours in any day and during the night; notice of periods of work for children to be displayed; register of child workers be maintained; young persons (child or an adolescent) should be sent by the employer for examination, if so directed by the Inspector; (Ss. 67-77). Annual leave with wages be given for those who have put in work for two-thirds of total number of days; leave should be given at the rate of 1 day for every 20 days of actual work put in to be availed in the following calendar year; power of the Inspector to prohibit employment on account of serious hazard in any operation; fatal accidents and all other accidents resulting in disablement for more than 48 hours shall be intimated to the Inspector; notice of dangerous occurrences and diseases, etc., be given to the Inspector; penalties for violation, etc. (Ss. 78 onwards). NOTE: - The other cognate pieces of legislation, such as Plantations Labour Act. 1951, Mines Act, 1952, Shops & Establishments Acts (of various States), Motor Transport Workers Act, 1961, Contract Labour (Regulation & Abolition) Act,1970 Bonded Labour (Abolition) Act, 1976, Cine-Workers and Cinema Theatre Workers (Regulation of Employment) Act, 1981, Child Labour (Prohibition and Regulation) Act, 1986, Dock Workers (Safety, Health and Welfare) Act, 1986 - contain similar provisions pertaining to health, welfare, safety, working hours, leave, weekly holidays, etc., with necessary variations as warranted by the particular context/place of working.
4. Payment of Wages Act, 1936. Regulates the payment of wages in certain classes of persons employed in industry. The Act applies to the payment of wages to persons employed, in any factory or a railway establishment or an industrial establishment, either directly or through a contractor. The Act does not apply to persons whose wages exceed Rs. 6500/- per month. Wages includes all remuneration payable under the contract and includes remuneration payable - a) under a settlement or award, b) for overtime work, c) bonus, d) at the time of termination, i.e., notice wages, etc., d) under any scheme framed under any law; but does not include: a) profit sharing or other bonus which does not form part of the remuneration under the terms of employment, b) any value of house accommodation or of supply of water, light, medical attendance or other amenity or any service expressly excluded from computation of wages by an order of the State Government, c) contribution toward PF, etc., d) travelling allowance or concession, e) any sum paid to defray special expenses incurred by the employee in connection with his employment, and f) any gratuity payable. [S. 2 (vi)]. Wages shall be payable by the employer in the current coin within the prescribed time limit (maximum being one month) and that no deductions other than those authorised by law are made by the employers. (Ss. 3-6). Authorised deductions include deductions towards fines; absence from duty; damage to or loss of goods specifically entrusted to the person; for services rendered including houseaccommodation supplied by the employer or any agency and the amenities and services supplied; recovery of advances and loans; co-operative societies. (Ss. 7-13). With the written authorisation of the employee, deductions toward LIC premia; trade union subscriptions; national relief fund, etc. In case of unauthorised deduction or delayed payment of wages, the employee can approach the PW Authority; penalty includes recovery of the amount deducted unauthorisedly plus 10 times the amount so deducted; in case of delayed payment, a fine of Rs. 25 can be levied; if the claim of the employee is found frivolous, he is liable to pay a fine of Rs. 50; appeal against the order of the PW Authority lies in a small causes court or District Court; Civil Courts are, however, barred from entertaining any suit for recovery of wages or deduction from wages in so far as the sum so claimed forms the subjct of an application under S. 15 or has formed the subject of a direction under S. 15 or could have been recovered under that section. (Ss. 15, 17 & 22).
