Bihar and Jhar Khand

Country Profile
India
Wage Requirements
Wages
Zone Profession Minimum Frequency Hourly Rate Effective Date Previous MW Currency
Regulation or Law Requirement
Wage Laws
Minimum Wage
Minimum Wages Act (1948), Sec.12(1) Where in respect of any scheduled employment a [wage] notification is in
force, the employer shall pay to every employee engaged in a scheduled
employment under him wages at a rate not less than the minimum rate of
wages fixed by such notification for that class of employees in that
employment without any deductions except as may be authorised within such
time and subject to such conditions as may be prescribed.
Explanatory Note: 1) Where there is a wage order setting the minimum wage
for a specific profession or task, the employer must pay no less than the
minimum wage set.
2) Persons placed in the category of "Learners" in an industry are also entitled
to minimum wages prescribed for unskilled workers in any industry. Therefore,
even if an employer creates a different category of workers outside the
recognized categories of workers in respect of whom minimum wages are
fixed under the Act, the employer will not be allowed to pay less than the rate
prescribed for lowest level of employee on that industry that is unskilled
workers. The object of this ruling is to prevent exploitation of workers.
Minimum Wages Act (1948), Sec.17 Where an employee is employed on piece-work for which minimum time and
not a minimum piece rate has been fixed under this Act, the employer shall
pay to such employee wages at not less than minimum time rate.
Explanatory Note: Where a notification revises the minimum wages & fixes
only the minimum time rate and no minimum piece rate is fixed, then in that
case the workmen engaged on the basis of piece rate become entitled to the
minimum time rate fixed by the notification.
Time of Wage Payment
Payment of Wages Act (1936) Amendment (2012) Sec. In exercise of the powers conferred by sub-section (6) of Section 1 of
1(6) Payment of Wages Act, 1936 (4 of 1936), the Central Government, on the
basis of figures of the Consumer Expenditure Survey, published by the
National Sample Survey Organization, hereby specifies Rupees eighteen
thousand per month as the wages under said sub-section (6).
Payment of Wages Act (1936), Sec.4(1-2) (1) Every person responsible for the payment of wages under Section 3 shall
fix periods (in this Act referred to as wage-period) in respect of which wages
shall be paid. (2) No
wage-period shall exceed one month.
Payment of Wages Act (1936), Sec.4(2) No wage-period shall exceed one month.
Explanatory Note: 1) Wages as per Sec 2(vi) of the Act means all
remuneration ( whether by way of salary, allowances or otherwise) including
remuneration to which the person employed is entitled in respect of overtime
work or holidays or any leave period.
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India
Wage Laws
2)The wage period shall not exceed one month and payment of wages must
be made before the entry of specific day after the last day of the wage period.
The specific day is the seventh day of a month where the number of workers
is less than 1000 and tenth day in case the number of workers is one
thousand or more.
Payment of Wages Act (1936), The wages of every person employed upon or in-
Amendment(1982),Sec.5(1) (a) any railway, factory or industrial or other establishment upon or in which
less than one thousand persons are employed, shall be paid before the expiry
of the seventh day,
(b) any other railway, factory or industrial or other establishment, shall be paid
before the expiry of the tenth day, after the last day of the wage period in
respect of which the wages are payable...
**** Bihar & Jharkhand ONLY ****

Bihar Contract Labour (Regulation and abolition) Rules No wage-period shall exceed one month.
(1972), Rule 64

Bihar Contract Labour (Regulation and abolition) Rules The wage of every person employed as contract labour in an establishment or
(1972), Rule 65 by a contractor where less than one thousand such persons are employed
shall be paid before the expiry of the seventh day and in other cases before
the expiry of tenth day after the last day of wage period in respect of which the
wages are payable.
Contract Labour (Regulation and Abolition) Central Rules The principal employer shall ensure the presence of his authorized
(1971), Rule 72 representative at the place and time of disbursement of wages by the
contractor to workmen and it shall be the duty of the contractor to ensure the
disbursement of wages in the presence of such authorized representative.
Contract Labour (Regulation and Abolition) Central Rules The wages of every person employed as contract labour in an establishment
(1971), Rule 65 or by a contractor where less than one thousand such persons are employed
shall be paid before the expiry of the seventh day and in other cases before
the expiry of tenth day after the last day of wage period in respect of which the
wages are payable.
Contract Labour (Regulation and Abolition) Central Rules No wage-period shall exceed one month.
(1971), Rule 64
Contract Labour (Regulation and Abolition) Central Rules The contractor shall fix wage periods in respect of which wages shall be
(1971), Rule 63 payable.
Contract Labour (Regulation and Abolition) Act (1970), (1) A contractor shall be responsible for payment of wages to each worker

India
Wage Laws
Sec.21 employed by him as contract labour and such wages shall be paid before the
expiry of such period as may be prescribed.
(2) Every principal employer shall nominate a representative duly authorized
by him to be present at the time of disbursement of wages by the contractor
and it shall be the duty of such representative to certify the amounts paid as
wages in such manner as may be prescribed. (3) It shall be the duty of
the contractor to ensure the disbursement of wages in the presence of the
authorised representative of the principal employer. (4) In case the contractor
fails to make payment of wages within the prescribed period or makes short
payment, then the principal employer shall be liable to make payment of
wages in full or the unpaid balance due, as the case may be, to the contract
labour employed by the contractor and recover the amount payable to the
contractor under any contract or as a debt payable by the contractor.

Bihar Shops & Establishment Rules (1953), Section 20 (2) No wage period shall exceed one month
Explanatory Note: Added

Bihar Shops & Establishment Rules (1953), Section 23(1) (1) Wages of every employee shall be paid before the expiry of the seventh
day after the last day of the wage period as respect of which the wages are
payable :
Provided that if any employee be absent until the last day permissible under
this subsection the wages shall be paid before the expiry of three working
days from the day on which he attends for work again or demands payment.
Form of Wage Payment

Bihar Contract Labour (Regulation and abolition) Rules All wages shall be paid in current coins or currency notes or in both.
(1972), Rule 69
Payment of Wages Act (1936), Amendment(1975),Sec.6 All wages shall be paid in current coins or currency notes or in both.
Provided that the employer may, after obtaining the written authorisation of
the employed person, pay him wages either by cheque or by crediting the
wages in his bank account. In Punjab vide
Notification NO: S.O.31/C.A.4/1936/S.6/2015 "All wages shall be paid "
through Cheque or Bank transfer
Minimum Wages Act (1948), Sec.11(1) Minimum wages payable under this Act shall be paid in cash.
Contract Labour (Regulation and Abolition) Central Rules All wages shall be paid in current coins or currency notes or in both.
(1971), Rule 69

India
Wage Laws
Form of Wage Payment

Bihar Shops & Establishment Rules (1953), Section 24 All wages shall be paid in current coins or currency notes or in both.
Place of Wage Payment

Bihar Contract Labour (Regulation and abolition) Rules All payments of wages shall be made on a working day at the work premises
(1972), Rule 67 and during the working time and on a date notified in advance and in case the
work is completed before the expiry of the wage period, final payment shall be
made within 48 hours of the last working day.

Bihar Contract Labour (Regulation and abolition) Rules Wages due to every worker shall be paid to him direct or to other peson
(1972), Rule 68 authorized by him in this behalf.
Contract Labour (Regulation and Abolition) Central Rules All payments of wages shall be made on a working day at the work premises
(1971), Rule 67 and during the working time and on a date notified in advance and in case the
work is completed before the expiry of the wage period, final payment shall be
made within 48 hours of the last working day.
Contract Labour (Regulation and Abolition) Central Rules Wages due to every worker shall be paid to him direct or to other person
(1971), Rule 68 authorized by him in this behalf.
Overtime/Premium Pay
Factories Act (1948), Amendment(1976),Sec.59(2) "Ordinary rate of wages" means the basic wages plus such allowances,
including the cash equivalent of the advantage accruing through the
concessional sale to workers of foodgrains and other articles, as the worker is
for the time being entitled to, but does not include a bonus and wages for
overtime work.
Explanatory Note: Wages means basic wage plus such allowances including
the cash equivalent of concessional sale of foodgrains and other articles. It
does not include bonus and wages for overtime work.
House rent allowance and dearness allowance are to be taken into account in
computing compensation for over time work.
Factories Act (1948), Sec.59(1) Where a worker works in a factory more than nine hours in a day or more than
forty-eight hours in a week, he shall be entitled to wages at the rate of twice
his ordinary wages.
Explanatory Note: Given a minimum wage rate, monthly wages for a worker
can be calculated either using 31 days or 26 days. For eg, prescribed

India
Wage Laws
minimum rate for unskilled worker is 2250. If in a month he has worked for 20
days, his monthly wages can be calculated :
(a) if sundays are paid for (pls note there is no law for payment on sunday
making it optional), the calculation would be:
(2250/31) * (20 days, which are no. of days worked + 5 sundays) = 1814.516
(b) if only actual no. of days are compensated:
(2250/26) * (20 days, which are no. of days worked ) = 1730.76
Obviously the amount in (a) is more than (b), however since payment for
sunday is optional, employers cannot be forced to pay as per option (a),
therefore if the factory is using 26 days to calculate monthly wages, it cannot
be cited as a violation.
Now moving further, we would use the same example for explaining overtime
calculation.
Majority of the factories are using 26 days to arrive at a daily rate for OT
calculation based on the logic that the rate prescribed by the Government is
for 26 days. So even if they are calculating normal wages using 31 days they
would still be using 26 days to calculate overtime compensation. However, the
calculation of Overtime is explained here assuming that the same worker in
the same month has done an overtime for 10 hours :
(a) If a factory uses 31 days for calculating normal wages and overtime too:
(2250/31) * (20 days, which are no. of days worked + 5 sundays) = 1814.516:
Monthly Wages
For Overtime, we need to calculate the hourly rate which some of the
factories would get by:
{(1814.516/25) /8} * 10 = 90.725 * 2 = 181.451 = overtime compensation
Total compensation = 1814.516 + 181.451= 1995.967
(b) If a factory uses 26 days for calculating normal wages and overtime:
(2250/26) * 20 i.e. days worked = 1730. 76 (which is less than option (a) by
83.756)
For overtime, hourly rate will be calculated by using no. of days worked too:
{(1730.76/20) /8} * 10 = 108.172 * 2 = 216.344 = overtime compensation
Total compensation = 1730.76 + 216.344 = 1947. 104
Difference in the two amounts is 1995.967- 1947.104 = 48.863 therefore if a
factory is using 31 days and not 26 days for the purposes of calculation of
normal wages and overtime, it cannot be cited as a violation even though the
overtime rate gets reduced if we calculate it by dividing total no. of days
(including sundays) cause as a package what is going to the worker is more
than what is guaranteed by law and since the factory is paying for sundays in
calculating normal wages, it is not violating any law in arriving at the hourly
rate using the same no. of days i.e. 31 and not 26.
However, if a factory uses 31 days i.e. include sundays for calculating normal
wages in which case the amount is definitely more and uses 26 days i.e., only
the no. of days worked for overtime, it is all the more benefiting worker but
definitely it cannot be enforced as a right for the worker cause the factory is
not violating any law in using 31 days for overtime calculation too.
Factories Act (1948), Sec.59(3) Where any workers in a factory are paid on a piece-rate basis, the time rate
shall be deemed to be equivalent to the daily average of their full-time
earnings for the days on which they actually worked on the same or identical
job during the month immediately preceding the calendar month during which
the overtime work was done, and such time rates shall be deemed to be the
ordinary rates of wages of those workers :
PROVIDED that in the case of a worker who has not worked in the
immediately preceding calendar month on the same or identical job, the time
rate shall be deemed to be equivalent to the daily average of the earning of
the worker for the days on which he actually worked in the week in which the
overtime work was done.
Explanatory Note: In the case of piece rate payment, the time rate shall be
daily average earned on the same job during the month immediately
preceding. If a worker has not worked in the immediately preceding month on
the same job, the time rate would be the daily average earned for the days on
which he actually worked in the week in which the overtime was done.

India
Wage Laws
Minimum Wage (Central) Rules (1950), When a worker works in an employment for more than nine hours on any day
Amendment(1979),Rule 25(1) or for more than forty eight hours in any week. he shall in respect of overtime
work, be entitled to wages (a) In the case of employment in agriculture at
double the ordinary rate of wages: (b) in the case of any other scheduled
employment at double the ordinary rate of wages
Explanatory Note: These Central rules will apply to the state of Delhi &
J&K.*****"Ordinary rate of wages" means the basic wages plus such
allowances, including the cash equivalent of the advantage accruing through
the concessional sale to workers of foodgrains and other articles, as the
worker is for the time being entitled to, but does not include a bonus
Register of Wages
Payment of Wages Act (1936), Every employer shall maintain such registers and records giving such
Amendment(1965),Sec.13A(1) particulars of persons employed by him, the work performed by them, the
wages paid to them, the deductions made from their wages, the receipts given
by them and such other particulars and in such form as may be prescribed.

Bihar Minimum Wages Rules (1951), Rule 26(1) A register of wages shall be maintained by every employer at the work spot in
Form X

Bihar Contract Labour (Regulation and Abolition) Rules (2) In respect of establishments not covered under sub-rule (1) the following
(1972), Rule 78(2)(a) provisions shall apply, namely:- (a)
Every contractor shall maintain a Muster Roll Register and a Register of
Wages in Form XVI and in Form XVII respectively: Provided that a combined
Muster Roll-cum-Wages Register in Form XVIII shall be maintained by the
contractor where the wage period is a fortnight or less.

(1972), Rule 78(2)(e) provisions shall apply, namely:- (e)
A Register of Overtime shall be maintained by every contractor in Form XXIII
to record therein number of hours and wages paid for overtime work, if any.
Minimum Wage (Central) Rules (1950), A register of wages shall be maintained by every employer at the work-spot in
Amendment(1966),Rule 26(1) Form X Form X.
FORM X : REGISTER OF WAGES
Wages period from ________ to _______
Name of establishment
Place __________
1. Sl. No.
2. Name of the employee
3. Father's/ husband's name
4. Designation
Minimum rate of wages payable
5. Basic
6. D.A.
Rates of wages actually paid
7. Basic
8. D.A.
9. Total attendance/ units of work done

India
Wage Laws
Register of Wages
10.Overtime worked
11. Gross wages payable
12. Employee's contribution to P.F.
Deductions
13. H.R.
14. Other deductions
15. Total deductions
16. Wages paid
17. Date of payment
18. Signature or thumb-impression of the employee

Bihar Minimum Wages Rules (1951), Rule 26(5) A muster roll shall be maintained by every employer and kept in Form V:
Provided that the State Government may exempt any establishment or class
of establishment from the operation of this rule

Bihar Payment of Wages Rules (1937), Rule 5 A register of wages shall be maintained by every factory or establishment in
Form VI
Minimum Wage (Central) Rules (1950), A register of overtime shall be maintained by every employer in Form IV in
Amendment(1960),Rule 25(2) which entries under the columns specified therein shall be made as and when
Form IV overtime is worked in any establishment. The register shall be kept at the
work-spot and maintained up-to-date. Where no overtime has been worked in
any wage period, a "nil" entry shall be made across the body of the register at
the end of the wage-period indicating also in precise terms the wage period to
which the 'nil' entry relates.
FORM IV : OVERTIME REGISTER FOR WORKERS
Month ending ________ 19_______
1. Serial No.
2. Name
3. Father's/ husband's name
4. Sex
5. Designation and department
6. Date on which overtime worked
7. Extent of overtime on each occasion
8. Total overtime worked or production in case of piece-workers
9. Normal hours
10. Normal rate
11. Overtime rate
12. Normal earnings
13. Overtime earnings
14. Total earnings
15. Date on which overtime payment made

Bihar Minimum Wages Rule (1951), Rule 25(2) A register showing over time payment shall be kept in Form IV
Minimum Wage (Central) Rules Entries in the register of wages and wages slips shall be authenticated by the
(1950),Amendment(1965), Rule 26(4) employer or any person authorised by him in this behalf.

India
Wage Laws
Register of Wages

Bihar Shops & Establishment Rules (1955), Rule 17 A register of attendance and wage shall be maintained by every employer in
Form X
Contract Labour (Regulation and Abolition) Central Rules Where no deduction or fine has been imposed or no overtime has been
(1971), Rule 80(5) worked during any wage period a "nil" shall be made across the body of the
register at eth end of the wage period indicating also in precise terms the
wage period to which the "nil" entry relates, in the respective registers
maintained in Forms XX, XXI and XXII respectively.

Bihar Factories Rules (1950), Rule 87(1) The Manger shall keep a register in Form No. 15 hereinafter called Leave with
Wages Register:
Provided that if the Chief Inspector is of the opinion that any muster roll or
register maintained as part of the routine of the factory, or return made by the
Manager, gives in respect of any or all of the workers in the factory, the
particulars required for the enforcement of Chapter VIII of the Act, he may, by
order in writing, direct that such muster roll or register or return shall to the
corresponding extent, be maintained in place of and be treated as the register
or return required under this Rule in respect of that factory.
Contract Labour (Regulation and Abolition) Central Rules Every contractor shall obtain the signature or thumb-impression of worker
(1971), Rule 78(1)(c) concerned against the entries relating to him on the Register of wages or
Muster Roll-cum-Wages-Register, as the case may be, and the entries shall
be authenticated by the initials of the contractor or his representatives, and
shall also be duly certified by the authorized representative of the principal
employer in the manner provided in Rule 73.
Contract Labour (Regulation and Abolition) Central Rules Every contractor shall in respect of each work on which he engages contract
(1971), Rule 78(1)(a)(i) labour-
(i) maintain a Muster roll and Register of Wage in Form XVI and Form XVII
respectively:
Provided that a combined Register of Wage-cum-Muster Roll in Form XVIII
shall be maintained by the contractor where the wage period is a fortnight or
less
Contract Labour (Regulation and Abolition) Central Rules 1(a) Every contractor shall in respect of each work on which he engages
(1971), Rule 78(1)(a)(iii) contract labour:- (iii) Maintain a Register of overtime in Form XXII
recording therein the number or hours of, and wages paid for, overtime work,
if any.

Bihar Shops & Establishment Rules (1955), Rule 119 Every Factory shall maintain a leave with wages register.

India
Wage Laws
Register of Wages

Bihar Shops & Establishment Rules (1955), Rule 14 Every employer shall maintain the leave with wages register in Form IX

Bihar Factories Rules (1950), Rule 78 The Manager of every factory in which workers are exempted (under Sections
64 or 65 from the provisions of Section 51 or 54) shall keep a muster roll in
Form No. 10 showing the normal piece-work rate of pay; or the rate of pay per
hour, of all exempted employees. In this muster roll shall be correctly entered
the overtime hours of work and payment therefore of all exempted workers.
The muster roll in Form No. 10 shall always be available for inspection.
Minimum Wage (Central) Rules (1)A register of wages shall be maintained by every employer at the work spot
(1950),Amendment(1974,Rule 26(1&1A)) in Form X
(1A) Every employer shall in respect of each person employed in the
establishment complete the entries pertaining to a wage period-
(a)in columns 1 to 15 of Form X before the date on which the wages for such
wage period shall fall due
in columns 16 and 17 of the said form, on the date when payment is made
and obtain the signature or thumb impression of the employee in column 18 of
the said form on the date when payment is made
Explanatory Note: These Central rules will apply to the state of Delhi & J&K.
Minimum Wage (Central) Rules A register of overtime shall be maintained by every employer in Form V in
(1950),Amendment(1960), Rule 25(2) which entries under the column specified therein shall be made as and when
overtime is worked in any establishment. The register shall be kept at the
work spot and maintained up to date. When no overtime has been worked in
any wage period, a `nil' entry shall be made across the body of the register at
the end of the wage period indicating also in precise terms the wage period to
which the `nil' entry relates
Minimum Wage (Central) Rules (1950), A muster roll shall be maintained by every employer at the work spot and kept
Amendment(1974),Rule 26(5) in Form V and the attendance of each person employed in the establishment
shall be recorded daily in that form within 3 hours of the commencement of
work shift or relay for the day as the case may be
Pay Slips
Minimum Wage (Central) Rules (1950), Rule 26(2), Form A wage slip in Form XI shall be issued by every employer to every person
XI employed by him at least a day prior to the disbursement of wages.
FORM XI [The Form includes:]
Name of establishment
Place
1. Name of employee with father's/ husband's name
2. Designation
3. Wage-period
4. Rate of wages payable:(a) Basic (b) D.A.
5. Total attendance/ unit of work done
6. Overtime wages
7. Gross wages payable

India
Wage Laws
Pay Slips
8. Total deductions
9. Net wages paid
Pay-in-charge
Employee's signature/ thumb-impression.
Explanatory Note: In Tamil Nadu, the wage slips can be issued either on the
day prior to the disbursement of the wages or on the date of disbursement of
wages. [ Rule 5-B, The Tamil Nadu Payment of Wages Rules, 1937]
Minimum Wage (Central) Rules Every employer shall get the signature or thumb-impression of every person
(1950),Amendment(1965), Rule 26(3) employed on the register of wages and wage slip.

(1972), Rule 78(2)(b) provisions shall apply, namely:- (b)
Where the wage period is one week or more the contractor shall issue wage
slips in Form XXI to the workers at least a day prior to the disbursement of
wages.