5. Minimum Wages Act, 1948 The Minimum Wages Act is an off-shoot of the resolution passed at the Minimum Wages Fixing Machinery Convention (1928) of the International Labour Organisation. The object of the said resolution was to fix minimum wages in the cases of trades or parts of trades (and, in particular, home working trades) in which no arrangements exist for the effective regulation of wages by collective agreements or otherwise and wages are exceptionally low. The MW Act was passed with a view to give effect to these resolutions. Aims at preventing exploitation of labour by making provision for the statutory fixation of minimum rates of wages in industries and a number of scheduled employments, where labour is not organised and sweated labour is most prevalent. The appropriate government can fix minimum rates of wages for different scheduled employments, or different classes of work in the same scheduled employment, or separate rates for adults, adolescents, children and apprentices, and/or for different localities. (S. 3) For instance, the expression scheduled employments includes/covers employment in carpet-making, rice and flour mills, tobacco industry, plantations, oil mills, local authority, construction industry, stone-crushing and stone-breaking, lac manufacturing, mica works, public motor transport, tanneries, mining, railways, docks and ports, etc. The sweep of the Act is very wide and the appropriate Government is empowered to bring any employment and any establishment under the purview of the MW Act. The appropriate government is empowered to fix minimum rates of wages for time work (MTR) or piece work (MPR) including guaranteed time-rate where piece-rate systems are in vogue (MGTR) and overtime rate (OTR). (S. 3). The minimum rate of wages fixed/revised under the Act may consist of: (a) a basic rate plus special allowance towards cost of living index number; (b) a basic rate with or without the cost of living allowance, and the cash value of the concessional supply of essential commodities, where so authorised; (c) an all inclusive rate allowing for basic rate, cost of living allowance and the cash value of the concession, if any. (S. 4). The wages may be fixed by any one or more of the following wage periods, namely, by the hour, or by the day or by the month or by such other larger wage-period. The minimum rates of wages may consist of basic wages including cost of living allowance or an all inclusive basic rate. (S. 5). The government may follow one of the two procedures in fixing minimum rates, namely, (a) by appointing a committee to advise it in respect of fixation or revision of minimum rates of wages; or (b) by publishing proposals in the official gazette and calling for objections, if any, from the affected parties and, after giving them a hearing, finally fixing the minimum rates. The final notification fixing/revising minimum rates of wages shall, unless otherwise specified, come into force on the expiry of three months from the date of its issue. (S. 5). The government may also appoint a Standing Advisory Board to advise it on fixation/revision of minimum rates of wages and to co-ordinate the work of committees and sub-committees appointed under S. 3. (Ss. 7 & 8). In case of payment of less than the minimum rate of wages, an employee can move the Authority under the Act to recover the difference along with penal damages from the 6
employer. The maximum damages that can be levied by the Authority under the Act are 10 times the shortfall. (S. 20).
An employee shall be disqualified to receive bonus under the Act, if he is dismissed from service for fraud; or riotous or violent behaviour; or theft, misappropriation or sabotage of any property of the establishment. (S. 9). Where any money is due to an employee by way of bonus from him employer, the employee or his authorised representative or in the event of his death, his legal heirs, may make an application to the appropriate Government, which shall issue a certificate for that amount to the Collector who shall proceed to recover the same as an arrear of land revenue. Such application has to be made by the employee, etc., within one year from the date on which the money became due. (S. 21). The Act also provides for linking bonus to production or productivity, provided the maximum bonus payable does not exceed 20% of the basic wages and dearness allowance. (S. 31A).
any matter provision which is required by S. 6. However, a notice of two months be given by the registrar before the certificate is withdrawn or cancelled. An appeal lies in the civil court and/or High Court against the order of the Registrar. (Ss. 10 & 11). A union so registered will enjoy certain rights. The general funds of the union can only be spent on certain objects, such as payment of salaries, etc., to the officers of the trade union; administrative expenses; compensation to members in the event of loss due to trade disputes, allowances to members or their dependants on account of death, old age, sickness, etc., provision of educational or social or religious benefits for the members, etc. The Act permits constitution of separate fund for political purposes. The general funds of the union can only be spent on objects, such as, payment of salaries, etc., to the office bearers, administrative expenses, prosecution/defending of a legal proceeding, conduct of a trade dispute, compensation to members for loss arising out of trade disputes, allowances to dependants in case of death, etc., of members, provision of education, social or religious benefits for members, the upkeep of any periodical, etc. The union may, however, constitute a separate fund for political purposes, but cannot utilise the general funds for political purposes of any of the office bearer or member or any other person. (Ss. 15 & 16). The union office-bearers enjoy immunity against criminal conspiracy under S. 120-B of the Indian Penal Code, for any agreement made between the members in furtherance of any legitimate object of the union, unless the agreement is an agreement to commit an offence punishable under the IPC (S. 17). Likewise, the trade union and its office-bearers are protected from any civil action for damages, in respect of any legitimate act done in contemplation or furtherance of a trade dispute even if results in interference with the trade or business or employment of some other person or with the right of some other person to dispose of the capital or of his labour as he wills. No agreement between the members of a trade union is void or voidable merely by reason of the fact that the object(s) of the agreement are in restraint of trade (Ss. 18 & 19). A person below 18 years of age is disqualified; so also a person convicted of any offence involving moral turpitude and sentenced to imprisonment is disqualified for a period of five years from the date of release. (S. 21-A). The name of a union can be changed with the consent of at least two-thirds of the total number of its members. Two or more unions can amalgamate into one with or without dissolution or division of funds, provided the votes of at least 50 per cent members of each and every such union are recorded, and that at least 60 per cent of the votes recorded are in favour of the proposal. Notice of change of name or amalgamation to be given to the Registrar in the manner prescribed (Ss. 23-25). Where a union is dissolved, notice thereof shall be given to the Registrar duly signed by seven members and by the Secretary of the union within 14 days of the dissolution. The Act requires the union to furnish returns as prescribed and keep the records available for inspection by the authorities. (Ss. 27 & 28).
10
11
Industry means any business, trade, undertaking, manufacture or calling of employers and includes any calling, service, employment, handicraft, or industrial occupation or avocation of workmen. [S. 2 (j)]. Industrial Dispute means any dispute or difference between employers and employers, or between employers and workmen, or between workmen and workmen, which is connected with the employment or non-employment or the terms of employment or with the conditions of labour, of any person. [S. 2 (k)]. In short, wages, allowances, working conditions, conditions of service, discharge, dismissal, retrenchment, lay-off, and a score of other cognate matters fall within the purview of the definition of the industrial dispute. Workman means any person (including an apprentice) employed in any industry to do any manual, unskilled, skilled, technical, operational, clerical or supervisory work for hire or reward . . . and includes any such person who has been dismissed, discharged or retrenched in connection with, or as a consequence of, that dispute, or whose dismissal or discharge or retrenchment has led to that dispute; but does not include members of the armed forces, police service or an employee of a prison; or who is employed mainly in a managerial or administrative capacity; or who, having been employed in a supervisory capacity, draws wages exceeding Rs. 10,000/- per month or exercises functions mainly of a managerial nature. [S. 2(s)]. Every industrial establishment where 100 or more workmen are employed in the preceding 12 months, the employer shall constitute a Works Committee with equal representation to workmen and management (S. 3). In the case of discharge or dismissal or retrenchment or termination otherwise an individual workman can raise an industrial dispute whether or not the cause of the workman is espoused by the union or a group of workmen. If the issue is not resolved by the conciliation officer within 45 days, the workman can directly approach the labour court or tribunal. (S. 2-A). Every establishment having 20 or more workmen will have to constitute Grievance Redressal Machinery (GRM). The number of members should not exceed more than six; if the committee has two members out of which one member should be a woman, and in case of increase in number of members, the participation of women members may be increase appropriately. (S. 9-C). In the case of discharge or dismissal, the labour court has the appellate power to set aside the order and order reinstatement of the workman, or it may award a lesser punishment or grant such other relief as it deems fit (S. 11-A). Where the dispute could not be resolved at the bipartite level, the parties can approach the machinery provided under the Act. Alternately, the Government may on its own motion refer the dispute to the settlement machinery, in certain situations (S. 10). A collective bargaining settlement arrived between the management and the union at the bipartite level is binding only on the parties to the settlement. On the other hand, a conciliation settlement arrived at in the course of conciliation proceedings is binding not only on the parties to the settlement, but also on all the workmen of the establishment and are concerned in the dispute. (Ss. 12 & 18).