Bihar Minimum Wages Rules (1951), Rule 26(2-4) (2)A wage slip in Form XI shall be issued by every employer to every person
employed by him atleast a day prior to the disbursement of wages (3) Every
employer shall get the signature or the thumb impression of every person
employed on the register of wages and wage slip (4) Entries in the register of
wages and wage slips shall be authenticated by the employer or any person
authorised by him in this behalf
Contract Labour (Regulation and Abolition) Central Rules Every contractor shall, where the wage period is one week or more, issue
(1971), Rule 78(1)(b) wage slips in Form XIX, to the workmen at least a day prior to the
disbursement of wages.
Minimum Wage (Central) Rules (1950), Rule 26(2-4) (2)A wage slip in Form XI shall be issued by every employer to every person
employed by him atleast a day prior to the disbursement of wages (3) Every
employer shall get the signature or the thumb impression of every person
employed on the register of wages and wage slip (4) Entries in the register of
wages and wage slips shall be authenticated by the employer or any person
authorised by him in this behalf
Other
All India Council for Technical Education [National 3.1 Any Society/Trust/Company registered under Section 25 of Companies
Employability Enhancement Mission (NEEM)] Act, 1956 / Section 8 of Company Act, 2013 or Relevant Act as amended
Regulations, 2017 Article 3.1 from time to time /Bodies of Central Government/ Bodies of State
Government / Government Institutes and Universities shall be eligible to apply
for registration as NEEM Facilitator.
3.2 NEEM Facilitator shall be in the business of training for at least five years
or the parent company under which a Section 25 Company /Section 8 of
Company Act, 2013 or Relevant Act as amended from time to time, is formed
to meet the objective of NEEM shall be in the business of training for at least
five years.
3.3. NEEM Facilitator shall have turnover and capacity to place students in

India
Wage Laws
Other
registered companies or registered industries for the purpose of providing
training under the objective of NEEM as per
following:
S.No. Turnover (in Crores) per year for the
previous three financial years
Training Capacity Per Year
1 25 and above 5,000
2 15 – 25 3,000
3 5 - 15 1,000
3.4 The NEEM Facilitator shall have to register with AICTE for approved as
NEEM Facilitator.
3.5 The NEEM Facilitator shall submit an affidavit as per proforma given in
Appendix I for registration with AICTE in addition to the submission of online
data for the purpose of such registration.
3.6 The Society/Trust/Company registered under Section 25 of Companies
Act, 1956/ Section 8 of Company Act, 2013 or Relevant Act as amended from
time to time /Bodies of Central Government/ Bodies of State Government
seeking registration as NEEM Facilitator shall submit
an affidavit in the proforma appended to these Regulations stating that the
information submitted by it in the application for registration is correct and if
any information submitted by the applicant found incorrect in future, the NEEM
Facilitator so registered on the basis of such
information shall be liable for revocation or withdrawal of its registration and
also penal and civil action.
3.7 If any member of Society/Trust/Company registered under Section 25 of
Companies Act, 1956/Section 8 of Company Act, 2013 or as amended from
time to time, or Society/Trust/Company registered under Section 25 of
Companies Act, 1956/ Section 8 of Company Act, 2013 or as
amended from time to time is facing any enquiry including a vigilance enquiry
or if there is any
criminal investigation/prosecution by police or CBI, then such
Society/Trust/Company
registered under Section 25 of Companies Act, 1956/ Section 8 of Company
Act, 2013 or as
amended from time to time, shall not be eligible to apply and seek registration
and approval as
NEEM Facilitator under these Regulations.
3.8 Clause 3.2, 3.3 and 3.6 will not be applicable for Government Institutes/
Government
Universities /Government Centres / Sector Skill Councils approved by Ministry
of Skill
Development and Entrepreneur, Government of India.
Explanatory Note: new regulation formed
The objective of National Employability Enhancement Mission (NEEM) is to
offer on the job practical training to enhance employability of a person either
pursuing his or her Post
Graduation/graduation/diploma in any technical or non-technical stream or
has discontinued studies after Class 10th to enhance his/her employability
Work Hour Laws

Work Hours
Factories Act (1948), Amendment (1954), Sec. 58 (1) Work shall not be carried on in any factory by means of a system of shifts
so arranged that more than one relay of workers is engaged, in work of the
same kind at the same time.
(2) The State Government

or subject to the control of the State Government, the Chief Inspector, may, by
written order and for the reasons specified therein, exempt on such conditions
as may be deemed expedient, any factory or class or description of factories
or any department or section of a factory or any category or description of
workers therein from the provisions of sub-section (1).
Explanatory Note: The state of Tamil Nadu has provided exemption to a

India
Work Hour Laws

Work Hours
certain category of factories where shift work is involved from Sec. 58 of the
Factories Act, 1948 (prohibition of overlapping of shifts). A standing exemption
of 30 minutes shall be allowed for overlapping of shifts to facilitate proper
handing over of charge by shift workers to their relievers. The factories that
have been exempted are sugar factories, textile mills, chemical works,
engineering factories, tea factories, distilleries and breweries, automobile
parts manufacturing factories and glass or ceramic factories.
Factories Act (1948), Sec. 51 No adult worker shall be required or allowed to work in a factory for more than
forty-eight hours in any week.
Explanatory Note: Subject to 48 hours of work in a week, no adult worker shall
be required or allowed to work for more than 9 hours on any day. In order to
make the workers work more than 48 hours in a week, an exempting order
under Section 65 has to be obtained from the State Government or the Chief
Inspector.
Factories Act (1948), Sec. 63 No adult worker shall be required or allowed to work in any factory otherwise
than in accordance with the notice of periods of work for adults displayed in
the factory and the entries made beforehand against his name in the register
of adult workers of the factory.
Factories Act (1948), Amendment (1954) Sec. 54 Subject to the provisions of section 51, no adult worker shall be required or
allowed to work in a factory for more than nine hours in any day:
Provided that, subject to the previous approval of the Chief Inspector, the daily
maximum specified in this section may be exceeded in order to facilitate the
change of shifts
Explanatory Note: Sec. 51 deals with weekly hours. The daily maximum limit
of 9 hours may be exceeded to facilitate change of shifts with the previous
approval of the Chief Inspector.
Minimum Wage (Central) Rules (1950), Rule 24(1) The number of hours which shall constitute a normal working day shall be - (a)
in the case of an adult, 9 hours; (b) in the case of a child, 4 ½ hours
The Industrial Employment Standing Orders, Central (1)The employer may, at any time in the event of fire, catastrophic breakdown
Rules (1946) Schedule I, Clause 12 of machinery or stoppage of power supply, epidemics, civil commotions or
other cause behind his control, stop any period or periods of work without
notice. (2) In the event of such stoppage during working hours, the workmen
affected shall be notified by notices put upon the notice board in the
department concerned or at the office of the manager, as soon as practicable,
when work will be resumed and whether they are to remain or leave their
place of work. The workmen shall not ordinarily be required to remain for more
than two hours after the commencement of the stoppage. If the period of
detention does not exceed one hour the workmen so detained shall not be
paid for the period of detention. If the period of detention exceeds one hour,
the workmen so detained should be entitled to receive wages for the whole of
the time during which they are detained as a result of the stoppage. In the
case of piece-rate workers, the average daily earning for the previous month
shall be taken to be the daily wage. No other compensation will be admissible
in the case of such stoppages. Wherever practicable. Reasonable notice shall
be given of resumption of normal work.

Bihar Shops & Establishment Act (1953), Sec. 7(1) No establishment shall on any day be opened earlier than 9 A.M and closed

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Work Hour Laws

Work Hours & Establishment Act (1953), Sec. 7(1)
Bihar Shops
later than 9 P.M

Bihar Industrial Employment Standing Orders (1947), (1)The employer may, at any time in the event of fire, catastrophic breakdown
Appendix A, Clause 12(1-2) of machinery or stoppage of power supply, epidemics, civil commotions or
other cause behind his control, stop any period or periods of work without
notice.
(2) In the event of such stoppage during working hours, the workmen affected
shall be notified by notices put upon the notice board in the department
concerned or at the office of the manager, as soon as practicable, when work
will be resumed and whether they are to remain or leave their place of work.
The workmen shall not ordinarily be required to remain for more than two
hours after the commencement of the stoppage. If the period of detention
does not exceed one hour the workmen so detained shall not be paid for the
period of detention. If the period of detention exceeds one hour, the workmen
so detained should be entitled to receive wages for the whole of the time
during which they are detained as a result of the stoppage. In the case of
piece-rate workers, the average daily earning for the previous month shall be
taken to be the daily wage. No other compensation will be admissible in the
case of such stoppages. Wherever practicable. Reasonable notice shall be
given of resumption of normal work.

Bihar Shops &Establishment Act, 1953; Sec 9 No employee in an establishment shall be employed or allowed to work in
such establishment for more than nine hours on any day or 48 hours in any
week exclusive of interval allowed for rest or for meals which together shall
not be less than one hour in any day:
Provided that during any period of stock taking or making of accounts or any
other purpose as may be prescribed, any person other than a child or young
person may be allowed or required to work for more than the hours fixed in
this section subject to payment of overtime wages at the rate fixed in Section
12 but the total number of hours of work including overtime shall not exceed
10 hours in any day and 54 hours in any week and the aggregate hours of
overtime shall not exceed 150 in a year:
Provided further that advance intimation of atleast three days in this respect
has been given in the prescribed manner to the Chief Inspector or any other
officer authorised by the State Government

Bihar Shops & Establishment Act (1953), Sec.11 The period of work and intervals of rest of a employee in an establishment
shall be so arranged that they shall not be together spread over more than-
(1)in case of a child, eight hours in any day
(2)in case of a young person, ten hours in any day
(3)in the case of any other employee twelve hours in any day
Minimum Wage (Central) Rules (1950), Rule 24(2) The working day of an adult worker shall be so arranged that inclusive along
with his intervals for rest, if any they shall not spread over more than twelve
hours in any day.

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Work Hours
Bihar Shops & Establishment Rules (1953), Section 9 No employee in any establishment shall be required or allowed to work in
such establishment for more than 9 hours in a day and or more than 48 hours
in a week, exclusive of interval allowed for rest or for meals which together
shall not be less than one hour in any day
Provided that during any period of stock taking or making of accounts or any
other
purpose as may be prescribed any person, other than a child or a young
person, may be
allowed or required to work in such establishment for any period in excess of
hours fixed
under this section subject to payment of overtime wages at the rate fixed in
section 21, but
the total number of hours of work, including overtime, shall not exceed 10
hours in any day
and 54 hours in any week and the aggregate hours of overtime work shall not
exceed 150
hours in a year :
Provided further that advance intimation of at least 3 days in this respect has
been
given in the prescribed manner to the Chief Inspector or any other officer
authorised by the
State Government.
Overtime Hours
Factories Act (1948), Amendment(1950),Sec. 64(2) The State Government may make rules in respect of adult workers in factories
providing for the exemption, to such extent and subject to such conditions as
may be prescribed,-
(a) of workers engaged on urgent repairs, from the provisions of sections 51,
52, 54, 55 and 56;
(b) of workers engaged in work in the nature of preparatory or complementary
work which must necessarily be carried on outside the limits laid down for the
general working of the factory, from the provisions of sections 51, 54, 55, and
56;
(c) of workers engaged in work which is necessarily so intermittent that the
intervals during which they do not work while on duty ordinarily amount to
more than the intervals for rest required by or under section 55, from the
provisions of sections 51, 54, 55 and 56; [...]
Explanatory Note: The State government may issue rules exempting certain
workers from the work hours limits. However, the same shall be subject to the
prescribed guidelines. Sec. 51, 52, 54, 55 and 56 deals with weekly hours,
weekly holidays, daily hours, intervals for rest and spread over respectively.
Factories Act (1948), Amendment (1976),Sec. 64(4) In making rules under this section, the State Government shall not exceed,
except in respect of exemption under clause (a) of sub-section (2), the
following limits of work inclusive of overtime:
(i) the total number of hours of work in any day shall not exceed ten;
(ii) the spreadover, inclusive of intervals for rest, shall not exceed twelve hours
in any one day :
PROVIDED that the State Government may, in respect of any or all of the
categories of workers referred to in clause (d) of sub-section (2), make rules
prescribing the circumstances in which, and the conditions subject to which,
the restrictions imposed by clause (i) and clause (ii) shall not apply in order to
enable a shift worker to work the whole or part of a subsequent shift in the
absence of a worker who has failed to report for duty;
[(iii) the total number of hours of work in a week, including overtime, shall not
exceed sixty;]
[(iv)] the total number of hours of overtime shall not exceed fifty for any one
quarter.
Explanatory Note: Quarter means a period of three consecutive months

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Overtime Hours
beginning on the 1st of January, 1st of April, 1st of July or 1st of October.
Factories Act (1948), Amendment (1950),Sec. 65(2) The State Government or, subject to the control of the State Government, the
Chief Inspector may, by written order exempt, any or all of the adult workers in
any factory or group or a class or description of factories from any or all of the
provisions of section 51, 52, 54 and 56 on the ground that the exemption is
required to enable the factory or factories to deal with an exceptional press of
work.
Explanatory Note: Only For Maharashtra
vide amendment ........ dated 2nd December 2015
.Factories (Maharashtra Amendment) Act,2015 (2) On such terms and
condition as may be prescribed, any or all of the adult male worker in any
factory may be exempted from any or all of the provisions of section 51, 52,
54 & 56 on the ground that exemption is required to enable the factory or
Factories to deal with an exceptional pressure of work
Factories Act (1948), Amendment (1976),Sec. 65(3) Any exemption granted under sub-section (2) shall be subject to the following
conditions, namely,-
(i) the total number of hours of work in any day shall not exceed twelve;
(ii) the spreadover, inclusive of intervals for rest, shall not exceed thirteen
hours in any one day;
(iii) the total number of hours of work in any week, including overtime, shall
not exceed sixty;
(iv) no worker shall be allowed to work overtime, for more than seven days at
a stretch and the total number of hours of overtime work in any quarter shall
not exceed seventy-five.
Explanatory Note: Only For Maharashtra
Factories (Maharashtra Amendment)Act, 2015 iv Shall
not exceed one hundred and fifteen
Factories Act (1948), Amendment (1950),Sec. 65(1) Where the State Government is satisfied that, owing to the nature of the work
carried on or to other circumstances, it is unreasonable to require that the
periods of work of any adult workers in any factory or class or description of
factories should be fixed beforehand, it may, by written order, relax or modify
the provisions of Section 61 (Notice of periods of work for adults) in respect of
such workers therein, to such extent and in such manner as it may think fit,
and subject to such conditions as it may deem expedient to ensure control
over periods of work.
Overtime Exempt Employees
Factories Act (1948),Amendment (1976), Sec. 64(1) The State Government may make rules defining the persons who hold
positions of supervision or management or are employed in a confidential
position in a factory [or empowering the Chief Inspector to declare any person,
other than a person defined by such rules, as a person holding position of
supervision or management or employed in a confidential position in a factory
if, in the opinion of the Chief Inspector, such person holds such position or is
so employed], and the provisions of this Chapter, other than the provisions of
clause (b) of sub-section (1) of section 66 and of the proviso to that
sub-section, shall not apply to any person so defined [or declared]:
[PROVIDED that any person so defined or declared shall, where the ordinary
rate of wages of such person [does not exceed the wage limits specified in
sub-section (6) of section 1 of the Payment of Wages Act, 1936 (4 of 1936),
as amended from time to time], be entitled to extra wages in respect of
overtime work under section 59].
Night Work
Factories Act (1948), Sec. 57 Where a worker in a factory works on a shift which extends beyond midnight:-
(a) for the purposes of sections 52 and 53, a holiday for a whole day shall
remain in his case a period of twenty-four consecutive hours beginning when

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Work Hour Laws

Night Work
his shift ends;
(b) the following day for him shall be deemed to be the period of twenty-four
hours beginning when such shift ends, and the hours he has worked after
midnight shall be counted as previous day.
Explanatory Note: Sec. 52 and 53 deal with weeky holidays and
compensatory holidays respectively.
Minimum Wage (Central) Rules (1950), Where a worker in a scheduled employment works on a shift which extends
Amendment(1954), Rule 24A beyond midnight-(a) a holiday for the whole day shall mean in his case period
of a twenty four consecutive hours beginning when his shift ends; (b) the
following day for him shall be deemed to be the period of twenty four hours
beginning when such shift ends; and the hours he has worked after midnight
shall be counted towards the previous duty
Women's Hours
Factories Act (1948), Sec.66(1)(a) The provisions of this Chapter shall, in their application to women in factories,
be supplemented by the following further restrictions, namely:-
(a) no exemption from the provisions of section 54 may be granted in respect
of any women;
Explanatory Note: Sec. 54 deals with daily hours.
Factories Act (1948), Amendment(1976),Sec.66(1)(b) The provisions of this Chapter shall, in their application to women in factories,
(b) no woman shall be required or allowed to work in any factory except
between the hours 6 A.M. and 7 P.M.:
Provided that the State Government may, by notification in the Official
Gazette, in respect of any factory or group or class or description of factories,
vary the limits laid down in clause (b), but so that no such variation shall
authorize the employment of any woman between the hours 10 P.M. and 5
A.M.;
Explanatory Note: A bill is pending currently to amend this law and remove
restrictions on night shifts for female workers.
In Maharashtra vide amendment dated 2/12/2015
Factories( Maharashtra Amendment) Act, 2015
Provided that the women worker may be required or allowed to work even
between the hour of 7 Pm to 6 am, in any factory in which adequate safety
and security measures or safeguards as may be prescribed or provided
Factories Act (1948), Amendment(1954),Sec.66(1)(c) The provisions of this Chapter shall, in their application to women in factories,
(c) there shall be no change of shifts except after a weekly holiday or any
other holiday
Maternity Benefit Act (1961), Sec. 11 Every woman delivered of a child who returns to duty after such delivery shall,
in addition to the interval for rest allowed to her, be allowed in the course of
her daily work two breaks of the prescribed duration for nursing the child until
the child attains the age of fifteen months.
Factories (Amendment) Act (2005), Art. 2 For section 66 of the Factories Act, 1948, the following section shall be
substituted, namely:—
“66. The provisions of this Chapter shall, in their application to women in
factories, be supplemented by the following further restrictions, namely:—

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Women's Hours
(a) no exemption from the provisions of section 54 may be granted in respect
of any woman;
(b) there shall be no change of shifts except after a weekly holiday or any
other holiday;
(c) no woman shall be required or allowed to work in any factory except
between the hours of 6 A.M. and 7 P.M. :
Provided that where the occupier of the factory makes adequate safeguards in
the factory as regards occupational safety and health, equal opportunity for
woman workers, adequate protection of their dignity, honour and safety and
their transportation from the factory premises to the nearest point of their
residence, the State Government or any person authorised by it in this behalf
may, by notification in the Official Gazette,
after consulting the concerned employer or representative organisation of
such employer and workers or representative organisations of such workers,
allow employment of woman workers between the hours of 7 P.M. and 6 A.M.
in such factory or group or class or description of factories subject to such
conditions as may be specified therein.".
Rest Break
Factories Act (1948), Amendment(1954),Sec. 55(1) The periods of work of adult workers in a factory each day shall be so fixed
that no period shall exceed five hours and that no worker shall work for more
than five hours before he has had an interval for rest of at least half an hour.
Factories Act (1948), Sec.56 The periods of work of an adult worker in a factory shall be so arranged that
inclusive of his intervals for rest under section 55, they shall not spreadover
more than ten and half hours in any day: Provided that the Chief Inspector
may, for reasons to be specified in writing increase the spreadover up to
twelve hours.
Explanatory Note: Sec. 55 deals with intervals for rest.

Bihar Shops & Establishment Act (1953), Sec.10 No employee in any establishment shall be required or allowed to work in
such establishment for more than five hours continuously in any day unless he
has had an interval for rest of at least half an hour
Provided that there shall not be more than one such interval for rest during the
whole of the working period of any employee on any day.
Weekly Rest
Factories Act (1948), Sec. 52(1) No adult worker shall be required or allowed to work in a factory on the first
day of the week [Sunday], unless,-
(a) he has or will have a holiday for a whole day on one of the three days
immediately before or after the said day. (b) the manager of the factory has,
before the said day or the substituted day under clause (a), whichever is
earlier,--
(i) delivered a notice at the office of the Inspector of his intention to require the
worker to work on the said day and of the day which is to be substituted, and
(ii) displayed a notice to that effect in the factory: Provided that no substitution
shall be made which will result in any worker working for more than ten days
consecutively without a holiday for a whole day
Explanatory Note: No substitution shall be made which will result in any

worker working for more than ten days consecutively without a holiday for a
whole day

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Work Hour Laws

Weekly Rest
Factories Act (1948), Sec. 53(1) Where, as a result of the passing of an order or the making of a rule under the
provisions of this Act exempting a factory or the workers therein from the
provisions of section 52, a worker is deprived of any of the weekly holidays for
which provision is made in sub-section (1) of that section, he shall be allowed,
within the month in which the holidays were due to him or within the two
months immediately following that month, compensatory holidays of equal
number to the holidays so lost.
Explanatory Note: Sec. 52 deals with weekly holidays

Bihar Shops & Establishment Act (1953), Sec.12(1)&(4)
(4)Every employee in an establishment shall be allowed in each week a
holiday of one whole day;
Explanatory Note: Note- Weekly Holidays Act, 1942 does not apply to
establishments under this Act.

Bihar Minimum Wages Rule (1951), Rule 23 1) Unless otherwise permitted by the State Government, no worker shall be
required or allowed to work in a scheduled employment on the first day of the
week ( hereinafter referred to as the said day) except when he has or will
have a holiday for whole day on one of three days immediately before or after
the said day for which he shall receive equal to his average daily wages
during the preceding week:
Provided that a worker shall be free to work on a day of rest, but not so as to
work for more than 10 days consecutively without a holiday for a whole day.
2) Where in accordance
with the provision of sub rule (1) any worker works on the said day and has
had a holiday on one of the three days immediately preceding it, the said day,
shall, for the purposes of calculating his weekle hours of work, be included in
the preceding week.

Bihar Factories Rules (1950), Rule 77(1) (1) Except in the case of workers engaged in any work which for technical
reasons must be carried on continuously throughout the day, the
compensatory holidays to be allowed under sub-section (1) of Section 32 of
the Act, shall be so spaced that not more than two holidays are given in the
week.
Weekly Holidays Act (1942), Sec. 3 (1) Every shop shall remain entirely closed on one day of the week, which day
shall be specified by the shopkeeper in a notice permanently exhibited in a
conspicuous place in a shop.
(2) The day so specified shall not be altered by the shopkeeper more often
than once in three months
Weekly Holidays Act (1942), Sec. 4 Every person employed otherwise than in a confidential capacity or in a
position of management in any shop, restaurant or theatre shall be allowed in
each week a holiday of one whole day:
Provided that nothing in this section shall apply to any person whose total
period of employment in the week including any days spent on authorized
leave is less than six days or entitle to an additional holiday a person
employed in a shop has remained closed in pursuance of section 3.
Weekly Holidays Act (1942), Sec. 5(1) & (2) (1) The State Government may, by notification in the Official Gazette, require
in respect of shops or any specified class of shops that they shall be closed at
such hour in the afternoon of one week-day in every week in addition to the

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Weekly Rest
day provided for by Section 3 as may be fixed by the State Government, and
in respect of theatres and restaurants or any specified class of either or both,
that every persons employed therein otherwise than in a confidential capacity
or in a position of management shall be allowed in each week an additional
holiday of one half day commencing at such hour in the afternoon as may be
fixed by the State Government.
(2) The State Government may, for the purposes of this section, fix different
hours for different Shops or different classes of shops or for different areas or
for different times of the year.
Weekly Holidays Act (1942), Sec. 6 No deduction or abatement of the wages of any person employed in an
establishment to which this Act applies shall be made on account of any day
or part of a day on which the establishment has remained closed or a holiday
has been allowed in accordance with sections 3, 4 and 5, and if such person
is employed on the basis that he would not ordinarily receive wages for such
day or a part of a day he shall nonetheless be paid for such day or part of a
day the wages he would have drawn had the establishment not remained
closed or the holiday not been allowed on that day or part of a day.

Bihar Factories Rules (1950), Rule 77(3)(a) The manager shall maintain a register in Form No. 9:
Provided that, if the Chief Inspector is of the opinion that any muster roll or
register maintained as part of the routine of the factory or return made by the
Manager, gives in respect of any or all the workers in the factory the
particulars required for the enforcement of Section 52, he may, by order in
writing direct that such muster roll or register or return shall, to the
corresponding extent, maintained in place of and be treated as the register or
return required under this rule for that factory.
Minimum Wage (Central) Rules (1950),Amendment(1960) Subject to the provisions of this rule an employee in a scheduled employment
, Rule 23(1) in respect of which minimum rates of wages have been fixed under the Act,
shall be allowed a day of rest every week (hereinafter referred to as "the rest
day") which shall be ordinarily be Sunday, but the employer may fix any other
day of the week as rest day for any employee or class of employees in that
scheduled employment: Provided that the employee has worked in the
scheduled employment under the same employer for a continuous period of
not less than six days: Provided further that the employee shall be informed of
the day fixed as the rest day and any subsequent change in the rest day
before the change is effected, by display of a notice to that effect in the place
of employment specified by the Inspector in this behalf
Deductions
General Deductions
(1971), Rule 78(1)(a)(ii) contract labour:- (ii) Maintain a Register of deductions for damage
or loss in Form XX.
Payment of Wages Act (1936),Amendment(2005), Notwithstanding the provisions of sub-section (2) of Section 47 of the Indian
Sec.7(1) Railways Act, 1890, the wages of an employed person shall be paid to him
without deductions of any kind except those authorised by or under this Act.
Explanatory Note: DELETE

India
Deductions
General Deductions
Payment of Wages Act (1936), Every employer shall maintain such registers and records giving such
Amendment(1965),Sec.13A(1) particulars of persons employed by him, the work performed by them, the
wages paid to them, the deductions made from their wages, the receipts given
by them and such other particulars and in such form as may be prescribed.
Payment of Wages Act (1936), Amendment(1965),Sec. Notwithstanding anything contained in this Act, the total amount of deductions
7(3) which may be made under sub-section (2) in any wage-period from the wages
of any employed person shall not exceed-(i) in cases where such deductions
are wholly or partly made for payments to co-operative societies under clause
(j) of sub-section (2), seventy-five per cent of such wages, and (ii) in any other
case, fifty per cent of such wages :
PROVIDED that where the total deductions authorised under sub-section (2)
exceed seventy five per cent or, as the case may be, fifty per cent of the
wages, the excess may be recovered in such manner as may be prescribed.
Explanatory Note: Deductions cannot be more than 50% of wages.
Factories Act (1948), Sec. 114 Subject to the provisions of Section 46 no fee or charge shall be realised from
any worker in respect of any arrangements or facilities to be provided, or any
equipments or appliances to be supplied by the occupier under the provisions
of this Act.