12
Likewise, the award passed by a labour court or tribunal or an arbitrator is binding on all the workmen present and future - apart from the employer including his heirs, successors, assigns in respect of the establishment to which the dispute relates (S. 18). An award of a labour court or tribunal shall become enforceable on the expiry of 30 days from the date of its publication by the Government and shall remain in operation for a period of one year. Provided that the Government may, if it thinks fit, extend the operation of the award by one year at a time so, however, that the total period of operation of the award does not exceed three years from the date on which it came into operation. This does not apply to an award, which does not impose any continuing obligations on the parties. Subject to the above, the award shall continue in operation notwithstanding the expiry of the period of operation until a period of two months has elapsed from the date on which notice is given by either party bound by the award to the other party or parties (Ss. 17-A & 19). A settlement comes into force from the date agreed to therein or in default from the date of signing the settlement and remains in operation till such time as agreed to and continues to be in operation until the expiry of two months from the date on which a notice is given by one of the parties to the other party or parties to the settlement (Ss. 19). Where a labour court or tribunal orders reinstatement of a discharged or dismissed workman and the employer prefers any proceedings in a High Court or the Supreme Court against the award, the employer shall be liable to pay such workman, during the pendency of such proceedings, full wages last drawn by him. The Act prohibits strikes and lockouts in public utility services without giving six weeks notice and within fourteen days of such notice. In non-public utility services, the parties cannot declare a lockout or go on a strike during the pendency of conciliation or arbitration or adjudication proceedings, and during the period of operation of a settlement in respect of any matter covered thereunder. Any strike or lockout in violation of these provisions is rendered illegal and the party is liable for penalties prescribed under the Act. However, a lock-out declared as a consequence of an illegal strike and strike resorted to as a consequence of an illegal lock-out are not illegal (Ss. 22-24). The Act regulates lay-off and retrenchment, and also transfer and closure of establishments with special reference to the rights of workmen affected thereby to receive notice or wages and compensation at the rate of 15 days wages for every completed year service or any part thereof in excess of six months. In the case of transfer of undertaking, the workmen shall be entitled to notice and compensation as if they had been retrenched. If, however, the change of employer does not cause any interruption in their service and the terms and conditions of service are not less favourable under the transferee, no such compensation is payable. In the case of closure of under taking due to unavoidable circumstances, the compensation shall not exceed three months average pay. (Ch. V-A). In establishments employing 100 or more workmen, the employer is prohibited from declaring lay-off or retrenchment or close down his undertaking without obtaining prior permission from the appropriate Government, in addition to paying compensation to the affected workmen (Ch. V-B).
13
Employers, workmen and trade unions are prohibited from committing any unfair labour practice detailed in Schedule-V to the Act. In case of commission of any unfair labour practice, the guilty shall be liable for punishment (Ss. 25-T & U). Any one who commences, continues or otherwise acts in furtherance of an illegal strike or lockout is liable for punishment with imprisonment or with fine (S. 26). Similarly the Act provides for penalty for instigation to take part in an illegal strike or lockout, for giving financial aid to illegal strikes and lockouts, and for breach of settlement or award (Ss. 2729). Where a conciliation or adjudication proceeding is pending, no workman concerned in the dispute can be dismissed for a misconduct without obtaining prior permission of the authority concerned, if the misconduct is connected with the pending dispute [S. 33 (1) (b)]. However, if the misconduct is not connected with the pending dispute, the employer can dismiss such workman by paying one months wages and by filing simultaneously an application before the authority for approval of the action taken [S. 33 (2) (b)] . Notwithstanding anything contained in sub-sections (1) and (2), no protected workman can be dismissed by an employer, during the pendency of a conciliation or adjudication proceeding, without obtaining the prior permission of the authority before whom the proceeding is pending [S. 33 (3)]. Where any money is due to a workman from the employer under a settlement or award or under the provisions