(1972), Rule 78(2)(d) provisions shall apply, namely:- (d)
Registers of Deduction for damage or loss shall be maintained by every
contractor in Forms XX.

Bihar Payment of Wages Rules (1937), Rule 16(2) No deductions for breach of contract shall be made from the wages of any
employed person unless:- (a) there is 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 this notice does not
exceed fifteen days or the wage period, whichever is less; and (ii) the period
of this notice does not 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 in the language of the majority of the employed
persons at or near the main entrance of the factory or the industrial
establishment, as he case may be, and has been so displayed or not less
than one month before the commencement of the absence in respect of which
the deduction is made; (c) a notice has been displayed at or near the main
entrance of the factory or of the industrial establishment, as the case may be,
giving the names of the persons from whom the deduction is proposed to be
made the number of days wages to be deducted and the conditions (if any) on
which the deduction shall be remitted: Provided that where the deduction is
proposed to be made from all the persons employed in any departments or
sections of the factory or of the industrial establishment, as the case may be,
it shall be sufficient, in lieu of giving names of the persons in such department
or sections, to specify the departments or sections affected.

Bihar Payment of Wages Rules (1937), Rule 16(1) No deduction for breach of contract shall be made from the wages of an
employed person who is under the age of fifteen years or is a woman.

India
Deductions
General Deductions
Maternity Benefit Act (1961), Sec.13(b) No deduction from the normal and usual daily wages of a woman entitled to
maternity benefit under the provisions of this Act shall be made by reason only
of:
(b) breaks for nursing the child allowed to her under the provisions of section
11.
Payment of Wages Rules (1936), Rule 10(2) All such deduction and all realisations thereof shall be recorded in a register to
be kept by the person responsible for the payment of wages under section 3
in such form as may be prescribed.
Factories Act (1948), Sec. 69(7) Any fee payable for a certificate of fitness, for youth workers under this section
shall be paid by the occupier and shall not be recoverable from the young
person, his parents or guardian.

Bihar Payment of Wages Rules (1937), Rule 4 In every factory in which deductions for damage or loss are made the
paymaster shall maintain the Register required by sub-section (2) of Section
10 in Form II.
Explanatory Note: Section 10 states that all such deductions and realizations
thereof shall be recorded in a register to be kept by the person repsonisble for
the payment of wages under Section 3 in such form as may be prescribed
Payment of Wages Act (1936), Deductions from the wages of an employed person shall be made only in
Amendment(2005),Sec.7(2) accordance with the provisions of this Act, and may be of the following kinds
only, namely:
(a) fines;
(b) deductions for absence from duty;
(c) deductions for damage to or loss of goods expressly entrusted to the
employed person for custody, or for loss of money for which he is required to
account, where such damage or loss is directly attributable to his neglect or
default;
(d) deductions for house-accommodation supplied by the employer or by
government or any housing board set up under any law for the time being in
force (whether the government or the board is the employer or not) or any
other authority engaged in the business of subsidising house- accommodation
which may be specified in this behalf by the State Government by notification
in the Official Gazette;
(e) deductions for such amenities and services supplied by the employer as
the State Government [or any officer specified by it in this behalf] may, by
general or special order, authorise. Explanation: The word "services" in [this
clause] does not include the supply of tools and raw materials required for the
purposes of employment;
(f) deductions for recovery of advances of whatever nature (including
advances for travelling allowance or conveyance allowance), and the interest
due in respect thereof, or for adjustment of over-payments of wages;
(ff) deductions for recovery of loans made from any fund constituted for the
welfare of labour in accordance with the rules approved by the State
Government, and the interest due in respect thereof;
(fff) deductions for recovery of loans granted for house-building or other

India
Deductions
General Deductions
purposes approved by the State Government and the interest due in respect
thereof;
(g) deductions of income-tax payable by the employed person;
(h) deductions required to be made by order of a court or other authority
competent to make such order;(i) deductions for subscriptions to, and for
repayment of advances from any provident fund to which the Provident Funds
Act, 1925 (19 of 1925), applies or any recognised provident fund, or any
provident fund approved in this behalf by the State Government, during the
continuance of such approval;
(j) deductions for payments to co-operative societies approved by the State
Government [or any officer specified by it in this behalf] or to a scheme of
insurance maintained by the Indian Post Office, and
(k) deductions, made with the written authorisation of the person employed for
payment of any premium on his life insurance policy or for the purchase of
securities of the Government of India or of any State Government or for being
deposited in any Post Office Savings Bank in furtherance of any savings
scheme of any such government.
(kk) deductions, made with the written authorisation of the employed person,
for the payment of his contribution to any fund constituted by the employer or
a trade union registered under the Trade Union Act, 1926 (16 of 1926), for the
welfare of the employed persons or the members of their families, or both, and
approved by the State Government or any officer specified by it in this behalf,
during the continuance of such approval;
(kkk) deductions, made with the written authorisation of the employed person,
for payment of the fees payable by him for the membership of any trade union
registered under the Trade Union Act, 1926 (16 of 1926);
(l) deductions, for payment of insurance premia on Fidelity Guarantee Bonds;
(m) deductions for recovery of losses sustained by a railway administration on

account of acceptance by the employed person of counterfeit or base coins or
mutilated or forged currency notes;
(n) deductions for recovery of losses sustained by a railway administration on
account of the failure of the employed person to invoice, to bill, to collect or to
account for the appropriate charges due to that administration whether in
respect of fares, freight, demurrage, wharfage and cranage or in respect of
sale of food in catering establishments or in respect of sale of commodities in
grain shops or otherwise;
(o) deductions for recovery of losses sustained by a railway administration on
account of any rebates or refunds incorrectly granted by the employed person
where such loss is directly attributable to his neglect or default;
(p) deductions, made with the written authorisation of the employed person,
for contribution to the Prime Minister's National Relief Fund or to such other
Fund as the Central Government may, by notification in the Official Gazette,
specify;
(q) deductions for contributions to any insurance scheme framed by the
Central Government for the benefit of its employees.
Disciplinary
(1971), Rule 78(1)(a)(ii) contract labour:- (ii) Maintain a Register of fines in Form XXI.
Payment of Wages Act (1936), Sec. 8(8) All fines and all realisations thereof shall be recorded in a register to be kept
by the person responsible for the payment of wages under section 3 in such
form as may be prescribed; and all such realisations shall be applied only to
such purposes beneficial to the persons employed in the factory or
establishment as are approved by the prescribed authority

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Disciplinary
Register for Fines shall be maintained by every contractor in Forms XXI.

Bihar Payment of Wages Rules (1937), Rule 3(1-2) (1) - In any factory in respect of which the employer has obtained approval
under sub-section (1) of section 8 (of the Payment of Wages Act) to a list of
acts and omissions in respect of which fines may be imposed, The pay master
shall maintain a Register of Fines in Form I. (2) - At the beginning of the
Register of Fines there shall be entered serially numbered the approved
purpose or purposes on which the fines realized are to be expended
Explanatory Note: Section 8 of the Payment of Wages Act, 1936 states that
no fine shall be imposed on any employed person without the prior approval of
the appropriate Goverrnment or prescribed authority
Payment of Wages Act (1936),Amendment(2005), Sec. (6) No fine imposed on any employed person shall be recovered from him by
8(6) & (7) installments or after the expiry of sixty days from the day on which it was
imposed.
(7) Every fine shall be deemed to have been imposed on the day of the act or
omission in respect of which it was imposed.
Payment of Wages Act (1936), Sec. 8(3) No fine shall be imposed on any employed person until he has been given an
opportunity of showing cause against the fine, or otherwise than in
accordance with such procedure as may be prescribed for the imposition of
fines.
Social Security
Employees Provident Fund & Miscellaneous Provisions Subject to the provisions contained in section 16, this Act applies,
Act (1952), Sec. 1(3) (a) to every establishment which is a factory engaged in any industry specified
in Schedule I and in which twenty or more persons are employed, and (b) to
any other establishment employing twenty or more persons or class of such
establishments which the Central Government may, by notification in the
Official Gazette, specify in this behalf.
Explanatory Note: * The Act applies to the home workers who have been
rolling beedis.
* Weavers/Artisans working at home will be covered by EPF Act as
employees
* Wherein an establishment the strength of the employees at a particular time
is below twenty, it cannot be contended by the employer that the
establishment is no longer within the purview of the Act
* By virtue of amended provisions of Provident Funds & Misc Provisions Act,
an employee includes any person engaged as an apprentice, but not an
apprentice engaged under Apprentices Act, 1961 or the standing orders
* In order to apply the scheme, the employees of an establishment, who
exceed twenty, must have been employed regularly in the course of business.
This would necessarily exclude casual workers, who are employed
occasionally on temporary work
Employees Provident Fund & Miscellaneous Provisions The contribution which shall be paid by the employer to the Fund shall be 12%

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Act (1952), Amendment(1997) Sec.6 of the basic wages, dearness allowance and retaining allowance (if any), for
the time being payable to each of the employees whether employed by him
directly or by or through a contractor and the employees' contribution shall be
equal to the contribution payable by the employer in respect of him [...]
Explanatory Note: For the purposes of this section, dearness allowance shall
be deemed to include also the cash value of any food concession allowed to
the employee. ****** For the purposes of this section, "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. ********** Each contribution shall be
calculated to the nearest rupee, 50 paise or more to be counted as the nest
higher rupee and fraction of a rupee less than 50 paise to be ignored
********* Rate of contribution shall be 10% in the case of the following
industries:Brick, beedi, jute, guar gum factories, coir industry other than
spinning sector.
Employees' State Insurance Act (1948), Sec. 40(1) The principal employer shall pay in respect of every employee, whether
directly employed by him or by or through an immediate employer, both the
employer's contribution and the employee's contribution.
Employees' State Insurance (General) Regulation Every employer shall maintain a register in Form 6 in respect of every
(1950),,Amendment(2011), Reg. 32(1) employee of his factory or establishment
Employees Deposit Linked Insurance Scheme Every employer shall send to the Commissioner, within twenty-five days of the
(1976),,Amendment(1992), Sec.10(1B) close of the month, in such form as he may specify, a monthly abstract
showing, inter alia, the aggregate amount of wages of all the members on
which contributions are payable and the employers' contribution in respect of
all such members for the month.
Explanatory Note: DELETE( As ECR has been introduced Form 12A has
became redundant
Employees Deposit Linked Insurance Scheme(1976), The contribution payable by the employer and the Central Government under
Section 7(1) sub section (2) and Sub section(3) of Section 6-C of the Act, shall be
calculated on the basis of basic wage, dearness allowance (including the cash
value of any food concession) and retaining allowance, if any, actually drawn
during the whole month whether paid on daily, weekly, fortnightly or monthly
basis PROVIDED that where the monthly pay of an employee exceeds
Six thousand Five hundred rupees,(Amendment in 2014: Ceiling limit
increased to Fifteen Thousand) the contribution payable in respect of him by
the employer and the central Government shall be limited to the amount
payable on a monthly pay of Six thousand five hundred rupees (Amendment
in 2014: Ceiling limit increased to Fifteen Thousand) including dearness
allowance, retaining allowance(if any and cash value of food concession
Employees' State Insurance (General) Regulation (1950), An employer who is liable to pay contributions in respect of any employee
Amendment(2005),Reg. 31 Employees' shall pay those contributions within {15 days} 21 days of the last day of the
State Insurance (General) Amendment Regulation, 2017, calendar month in which the contributions fall due;
Regulation 31 Provided that where a factory/establishment is permanently closed, the
employer shall pay contribution on the last day of its closure:
Provided that an employer may opt, in such manner as may be prescribed, by

the Director-General for payment of amount in advance towards contribution

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Social Security
to be adjusted against contributions payable by him (including employees'
contribution) for a wage period so that the balance of advance amount
continues to be more than the contributions due and payable at the end of the
concerned wage period. Such an employer shall furnish in the prescribed
proforma (Form 6A), a six monthly statement of contributions payable and
paid in advance with the balance left at the end of each month along with
return of contributions to the appropriate Regional Office of the Corporation.
Explanatory Note: As per new amedment the remittance will be made within
15 days instead of 21 days
Employees' State Insurance (Central) Rules The amount of contribution for a wage period shall be in respect of
(1950),Amendment(2005), Rule 51 (a) employer's contribution, a sum (rounded to the next higher rupee) equal to
4.75% of the wages payable to an employee; and
(b) employee's contribution, a sum (rounded off to the next higher rupee)
equal to 1.75% of the wages payable to an employee.
Explanatory Note: Wages for the purpose of ESI include basic, dearness
allowance, overtime allowance and House Rent Allowance. ESI needs to be
paid to casual workers also.
Employees' State Insurance (Central) Rules No employee's contribution shall be payable by or on behalf of an employee
(1950),Amendment(2011), Rule 52 whose average daily wages during a wage period are below and inclusive of
70 rupees.
Employees Deposit Linked Insurance Scheme Subject to the provisions of sub-section (2) of section 16 and section 17(2A)
(1976),Amendment(1960) Sec.1(3) of the employees' Provident Funds and Miscellaneous Provisions Act, 1952,
this Scheme shall apply to the employees of all factories and other
establishments to which the said Act applies: PROVIDED that the provisions
of this Scheme shall not apply to the factories in the State of Assam.
Employees' State Insurance Act (1948), Sec.38 Subject to the provisions of this Act, all employees in factories or
establishments to which this Act applies shall be insured in the manner
provided by this Act.
Explanatory Note: The Act is applicable to employees with wages (excluding
overtime) upto Rs.15000/- per month.
Employees' State Insurance Act (1948), Sec.1(4) The Act shall apply to all factories (including factories belonging to the
government) other than seasonal factories.
Explanatory Note: Factories under Sec.2(12) means any premises employing
more than 10 persons irrespective of whether power is used in the
manufacturing or not.
Employees Deposit Linked Insurance Scheme The contribution payable by the employer and the Central government under
(1976),Amendment(1994), Sec.7(1) sub-section (2) and sub-section (3) of section 6C of the Act, shall be
calculated on the basis of the basic wages, dearness allowance (including the
cash value of any food concession) and retaining allowance, if any, actually
drawn during the whole month whether paid on daily, weekly, fortnightly or
monthly basis: PROVIDED that where the monthly pay of an employee
exceeds five thousand rupees the contribution payable in respect of him by
the employer and the Central Government shall be limited to the amounts
payable on a month pay of five thousand rupees including dearness
allowance, if any, and cash value of food concession. (2) Each contribution
shall be calculated to the nearest rupee, 50 paise or more to be counted as
the next higher rupee and fraction of a rupee less than 50 paise to be ignored.

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Social Security
Explanatory Note: The employer participating in this scheme must pay an
amount based on the employee's basic wage, dearness allowance, and
retaining allowance. If an employee earns more than 5,000 Rupees, the
amount to be paid will be calculated on 5,000 Rupees, which is the cap.
Employees do not contribute and employers cannot deduct for this purpose.
Employees Deposit Linked Insurance Scheme (1976), Notwithstanding any contract to the contrary, the employer shall not be
Sec.9 entitled to deduct the employer's contribution payable by him under this
scheme from the wages of the employees or to recover it from them in any
other manner.
Employees Provident Fund & Miscellaneous Provisions The amount of contribution (that is to say the employer's contribution as well
Act (1952), Amendement(1988),Sec.8A (1) as the employee's contribution in pursuance of any Scheme and the
employer's contribution in pursuance of the Insurance Scheme), and any
charges for meeting the cost of administering the Fund paid or payable by an
employer in respect of any employee employed by or through a contractor
may be recovered by such employer from the contractor, either by deduction
from any amount payable to the contractor under any contract or as a debt
payable by the contractor.
Explanatory Note: Contract Labour is covered under the Act. The amount of
contribution payable by an employer in respect of the contract labour may be
recovered by the employer from the Contractor by deduction from the
amount payable to the Contractor.
Employees Provident Funds Scheme The employer shall, before paying the member his wages in respect of any
(1952),,Amendment(1964), Rule 38(1) period or part of period for which contributions are payable, deduct the
employee’s contribution from his wages which together with his own
contribution as well as an administrative charge of such percentage of the pay
(basic wages, dearness allowance, retaining allowance, if any, and cash value
of food concessions admissible thereon) for the time being payable to the
employees. He shall within fifteen days of the close of every month pay the
same to the fund by separate bank drafts or cheques on account of
contributions and administrative charge.Provided that if the payment is made
by a cheque, it should be drawn only on the local bank of the place in which
deposits are made:
Provided further that where there is no branch of the Reserve Bank or the
[State] Bank of India at the station where the [factory or other establishment]
is situated, the employer shall pay to the Fund the amount mentioned above
by means of Reserve Bank of India [Governmental Drafts at par] separately
on account of contributions and administrative charge.
Employees Provident Funds Scheme (1952), The employer shall send to the Commissioner within one month of the close
Amendment(1997),Rule 38(3) of the period of currency, a consolidated annual Contribution Statement in
Form 6-A, showing the total amount of recoveries made during the period of
currency from the wages of each member and the total amount contributed by
the employer in respect of each such member for the said period. The
employer shall maintain on his record duplicate copies of the aforesaid
monthly abstract and consolidated annual contribution statement for
production at the time of inspection by the Inspector.
Explanatory Note: DELETE Form 6-A can be submitted online April, 2012
onwards
Employees Provident Funds Scheme (1952), The employer shall forward to the Commissioner within twenty five days of the
Amendment(1997),Rule 38(2) close of the month, a monthly abstract in such form as the Commissioner may
specify showing the aggregate amount of recoveries made from the wages of
all the members and the aggregate amount contributed by the employer in
respect of all such members for the month. Provided that an employer shall

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Social Security
send a Nil return, if no such recoveries have been made from the employees :
Explanatory Note: DELETE The employer shall forward to the Commissioner

within twenty five (25) days, a monthly abstract (monthly return) of the
aggregate amount recovered and contributed in Form 12-A (as ECR has
been introduced by the PF Authority Form 12A has became Redundant)
Employees Provident Funds Scheme Every employer shall send to the Commissioner within fifteen days of the
(1952),Amendment(1968) Rule 36(2) close of each month a return-
(a) in Form 5, of the employees qualifying to become members of the Fund for
the first time during the preceding month together with the declarations in
Form 2 furnished by such qualifying employees, and
(b) in Form 10 of the employees leaving service of the employer during the
preceding month:
Provided that if there is no employee qualifying to become a member of the
Fund for the first time or there is no employee leaving service of the employer
during the preceding month, the employer shall send a ‘NIL’ return.
Explanatory Note: DELETE Form 5 & 10 can be submitted online April, 2012
onwards
Employees' State Insurance Act (1948), "seasonal factory" means a factory which is exclusively engaged in one or
Amendment(1989),Sec.2(19A) more of the following manufacturing processes, namely, cotton ginning, cotton
or jute pressing, decortication of groundnuts, the manufacture of coffee,
indigo, lac, rubber, sugar (including gur) or tea or any manufacturing process
which is incidental to or connected with any of the aforesaid processes and
includes a factory which is engaged for a period not exceeding seven months
in a year-(a) in any process of blending, packing or repacking of tea or coffee;
or(b) in such other manufacturing process as the Central Government may, by
notification in the Official Gazette, specify.
Employees' State Insurance Act (1948), Sec. 40(2) Notwithstanding anything contained in any other enactment but subject to the
provisions of this Act and the regulations, if any, made thereunder, the
principal employer shall, in the case of an employee directly employed by him
(not being an exempted employee), be entitled to recover from the employee
the employee's contribution by deduction from his wages and not otherwise:
PROVIDED that no such deduction shall be made from any wages other than
such as relate to the period or part of the period in respect of which the
contribution is payable, or in excess of the sum representing the employee's
contribution for the period.
The Employees' State Insurance (General) Regulations The appropriate office shall arrange to have an Identity Card prepared in Form
(1950), Amendment(1985),Regulation 17 4 for each person in respect of whom an insurance number is allotted and
shall include in such card the particulars of the family entitled to medical
benefit under Regulation 95A and send all such Identity Cards to the
employer. Such employer shall if and when the employee has been in his
service for 3 months obtain the signature or thumb impression of the
employee on the Identity Card and shall after making relevant entries thereon
deliver the Identity Card to him..
The Employees' State Insurance (General) Regulations An employer who is liable to pay contributions in respect of any employee
(1950), Regulation 31 shall pay these contributions within 21 days of the last day of the calendar
month in which the contributions fall due.
Provided that an employer may opt, in such manner as may be prescribed, by
the Director- General for payment of amount in advance towards contribution,
to be adjusted against contributions payable by him (including employees
contribution) for a wage period so that the balance of advance amount
continues to be more than the contributions due and payable at the end of the
concerned wage period. Such an employer shall furnish in the prescribed
proforma (Form 6A), a six monthly statement of contributions payable and

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Social Security
paid in advance with the balance left at the end of each month along with
return of contributions to the appropriate Regional Office of the Corporation.
Employees Provident Fund & Misc. five days of grace period has been allowed to employers for payment of
Provisions Act 1952,by circular No.E11/128 (section 14-B Provident Fund contributions by clause (iii) of CPFC'S Circular No.E.128(1)
Amendment)/73 dated 24-10-1973. 60-III dated 19-3-1964 as modified by circular No.E11/128 (section 14-B
Amendment)/73 dated 24-10-1973.
vide notification No WSU/9(1)2013/SETTLEMENT 35631 DATED
08/JAN/2016 THE GRACE PERIOD HAVE BEEN WITHDRAWN
Now the employer are under liability to pay the PF contribution by 15th of
Every Month
Explanatory Note: Due date for payment of Provident Fund contributions is 15
days from the end of month in which wages are paid (plus grace period of 5
days). Thus, if wages pertaining to April' 2012 is paid on, say, 7th May' 2012,
due date for payment of Provident Fund contribution is 20th June' 2012 [i.e.
15th June' 2012 as increased by grace period of 5 days].
Benefits
Annual Leave
Factories Act (1948), Amendment(1976),Sec. 79(1-3) (1)Every worker who has worked for a period of 240 days or more in a factory
during a calendar year shall be allowed during the subsequent year, leave
with wages for a number of days calculated as follows: -
(i) if an adult, one day for every twenty days of work performed by him during
the previous calendar year.
(ii) if a child, one day for every fifteen days of work performed by him during
the previous calendar year. (2) A
worker whose service commences otherwise than on the first day of January
shall be entitled to leave with wages at the rate laid down in clause (i) or the
case may be, clause (ii) of sub-section (1) if he has worked for two-thirds of
the total number of days in the reminder of the calendar year.
(3) If a worker is discharged or dismissed from service or quits his

employment or is superannuated or dies while in service, during the course of
the calendar year, he or his heir or nominee, as the case may be, shall be
entitled to wages in lieu of the quantum of leave to which he was entitled
immediately before his discharge, dismissal, quitting of employment,
superannuation or death calculated at the rates specified in sub-section (1),
even if he had not worked for the entire period specified in sub-section (1) or
sub-section (2) making him eligible to avail of such leave, and such payment
shall be made -
(i)where the worker is discharged or dismissed or quits employment before

the expiry of the second working day from the date of such discharge,
dismissal or quitting; and
(ii)where the worker is superannuated or dies while in service, before the
expiry of two months from the date of such superannuation or death
Explanatory Note: Days of lay off, maternity leave up to 12 weeks and leave
earned in the previous year, shall be deemed to be days on which the worker
has worked for the purpose of computation of 240 days or more, but he shall
not earn leave for these days. In calculation
of leave, fraction of leave of half a day or more shall be treated as one full day
and fraction of less than half a day shall be omitted.
In case for a worker there is more leave than 30 days at the end of a particular
year, the extra days will lapse. It is only when an employee resigns that his
leave can be encashed along with the final settlement amount.
The leave admissible under Section 79(1) shall be exclusive of all holidays
whether occurring during or at either end of the period of leave.
Factories Act (1948),Amendment (1976), Sec. 80(1) For the leave allowed, a worker shall be entitled to wages at a rate equal to

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Benefits
Annual
FactoriesLeave
Act (1948),Amendment (1976), Sec. 80(1)
the daily average of his total full time earnings for the days on which he
actually worked during the months immediately preceding his leave, exclusive
of any overtime and bonus but inclusive of dearness allowance and the cash
equivalent of advantage accruing through the concessional sale to the worker
of foodgrains and other articles:
Provided that in the case of a worker who has not worked on any day during
the calendar month immediately preceding his leave, he shall be paid at a rate
equal to the daily average of his total full time earnings for the days on which
he actually worked during the last calendar month preceding his leave, in
which he actually worked, exclusive of any overtime and bonus but inclusive
of dearness allowance and the cash equivalent of the advantage accruing
through the concessional sale to the workers of food grains and other articles.
Factories Act (1948), Sec.79(4) & (5) (4) In calculating leave under this section, fraction of leave of half a day or
more shall be treated as one full day's leave, and fraction of less than half a
day shall be omitted.
(5) If a worker does not in any one calendar year take the whole of the leave
allowed to him under sub-section (1) or sub-section (2), as the case may be,
any leave not taken by him shall be added to the leave to be allowed to him in
the succeeding year:
Provided that the total number of days of leave that may be carried forward to
a succeeding year shall not exceed thirty in case of an adult or forty in the
case of a child:

Bihar Shops & Establishment Act (1953), Sec.16 Every employee who has worked for a period of two hundred and forty days or
more during a calendar year in any establishment and who has not been
involved in an illegal strike shall be allowed during the subsequent calendar
year leave with wages for a number of days calculated at the rate of -
(i)if a child, one day for every fifteen days of work performed by him during the
previous calendar year:
(ii)in any other case, one day for every twenty days of work performed by him
during the previous calendar year
Holiday
Bihar Industrial Establishments (National & Festival Every employee shall be granted following holidays in each calendar year in
Holidays & Casual Leave) Act (1976), Sec. 3 such manner and on such conditions as may be prescribed-
(a) three national holidays of one whole day each on the 26th January, 15th
August and 2nd October; and
(b) Four other holidays on any festival out of the festivals mentioned in the
Schedule
(c) International Labour Day on 1st May

Bihar Shops & Establishment Act (1953), Sec.12A Every employee in an establishment shall be allowed : (a) a holiday with
wages on the Independence Day, Republic Day and Mahatma Gandhi's
Birthday each year; and (b) such other holidays on full pay upto five days in a
year in connection with such festivals as Government may declare from time
to time by notification: Provided that an employee required to work on any
such holiday shall be paid remuneration at double the rate of his normal
wages calculated by the hour

Bihar Industrial Establishments (National & Festival (1) Notwithstanding any contract to the contrary every employee shall be paid
Holidays & Casual Leave) Act (1976), Sec. 6 wages for the days on National Festival holidays and casual leave allowed to

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Benefits
Holiday
him
(2) If any employee works on any holidays allowed under Section 3 he shall at
his discretion be entitled to the following-
(a)Double wages for that day; or
(b)Wages for that day in lieu thereof holidays of any other day with wages
within three days of the day on which he so works;
Provided that an employee, whose name is not borne on the rolls of the
industrial establishment continuously for one month immediately before such
holiday or leave, shall not be entitled or wages for such holiday or leave
except for national holidays.

Bihar Industrial Establishments {National & Festival (1)A register of festival holidays shall be maintained by the employer I Form
Holidays & Casual Leave} Rules (1979), Rule 5(1) No. 2 and it shall be made available by him for inspection by the Inspector
Casual/Sick Leave
Bihar Industrial Establishments {National & Festival Every employee shall be granted in each calendar year, in addition to all other
Holidays & Casual Leave} Act (1976), Sec.4 leaves admissible under any other law, at least seven days of casual leave in
such manner and on such conditions as may be prescribed.

Bihar Industrial Establishments {National & Festival (2)A register of casual leave shall be maintained by the employer in Form No.
Holidays & Casual Leave} Rules (1979), Rule 5(2) 3 and shall be made available by him for inspection by the Inspector

Bihar Industrial Establishments {National & Festival Every employee shall be granted in each calendar year, in addition to all other
Holidays & Casual Leave} Act (1976), Sec.5 leaves admissible under any other law, at least seven days of casual leave in
5 such manner and on such conditions as may be prescribed.
Maternity Benefit
Maternity Benefit Act (1961), Amendment(1996),Sec.9 In case of miscarriage or medical termination of pregnancy, 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 six weeks immediately
following the day of her miscarriage or, as the case may be, her medical
termination of pregnancy.
Maternity Benefit (1961) Amendment Act (2011), Sec. 8(1) Every woman entitled to maternity benefit under this Act shall also be entitled
to receive from her employer a medical bonus of three thousand five hundred
rupees, if no pre natal confinement and post natal care is provided for by the
employer free of charge. This amendment is effective from 19 Dec 2011.
Explanatory Note: The central Government may from time to time increase the
amount of medical bonus subject to the maximum of twenty thousand rupees

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Benefits
Maternity Benefit
Maternity Benefit Act (1961),Amendment(1989), Sec.5(1) Subject to the provisions of this Act, every woman shall be entitled to, and her
employer shall be liable for, the payment of maternity benefit at the rate of the
average daily wage for the period of her actual absence, that is to say, the
period immediately preceding the day of her delivery, the actual day of her
delivery and any period immediately following that day.
Explanation: For the purpose of this sub-section, the average daily wage
means the average of the woman's wages payable to her for the days on
which she has worked during the period of three calendar months immediately
preceding the date from which she absents herself on account of maternity,
the minimum rate of wage fixed or revised under the Minimum Wages Act,
1948 (11 of 1948) or ten rupees, whichever is the highest.
Explanatory Note: In order to receive maternity leave, a worker must have
worked with her employer for 80 days out of 12 months preceeding her
delivery date. Basically, she should be employed approximately 3 months
before being pregnant. The period of leave is 12 weeks, with payment of full
wages.
Maternity Benefit Act (1961), Sec.6(5) The amount of maternity benefit for the period preceding the date of her
expected delivery shall be paid in advance by the employer to the woman on
production of such proof as may be prescribed that the woman is pregnant,
and the amount due for the subsequent period shall be paid by the employer
to the woman within forty-eight hours of production of such proof as may be
prescribed that the woman has been delivered of a child.
Maternity Benefit Act (1961), Amendment(1989),Sec.5(2) No woman shall be entitled to maternity benefit unless she has actually
worked in an establishment of the employer from whom she claims maternity
benefit, for a period of not less than eighty days in the twelve months
immediately preceding the date of her expected delivery:
Explanatory Note: To avail maternity benefits, a woman worker must have
worked for atleast eighty days in the twelve months immediately preceding
expected delivery with the same employer.

Bihar Maternity Benefit Rules (1964), Rule 3 (1-3) (1)The employer of every establishment in which women are employed shall
prepare and maintain a muster roll in Form `A' and shall enter therein
particulars of all women workers in the establishment, in the manner required
therein:
Provided that the Inspector, if he is satisfied that any register or record
maintained by any establishment in any other form furnishes all the required
particulars, may in writing direct that the register or record be treated as
muster roll for the purposes of this rule.
(2) All entries in the muster roll shall be made in ink and maintained up-to-date
and the muster roll shall always be available for inspection by the Inspector
during working hours.
(3)The employer may enter in the muster roll such other particulars as may be
required for any other purpose of the Act.
Maternity Benefit (Amendment) Act, 2017, section 5(3) The maximum period for which any woman shall be entitled to maternity
benefit shall be ''twenty-six weeks of which not more than eight weeks' shall
precede the date of her expected delivery:
Child Care
Bihar Maternity Benefit Rules (1964), Rule 6 Each of the two breaks mentioned in Section 11 shall be of fifteen minutes

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Benefits
Child Care
Bihar Maternity Benefit Rules (1964), Rule 6
duration. In addition to these fifteen minutes sufficient time shall be allowed at
each break to cover the distance from the place of work to the crecehe or to th
eplace where the children are left by the woman while on duty and back,
provided it shall not be of less than five minutes and more than fifteen
minutes.
Contract Labour (Regulation and Abolition) Central Rules The Creche should maintain the following records up-to-date:-
(1971), (Construction & Maintenance of Crèches) Rule 9
(i) Records of Medical Examination of children, in Form "A"
(ii) Attendance Register of children, in Form "B".


Bihar Factories Rules (1950), Rule 74(1)(c) (1) There shall be in or adjoining the crèche a suitable wash room for the
washing of the children and their clothing. [..] (c) An adequate supply of clean
clothes, soap and clean towels shall be made available for each child while it
is in the crèche.
Bonuses/Quota
Payment of Bonus Act (1965), Sec. 10 Subject to the other provisions of this Act, every employer shall be bound to
pay to every employee in respect of the accounting year commencing on any
day in the year 1979 and in respect of every subsequent accounting year, a
minimum bonus which shall be 8.33 percent of the salary or wage earned by
the employee during the accounting year or one hundred rupees, whichever is
higher, whether or not the employer has any allocable surplus in the
accounting year:
Provided that where an employee has not completed fifteen years of age at
the beginning of the accounting year, the provisions of this section shall have
effect in relation to such employee as if for the words "one hundred rupees",
the words "sixty rupees" were substituted.
Payment of Bonus Act (1965), Amendment (1976),Sec.19 All amounts payable to an employee by way of bonus under this Act shall be
paid in cash by the employer (a) where there is a dispute regarding payment
of bonuse pending before any authority under section 22, within a month from
the date on which the award becomes enforceable or the settlement comes
into operation, in respect of such dispute;
(b) in any other within a period of eight months from the close of the
accounting year.
Provided that the appropriate Government or such authority as the
appropriate Government may specify on this behalf may, upon an application
made to it by the employer and for sufficient reasons, by order, extend the
said period of eight months to such further period or periods as it thinks fit; so,
however, that the total period so extended shall not in any case exceed two
years.
Payment of Bonus Act (1965), Amendment(1975) Save as otherwise provided in this Act, it shall apply to-
Sec.1(3) (a) every factory; and
(b) every other establishment in which twenty or more persons are employed
on any day during an accounting year:
Provided that the appropriate Government may, after giving not less than two
months' notice of its intention in the Official Gazette, apply the provisions of
this Act with effect from such accounting year as may be specified in the
notification, to any establishment or class of establishments [including an
establishment being a factory within the meaning of sub-clause (ii) of clause
(m) of section 2 of the Factories Act, 1948 employing such number of persons
less than twenty as may be specified in the notification; so, however, that the

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Bonuses/Quota
number of persons so specified shall in no case be less than ten.
Explanatory Note: The Act is applicable to every factory wherein 20 or more
workmen are employed on any day during an accounting year. The
Central/State Government can, however, extend its provisions to any
establishment employing less than 20 but more than 10 persons.
Payment of Bonus Act (1965), Amendment (1980),Section (1)Where an establishment is newly set up, whether before or after the
16(1) commencement of this Act, the employees of such establishment shall be
entitled to be paid bonus under this Act in accordance with the provisions of
sub-section (1-A).
(1-A) In the first five accounting years following the accounting year in which
the employee sells the goods produced or manufactured by him or renders
services, as the case may be, from such establishment, bonus shall be
payable only in respect of the accounting year in which the employer derives
profit from such establishment and such bonus shall be calculated in
accordance with the provisions of this Act in relation to that year, but without
applying the provisions of Sec.15.
Explanatory Note: During the first five accounting years, bonus shall be paid
only for the accounting year where the establishment makes profit. In order to
validate whether profits were generated during the preceding accounting year,
the establishment needs to show audited financial accounts (or Income &
Expenditure or Profit & Loss Statements)
Payment of Bonus Rules (1975), Rule 4 Every employer shall prepare and maintain the following registers, namely-
(a) a register showing the computation of the allocable surplus referred to in
clause (4) of section 2, in Form A;
(b) a register showing the set-on and set-off of the allocable surplus under
Section 15, in form B;
(c) a regsiter showing the details of the amount of bonus due to each of the
employees, the deductions under sections 17 and 18 and the amount actually
disbursed, in Form C.
Payment of Bonus Act (1965), Sec.2(13) "employee" means any person (other than an apprentice) employed on a
salary or wage not exceeding 1*[three thousand and five hundred rupees]per
mensem in any industry to do any skilled or unskilled manual, supervisory,
managerial, administrative, technical or
clerical work for hire or reward whether the terms of employment be express
or implied;
Explanatory Note: According to Payment of Bonus Amendment Act,(2007)
Three thousand Five Hundred Rupees shall be subsitiuted with Ten Thousand
Rupees Further According to
payment of Bonus(Amendment Act), 2015, the celing limit is increased to
21000
Payment of Bonus Act (1965), Sec.2(21) Salary or wage means all remuneration (other than remuneration in respect of
over-time work) capable of being expressed in terms of money, which would,
if the terms of employment, express or implied, were fulfilled, be payable to an
employee in respect of his employment or of work done in such employment
or of work done in such employment and includes dearness allowance (that is
to say, all cash payments, by whatever name called, paid to an employee on
account of a rise in the cost of living) but does not include-
(i) any other allowance which the employee is for the time being entitled to;
(ii) the value of any house accomodation or of supply of light, water, medical
attendance or other amenity or of any service or of any concessional supply of
foodgrains or other artilces;
(iii) any travelling concession;
(iv) any bonus;
(v) any contribution paid or payable by the employer to any pension fund or
provident fund or for the benefit of the employee under any law for the time
being in force;
(vi) any retrenchment compensation or any gratuity or other retirement benefit

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Benefits
Bonuses/Quota
payable to the employee or any ex gratia payment made to him;
(vii) any commission payable to the employee.
Explanatory Note: Salary or Wage means basic pay plus dearness allowance.
Payment received by way of encashment of leave will not form salary or
wages for the purpose of the Act. However, retaining allowance, paid to
workers during the off-seasons for their forced idleness, comes within the
purview of wages.
Payment of Bonus Act (1965), Amendment(1980),Sec.13 Where an employee has not worked for all the working days in an accounting
year, the minimum bonus of one hundred rupees or, as the case may be, of
sixty rupees, if such bonus is higher than 8.33 per cent of his salary or wage
for the days he has worked in that accounting year, shall be proportionately
reduced.
Payment of Bonus Act (1965), Sec.8 Every employee shall be entitled to be paid by his employer in an accounting
year, bonus, in accordance with the provisions of this Act, provided he has
worked in the establishment for not less than thirty working days in that year.
Explanatory Note: Every employee receiving salary or wages upto Rs. 10000
p.m. and engaged in any kind of work whether skilled, unskilled, managerial,
supervisory, manual etc., is entitled to bonus for every accounting year, if he
has worked for at least 30 working days in that year. A probationer is eligible
for bonus. Bonus is payable to daily wagers as well. Apprentice is not eligible
for bonus.
The Payment of Bonus Act(1965 )Sect(12) Calculation of bonus with respect to certain employees.-
Where the salary or wage of an employee exceeds 3*[two thousand and
five hundred rupees] per mensem, the bonus payable to such employee
under section 10 or, as the case may be, under section 11, shall be
calculated as if his salary or wage were 3*[two thousand and five hundred
rupees] per mensem Vide Amendment 2007 Three thousand Five hundred
will be subsituted
Explanatory Note: Vide Amendment Payment of Bonus (Amendment) Act,
2015. (i) for the words ‘‘three thousand and five hundred rupees’’ at both the
places
where they occur, the words ‘‘seven thousand rupees or the minimum wage
for the scheduled employment, as fixed by the appropriate Government,
whichever is higher shall respectively be substituted;
Time of Benefit Payment
Factories Act (1948), Sec.81 A worker who has been allowed leave for not less than four days, in the case
of an adult, and five days, in the case of a child, shall, before his leave begins
be paid the wages due for the period of the leave allowed.
Retirement
Payment of Gratuity Act (1972),Amendment(1991) Sec. Gratuity shall be payable to an employee on the termination of his
4(1) employment after he has rendered continuous service for not less than five
years,-
(a) on his superannuation, or

(b) on his retirement or resignation, or
(c) on his death or disablement due to accident or disease:
Provided that the completion of continuous service of five years shall not be
necessary where the termination of the employment of any employee is due to
death or diablement..

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Benefits
Retirement
Explanation- For the purposes of this section, disablement means such

diablement as incapacitates an employee for the work which he was capable
of performing before the accident or disease resulting in such disablement.
Employees Pension Scheme (1995), Sec.1(3) Subject to the provisions of section 16 of the Employees' Provident Funds and
Miscellaneous Provisions Act, 1952, this Scheme shall apply to the
employees of all factories and other establishments to which the Employees'
Provident Funds and Miscellaneous Provisions Act, 1952, applies.
Explanatory Note: Like the Provident Fund, if the factory is subject to a wage
Schedule and has 20 or more workers, they are required to pay into this
Retirement Fund. The employer makes a contribution but the employee does
not.
Payment of Gratuity Act (1972) as amended by Payment For every completed year of service or part thereof in excess of six months,
of Gratuity (Amendment) Act (2012), Sec. 4(2) the employer shall pay gratuity to an employee at the rate of thirty days wages
based on the rate of wages last drawn by the employee concerned:
Provided that in the case of a piece rated employee, daily wages shall be
computed on the average of the total wages received by him for a period of
three months immediately preceding the termination of his employment, and,
for this purpose, the wages paid for any overtime work shall not be taken into
account:
Provided further that in the case of an employee who is employed in a

seasonal establishment and who is not so employed throughout the year, the
employer shall pay the gratuity at the rate of seven days wages for each
season.
Explanatory Note: - In the case of a monthly rated employee, the fifteen days
wages shall be calculated by dividing the monthly rate of wages last drawn by
him by twenty six and multiplying the quotient by fifteen.
Payment of Gratuity (Amendment) Act, 2010 (Act No.15 of (3) The amount of gratuity payable to an employee shall not exceed [ten
2010) dated 17th May, 2010 (w.e.f. 24-05-2010). lakh rupees].
Employees Pension Scheme (1995), Sec. 3(1) From and out of the contributions payable by the employer in each month, a
part of contribution representing 8.33% of the employees' pay shall be
remitted by the employer to the Employees' Pension Fund within 15 days of
the close of every month by a separate bank draft or cheque on account of the
Employees' Pension Fund contribution in such manner as may be specified in
this behalf by the Commissioner. The cost of the remittance, if any, shall be
borne by the employer.
Employees Pension Scheme (1995), Sec. 3(2) & (3) (2) The Central Government shall also contribute at the rate of 1.16 per cent
of the pay of the members of the Employees' Pension Scheme and credit the
contribution to the Employees' Pension Fund: PROVIDED that where the
pay of the member exceeds rupees five thousand per month the contribution
payable by the employer and the Central Government be limited to the
amount payable on his pay of rupees five thousand only.
(3) Each contribution payable under sub-paragraphs (1) and (2) shall be
calculated to the nearest rupee, fifty paise or more to be counted as the next
higher rupee and fraction of a rupee less than fifty paise to be ignored.

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Retirement
Other
Industrial Disputes Act (1947), Amendment(1965),Sec. Whenever a workman (other than a badli workman or a casual workman)
25C whose name is borne on the muster rolls of an industrial establishment and
who has completed not less than one year of continuous service under an
employer is laid off, whether continuously or intermittently, he shall be paid by
the employer for all days during which he is so laid-off, except for such weekly
holidays as may intervene, compensation which shall be equal to fifty per
cent, of the total of basic wages and dearness allowance that would have
been payable to him had he not been so laid-off.
Provided that if during any period of twelve months, a workman is so laid-off

for more than forty-five days, no such compensation shall be payable after the
expiry of the first forty five days, if there is an agreement to that effect
between the workman and the employer.
2(kkk): Lay-off means the failure, refusal or inability of an employer on

account of shortage of coal, power or raw materials or the accumulation of
stocks or the break down of machinery or natural calamity or for any other
connected reason to give employment to a workman whose name is borne on
the muster rolls of his industrial establishment and who has not been
retrenched.
Explanation- Every workman whose name is borne on the muster rolls of the
industrial establishment at the time appointed for the purpose during normal
working hours on any day and is not given employment for by the employer
within two hours of his so presenting himself shall be deemed to have been
laid-off for that day within the meaning of this clause..
Explanatory Note: A workman shall be be deemed to be in continuous service,

if he has worked in a period of twelve calendar months, for not less than two
hundred and forty days.

Bihar Factories Rules (1950), Rule 88 (1) The Manager shall provide every worker with a Leave Book in Form No.
15 not later than the 31st of January of the year following the year in which the
worker is employed in the factory. The Leave Book shall be the property of the
worker and the worker shall not be required to produce it except for the
purpose of making necessary entries therein and a Leave Book so produced
shall be returned to the worker within seven days:
Provided that:-
(a) when a worker is discharged or dismissed or when his service is
otherwise terminated during the course of a year, the Manager shall give him
an abstract of the Leave with Wages Register within a week of the date of
discharge or dismissal or of termination of service, as the case may be;
(b) the Leave with Wages Register shall always be kept complete and
up-to-date and whenever entry is made in the said register corresponding
entry shall simultaneously be made in the Leave Book;
(c) whenever any application for grant of leave is refused an entry to the effect
shall be made in the Leave with Wages Register and in the Leave Book.
(2) if a worker loses his Leave Book, the Manager shall provide him with
another copy on the payment of fifty paise, and shall complete it from his
record.
Explanatory Note: Leave Book
The Payment of Gratuity (Maharashtra) (Amended) Rules, "9-The gratuity payable under the Act shall be by Demand Draft or account
1972, Rule 9 payee cheque to the eligible employee, nominee, or as the case maybe legal
heir: Provided that intimation, about
the details of payment shall also be given by the employer to the controlling
authority of the are"

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Other
Provident Fund Circular No. E11/128(section 14-B five days of grace period has been allowed to employers for payment of
Amendment)/73 dated 24/10/73 Provident Fund contributions by clause (iii) of CPFC'S Circular No.E.128(1)
60-III dated 19-3-1964 as modified by circular No.E11/128 (section 14-B
Amendment)/73 dated 24-10-1973.
Explanatory Note: Due date for payment of Provident Fund contributions is 15
days from the end of month in which wages are paid (plus grace period of 5
days). Thus, if wages pertaining to April' 2012 is paid on, say, 7th May' 2012,
due date for payment of Provident Fund contribution is 20th June' 2012 [i.e.
15th June' 2012 as increased by grace period of 5 days].
Further to this Notification dated WSU/9(1)/2013/ SETTLEMET /35631
DATED 8TH JAN 2016 Grace period has been withdrawn. Now the employer
have to mak ethe payment by 15 of every month
Legal Records
Preservation of Records
Information Technology Act (2000), Sec. 4 Where any law provides that information or any other matter shall be in writing
or in the typewritten or printed form, then, notwithstanding anything contained
in such law, such requirement shall be deemed to have been satisfied if such
information or matter is (a) rendered or made available in an electronic form;
and (b) accessible so as to be usable for a subsequent reference
Explanatory Note: DELETE "Electronic Form" with reference to information
means any information generated, sent, received or stored in media,
magnetic, optical, computer memory, micro film, computer generated micro
fiche or similar device
Factories Act (1948), Amendment(1976),Sec. 62(1) & (1A) (1) The manager of every factory shall maintain a register of adult workers, to
be available to the Inspector at all times during working hours, or when any
work is being carried on in the factory, showing:
(a) the name of each adult worker in the factory;
(b) the nature of his work;
(c) the group, if any, in which he is included;
(d) where his group works on shift, the relay to which he is allotted;
(e) such other particulars as may be prescribed.
Provided that, if the Inspector is of the opinion that any muster roll or register
maintained as part of the routine of a factory gives in respect of any or all the
workers in the factory the particulars required under this section, he may, by
order in writing, direct that such muster roll or register shall to the
corresponding extent be maintained in place of, and be treated as, the register
of adult workers in that factory.
(1A) No adult worker shall be required or allowed to work in any factory unless
his name and other particulars have been entered in the register of adult
workers.