of Chapter V-A or Chapter V-B, the workman can make an application to the Government for recovery of the same from the employer as an arrear of land revenue. Where any workman is entitled to receive any benefit capable of being computed in terms of money, the Government may, on an application from the workman, refer the same to such labour court for computation, which may thereafter be recovered as an arrear of land revenue. (S. 33-C). The Act provides for representation of parties by their respective trade unions/federations in any proceeding before conciliation or arbitration or adjudication. No party to the dispute is entitled to representation by a legal practitioner in any conciliation proceeding. However, in any proceeding before a labour court, tribunal or national tribunal, a party to a dispute may be represented by a legal practitioner with the consent of the other parties to the proceeding and with the leave of the Court/tribunal (S. 36). In case any difficulty or doubt arises as to the interpretation of an award or a settlement, the Government may refer the same to such labour court as it thinks fit. The decision given by the labour court, after hearing the parties, is final and binding on all such parties (S. 36-A). 10. The Employees State Insurance Act, 1948 This Act is a landmark in the history of social security in India. It is one of compulsory State insurance providing for certain benefits. It is conceived as a means of extinction of the evils of society, namely, want, disease, dirt, ignorance and indigence. The Act applies to all factories and industrial establishments. However, the extension of the provisions of the Act to different areas in the country will be notified depending upon the provision of the facilities for treatment, etc. In the areas where the provisions of the Act are 14
not applicable, the Workmens Compensation Act, 1923 together with the Fatal Accidents Act, 1855 and Maternity Benefit Act, 1961 operate in the alternative. The Act confers benefit on industrial employees, including those employed through a contractor, in the event of sickness, maternity, and other types of disablement. These benefits are secured by financial contributions to the scheme by both the employers and employees. For the purpose of contributions to the ESI Scheme, the employees are divided into 9 groups on the basis of their monthly wages. The employees drawing a monthly wage of Rs. 540 and above are required pay contribution @ 1.75 per cent of their wages rounded off to the next higher multiple of 5 paise. Employees drawing a daily wage of Rs. 15 and below are exempted from contributing to the scheme, but are entitled to the benefits. Employers contribution is 4.75 per cent of the total wage bill. (Ss. 38-45-B). The Act provides the following benefits (Ss. 46-52): Medical benefit (treatment at the ESI hospital); Sickness benefit (cash payment during the period of absence due to sickness); Maternity benefit (cash payments during the period of absence for a maximum period of 12 weeks); Disablement benefit (cash payments in case of disablement due to an accident arising out of and in the course of employment); Dependants benefit (cash payment to the dependents of the deceased employees in case of fatal accident); Funeral benefit (lump-sum cash payment to meet the funeral expenses in case of the death of an employee). The quantum of benefit under each head is determined on the basis of the Standard Benefit Rate (for short, SBR), which approximately works out to 43-63% of the average daily wage of an employee. The daily wage is arrived at by dividing the monthly wage by 26. Illustration-I: The average daily wage of an employee drawing a monthly wage of Rs. 420 is (420/26=) Rs. 16 (apprx.). His SBR will be Rs. 10, which works out to about 62% of his average daily wage. Illustration-II: The average daily wage of an employee drawing a monthly wage of Rs. 600 is (600/26 =) Rs. 23 (appx.). His SBR will be Rs. 10, which works out to about 44% of his average daily wage. The daily rate of cash benefit in each case is as follows: Sickness = SBR corresponding to the average daily wage; for not more than 91 days in a year (two consecutive benefit periods of six months each). Maternity = Twice the SBR; for a maximum of 12 weeks. Disablement (whether temporary for not less than 3 days or permanent) = as per the rate assessed by the ESI Corporation; in other cases, 40% more than the SBR. Dependants benefit = As per the rate prescribed from time to time. Funeral expenses = A lump-sum amount of Rs. 1000.
Outer wage limit for the application of the Act: This has been raised from the erstwhile 15
Rs. 10,000/- p.m., to Rs. 15,000/- p.m. (vide 2010 Amendment to Rule 50 of the ESI (Central) Rules 1950. IMPORTANT: The outer wage-limit of employees (for the purpose of coverage under the Act) is not static and gets revised upwards by the Government from time to time. Hence practitioners should keep track of government notifications issued in this regard.