Bihar Maternity Benefit Rules (1964), Rule 3(4) Every muster roll shall be preserved for a period of two years from the date of
the last entry made therein and shall be produced before an Inspector
whenever required within the said period.
Information Technology Act (2000),Amendment(2009), Where any law provides that information or any other matter shall be
Sec. 5 authenticated by affixing the signature or any document should be signed or
bear the signature of any person then, notwithstanding anything contained in
such law, such requirement shall be deemed to have been satisfied, if such
information or matter is authenticated by means of digital signature affixed in
such manner as may be prescribed by the Central Government.

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Explanatory Note: "Digital Signature" means authentication of any electronic
record by a subscriber by means of an electronic method or procedure in
accordance with the provisions of section 3
"Subscriber" means a person in whose name the Electronic Signature

Certificate is issued;
Payment of Wages Act (1936), Every register and record required to be maintained under this section shall,
Amendment(1965),Sec.13A(2) for the purposes of this Act, be preserved for a period of three years after the
date of the last entry made therein

Bihar Factories Rules (1950), Rule 77(3)(b) The register maintained under clause (a) shall be preserved for a period of
three years after the last entry in it and shall be produced before the inspector
on demand.
Explanatory Note: Clause (a) refers to register maintaining records for
compensatory holidays

Bihar Factories Rules (1950), Rule 87(2) The Leave with Wages Register shall be preserved for a period of three years
after the last entry in it and shall be produced before the Inspector on
demand.
Minimum Wage (Central) Rules (1950), A register required to be maintained under rules 21(4), 25(2) and 26(1) and
Amendment(1960),Rule 26A the muster roll to be required to be maintained under rule 26(5) shall be
preserved for a period of three years after the date of last entry made therein.
Contract Labour (Regulation and Abolition) Central Rules All the registers and other records shall be preserved in original for a period of
(1971), Rule 80(3) three calendar years from the date of last entry therein.

Bihar Factories Rules (1950), Rule 80 The register of adult workers shall be Form No. 12, and shall be maintained in
accordance with the following provisions:
(1) Where a worker is transferred from one group to another, or from one relay
to another, the following particulars of his transfer shall be entered against his
name:-
(a) under the group from which he has been transferred:-
(i) the date and actual time of finishing work in the group or relay; and
(ii) the group or relay to which he has been transferred; and
(b) under the group to which he has been transferred:-
(i) the date and actual time of commencing work in the group or relay; and
(ii) the group or relay from which he has been transferred.
(2) Where a worker is discharged from or leaves his employment, the date of
his leaving or discharge, as the case may be, shall be entered against his
name in the "remarks" column.

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(3) All entries in the registers shall be made in ink and shall be legible.
Explanatory Note: Register of adult workers

Bihar Maternity Benefit Rules (1964), Rule 14 Records kept under the provisions of the Act and these Rules shall be
preserved for a period of two years from the date of last entry made therein.
Business Licenses/Registration
The Private Security Agencies Regulation Act (2005), Sec. The Controlling Authority may cancel any licence on any one or more of the
13(1) following grounds, namely:—
(j) that the licence holder has violated the provisions of the Acts given in the
Schedule which may be modified by the Central Government, by notification in
the Official Gazette;
THE SCHEDULE
(1) The Payment of Wages Act, 1936
(2) The Industrial Disputes Act, 1947
(3) The Minimum Wages Act, 1948
(4) The Employees’ Provident Funds and Miscellaneous Provisions Act, 1952
(5) The Payment of Bonus Act, 1965
(6) The Contract Labour (Regulation and Abolition) Act, 1970
(7) The Payment of Gratuity Act, 1972
(8) The Equal Remuneration Act, 1976
(9) The Inter-State Migrant Workmen (Regulation of Employment and

Conditions of Service) Act, 1979
Contract Labour (Regulation & Abolition) Rules (1971), Every license granted under Rule 25 or renewed under rule 29 shall remain in
Rule 27 force for 12 months from the date it is granted or renewed.
Factories Act (1948), Sec.6 The occupier of every factory shall submit to the Chief Inspector an
application in the prescribed Form for the registration of the factory and grant
of a licence.
Explanatory Note: Every licence either granted or renewed shall remain valid
upto 31st of December of the year for which the licence is granted or
renewed. The licence may be amended if the factory for which the licence is
granted exceeds limits specified in the licence in regard to the Horse Power or
the number of persons employed.

Bihar Factories Rules (1950), Rule 4 Subject to the provisions of Rule 5, no manufacturing process shall be started

India
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or carried on in any factory unless a license in respect thereof, has been
granted by the [Inspector of Factories] and the same is valid for the time
being.

Bihar Shops & Establishments Rules (1955), Rule 3(1) Every employer shall within thirty days of application of these rules to his
establishment, make an application in duplicate, in Form I to the inspecting
Officer for registration of the establishment.

Bihar Shops & Establishments Rules (1955), Rule 3A(1) The employer of every establishment shall apply to the Inspecting Officer for
renewal of certificate of registration in Form IA in duplicate, not less than thirty
days before the date on which the certificate of registration expires, and if
application is so made the establishment shall be deemed to be duly
registered until such date of the certificate of registration is renewed.
Explanatory Note: According to Rule 3A(2), on receipt of an application for the
renewal of a certificate of registration, a certificate of renewal of registration
shall be issued in Form III.

Bihar Shops & Establishments Rules (1955), Rule 3B Every certificate of registration granted under Rule 3 or renewed under Rule
3A shall remain in force upto the 31st December of the year for which it is
granted or renewed.

Bihar Factories Rules (1950), Rule 3(1) No site shall be used for the location of a factory or no building shall be
constructed, re-constructed, extended or taken into use as a factory or a part
o a factory unless an application in Form No. 1 along with the documents and
plants as prescribed in sub-rule (2) has been submitted to, and the plants
submitted have been approved by the Chief Inspector of Factories and
previous permission in writing in respect thereof has been obtained, subject,
however, to the provisions of sub-section (2) of Section 6.]
Goa, Daman & Diu Factories Rules (1985), Rule 3(1)&(2) No site shall be used for the location of a factory or no building in a factory
shall be constructed. reconstructed, extended or taken into use as a factory or
part of a factory or any other extension of plant or machinery shall be carried
out in a factory unless previous permission in writing is obtained from the
Chief Inspector of Factories
(2)If the Chief Inspector is satisfied that the plans are in consonance with the
requirements of the Act, he shall, subject to such conditions as he may
specify, approve them
by signing and returning to the applicant one copy of each plan or he may call
for such other
particulars as he may require to enable such approval to be given:
Explanatory Note: Added/Delete

Bihar Factories Rules (1950), Rule 5(2) & (3) 5(2) Every license granted or renewed under this Chapter shall remain valid
and in force upto the 31st December, of the year for which it is granted or
renewed.
(3) The license or a copy thereof, by the Chief Inspector, shall be exhibited at

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a conspicuous place in the factory near the main entrance, and signboard with
the license number allotted to the factory in bold letters shall be displayed at
the main entrance:
Provided that the signboard shall not be smaller in size that 12" X 9" and the
letter thereon not less than 2" in height. The letters on the signboard shall be
arranged as follows: -
F.A.
No....

Bihar Factories Rules (1950), Rule 7(1) An application for renewal of licence shall also be in From 2 and shall be
submitted in triplicate to the Inspector of Factories of the area concerned not
later than the date on which the licence expires and if the application is so
made the factory shall be deemed to be duly licensed until such date as on
which the Inspector of Factories communicates in writing the resaons for not
renewing the licence.

Bihar Contract Labour (Regulation and Abolition) Rules Every license granted under Rule 25 or renewed under rule 29 shall remain in
(1972), Rule 27 force for 12 months from the date it is granted or renewed or till the actual
completion of the contract, whichever is earlier.

Bihar Contract Labour (Regulation and Abolition) Rules Every application for renewal shall be in Form VII in triplicate and shall be
(1972), Rule 29 made not less than thirty days before the date on which the license expires,
and if the application is so made, the license shall be deemed to have been
renewed until such date when the renewed license is issued.
Industrial Employment (Standing Orders) Act (1946),Sec. (1) Within six months from the date on which this Act becomes applicable to
3(1-2) an industrial establishment, the employer shall submit to the Certifying Officer
five copies of the draft standing orders proposed by him for adoption in his
industrial establishment. (2) Provision shall be made in such draft for every
matter set out in the Schedule which may be applicable to the industrial
establishment, and where Model standing orders have been prescribed shall
be, so far as is practicable, in conformity with such model.
Explanatory Note: Every industrial establishment wherein one hundred or

more workmen are employed, shall draft and adopt Standing Orders in
conformity with the Model Standing Orders. The Standing orders should
contain provisons relating to: 1. Classification of workmen, e.g., whether
permanent, temporary, apprentices, probationers, or badlis. 2. Manner of
intimating to workmen periods and hours of work, holidays, pay-days and
wage rates. 3. Shift working.4. Attendance and late coming. 5.
Conditions of, procedure in applying for, and the authority which may grant
leave and holidays. 6. Requirement to enter premises by certain gates, an
liability to search. 7. Closing and reporting of sections of the industrial
establishment, temporary stoppages of work and the rights and liabilities of he
employer and workmen arising there from. 8. Termination of employment,
and the notice thereof to be given by employer and workmen. 9. Suspension
or dismissal for misconduct, and acts or omissions which constitute
misconduct. 10. Means of redress for workmen against unfair treatment or
wrongful exactions by the employer or his agents or servants.
Local Amendment
In Uttar Pradesh, the Government has directed that this Act shall apply to all

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the industrial establishment in the State employing less than 100 workmen, in
which the employers voluntarily apply for certification of the Standing Orders
in accordance with the Act.[Vide Notification No. 2828 (LL)/XVIII-450 (LL)-50
dated November 15, 1950, pub. in U.P. Gazette, dated 18-11-1950, pt
I,p.894]. Further the Government has directed that the Act shall apply to all
industrial establishments which are factories within the meaning of Section
2(m) of the Factories Act, 1948 vide Noti. No.5022(v)/XXXVI-3-57/SO(1)-77,
dated 20-1-1978 (1978 LLT-V-80). and the employer have to get the same
certified
In Gujarat, the Act has been applied to every industrial establishment wherein
fifty or more but less than one hundred workmen are employed. (vide
Notification No.Ind.Emp.1960-Hdated 4-6-1962).
In Tamil Nadu, applied to all factories employed less than 100 workmen vide
G.O.Ms. No. 1350 dt. 19-3-1966; to all industrial establishments where more
than fifty but less than 100 workers are employed vide G.O.Ms No. 1375,
dated 10-11-1978. Sec also Section 51 of T. N. Handloom Workers Etc. Act
1981 (T.N. Act 61 of 1981).
In Madhya Pradesh, this Act does not apply to those industrial establishments
to which the M.P. Industrial Employment (Standing Orders) Act , 1961 (M.P.26
of 1961) applies vide Section 4 of M.P.Act 26 of 1961.
In Rajasthan the Act has been applied to every Industrial establishment

wherein fifty or more workers are employed or were employed on any of the
preceeding twelve months [Vide labour Notification G.S.R. 187 dated 27th
january 1983]
Industrial Employment (Standing Orders) Act (1946),Sec. The draft standing orders submitted under this section shall be accompanied
3(3) by a statement giving prescribed particulars of the workmen employed in the
industrial establishment including the name of the trade union, if any, to which
they belong.
Factories Act (1948), Section 6(1)(a)(aa) requiring the previous permission in writing of the State Government or the
Chief Inspector to be obtained for the site on which the factory is to be
situated and for the construction or extension of any factory or class or
description of factories;
The Warehouse (Development and Regulation) Act, 2007 (1) No person shall commence or carry on the warehousing business unless
he has obtained a registration certificate in respect of the concerned
warehouse or warehouses granted by the Authority under this Act:
Not Applicable in jammu and kashmir
The Warehousing (Development and regulation) Any person desirous of commencing or carrying on business of maintaining a
Registration of Warehouse Rule 2010, Rule 3(1) Warehouse, issuing a negogiatble warehouse receipt may make an
application to the authority for registration of such ware house in Form I
The Registrtaion certificate shall be in Form A3
The Warehousing (Development and regulation) The Authority may, after being staisfied that the applicant is eligible, shall
Registration of Warehouse Rule 2010, Rule 10 grant a certificate in Form A3 to the applicant within 3 month from the date of
receipt of the complete application and clarification soughted, if any

India
Legal Records
Boiler Attendants’ Rules(2011) Rule 3 The owner of a single boiler or two or more boilers connected in a battery or of
many separate individual boilers should have a boiler attendant as mentioned
in rule 23 in addition to such number of boiler attendants as may be specified
by the Chief Inspector or Director of Boilers.
Provided that the Chief Inspector or Director of Boilers may permit any Boiler
Attendant to remain in-charge of a boiler for a maximum period of three
months not
withstanding any thing contrary contained in these rules;
Provided further that nothing in these rules shall debar a person holding a first
class certificate of competency granted under these rules from remaining in
attendance
and in charge of a boiler or boilers of any size and any such certificate shall
for the purpose of these rules be deemed to have been granted under these
rules.
Other
(1971), Rule 78(1)(a)(ii) contract labour:- (ii) maintain a Register of advances in Form XXII.
Indian Electricity Rules (1956), Rule 47A Where any consumer or occupier installs a generating plant, he shall give a
thirty days' notice of his intention to commission the plant to the supplier as
well as the Inspector:
Provided that no consumer or occupier shall commission his generating plant
of a
capacity exceeding 10KW without the approval in writing of the Inspector.
Explanatory Note: For installation of generators exceeding 10KW, written
approval from the Inspector is required.
As per Amendment different states have relaxed the installation certificate 1.
Haryana : 100KV, 2. Gujarat 100 KVA 3. Andhra Pradesh 11KV, 4
Maharashtra 625 KVA, 5 Tamil Nadu 10 KVa, 6. Karnataka 12.5 7.
Kerala 10KW

Bihar Factories Rules (1950), Rule 100(1-2) (1) Annual Returns-The Manager of every factory shall furnish to the Chief
Inspector not later than the 15th January of the year subsequent to that to
which it relates, a return in Form 20:
Provided that-
(i) The information regarding canteen shall be furnished only by the Manager
of every factory notified by the State Government wherein more than 250
workers are ordinarily employed.
(ii) The information regarding crèche shall be furnished only by the Manager
of every factory wherein more than 50 women workers are ordinarily
employed, and
(iii) The information regarding shelters, rest rooms shall be furnished by the
manager of every factory wherein more than 150 workers are ordinarily
employed.
(2) Half-yearly Returns- The Manager of every factory shall furnish to the
Chief Inspector on or before the 15th July of each year a half-yearly return in
Form 21.

India
Legal Records
Other
Register of Advances shall be maintained by every contractor in Forms XXII.

Bihar Payment of Wages Rules (1937), Rule 17(3) The amount of all advances sanctioned and the repayments thereof shall be
entered in register in Form III
The Indian Electricity Rules, 1956 Rule 45(1) (1) No electrical installation work, including additions, alterations, repairs and
adjustments to existing installations, except such replacement of lamps,
fans,fuses, switches, low voltage domestic appliances and fittings as in no
way alters its capacity or character, shall be carried out upon the premises of
or on behalf of any [consumer, supplier, owner or occupier] for the purpose of
supply to such [consumer, supplier, owner or occupier] except by an electrical
contractor
licensed in this behalf by the State Government and under the direct
supervision of a person holding a certificate of competency and by a person
holding a permit issued or recognised by the State Government.
THE BOILER ATTENDANT'S RULES,2011, Rule 23 (1) Except as otherwise provided in these rules, there shall be two classes of
(1)&(2) certificates of competency granted hereunder. The certificate of the First
Class shall qualify a holder thereof to be in-charge of a single boiler with
steam pipes
of any type or capacity or two or more boilers in a battery or of many separate
individual boilers, the total heating surface of which does not exceed 1000
square meters, provided that such boilers shall he situated with in radius of 30
meters in the same premises and belong to one owner and provided he is
assisted by a second class boiler attendant of such number of firemen as are
considered necessary by the Chief Inspector or Director of Boilers.
(2) A certificate of the Second Class shall qualify the holder thereof to be
in-charge
of a single boiler with steam pipes of any type, the total heating surface of
which
does not exceed two hundred square meters. A Second Class boiler attendant
may, however, attend to a battery of boilers consisting of not more than three
connected boilers not exceeding two hundred square meters in aggregate of
total
heating surface provided he is assisted by such number of firemen as are
considered necessary by the Chief Inspector or Director of Boilers.
Explanatory Note: Added /Delete
Provided that-
(i) A Boiler Attendant holding First Class Boiler Attendant Certificate of
Competency issued by a Government prior to the date of this Notification shall
be eligible to be in-charge of boiler(s) of capacity mentioned at (1)above
(ii) A Boiler Attendant holding Second Class Boiler Attendant Certificate of
Competency issued by a Government prior to the date of this Notification shall
be eligible to be in-charge of boiler(s) of capacity mentioned at (2) above
(iii) A Boiler Attendant holding Boiler Attendant Certificate of Competency of a
Class other than First Class or Second Class issued by a Government prior to
the date of this Notification shall be eligible to be in-charge of boilers(s) of
capacity as mentioned in the Certificate of Competency.
The Indian Electricity Rule (1956) Rule 46(1)(a) Where an installation is already connected to the supply system of the
supplier, every such installation shall be periodically inspected and tested at
intervals not exceeding five years either by the Inspector or any officer

India
Legal Records
Other
appointed
to assist the Inspector or by the supplier as may be directed by the State
Government in this behalf or in the case of installations belonging to, or under
the control of the Central Government, and in the case of installation in mines,
oilfields
and railways by the Central Government
Legal Postings
Licenses
Bihar Shops & Establishment Rules (1955),Rule 3(6) Every employer shall display prominently the certificate of registration of the
establishment

Bihar Shops & Establishment Rules (1955), Rule 3B Every certificate of registration under rule 3 or renewed under rule 3A shall
remain in force upto the 31st December of the year for which it was granted or
renewed
Employment Rules
Bihar Factories Rules (1950), Rule 85 The notice of periods of work for child workers shall be in Form No. 13, and it
shall be maintained in the manner prescribed in sub-section (2) of section 108
of the Act.
Payment of Wages Act (1936), Amendment(2005),Sec. (1)No fine shall be imposed on any employed person save in respect of such
8(1-2) acts and omissions on his part as the employer, with the previous approval of
the State Government or of the prescribed authority, may have specified by
notice under sub-section (2).
(2) A notice specifying such acts and omissions shall be exhibited in the
prescribed manner on the premises in which the employment is carried on or
in the case of persons employed upon a railway (otherwise than in a factory),
at the prescribed place or places.
Factories Act (1948), Sec.108(1) In addition to the notices required to be displayed in any factory under this
Act, there shall be displayed in every factory a notice containing such
abstracts of this Act, and of the rules made thereunder as may be prescribed
and also the name and address of the Inspector and the certifying surgeon.
Explanatory Note: Abstract of the Factories Act and the rules made
thereunder shall be displayed in the Factory premises.
Industrial Employment (Standing Orders) Act Notwithstanding anything contained in Sections 3 to12, for the period
(1946),Amendment(1963),Sec.12A(1) commencing on the date on which this Act becomes applicable to an industrial
establishment and ending with the date on which the standing orders as finally
certified under this Act come into operation under Section 7 in that
establishment, the prescribed model standing orders shall be deemed to be
adopted in that establishment, and the provisions of Section 9, sub-section (2)
of Section 13 and Section 13-A shall apply to such model standing orders as
they apply to the standing orders so certified.

India
Legal Postings
Employment Rules
Explanatory Note: For the period until the standing orders are certified, the
model standing orders would be applicable to the establishment. The model
standing orders should be posted in the establishment as required under Sec.
9 of the Act.
Industrial Employment (Standing Orders) Act (1946),Sec. Standing orders shall, unless an appeal is preferred under section 6, come
7 into operation on the expiry of thirty days from the date on which
authenticated copies thereof are sent under sub-section (3) of section 5, or
where an appeal as aforesaid is preferred, on the expiry of seven days from
the date on which copies of the order of the appellate authority are sent under
sub-section (2) of section 6.
Industrial Employment (Standing Orders) Act (1946),Sec. The text of the standing order as finally certified under this Act shall be
9 prominently posted by the employer in English and in the language
understood by the majority of his workmen on special boards to be maintained
for the purpose at or near the entrance through which the majority of the
workmen enter the industrial establishment and in all departments thereof
where the workmen are employed.
Explanatory Note: FOR MAHARASHTRA & GUJARAT: The model standing
orders along with any amendments shall be posted. As it is optional for these
two states to get the standing orders certified ,the employers in the state shall
atleast post the model standing orders.
Industrial Employment (Standing Orders) Act This Act applies to every industrial establishment wherein one hundred or
(1946),Sec.1(3) more workmen are employed, or were employed on any day of the preceding
twelve months.
Employee Rights
Factories Act (1948), Amendment(1987),Sec.111A Every worker shall have the right to -
(i) obtain from the occupier, information relating to workers health and safety
at work,
(ii) get trained within factory whenever possible, or, to get himself sponsored
by eth occupier for getting trained at a training centre or institute, duly
approved by the Chief Inspector, where training is imparted for worker's health
and safety at work,
(iii) represent to the Inspector directly through his representative in the matter
of inadequate provision for protection of his health or safety in the factory.
Payment of Wages Act (1936), Amendment(2005),Sec.25 The person responsible for the payment of wages to persons employed in a
factory shall cause to be displayed in such factory a notice containing such
abstracts of this Act and of the rules thereunder in English and in the
language of the majority of persons employed in the factory as msy be
precribed.

Bihar Industrial Employment Standing Orders (1947), Notices specifying (a) the days observed by the establishment as holidays
Appendix A Clause 5 and (b) pay days shall be posted on the said notice boards

Bihar Industrial Employment Standing Orders (1947), Notices specifying the rates of wages payable to all classes of workman and

India
Legal Postings
Employee Rights
Appendix A Clause 6 for all classes of work shall be displayed on the said notice boards
The Industrial Employment Standing Orders (Central Notices specifying; (a) the days observed by the establishment as holidays;
Rules) (1946), Schedule I Clause 5 and (b) pay days shall be posted on the said notice Boards.
Minimum Wage
Minimum Wage (Central) Rules Notices containing the minimum rates of wages fixed together with abstracts
(1950),Amendment(1960), Rule 22 of the Act, the rules made thereunder and the name and address of the
Inspector shall be displayed in English and in a language understood by the
majority of the workers in the employment at the main entrances to the
establishment and at its offices and shall be maintained in a clean and legible
condition. Such notices shall also be displayed on the notice-boards of all
sub-divisional and district offices.
Explanatory Note: Minimum Wage notice along with the Minimum Wages Act
shall be displayed in the Factory premises.
Contract Labour (Regulation and Abolition) Central Rules A notice showing the wage period and the place and time of disbursement of
(1971), Rule 71 wages shall be displayed at the place of work and a copy sent by the
contractor to the principal employer under acknowledgment.
Contract Labour (Regulation and Abolition) Central Rules (1) (i) Notices-showing the rates of wages, hours of work, wage periods, dates
(1971), Rule 81(1-2) of payment of wages, names and addresses of the Inspectors having
jurisdiction, and date of payment of unpaid wages, shall be displayed in
English and in Hindi in conspicuous places at the establishment and the
work-site by the principal employer or the contractor, as the case may be.
(ii) The notices shall be correctly maintained in clean and legible condition.
(2) A copy of the notice shall be sent to the Inspector and whenever any
changes occur the same shall be communicated to him forthwith.
Work Week
Factories Act (1948), Amendment(1954),Sec.61(1-2) (1) There shall be displayed and correctly maintained in every factory in
accordance with the provisions of sub-section (2) of section 108, a notice
periods of work for adults, showing clearly for every day the periods during
which adult workers may be required to work.
(2) The periods shown in the notice required by sub-section (1) shall be fixed
beforehand in accordance with the following provisions of this section, and
shall be such that workers working for those periods would not be working in
contravention of nay of the provisions o sections 51, 52, 54, 55, 56 and 58.
Factories Act (1948), Sec. 61 (1) There shall be displayed and correctly maintained in every factory in
accordance with the provisions of sub-section 2 of section 108, a notice of
periods of work for adults, showing clearly for every day the periods during
which adult workers may be required to work.

India
Legal Postings
Work Week
beforehand in accordance with the following provisions of this section, and
shall be such that workers working for those periods would not be working in
contravention of any of the provisions of sections 51, 52, 54, 55, 56 and 58.
(3) Where all the adult workers in a factory are required to work during the
same periods, the manager of the factory shall fix those periods for such
workers generally.
(4) Where all the adult workers in a factory are not required to work during the
same periods, the manager of the factory shall classify them into groups
according to the nature of their work indicating the number of workers in each
group.
(5) For each group which is not required to work on a system of shifts, the
manager of the factory shall fix the periods during which the group may be
requirde to work.
(6) Where any group is required to work on a system of shifts and the relays
are not subject to predetermined periodical changes of shifts, the manager of
the factory shall fix the periods during each relay of the group may be required
to work.
(7) Where any group is to work on a system of shifts and the relays are to be
subject to predetermined periodical changes of shifts, the manager of the
factory shall draw up a scheme of shifts where under the periods during which
any relay of the group may be required to work and the relay which will be
working at any time of the day shall be known for any day.
(9) In the case of a factory beginning work after the commencement of this
Act, a copy of the notice referred to in sub-section (1) shall be sent in
duplicate to the Inspector before the day on which work is begun in the
factory.
(10) Any proposed change in the system of work in any factory which will
necessitate a change in the notice referred to in sub-section (1) shall be
notified to the Inspector in duplicate before the change is made , and except
with the previous sanction of the Inspector, no change shall be made until one
week has elapsed since the last change.

Bihar Shops & Establishments Rules (1955), Rule 11 The notice under sub-section (1) of Section 12 shall be in Form VI which shall
be exhibited on a conspicuous place in every establishment. The day on
which the establishment remains closed shall also be displayed on a board
prominently outside the entrance of every establishment so as to make it
clearly visible from outside the establishment .
Explanatory Note: The notice referred to is for weekly closure under Sec. 12
of the Bihar Shops & Establishments Act (1953).
Factories Act (1948), Sec.72(1-2) (1) There shall be displayed and correctly maintained in every factory in which
children are employed, in accordance with the provisions of sub-section (2) of
section 108 a notice of periods of work for children, showing clearly for every
day the periods during which children may be required or allowed to work.
beforehand in accordance with the method laid down for adult workers in
section 61, and shall be such that children working for those periods would not
be working in contravention of any of the provisions of section 71.
Explanatory Note: The notice showing clearly period of work for children for
every day shall be prominently displayed in Form 18, a copy of which must be
sent to the Inspector before commencement of work.

India
Legal Postings
Work Week
Child Labour (Prohibition and Regulation) Act (1986), Every child employed in an establishment shall be allowed in each week, a
Sec.8 holiday of one whole day, which day shall be specified by the occupier in a
notice permanently exhibited in a conspicuous place in the establishment and
the day so specified shall not be altered by the occupier more than once in
three months.
Factories Act (1948), Sec.52(1) No adult worker shall be required or allowed to work in a factory on the first
day of the week [Sunday], unless,- b) the
manager of the factory has, before the said day or the substituted day under
clause (a), whichever is earlier,-
(i) delivered a notice at the office of the Inspector of his intention to
require the worker to work on the said day and of the day which is to be
substituted, and
(ii) displayed a notice to that effect in the factory : PROVIDED that
no substitution shall be made which will result in any worker working for more
than ten days consecutively without a holiday for a whole day.
Explanatory Note: An employer requiring workers to work on a Sunday shall
send the notice thereof to the office of the Inspector and display the same in
the factory premises.
Contract Labour (Regulation and Abolition) Act (1970), Every principal employer and every contractor shall keep exhibited in such
Sec.29(2) manner as may be prescribed within the premises of the establishment where
the contract labour is employed, notices in the prescribed form containing
particulars about the hours of work, nature of duty and such other information
as may be prescribed.

Bihar Shops & Establishment Rules (1955), Rule 13 Every employer shall exhibit in is establishment a notice in Form VIII
specifying the period of work for each and every employee of the
establishment

Bihar Industrial Employment Standing Orders (1947), The periods and hours of work for all classes of workers in each shift shall be
Appendix A Clause 3 exhibited in English and in the principal languages of the workmen employed
in the establishment on notice board maintained at or near the main entrance
of the establishment or at the time keeper's Office, if any.

Bihar Shops & Establishment Rules (1955), Rule 12 Every employer shall exhibit in is establishment a notice in Form VII
specifying the days or days of the week on which the employees shall be
given a holiday.
The Industrial Employment Standing Orders (Central The periods and hours of work for all classes of workers in each shift shall be
Rules) (1946), Schedule I Clause 4 exhibited in English and in the principal languages of workmen employed in
the establishment on notice boards maintained at or near the main entrance of
the establishment or at the time keeper's Office, if any.

India
Legal Postings
Work Week
Bihar Factories Rules (1950), Rule 79 The notice of periods of work for adult workers shall be in Form No. 11 and it
shall be maintained in the manner prescribed in sub-section (2) of Section 108
of the Act.
H&S
Bihar Factories Rules (1950), Rule 62A (9) (b) In every factory the maintenance and upkeep of the fire fighting equipment
shall be entrusted to such trained persons and the names of such persons
shall be on a notice board displayed at the place where the fire fighting
appliance or equipment is kept.
Other
Factories Act (1948), Sec.108(2) All notices required by or under this Act to be displayed in a factory shall be
displayed in English and in a language understood by the majority of the
workers in the factory, and shall be displayed at some conspicuous and
convenient place at or near the main entrance to the factory, and shall be
maintained in a clean and legible condition.
Explanatory Note:

Bihar Factories Rules (1950), Rule 77(2) (2) The manager of the factory shall display, on or before the end of the month
in which holidays are lost, a notice in respect of worker allowed at the place at
which the Notice Periods of work prescribed under section 61 is displayed.
Any subsequent change in the notice in respect of any compensatory holiday
shall be made not less than three days in advance of the date of that holiday.

Bihar Shops & Establishment Rules (1955), Rule 32 Any notice required to be exhibited under these rules shall be exhibited at the
main entrance of the establishment and shall be renewed whenever it
becomes defaced or otherwise ceases to be clearly legible
Contract Labour (Regulation and Abolition) Central Rules Every contractor shall display an abstract of the Act and rules in English and
(1971), Rule 79 Hindi and in the language spoken by the majority of the workers in such form
as may be approved by the Chief Labour Commissioner (Central).
Hiring & Termination

Hiring
Inter-State Migrant Workmen (Regulation of Employment The contractor shall pay to the migrant workman the return fare from the place
and Conditions of Service) Central Rules (1980), Rule 22 of employment to the place of residence in the home-state of the migrant
workman on the expiry of the period of employment and also on his-
(a) Termination of service before the expiry of the period of employment for
any reason whatsoever;
(b) Being incapacitated for further employment on account of injury or
continued in health duly certified as such by a registered medical practitioner;
(c) Cessation of work in the establishment which is not due to any fault on the
part of the migrant workman; and
(d) Resignation from service on account of non-fulfilment of terms and

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Hiring
conditions of his employment by the contractor.
The Inter-State Migrant Workmen (Regulation of A journey allowance of a sum not less than the fare from the place of
Employment and Conditions of Service) Act (1979) Sec. residence of the inter-state migrant workman in his state to the place of work
15 in the other State shall be payable by the Contractor to the workman both for
the outward and return journeys and such workman shall be entitled to
payment of wages during the period of such journeys as if he were on duty.
Indian Penal Code (1860), Sec. 367 Whoever kidnaps or abducts any person in order that such person may be
subjected, or may be so disposed of as to be put in danger of being subjected
to grievous hurt, or slavery, or to the unnatural lust of any person, or knowing
it to be likely that such person will be so subjected or disposed of, shall be
punished with imprisonment of either description for a term which may extend
to ten years, and shall also be liable to fine.

Bihar Factories Rules (1950), Rule 80A (1) The State Government may by notification in the Official gazette, specify
the type of industries/factories which are required to issue identity cards to its
workers.
(2) The identity card shall be in Form No. 12A and shall be prepared in
duplicate and one copy shall be given to the worker and another shall be
retained by the Occupier, Manager of the factory.
(3) A passport size photograph of the worker, duly attested by the

Occupier/Manager, shall be affixed on the identity card in the place provided
for it.
(4) The cost of the photograph shall be borne by the Occupier/Manager.
(5) If the identity card is lost or damaged by the worker, a duplicate may be
issued to him on payment of Rs. 5.
(6) The Occupier/Manager of the factory shall also maintain a register

showing the names, designation, address and the number of the identity card
of the workers to whom identity card have been issued and a copy of the
attested photograph mentioned in sub-rule (3) shall also be affixed in it
against the name of the workmen.
Explanatory Note: Identity cards

Bihar Industrial Employment Standing Orders (1947), (1)Every workman shall be provided with a permanent ticket unless he is a
Appendix A Clause 3 probationer, badli, temporary worker or apprentice. (2) Every workman shall
be provided with a departmental ticket showing his number, and shall, on
being required to do so, show it to any person authorised by the Manager to
inspect it (3) Every 'badli' shall be provided with a 'Badli Card' on which shall
be entered the days on which he has worked in the establishment, and which
shall be surrendered if he obtains permanent employment. (4) Every
temporary workman shall be provided with a Temporary Ticket' which he shall
surrender on his discharge. (5) Every casual worker shall be provided with a
Casual Card' on which shall be entered the days on which he has worked in
the establishment. (6) Every apprentice shall be provided with an "Apprentice
Card" which shall be surrendered if he obtains permanent employment.
The Industrial Employment Standing Orders (Central Every industrial establishment shall maintain a service card in respect of each

India

Hiring
Rules) (1946), Schedule IB, Clause (1)(i) workman in the form appended to these orders, wherein particulars of that
workman shall be recorded with the knowledge of that workman and duly
attested by an officer authorised in this behalf together with the date.
Employment Contracts
The Industrial Employment Standing Orders (Central The employer shall in accordance with the terms and conditions stipulated in
Rules) (1946), Schedule 1B Clause 2 the letter of appointment, confirm the eligible workman and issue a letter of
confirmation to him. Whenever a workman is confirmed, an entry with regard
to the confirmation shall also be made in his service card within a period of
thirty days from the date of such confirmation.
Explanatory Note: This law is applicable to Delhi and Union Territories

Bihar Shops & Establishment Act (1953), Sec.12B Every employee in an establishment shall be furnished by his employer with a
service card in such form as may be prescribed.
The Industrial Employment Standing Orders (Central (1)Every workman shall be provided with a permanent ticket unless he is a
Rules) (1946), Schedule I Clause 3 probationer, badli, temporary worker or apprentice. (2) Every workman shall
be provided with a departmental ticket showing his number, and shall, on
being required to do so, show it to any person authorised by the Manager to
inspect it (3) Every 'badli' shall be provided with a 'Badli Card' on which shall
be entered the days on which he has worked in the establishment, and which
shall be surrendered if he obtains permanent employment. (4) Every
temporary workman shall be provided with a Temporary Ticket' which he shall
surrender on his discharge. (5) Every casual worker shall be provided with a
Casual Card' on which shall be entered the days on which he has worked in
the establishment. (6) Every apprentice shall be provided with an "Apprentice
Card" which shall be surrendered if he obtains permanent employment.

Bihar Shops & Establishments Rules (1955), Rule 12A The employer shall maintain a service card in Form XXI in triplicate. A copy of
this form after necessary entries made therein shall be furnished to
employees, the second copy shall be delivered at the office of the inspecting
office within a week of his first employment at the establishment and the third
copy shall be retained by the employer for the record.

Bihar Contract Labour (Regulation and abolition) Rules (i)Every contractor shall issue an employment card in Form XIV to each
(1972), Rule 76 worker within three days of the employment of the worker. (ii) The card shall
be maintained upto date and any change in the particulars shall be entered
therein
Contract Labour (Regulation and Abolition) Central Rules (i)Every contractor shall issue an employment card in Form XIV to each
(1971), Rule 76 worker within three days of the employment of the worker.
(ii) The card shall be maintained upto date and any change in the particulars
shall be entered therein.
Probation Period

India

Probation Period
The Industrial Employment Standing Orders (Central A 'probationer' is one who is provisionally employed to fill a vacancy in a
Rules) (1946), Schedule I Clause 2(c) permanent post and has not completed three months' service in that post
unless the probationary period is extended. If a permanent workman is
employed as a probationer in a new post, he may, at any time during the
probationary period not exceeding three months, be reverted to his old
permanent post unless the probationary period is extended.
Explanatory Note: This law is applicable in Delhi and Union Territories
Medical Exams/Records
Factories Act (1948), Sec.41C(c) Every occupier of a factory involving any hazardous process shall-
(c) provide for medical examination of every worker-
(a) before such workers is assigned to a job involving the handling of, or
working with, a hazardous substance and,
(b) while continuing in such job, and after he has ceased to work in such job,
at intervals not exceeding twelve months, in such manner as may be
prescribed.
Fruit Products Order (1955), Second schedule Part 1A Arrangements shall be made to get all the workers engaged in the
(13) under Sec 7 manufacture of fruit products medically examined once in a year to ensure
that they are free from infectious, contagious and other diseases. A record of
these examinations signed by a Registered Medical Practitioner shall be
maintained for inspection

Bihar Factories Rules (1950), Rule 71B (1) Annual Medical Examination for fitness of each member of the canteen
staff who handles food-stuffs shall be carried out by the Factory Medical
Officer or the Certifying Surgeon which should include the following -
(i) Chest X-Ray;

(ii) Routine blood examination;
(iii) Routine and bacteriological testing of faces and urine for germs of
dysentery and typhoid fever;
(2) Workers who have any skin sores must not be allowed to work in the
canteen.
(3) A certificate of fitness to work in a canteen shall be issued to all the staff
which shall be produced on demand before an Inspector.
Pregnant Workers
Maternity Benefit Act (1961), Sec.12(1) When a woman absents herself from work in accordance with the provisions
of this Act, 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 to her disadvantage any of the conditions of her service.
Maternity Benefit Act (1961), Sec. 12(2) (a) The discharge or dismissal of a woman at any time during her pregnancy,
if the woman but for such discharge or dismissal would have been entitled to
maternity benefit or medical bonus referred to in section 8, shall not have the
effect of depriving her of the maternity benefit or medical bonus:
PROVIDED that where the dismissal is for any prescribed gross misconduct,
the employer may, by order in writing communicated to the woman, deprive
her of the maternity benefit or medical bonus or both.

India

Discipline Actions
Payment of Wages Act (1936), No fine shall be imposed on any employed person save in respect of such
Amendment(2005),Sec.8(1) acts and omissions on his part as the employer, with the previous approval of
the State Government or of the prescribed authority ], may have specified by
notice under sub-section (2).
Industrial Employment (Standing Orders) Act (1) Where any workmen is suspended by the employer pending investigation
(1946),Amendment(1982),Sec.10A or inquiry into complaints or charge of misconduct against him, the employer
shall pay to such workman subsistence allowance-
(a) at the rate of fifty per cent of the wages which the workman was
entitled to immediately preceding the date of such suspension, for the first
ninety days of suspension; and
(b) at the rate of seventy-five per cent of the such wages for the
remaining period of suspension if the delay in the completion of disciplinary
proceedings against such workman is not directly attributable to the conduct
of such workman.
Payment of Wages Act (1936),Amendment(1982), The total amount of fine which may be imposed in any one wage-period on
Sec.8(4) any employed person shall not exceed an amount equal to three per cent of
the wages payable to him in respect of that wage-period.
Explanatory Note: The total amount of fine imposed in one wage period
cannot exceed three per cent of the wages payable in that period.
Payment of Wages Act (1936), Sec.8(5) No fine shall be imposed on any employed person who is under the age of
fifteen years.
The Industrial Employment Standing Orders (Central All workman shall be at work at the establishment at the time fixed and
Rules) (1946), Schedule I Clause 8 notified under Para 4. Workman attending late will be liable to deduction
provided for in the Payment of Wages Act, 1936.
The Industrial Employment Standing Orders (Central The following acts and commissions on the part of a workman shall amount to
Rules) (1946), Schedule I Clause 14(3) misconduct:- (a) Willful insubordination or disobedience, whether or not in
combination with another, of any lawful and reasonable order of a superior: (b)
Going on an illegal strike or abetting, inciting, instigating or acting in
furtherance thereof; (c) Willful slowing down in performance of work, or
abetment or instigation thereof; (d) Theft, fraud or dishonesty in connection
with the employers' business or property or the theft or property of another
workman within the premises of the establishment; (e) Taking or giving bribes
or any illegal gratification; (f) Habitual absence without leave, or absence
without leave for more than ten consecutive days or overstaying the
sanctioned leave without sufficient grounds or proper or satisfactory
explanation; (g) Late attendance on not less than four occasions within a
month; (h) Habitual breach of any Standing Order or any law applicable to the
establishment or any rules made there under; (i) Collection without the
permission of the Manager of any money within the premises of the
establishment except as sanctioned by any law for the time being in force; (j)
Engaging in trade within the premises of the establishment; (k) Drunkenness,
riotous, disorderly or indecent behaviour on the premises of the
establishment; (l) Commission of any act subversive of discipline or good
behaviour on the premises of the establishment; (m) Habitual neglect of work,

India

Discipline Actions
or gross or habitual negligence; (n) Habitual breach of any rules or instruction
for the maintenance and running of any department, or the maintenance of the
cleanliness of any portion of the establishment: (o) Habitual commission of
any act or omission for which a fine may be imposed under the Payment of
Wages Act, 1936: (p) Canvassing for union membership, or the collection of
union dues within the premises of the establishment except in accordance
with any law or with the permission of the Manager; (q) Willful damage to work
in process or to any property of the establishment (r) Holding meeting inside
the premises of the establishment without the previous permission of the
Manager or except in accordance with the provisions of any law for the time
being in force; (s) Disclosing to any unauthorized person any information in
regard to the processes of the establishment which may come into the
possession of the workman in the course of his work; (t) Gambling within the
premises of the establishment; (u) Smoking or spitting on the premises of the
establishment where it is prohibited by the employer; (v) Failure to observe
safety instructions notified by the employer or interference with any safety
device or equipment installed within the establishment; (w) Distributing or
exhibiting within the premises of the establishment hand-bills, pamphlets,
posters, and such other things or causing to be displayed by means of signs
or writing or other visible representation on any matter without previous
sanction of the Manager; (x) Refusal to accept a charge-sheet, order or other
communication served in accordance with these Standing Orders; (y)
Unauthorized possession of any lethal weapon in the establishment. (Z)
Sexual harassment which includes unwelcome sexual determined behaviour
(whether directly or by implication), such as:- (i) Physical contact and
advances; or (ii) A demand or request for sexual favours; or (iii) Sexually
coloured remarks; or (iv) Showing pornography; or (v) Any other unwelcome
physical, verbal or non-verbal conduct of sexual nature
Explanatory Note: Note- A workman can be fined upto two percent of his
wages for any of the above mentioned acts considered as misconduct by the
employer with the previous approval of the Government
Termination
Industrial Employment (Standing Orders) Central Rules Where the employment of workmen is terminated, the wages earned by him
(1946), Schedule I, Clause 13(3) and other dues, if any, shall be paid before the expiry of the second working
day from the day on which his employment is terminated.

Bihar Industrial Employment Standing Orders (1947), For terminating employment of a permanent workman, notice in writing shall
Appendix A Clause 13(1) be given either by the employer or the workman - one months notice in case
of monthly rated workmen and two weeks notice in case of other workmen;
one months or two weeks pay as the case may be, paid in lieu of notice.

Bihar Shops & Establishment Rules (1953), Section 26(1) No employer shall dismiss or discharge or otherwise terminate the
employment of any employee who has been in his employment continuously
for a period of not less than six months, except for a reasonable
cause and after giving such employee at least one month’s notice or one
month’s wages in lieu of such notice :
Provided that such notice shall not be necessary where the services of such
employee
are dispensed with on a charge of such misconduct as may be prescribed by
the State
Government, supported by satisfactory evidence recorded at an enquiry held
for the purpose
Provided further that an employee who has been in continuous employment

India

Termination
for a
year or more and whose services are dispensed with otherwise than on a
charge of misconduct
shall also be paid compensation equivalent to fifteen days average wages for
every completed
year of service and any part thereof in excess of six months before his
discharge in addition
to the notice or pay in lieu of notice as prescribed above

Bihar Shops & Establishment Rules (1953), Section 27(1) No employee shall terminate his employment unless he has given to his
employer a notice of at least one month.
Period of Notice
Industrial Disputes Act (1947), Amendment(1953),Sec. "retrenchments" means the termination by the employer of the service of a
2(oo) workman for any reason whatsoever, otherwise than as a punishment inflicted
by way of disciplinary action but does not include-
(a) voluntary retirement of the workman; or (b) retirement of the
workman on reaching the age of superannuation if the contract of employment
between the employer and the workman concerned contains a stipulation in
that behalf; or
(bb) termination of the service of the workman as a result of the non-renewal
of the contract of employment between the employer and the workman
concerned on its expiry or of such contract being terminated under a
stipulation on that behalf contained therein; or
(c) termination of the service of a workman on the ground of continued
ill-health.
Explanatory Note:
Industrial Disputes Act (1947), Amendment(1984),Sec. 25F. No workman employed in any industry who has been in continuous
25F(a) service for not less than one year under an employer shall be retrenched by
that employer until-
(a) the workman has been given one month's notice in writing indicating the
reasons for retrenchment and the period of notice has expired, or the
workman has been paid in lieu of such notice, wages for the period of the
notice; and (c) notice in the prescribed manner is served on the appropriate
government for such authority as may be specified by the appropriate
government by notification in the Official Gazette.

Bihar Industrial Disputes Rules (1961), Rule 77-A (1) If any workman employed in an industrial establishment as defined in the
explanation below section 25-A ( not being an industrial establishment
referred to in sub section (1) of that section) is laid off, then, then the employer
shall give notice of commencement and the termination of such lay off in Form
O-1 and O-2 respectively within seven days of such commencement or
termination as the case may be
(2) Such notices shall be given by an employer in every case irrespective of

whether , in his opinion the workmen laid off is or is not entitled to
compensation under section 25-C
Severance Pay
Industrial Disputes Act No workman employed in any industry who has been in continuous service
(1947),Amendment(1964),Sec.25F(b) for not less than one year under an employer shall be retrenched by that

India

Severance Pay
employer until-
(b) the workman has been paid, at the time of retrenchment, compensation
which shall be equivalent to fifteen days' average pay for every completed
year of continuous service or any part thereof in excess of six months..
Independent Contractor
Contract Labour (Regulation and Abolition) Act (1970), With effect from such date as the appropriate Government may, by notification
Sec.12(1) in the Official Gazette, appoint, no contractor to whom this Act applies, shall
undertake or execute any work through contract labour except under and in
accordance with a licence issued in that behalf by the licensing officer.
Explanatory Note:
Contract Labour (Regulation and Abolition) Act (1970), It applies - (a) to every establishment in which twenty or more workmen are
Sec.1(4) employed or were employed on any day of the preceding twelve months as
contract labour;
(b) to every contractor who employs or who employed on any day of the
preceding twelve months twenty or more workmen : Provided that the
appropriate Government may, after giving not less than two months' notice of
its intention so to do, by notification in the Official Gazette, apply the
provisions of this Act to any establishment or contractor employing such
number of workmen less than twenty as may be specified in the notification.
Explanatory Note: The Act shall apply to every establishment with 20 or more
workers and to every contractor which employs 20 or more workers.
It shall not apply to establishments in which work only of an intermittent or
casual nature is performed.
Contract Labour (Regulation and Abolition) Act (1970), Every Principal employer and every contractor shall maintain such registers
Sec. 29(1) and records giving such particulars of contract labour employed, the nature of
work performed by the contract labour, the rates of wages paid to the contract
labour and such other particulars in such form as may be prescribed.