employment necessarily occurs in the course of employment, but an accident arising in the course of employment may not necessarily arise out of employment, though ordinarily it will. The expression employment is notionally extended beyond the portals of the factory or place work and is referred to as the theory of notional extension of employment. In Saurashtra Salt Manufacturing Co. v. Bai Valu Raja, (AIR 1958 SC 881), the Supreme Court laid down the said theory as under: As a rule, the employment of a workman does not commence until he has reached the place of employment and does not continue when he has left the place of employment: the journey to and from the place of work is thus excluded from the notion of employment. However, it is now well settled that this is subject to the theory of notional extension of the employers premises, so as to include in it an area which the workman passes and repasses in going to and in leaving the actual place of work, so that there may be some reasonable extension in both time and place of work and a workman may be regarded as in the course of his employment even though he had not reached or had left the actual premises where he was employed. The facts and circumstances of each case will have to be examined carefully in order to determine whether the accident arose out of and in the course of employment of a workman, keeping in view at all times this theory of notional extension. The amount of compensation payable to a workman depends on: the nature of the injury caused by the accident, the monthly wages of the workman concerned, and the relevant factor for working out lump-sum equivalent of compensation amount as specified in Schedule IV. There is no difference between an adult and a minor worker with respect to the amount of compensation. Compensation is payable for death, permanent total disablement, permanent partial disablement, and temporary disablement, whether total or partial. (S. 4 r/w Schedule IV). Mode of calculation and Quantum of Compensation: Where death results from injury, an amount equal to 50% of monthly wages of the deceased workman multiplied by the relevant factor (given in Schedule-IV to the Act) OR Rs. 1,00,000/-, whichever is more Where permanent total disablement results from injury, an amount equal to 60% of the monthly wages multiplied by the relevant factor OR Rs. 1,40,000/-, whichever is more. Where permanent partial disablement results from injury, such percentage of the compensation as specified in Schedule-I (calculated on the basis of the percentage loss of earning capacity) be paid.
17
Where temporary disablement, whether total or partial, results from the injury, the amount of compensation shall be a half-monthly payment of the sum equivalent to 25 per cent of monthly wages of the workman, i.e., 25 per cent of monthly wages of the workman shall be payable every half month. The half monthly payment is payable on the 16th day from the date of disablement where such disablement lasts for a period of 28 days or more, or after the expiry of a waiting period of 3 days from the date of disablement where such disablement lasts for a period of less than 28 days. Thereafter, the compensation shall be payable half-monthly during the disablement or during a period of 5 years, whichever period is shorter. The Commissioner for workmens compensation is empowered to review, on application by the workman, the half-monthly payments and he may, thereon, (i) continue, (ii) increase, (iii) decrease, (iv) end, or (v) convert the same into a lump-sum. The half-monthly payments can be commuted by agreement between the parties (Ss. 6 & 7). The Act provides for distribution of compensation among the claimants in the event of a fatal accident (S. 8). No compensation whether lump-sum or half-monthly - payable under the Act is capable of being assigned or charged or be liable to attachment or pass to any person other than the workmen by operation law, nor shall any claim be set against the same. (S. 9). No claim for compensation shall be entertained by the Commissioner unless the notice of accident has been given by the workman in writing the prescribed manner. Claim for compensation shall be preferred before the Commissioner within 2 years of the occurrence of the accident, or in case of death within 2 years from the date of death (S. 10).
The Act provides for loans refundable and non-refundable - to members from their contribution for certain purposes, such as marriage in the house, construction or purchase of a dwelling house, etc.
19
b) in case of termination of services due to riotous or disorderly behaviour or due to an offence involving moral turpitude, provided such offence is committed by him in the course of his employment (S. 4). Every employer is required to obtain an insurance for his liability for payment towards the gratuity from the Life Insurance Corporation of India or any other prescribed insurer (S. 4A). In case of non-payment of gratuity within 30 days from the date it becomes payable, he is required to pay simple interest at such rate as prescribed by the Central Government from time to time. The amount of gratuity payable can be recovered by the controlling authority by issuing a certificate to the Collector, who shall proceed to recover it as an arrear of land revenue (Ss. 7 & 8). Note: This Handout was prepared in the year 1998. Most of the subsequent changes made in the laws have been incorporated in the handout, while some might not have been. The readers are advised to refer to the latest notifications for changes, if any, made in respect of contribution towards ESI, PF and the minimum and maximum limits of number of employees/persons employed and/or the benefits provided for the purposes of Works Committee, Chapter V-A and V-B of the ID Act or for mandatory requirement of Factories Act, Standing Orders, Gratuity, Bonus, Minimum Wages, Payment of Wages, etc.
Dr. E. M. RAO
(Last revised: January 2012)
20