Bihar Contract Labour (Regulation and abolition) Rules In respect of establishments which are governed by the Payment of Wages
(1972), Rule 78(1) Act, 1936 and the rules made thereunder or the Minimum Wages Act or the
rules made thereunder , the following registers & records and registers to be
maintained by the contractor as employer under those Acts and the rules
made thereunder shall be deemed to be registers & records to be maintained
by contractor under these rules: (a) Muster roll (b) Register of Wages (c)
Register of deductions (d) Register of overtime (e) Register of fines (f)
Register of advances

Bihar Contract Labour (Regulation and abolition) Rules Every Principal employer shall maintain in respect of each registered
(1972), Rule 74 establishment a register of contractors in Form XII
Contract Labour (Regulation and Abolition) Act (1970), Every principal employer of an establishment to which ths Act applies shall,
Sec. 7(1) within such period as the appropriate Government may, by notification in the
Official Gazette, fix in this behalf with respect to establishments generally or

India

with respect to any class of them, make an application to the registering
officer in the prescribed manner for registration of the establishment:
Provided that the registering office may entertain any such application for
registration after expiry of the period fixed in this behalf, if the registering
officer is satisfied that the applicant was prevented by sufficient cause from
making the application in time.
Explanatory Note: Every establishment wishing to employ contract labour
shall apply for registration. If the establishment fails to so register, it is
prohibited to employ contract labour.
Employees Pension Scheme (1995), Sec.22 Every contractor shall, within seven days of the close of every month, submit
to the principal employer a statement showing the particulars in respect of
employees employed by or through him in respect of whom contributions to
the Employees' Pension Fund are payable and shall also furnish to him such
information as the principal employer is required to furnish under the
provisions of this Scheme to the Commissioner.

Bihar Contract Labour (Regulation and abolition) Rules Every contractor shall maintain in respect of each registered establishment
(1972), Rule 75 where he employs contract labor a register in Form XIII
Contract Labour (Regulation and Abolition) Central Rules Every principal employer shall maintain in respect of each registered
(1971), Rule 74 establishment a register of contractors in Form No. XII.
Contract Labour (Regulation and Abolition) Central Rules Every contractor shall maintain in respect of each registered establishment
(1971), Rule 75 where he employs contract labour a register in Form No. XIII.
Contract Labour (Regulation and Abolition) Central Rules On termination of employment for any reason whatsoever the contractor shall
(1971), Rule 77 issue to the workman whose services have been terminated, a Service
Certificate in Form XV.
Contract Labour (Regulation and Abolition) Central Rules In respect of establishments which are governed by the Payment of Wages
(1971) Amendment (1987),Rule 78(1)(d) Act, 1936 (4 of 1936) and the rules made thereunder or the Minimum Wages
Act 1948 (11 of 1948) or the rules made thereunder, the following registers &
records and registers to be maintained by the contractor as employer under
those Acts and the rules made thereunder shall be deemed to be registers &
records to be maintained by contractor under these rules:
(a) Muster roll;
(b) Register of Wages;
(c) Register of Deductions;
(d) Register of Overtime;
(e) Register of Fines;
(f) Register of Advances;
(g) Wage slip.

India

Contract Labour (Regulation and Abolition) Central Rules Notwithstanding anything contained in these rules, where a combined or
(1971) Amendment (1987),Rule 78(3) alternative form is sought to be used by the contractor to avoid duplication of
work for compliance with the provisions of any other Act or the rules framed
thereunder or any other laws or regulations or in cases where mechanized
pay rolls are introduced for better administration, alternative suitable form or
forms in lieu of any of the forms prescribed under these rules, may be used
with the previous approval of the Regional Labour Commissioner (Central).
Contract Labour (Regulation and Abolition) Central Rules (1) All registers and other records required to be maintained under the Act and
(1971), Rule 80(1) (4) Contract Labour (Regulation and Rules, shall be maintained complete and up-to-date, and, unless otherwise
Abolition) Central Rules (1971),Amendment(1987) Rule provided for, shall be kept at an office or the nearest convenient building
80(2) within the precincts of the work place or at a place within a radius of three
kilometers.
(2) Such registers shall be maintained legibly in English and Hindi or in the
language understood by the majority of the persons employed in the
establishment.
(4) All the registers, records and notices maintained under the Act or rules
shall be produced on demand before the Inspector or any other authority
under the Act or any person authorized in that behalf by the Central
Government.
Contract Labour (Regulation and Abolition) Central Rules Every contractor shall send half yearly return in Form XXIV(in duplicate) so as
(1971), Rule 82(1) to reach the Licensing officer concerned not later than 30 days from the close
of the half year
Explanatory Note: Note- Half year for the purpose of this rule means " a period
of six months commencing from 1st January and 1st July of every year
Contract Labour (Regulation and Abolition) Central Rules Every principal employer of a registered establishment shall send annually a
(1971), Rule 82(2) return in Form XXV( in duplicate) so as to reach the Registering officer
concerned not later than the 15th Febraury following the end of the year to
which it relates.
Other
Industrial Employment (Standing Orders) Act, 1946. [(2) Subject to the provisions of sub-section (1), an employer or workman or a
section 10 (2) trade union or other representative body of the workmen may apply to the
Certifying Officer to have the standing orders modified, and such application
shall be accompanied by five copies of the modifications proposed to be
made, and where such
modifications are proposed to be made by agreement between the employer
and the
workmen or a trade union or other representative body of the workmen a
certified
copy of that agreement shall be filed along with the application.
Child Labor
Child Records/Age Verification
Bihar Factories Rules (1950), Rule 86 The register of child workers shall be in Form No. 14, and shall be maintained
in accordance with the following provisions:- (1) Where a child is transferred
from one group to another, or from one relay to another the following

India
Child Labor
particulars of his transfer shall be entered against his name: (a) under the
group from which he has been transferred:- (i) the date and actual time of
finishing work in the group or relay; and (ii) the group or relay to which he has
been transferred; and (b) under the group to which he has been transferred:-
(i) the date and actual time of commencing work in the group or relay; and (ii)
the group or relay from which he has been transferred. (2) Where a child is
discharged from or leaves his employment, the date of his leaving or
discharge, as the case may be, shall be entered against his name in the
"remarks" column. (3) All entries in the registers shall be made in ink and shall
be legible.
Factories Act (1948), Sec. 73(1) The manager of every factory in which children are employed shall maintain a
register of child workers, which is to include the following information:
(a) the name of each child worker in the factory,
(b) the nature of his work,
(c) the group, if any, in which he is included,
(d) where his group workers on shifts, the relay to which he is allotted,
(e) the number of his certificate of fitness granted under Section 69.
The Industrial Employment Standing Orders (Central Every workman shall indicate his exact date of birth to the employer or the
Rules) (1946), Schedule IB Clause 1(iv)(a) officer authorised by him in this behalf, at the time of entering service of the
establishment. The employer or the officer authorised by him in this behalf
may before the date of birth of a workman is entered in his service card,
require him to supply:
(i) matriculation or school leaving certificate granted by the Board of
Secondary Education or similar educational authority.
(ii) Certified copy of the date of birth as recorded in the registers of a
municipality, local authority or Panchayat or Register of Births;
(iii) In the absence of either of the aforesaid two categories of certificates, a
certificate from a Government Medical Officer not below the rank of an
Assistant Surgeon, indicating the probable age of the workman;
(iv) Where it is not practicable to obtain a certificate from a Government
Medical Officer, an affidavit sworn, either by the workman or his parents, or by
a near relative, who is in a position to know about the workman’s actual or
approximate date of birth, before a First Class Magistrate or Oath
Commissioner, as evidence in support of the date of birth given by him.
Explanatory Note: Prescribed Age Verification documents:

(i) matriculation or school leaving certificate granted by
the Board of Secondary Education or similar educational
authority.
(ii) Certified copy of the date of birth as recorded in the
registers of a municipality, local authority or Panchayat or
Register of Births;
(iii) In the absence of either of the aforesaid two categories
of certificates, a certificate from a Government Medical
Officer not below the rank of an Assistant Surgeon,
indicating the probable age of the workman;
(iv) An affidavit sworn either by the workman or his parents,
or by a near relative, who is in a position to know about the
workman’s actual or approximate date of birth, before a First
Class Magistrate or Oath Commissioner, as evidence in
support of the date of birth given by him.
Where the exact date of birth is not available and the year
of birth is only established then the 1st July of the said year
shall be taken as the date of birth.
RATION CARDS WILL NOT BE ACCEPTED AS VALID AGE PROOF. The

Public Distribution System (Control) Order 2001, clause 2(9) states that ration
cards shall not be used as documents of identity.

India
Child Labor
This law is applicable in Delhi and Union Territories.
Child Labour (Prohibition and Regulation) Act (1986), There shall be maintained by every occupier in respect of children employed
Sec.11 or permitted to work in any establishment, a register to be available for
inspection by an Inspector at all times during working hours or when work is
being carried on in any such establishment, showing:
(a) the name and date of birth of every child so employed or permitted to
work;
(b) hours and periods of work of any such child and the intervals of rest to
which he is entitled;
(c) the nature of work of any such child; and such other particulars as may be
prescribed.
Factories Act (1948), Amendment(1976),Sec.73(1A) No child worker shall be required or allowed to work in any factory unless his
name and other particulars have been entered in the register of child workers.

Bihar Factories Rules (1950), Rule 86 The register of child workers shall be in Form No. 14, and shall be maintained
in accordance with the following provisions:- (1) Where a child is transferred
from one group to another, or from one relay to another the following
particulars of his transfer shall be entered against his name: (a) under the
group from which he has been transferred:- (i) the date and actual time of
finishing work in the group or relay; and (ii) the group or relay to which he has
been transferred; and (b) under the group to which he has been transferred:-
(i) the date and actual time of commencing work in the group or relay; and (ii)
the group or relay from which he has been transferred. (2) Where a child is
discharged from or leaves his employment, the date of his leaving or
discharge, as the case may be, shall be entered against his name in the
"remarks" column. (3) All entries in the registers shall be made in ink and shall
be legible.
The Industrial Employment Standing Orders (Central The date of birth of a workman, once entered in the service card of the
Rules) (1946), Schedule IB, Clause (1)(iv)(b) establishment shall be the sole evidence of his age in relation to all matters
pertaining to his service including fixation of the date of his retirement from the
service of the establishment. All formalities regarding recording of the date of
birth shall be finalized within three months of the appointment of a workman.
Explanatory Note: Note- Where the exact date of birth is not available and the
year of birth is only established then the 1st of July of the said year shall be
taken as the date of birth.
Child Employment
Factories Act (1948),Amendment(1954), Sec.22(2) No woman or young person shall be allowed to clean, lubricate or adjust any
part of a prime mover or of any transmission machinery while the prime mover
or transmission machinery is in motion, or to clean, lubricate or adjust any part
of any machine if the cleaning, lubrication or adjustment thereof would expose
the woman or young person to risk of injury from any moving part either of that
machine or of any person of any adjacent machinery.
Child Labour (Prohibition and Regulation) Act (1986), No child shall be employed or permitted to work in any of the occupations set
Sec.3 forth in Part A of the Schedule or any workshop wherein processes set forth in
Part B of the Schedule are carried on:
According to Child Labour (Prohibition and Regulation) Amendment
Act, 2016 (1) No child shall be employed or permitted to work in any

India
Child Labor
Child Employment
occupation or
process.
Explanatory Note: According to new amendment in 2016, a child is completely
prohibited from working Part A
(8) Automobile workshops or garages; (11)
Handloom and powerloom industries; (12) Mines
(underground and underwater) and collieries; (13) Plastic units
and fibreglass workshops.
Part B
(2) Carpet-weaving including preparatory and incidental process thereof;
(4) Cloth printing, dyeing and weaving including processes preparatory and
incidental thereto;
(8) Soap manufacture;
(9) Tanning;
(10) Wool-cleaning;
(14) Manufacturing processes using toxic metals and substances such a lead,
mercury, manganese, chromium, cadmium, benzene, pesticides and
asbestos;
(15) Hazardous processes and dangerous operations;
(16) Printing; (22)
Cotton ginning and processing and production of hosiery goods; (23) Gem
cutting and polishing; (27) Jute textile
manufacturing and coir making; (37) Manufacturing of
sports goods involving exposure to synthetic materials, chemicals and leather;
(46) Skinning, dyeing and processes of manufacturing of leather and leather
products; (55) Diamond
cutting and polishing; (58) Processes
involving exposure to excessive heat and cold; (61) Beverage industry;
(64) Warehousing.
Factories Act (1948), Sec.67 No child who has not completed his fourteenth year shall be required or
allowed to work in any factory.
Explanatory Note: This section enacts an absolute prohibition of employment
of a child in any factory.
Factories Act (1948), Sec.27 No woman or child shall be employed in any part of a factory for pressing
cotton in which a cotton-opener is at work : Provided that if the feed-end of a
cotton-opener is in a room separated from the delivery end by a partition
extending to the roof or to such height as the Inspector may in any particular
case specify in writing, women and children may be employed on the side of
the partition where the feed-end is situated
Payment of Wages Act (1936), Sec.8(5) No fine shall be imposed on any employed person who is under the age of
fifteen years.

Bihar Shops & Establishment Act (1953), Sec.13 No child who has not completed the age of twelve shall be required or allowed
to work in any establishment to which this Act applies
Child Labour (Prohibition and Regulation) Amendment (2) Nothing in sub-section (1) shall apply where the child,—

India
Child Labor
Child Employment
Act,(2016), section 3(2) (a) helps his family or family enterprise, which is other than any hazardous
occupations or processes set forth in the Schedule, after his school hours or
during vacations;
(b) works as an artist in an audio-visual entertainment industry, including
advertisement, films, television serials or any such other entertainment or
sports
activities except the circus, subject to such conditions and safety measures,
as
may be prescribed:
Provided that no such work under this clause shall effect the school
education of the child.
Explanatory Note: Explanation ADDED
.—For the purposes of this section, the expression,
(a) ‘‘family’’ in relation to a child, means his mother, father, brother,
sister and father’s sister and brother and mother’s sister and brother;
(b) ‘‘family enterprise’’ means any work, profession, manufacture or
business which is performed by the members of the family with the
engagement of other persons;
(c) ‘‘artist’’ means a child who performs or practices any work as a
hobby or profession directly involving him as an actor, singer, sports
person or in such other activity as may be prescribed relating to the
entertainment or sports activities falling under clause (b) of sub-section
(2)
Legal Youth Employment

Youth Apprentices/Training
Apprenticeship Act (1961) Amendment(1974), Sec.4(3) Every contract of apprenticeship may contain such terms and conditions as
may be agreed to by the parties to the contract: PROVIDED that no such
term or condition shall be inconsistent with any provision of this Act or any rule
made thereunder.
“(a) is not less than fourteen years of age, and for designated trades related to
Apprentices (Amendment) Act, 2014, Section 3(a) hazardous industries, not less than eighteen years of age;
Apprenticeship Act (1961) Amendment(1974),Sec. 4(1) No person shall be engaged as an apprentice to undergo apprenticeship
training in a designated trade unless such person or, if he is minor, his
guardian has entered into a contract of apprenticeship with the employer.
Apprenticeship Act (1961) Amendment(1974), Sec.10 (1) (1) A trade apprentice who is under going practical training in an
and (3) establishment shall, during the period of practical training, be given a course
of related instruction (which shall be appropriate to the trade) approved by the
Central Government in consultation with the Central Apprenticeship Council,
with a view to giving the trade apprentice such theoretical knowledge as he
needs in order to become fully qualified as a skilled craftsman.
(3) Any time spent by a trade apprentice in attending classes on related

instruction shall be treated as part of his paid period of work.
Apprenticeship Act (1961) Amendment(1974),Sec. 4(2) The apprenticeship training shall be deemed to have commenced on the date

India

Apprenticeship Act (1961) Amendment(1974),Sec. 4(2)
on which the contract of apprenticeship has been entered into under
sub-section (1).
Explanatory Note: Total period of training for Apprentices under the
Apprentices Act, 1961 shall be two years.
Apprenticeship Act (1961) Amendment(1974),Sec.4(5) The Apprenticeship Adviser shall not register a contract of apprenticeship
unless he is satisfied that the person described as an apprentice in the
contract is qualified under this Act for being engaged as an apprentice to
undergo apprenticeship training in the designated trade specified in the
contract.
Apprentices (Amendment) Act, 2014 “(4) Every contract of apprenticeship entered into under sub-section (1) shall
be sent by the employer within thirty days to the Apprenticeship Adviser
until a portal-site is developed by the Central Government, and thereafter the
details of contract of apprenticeship shall be entered on the portal-site within
seven days, for verification and registration.
(4A) In the case of objection in the contract of apprenticeship, the
Apprenticeship Adviser shall convey the objection to the employer within
fifteen
days from the date of its receipt.
(4B) The Apprenticeship Adviser shall register the contract of apprenticeship
within thirty days from the date of its receipt.”;
Apprenticeship Act (1961), Sec.10 by Act 36 of 2007, S.4 ‘’(2) Related instruction shall be imparted at the cost of employer and the
(w.e.f. 1-2-2008).sub-section(2) employer shall when so required, afford all facilities for imparting such
instruction’’.
All India Council for Technical Education [National 4.1 A person registered under this NEEM Regulation is called a Trainee under
Employability Enhancement Mission (NEEM)] NEEM.
Regulations, 2017 Article 4 4.2 A person seeking training under NEEM shall be at least 16 years of age
and not more than 40 years of age as on the date of registration.
4.3 A person seeking training under NEEM may either be pursuing his or her
Post Graduation/
graduation/ Diploma in any technical or non-technical stream or may have
discontinued studies
after Class 10th
.
4.4 Satisfies standards of physical fitness as prescribed by NEEM Facilitator.
All India Council for Technical Education [National 6.2 NEEM training shall be for a minimum of 3 months and a maximum of 36
Employability Enhancement Mission (NEEM)] months and the
Regulations, 2017 Article 6 trainings must be NSQF compliant.
Explanatory Note: Period of Training
All India Council for Technical Education [National 8.1 Automobile and Auto component
Employability Enhancement Mission (NEEM)] 8.2 Chemicals and Pharmaceuticals
Regulations, 2017 Article 8 8.3 Electronics and Hardware
8.4 Textiles and Garments
8.5 Leather and Leather Goods
8.6 Gem and Jewellery
8.7 Building and Construction

India

8.8 Food Processing
8.9 Handlooms and Handicrafts
8.10 Real Estate, Building, Hardware and Home furnishings
8.11 ITS or Software Services
8.12 ITeS BPO Services
8.13 Tourism Hospitality and Travel Trade
8.14 Transportation, Logistics/Warehousing and Packaging
8.15 Organized Retail
8.16 Media, Entertainment, Broadcasting, Content Creation & Animation
8.17 Healthcare Services
8.18 Banking/Insurance & Finance
8.19 Education /Skill Development Services
8.20 FMCG, Consumer Durables Goods
8.21 Telecom & Telecom Infrastructure
8.22 Multi-Skill Manufacturing
8.23 Any Other
Explanatory Note: Designated Trade and Industries for the purpose of
Training under Neem
All India Council for Technical Education [National 9.1 Each NEEM trainee shall be provided comprehensive training in the trade
Employability Enhancement Mission (NEEM)] by deployment in
Regulations, 2017 Article 9
All India Council for Technical Education [National 16.2 NEEM Facilitator shall file online monthly report in the format as
Employability Enhancement Mission (NEEM)] prescribed by AICTE from
Regulations, 2017 Article 16 time to time.
16.3 NEEM Facilitator shall upload the NEEM trainee data on the AICTE web
portal in the available formats thereon.
16.4 NEEM Facilitator will comply with any additional norms/condition as
notified by AICTE from time to time.
All India Council for Technical Education [National The Registration is valid for three years from the date of issue of letter of
Employability Enhancement Mission (NEEM)] Registration. The
Regulations, 2017 Article 18 performance of the NEEM Facilitator will be reviewed every three years or at
any time during the three year period as may be decided by the Council by the
duly constituted committee for the purpose of extension of Registration or
otherwise. This Clause would operate retrospective to all Facilitators.
Wage for Apprenticeship
All India Council for Technical Education [National 15.1 NEEM Facilitator shall pay all enrolled NEEM trainees a
Employability Enhancement Mission (NEEM)] remuneration/stipend which shall be at par with the prescribed minimum
Regulations, 2017 Article 15 wages for unskilled category.
15.2 Remuneration/ Stipend shall be paid as a single consolidated amount
and such payment will not attract any statutory deductions or payments
applicable to regular employees i.e. PF/ESI etc., since the NEEM contract
assures training and does not constitute employment.
Apprenticeship Act (1961) Amendment(1974), Sec.13(1 The employer shall pay to every apprentice during the period of
apprenticeship training such stipend at a rate not less than as may be
specified in the contract of apprenticeship and the stipend so specified shall
be paid at such intervals and subject to such conditions as may be prescribed.
Explanatory Note: As amended
(1) The employer shall pay to every apprentices during the period of
apprenticeship training such stipend at a rate not less than the
77[prescribed minimum, rate, or the rate which was being paid by the

India

Wage for Apprenticeship
employer on 1st January, 1970 to the category of apprentices under
whichsuch apprentice falls, whichever is higher] as may be specified in the
contract of apprenticeship and the stipend so specified shall be paid at such
intervals and subject to such conditions as may be prescribed.
Working Hours for Young Persons
Factories Act (1948), Amendment(1987),Sec. 71(1-2) (1) No child shall be employed or permitted to work, in any factory-
(a) for more than four and a half hours in any day;
(b) during the night.
(2) The period of work of all children employed in a factory shall be limited to
two shifts which shall not overlap or spread over more than five hours each;
[...]
Explanatory Note: For the purpose of this sub-section, "night" shall mean a
period of at least twelve consecutive hours which shall include the interval
between 10 P.M and 6 A.M
Factories Act (1948), Sec.68(1) (1). A child who has completed his fourteenth year or an adolescent shall not
be required or allowed to work in any factory unless-
(a) a certificate of fitness granted with reference to him under section 69 is
in the custody of the manager of the factory, and
(b) such child or adolescent carries while he is at work a token giving a
reference to such certificate.
Child Labour (Prohibition and Regulation) Act (1986), Sec. The period of work on each day shall be so fixed that no period shall exceed
7(2) three hours and that no child shall work for more than three hours before he
has had an interval for rest for at least one hour.
Apprenticeship Act (1961), Sec.15(2) No apprentice shall be required or allowed to work overtime except with the
approval of the Apprenticeship Adviser who shall not grant such approval
unless he is satisfied that such overtime is in the interest of the training of the
apprentice or in the public interest.
Factories Act (1948), Amendment(1987),Sec.71(5) No female child shall be required or allowed to work in any factory except
between 8 A.M. and 7 P.M.
Factories Act (1948), Sec.74 No child shall be employed in any factory otherwise than in accordance with
the notice of periods of work for children displayed in the factory and the
entries made beforehand against his name in the register of child workers of
the factory.
Child Labour (Prohibition and Regulation) Act (1986), The period of work of a child shall be so arranged that inclusive of his interval
Sec.7(3) for rest, under sub-section (2), it shall not be spread over more than six hours,
including the time spent in waiting for work on any day.
Explanatory Note: Work hours of a child worker shall not spread over more
than six hours including the rest intervals.

India

Working Hours for Young Persons
Child Labour (Prohibition and Regulation) Act (1986), No child shall be required or permitted to work in any establishment in excess
Sec.7(1) of such number of hours as may be prescribed for such establishment or class
of establishments.
Child Labour (Prohibition and Regulation) Act (1986), "Child" means a person who has not completed his fourteenth year of age.
Sec.2(ii)
Child Labour (Prohibition and Regulation) Act (1986), Sec. No child shall be permitted or required to work between 7p.m. and 8a.m.
7(4)
Explanatory Note: "Child" means a person who has not completed his
fourteenth year of age.
Apprenticeship Rules (1992) Rule 12(2) No trade apprentice shall be engaged on such training between the hours of
10.00 p.m. to 6.00 a.m. except with the prior approval of the Apprenticeship
Adviser who shall give his approval if he is satisfied that it is in the interest of
the training of the trade apprentice or in public interest.
Child Labour (Prohibition and Regulation) Act (1986), Every child employed in an establishment shall be allowed in each week, a
Sec.8 holiday of one whole day, which day shall be specified by the occupier in a
notice permanently exhibited in a conspicuous place in the establishment and
the day so specified shall not be altered by the occupier more than once in
three months.

Bihar Shops & Establishment Act (1953), Sec.15 (1)Notwithstanding anything contained in this Act-
(a)no child or young person shall to allowed to work as an employee in any
establishment to which this Act applies for more than -
(i)five hours in any day and thirty hours in any week in the case of a child
(ii)seven hours in any day and forty two hours in any week in the case of a
young person
(b)No child or young person shall be required or allowed to work in such
establishment for more than four hours continuously in any day unless he has
an interval for rest and meals of at least one hour

Bihar Shops & Establishment Act (1953), Sec.14 No child, young person or woman shall be required or allowed to work
whether as an employee or otherwise in any establishment to which the Act
applies before 7A.M or after 10 P.M

Bihar Minimum Wages Rules (1951) Rule 24(1) The number of hours which shall constitute a normal day shall be-

India

Working HoursWages
Bihar Minimum for Young
RulesPersons
(1951) Rule 24(1)
(a) In case of an adult- 9 hours;
(b) In case of a child- 4 hours;
(c) In case of an adolescent- 6 hours.
Minimum Wage (Central) Rules (1950), No child shall be employed or permitted to work for more than 4-1/2 hours on
Amendment(1954),Rule 24(4A) any day.
All India Council for Technical Education [National 11.1 Weekly and daily hours of work of a trainee while he /she undergoes
Employability Enhancement Mission (NEEM)] training shall be as
Regulations, 2017 Article 11 prescribed by the policy of the Employer/Company/Industry, where the trainee
will be placed
for the training.
11.2 No trainee shall be required or allowed to be posted in the training
beyond designated work hours, except with the approval of the designated
supervisory authority.
11.3 A Trainee shall be entitled to such leave as may be prescribed and to
such holidays as are observed in the establishment where he is undergoing
training.
Medical Examinations
Factories Act (1948), Sec. 69(2) The certifying surgeon, after examination, may grant to such young person, in
the prescribed form, or may renew,-
(a) a certificate of fitness to work in a factory as a child, if he is satisfied that
the young person has completed his fourteenth year, that he has attained the
prescribed physical standards and that he is fit for such work;
(b) a certificate of fitness to work in a factory as an adult, if he is satisfied that
the young person has completed his fifteenth year, and is fit for a full day's
work in a factory : Provided that unless the certifying surgeon has a personal
knowledge of the place where the young person proposes to work and of the
manufacturing process in which he will be employed, he shall not grant or
renew a certificate under this sub-section until he has examined such place.
Factories Act (1948), Sec.69(3) A certificate of fitness granted or renewed under sub-section (2),-
(a) shall be valid only for a period of twelve months from the date thereof;
(b) may be made subject to conditions in regard to the nature of the work in
which the young person may be employed, or requiring re-examination of the
young person before the expiry of the period of twelve months.
All India Council for Technical Education [National NEEM Facilitator shall comply with the necessary provisions and the
Employability Enhancement Mission (NEEM)] applicable Acts, to ensure
Regulations, 2017 Article 10 welfare, safety and health aspects of the trainees while they undergo training.
All India Council for Technical Education [National If personal injury is caused to a NEEM trainee, by incident/accident arising out
Employability Enhancement Mission (NEEM)] of and in the
Regulations, 2017 Article 12 course of his training as a NEEM trainee, NEEM Facilitator shall be liable to
pay compensation
which shall be determined and paid, so far as may be, in accordance with the
provisions of the
Workman Compensation Act, 1923 as amended from time to time

India

Medical Examinations
Discrimination & Harassment

Discrimination
Constitution of India (1950), Art. 15 (1) The State shall not discriminate against any citizen on grounds only of
religion, race, caste, sex, place of birth or any of them.
Equal Remuneration Act (1976), Amendment (1987),Sec. On and from the commencement of this Act, no employer shall, while making
5 recruitment for the same work or work of a similar nature, or in any condition
of service subsequent to recruitment such as promotions, training or transfer,
make any discrimination against women except where the employment of
women in such work is prohibited or restricted by or under any law for the time
being in force.
Equal Pay for Equal Work
Equal Remuneration Rules (1976),Amendment(!983), Every employer shall maintain up to date a register in relation to the workers
Rule 6 Form D employed by him in Form 'D' at the place where workers are employed.
FORM D [includes:]
Name of the Establishment with full address
Total number of workers employed
Total number of men workers employed
Total number of women workers employed
Rate of remuneration paid.
Equal Remuneration Act (1976), Amendment No employer shall pay to any worker, employed by him in an establishment or
(1987),Sec.4(1) employment, remuneration, whether payable in cash or in kind, at rates less
favorable than those at which remuneration is paid by him to workers of the
opposite sex in such establishment or employment for performing the same
work or work of a similar nature.
Sexual Harassment
Constitution of India, Article 141 The law declared by the Supreme Court shall be
binding on all courts within the territory of India.
Explanatory Note: Any law declared by the Supreme Court is considered to be
the law of the land under Article 141 of the Indian Constitution. In the
landmark case of Vishaka Vs. State of Rajasthan, the Supreme Court directs
all employers to ensure the following: (1)
Inclusion of clauses prohibiting acts of sexual harassment and provision of
effective mechanism to deal with any grievances in the standing order under
the Industrial Employment Standing Order Act, 1946 (2) Post circulars
regarding and train on sexual harassment, which should include the definition
of sexual harassment, information on creating an appropriate working
environment (purpose is to educate employees on this matter) (3) Establish
grievance procedures for sexual harassment. (4) Provisions for disciplinary
action for persons who engage in misconduct related to sexual harassment.
Sexual Harassment of Women at Worplace(Prevention, Definition- Employee..."employee" means a person employed at a workplace
Prohibition andRedressal)Act, (2013), Art(2)(f) & 2(g) for any work on a regular, temporary, ad hoc or daily wage basis, either
directly or through an agent, including a comtractor with or, without the
knowledge of the principal employer, whether for remuneration or not, or
working on a voluntary basis or otherwise, whether the terms of employment
are express or implied and includes a co-worker, a contract worker,

India

Sexual Harassment
probationer, trainee, apprentice, or called by any other such name
2(g) Employer means (i) in relation to any department, organization,
undertaking, establishment enterprise, institution, office, branch orunit of the
appropriate Government or the local authority, the head of that Department,
organization, undertaking , establishment enterprise, institution,office, branch
or such other officer as the case may be, may by an order specify.
ii) Any workplace not covered under clause I any person responsible for the
management, supervisor, and control of the workplace
Explanatory Note: Mangement Includes person or Board or Committee
responsible for formulation and administration of policies of such organisation
Sexual Harassment of Women at Worplace(Prevention, 3 (1) No woman shall be subjected to sexual harassmnet at any workplace
Prohibition and Redressal)Act,(2013), Art(3)(1)
Sexual Harassment of Women at Worplace(Prevention, The following circumstances among other circumstances, if it occurs or is
Prohibition and Redressal)Act, (2013) Art(3)(2) persent in relation to or is connected with any act or behaviour of sexual
harassment may amount to sexual harassment:-
(i) implied or explicit promise of preferential treatment in her employment: or
(ii) implied or explicit threat of detremental treatment in her employment: or
(iii) implied or explicit threat about her present or future employment status; or
(iv) interference with her work or creating an intimidating or offensive or hostile
work environment for her; or (v) humiliating
treatment likely to affect her health or saftey
Sexual Harassment of Women at Worplace(Prevention, Every employer of a workplace shall, by an order in writing, constitute a
Prohibition and Redressal)Act, (2013) Art(4)(1) Committee to be known as the "Internal Compliants Committee"
Explanatory Note: (2) Thc.lnternal Committee shall consist of the following
members to be nominated by the employer. namely: ·-·
(a) a Presiding ·officer· who ·shall be a woman employed at a senior level at
workplace from amongst the employees:
Provided that in case a senior level woman employee is not available, the
Presidi ng Officer shall be nominated from other offices or administrative units
of the workplace referred to in sub-section(/):
Provided further that in case the other offices or administrative units of the
workplace do not have a senior level woman employee, the Presid ing
Officer shall be noninatcd from any other workplace of the same employer or
other department or organisation;
(bl not less than two Members from amongst employees preferably committed
to the cause of women or who have had experience in social work or have
legal knowledge;
(c) one member from amongst non-governmental organisations or
associations committed to the cause of women or a person familiar with the
issues re lating to sexual harassment:
Provided that at least one-half of the total Memhcrs so nominated shall be
women.
"Sexual Harassment of Women a t Workplace Where the lntermtl Committee or the Iocal Cmmittee, as the case may be,
(Prevention, Prohibition and Redressal) Act, 2013, Section arrives
13(3)(i): at the conclusion that the allegation against the respondent has been proved,
it shall
recommend to the emrloyer or the District Officer, as the case may be---
(i) to take action for sexual harassment as a misconduct in accordance with
the
provisions of the service rules applicable to the respondent or where no such
service
ru les have been made, in such manner as may be prescribed;

India

Sexual Harassment
Sexual Harassment of Women a t Workplace (Prevention, Every employer shall (i) treat sexual
Prohibition and Redressal) Act, 2013), Section 19(i) harassment as a misconduct under the service rules and initiate action for
such misconduct;
Explanatory Note: Addded
Other
Industrial Disputes Act (1947), Amendment (2010), Sec. (l) Every industrial establishment employing twenty or more workmen shall
9C(1-4) have one or more Grievance Redressal Committee for the resolution of
disputes arising out of individual grievances.
(2) The Grievance Redressal Committee shall consist of equal number of
members from the employer and the workmen.
(3) The chairperson of the Grievance Redressal Committee shall be selected
from the employer and from among the workmen alternatively on rotation
basis every year.
(4) The total number of members of the Grievance Redressal Committee shall
not exceed more than six:
Provided that there shall be, as far as practicable, one woman member if the
Grievance Redressal Committee has two members and in case the number of
members are more than two, the number of women members may be
increased proportionately.
Forced Labor
Forced Labor
Indian Penal Code (1860), Sec. 374 Whoever unlawfully compels any person to labour against the will of that
person, shall be punished with imprisonment of either description for a term
which may extend to one year, or with fine, or with both.
Constitution of India (1950), Art. 23 (1) Traffic in human beings and beggar and other similar forms of forced labour
are prohibited and any contravention of this provision shall be an offence
punishable in accordance with law.
Bonded Labor System (Abolition) Act (1976) [Act 19 of After the commencement of this Act, no person shall-
1976 as amenede by Act 73 of 1985] Sec.4(2) (a) make any advance under, or in pursuance of, the bonded labour
system, or
(b) compel any person to render any bonded labour or other form of forced
labour.
Bonded Labor System (Abolition) Act (1976), [Act 19 of On the commencement of this Act, the bonded labourer system shall stand
1976 as amenede by Act 73 of 1985]Sec.4(1) abolished and every bonded labourer, shall, on such commencement, stand
freed and discharged from any obligation to render any bonded labour.
The Inter-State Migrant Workmen (Regulation of It shall be the duty of every contractor and every principal employer to ensure
Employment and Conditions of Service) Act (1979), Sec. that any loan given by such contractor or principal employer to any inter-State

India
Forced Labor
Forced Labor
19 migrant workman does not remain outstanding after the completion of the
period of employment of such workman under the said contractor or, as the
case may be, in the establishment of such principal employer and accordingly
every obligation of an inter-
State migrant workman to re-pay and debt obtained by him during the period
of his employment from the contractor or the principal employer and remaining
unsatisfied before the completion of such period shall, on such completion, be
deemed to have been extinguished and not suit or other proceeding shall lie in
any Court or before, any authority for the recovery of such debt or any part
thereof.
Other
Constitution of India (1950), Art.19(1)(g) All citizens shall have the right to practise any profession, or to carry on any
occupation, trade or business.
Explanatory Note: This right includes the freedom to leave employment to join
another employment of the worker's choice.
Freedom of Associations and Collective Bargaining

Freedom of Association
Industrial Disputes Act (1947), Section 3 (1) In the case of any industrial establishment in which one hundred or more
workmen are employed or have been employed on any day in the preceding
twelve months, the appropriate Government may by general or special order
require the employer to constitute in the prescribed manner a Works
Committee consisting of representatives of employers and workmen engaged
in the establishment so however that the number of representatives of
workmen on the Committee shall not be less than the number of
representatives of the employer. The representatives of the workmen shall be
chosen in the prescribed manner from among the workmen engaged in the
establishment and in consultation with their trade union, if any, registered
under the Indian Trade Unions Act, 1926 (16 of 1926).
(2) It shall be the duty of the Works Committee to promote measures for
securing and preserving amity and good relations between the employer and
workmen and, to that end, to comment upon matters of their common interest
or concern and endeavour to compose any material difference of opinion in
respect of such matters.
Constitution of India (1950) Amendment (2012),)Art. 19 All citizens shall have the right to form associations or unions or co-operative
societies.
Trade Unions Act (1926), Sec. 2 (h) Trade Union means any combination, whether temporary or permanent,
formed primarily for the purpose of regulating the relations between workmen
and employers or between workmen and workmen, or between employers
and employers, or for imposing restrictive conditions on the conduct of any
trade or business and includes any federation of two or more trade unions:
Provided that it shall not affect- (i) any agreement between
partners as to their own business; (ii) any
agreement between an employer and those employed by himas to such
employment; or (iii) any agreement in consideration of the sale of
ggodwill of a business or of instruction in any profession, trade or handicraft

India
Operational Safety
Canteen Safety
Bihar Contract Labour (Regulation and abolition) Rules (1) In every establishment to which the Act applies and wherein
(1972), Rule 42 work-regarding the employment of contract labour is likely to continue for six
months and wherein contract labour numbering one hundred or more are
ordinarily employed an adequate canteen facilities shall be provided by the
contractor for the use of such contract labour within sixty days of the date of
coming into force of the rules in the case of the existing establishments and
within 60 days of the commencement of the employment of contract labour in
the case of new establishments. (2) If the
contractor fails to provide the canteen facilities within the time laid down the
same shall be provided- by the principal employer within sixty days of the
expiry of the time allowed to the contractor.
(3) The canteen shall be maintained by the contractor or principal employer as
the case may be in an efficient manner
Factories Act (1948),Amendment(1950), Sec.46(1) The State Government may make rules requiring that in any specified factory
wherein more than two hundred and fifty workers are ordinarily employed , a
canteen or canteens shall be provided and maintained by the occupier for the
use of the workers.
Factories Act (1948), Sec. 47(1) In every factory wherein more than one hundred and fifty workers are
ordinarily employed, adequate and suitable shelters or rest rooms and a
suitable lunch room, with provision for drinking water, where workers can eat
meals brought by them, shall be provided and maintained for the use of the
workers:
Provided that any canteen maintained in accordance with the provisions of
section 46 shall be regarded as part of the requirements of this sub-section:
Provided further that where a lunchroom exists no worker shall eat any food in
the workroom.
Factories Act (1948), Amendment(1950),Sec.46(1) The State Government may make rule requiring that in any factory wherein
more than two hundred and fifty workers are ordinarily employed a canteen or
canteens shall be provided and maintained by the occupier for the use of the
workers

Bihar Contract Labour (Regulation and abolition) Rules (1) The dining hall shall accommodate at a time at least 30 percent of the
(1972), Rule 44 contract labor working at a time.
(2) The floor area of the dining hall, excluding the area occupied by the
service counter and any furniture except tables and chairs, shall be not less
than one square metre per diner to be accommodated as prescribed in
sub-Rule (1).
(3) (i) A portion of the dining hall and service counter shall be partitioned off
and reserved for women workers in proportion to their number.
(ii) Washing places for women shall be separated and screened to secure
privacy.
(4) Sufficient tables, tools, chairs or benches shall be available for the number
of diners to be accommodated as prescribed in sub-Rule (1).

India
Operational Safety
Canteen Safety
Bihar Factories Rules (1950), Rule 66(1) The State Government may by a notification in the Official Gazette specify the
names of the factories in which more than two hundred and fifty workers are
ordinarily employed. Within six months of such notification the occupiers of the
said factories shall provide an adequate canteen in or near the factory
according to the standards prescribed in these rules.

Bihar Factories Rules (1950), Rule 66(3-7) (3) The canteen building shall be situated not less than fifty feet from any
latrine, urinal, boiler house, coal stocks, ash dumps and any other source of
dust, smoke or obnoxious fumes: Provided that the Chief Inspector may in any
particular factory relax the provisions of this sub-rule to such extent as may be
reasonable in the circumstances and may require measures to be adopted to
secure the essential purpose of this sub-rule.
(4) The Canteen building shall be constructed in accordance with the plans
approved by the Chief Inspector and shall accommodate at least a dining hall,
kitchen, store room, pantry (a clock room for the staff) and washing places
separately for the workers and for utensils.
(5) In a canteen the floor and inside walls up to a height of 4 feet from the floor
shall be made of smooth and impervious material; the remaining portion of the
inside walls shall be made smooth by cement plaster or in any other manner
approved by the Chief Inspector.
(6) The doors and windows of a canteen building shall be flyproof construction
and shall allow adequate ventilation.
(7) The Canteen shall be sufficiently lighted at all times when any persons
have access to it.

Bihar Factories Rules (1950), Rule 68 (1) There shall be provided and maintained sufficient utensils, crockery,
cutlery, furniture and any other equipment necessary for the efficient running
of the canteen. Suitable clean cloths for the
employees serving in the canteen shall also be provided and maintained.
(2) The furniture, utensils and other equipments shall be maintained in a clean
and hygienic condition. A service counter, if provided, shall have top smooth
and impervious materials. Suitable facilities including an adequate supply of
hot water shall be provided for the cleaning of utensils and equipments.

Bihar Contract Labour (Regulation and abolition) Rules ( 1) The canteen shall consist of atleast a dining hall, kitchen store room,
(1972), Rule 43 pantry and washing places separately for workers and for utensils. (2)(i)The
canteen shall be sufficient lighted at all times when any person has access to
it. (ii) The floor shall be made of smooth and impervious material and inside
shall be lime washed or color-washed at least once in each year: Provided
that the inside Walls of the kitchen shall be lime- washed every four months.
(3)(i) The precincts of the canteen shall be maintained in a clean and sanitary
condition. (ii) Waste water shall be carried away in suitable covered drains
and shall not be allowed to accumulate so as to cause a nuisance. . (iii)
Suitable arrangements shall be made for the collection and disposal of
garbage
Explanatory Note: (1) & 2(ii) DELETE

Bihar Contract Labour (Regulation and abolition) Rules (1)(i) There shall be provided and maintained sufficient utensils, crockery,
(1972), Rule 45 cutlery, furniture and any other equipment necessary for the efficient running

India
Operational Safety
Canteen Safety
of the canteen. (ii) The furniture, utensils and other equipment shall be
maintained in a clean and hygienic condition. (2)(i) Suitable clean clothes for
the employees serving in the canteen shall also be provided and maintained.
(ii) A service counter, lf provided, shall have a top of smooth and impervious
materials. (iii) Suitable facilities including an adequate supply of hot water /
shall be provided for the cleaning of utensils and equipment.
Contract Labour (Regulation and Abolition) Central Rules (1) In every establishment to which the Act applies and wherein
(1971), Rule 42 work-regarding the employment of contract labour is likely to continue for six
months and wherein contract labour numbering one hundred or more are
ordinarily employed an adequate canteen facilities shall be provided by the
contractor for the use of such contract labour within sixty days of the date of
coming into force of the rules in the case of the existing establishments and
within 60 days of the commencement of the employment of contract labour in
the case of new establishments.
(2) If the contractor fails to provide the canteen facilities within the time laid
down the same shall be provided- by the principal employer within sixty days
of the expiry of the time allowed to the contractor.
(3) The canteen shall be maintained by the contractor or principal employer as

the case may be in an efficient manner.
Contract Labour (Regulation and Abolition) Central Rules (1) The canteen shall consist of at least a dining hall, kitchen storeroom,
(1971), Rule 43 pantry and washing places separately for workers and for utensils.
(2)(i)The canteen shall be sufficient lighted at all times when any person has
access to it.
(ii) The floor shall be made of smooth and impervious material and inside shall
be lime washed or color-washed at least once in each year: Provided that the
inside Walls of the kitchen shall be lime- washed every four months.
(3)(i) The precincts of the canteen shall be maintained in a clean and sanitary
condition.
(ii) Waste water shall be carried away in suitable covered drains and shall not
be allowed to accumulate so as to cause a nuisance.
(iii) Suitable arrangements shall be made for the collection and disposal of
garbage.
Explanatory Note: (1), 2(ii): DELETE
Contract Labour (Regulation and Abolition) Central Rules (1) The dining hall shall accommodate at a time at least 30 per cent of the
(1971), Rule 44(1), (3) & (4) contract labour working at a time.
(3) (i) A portion of the dining hall and service counter shall be , partitioned and
reserved for women workers in proportion to their number.
(ii) Washing place for women shall be separate and screened to secure
privacy.
(4) Sufficient tables, stools, chairs or benches shall be available for the
number of diners, to be accommodated as prescribed in sub-rule (1).
Rajasthan Factories Rules (1951), Rule76(d) (d) Every room shall be adequately furnished with chairs or benches with back
rests.
Rooms as per Rule 76 shall be Shelter rooms, Rest rooms and Lunch Room

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Operational Safety
Day Care Safety
Factories Act (1948), Amendment(1976)Sec.48(1) In every factory wherein more than thirty women workers are ordinarily
employed there shall be provided and maintained a suitable room or rooms for
the use of children under the age of six years of such women.
Factories Act (1948), Sec.48(2) Such rooms shall provide adequate accommodation, shall be adequately
lighted and ventilated, shall be maintained in a clean and sanitary condition
and shall be under the charge of women trained in the care of children and
infants.
Factories Act (1948),Amended(1976), Sec. 48(1) In every factory wherein more than thirty women workers are ordinarily
employed there shall be provided and maintained a suitable room or rooms for
the use of children under the age of six years of such women.
Explanatory Note:
Contract Labour (Regulation and Abolition) Central Rules A Creche should be located within 50 metres of every establishment where 20
(1971) Amendment (1972), Construction & Maintenance or more women are ordinarily employed as contract labour. While the Creche
of Crèches, Rule 1 should be conveniently accessible to the mothers of the children
accommodated therein, it should not be situated in close proximity to
establishment where obnoxious fumes, dust or odours are given off or in
which excessively noisy processes are carried on
Contract Labour (Regulation and Abolition) Central Rules (i) Cool and wholesome drinking water should be available for the children
(1971),Amendment (1972),Construction & Maintenance of and the staff of the Creche. Children below 2 years of age should be fed with
Crèches, Rule 4 atleast 1/2 pint of milk per child per day. Children above 2 years of age should
be given wholesome refreshments.
(ii) Convenient and suitable arrangements should be made for the working
mothers to feed their children below 2 years of age during the intervals.
(iii) There shall be a kitchen attached to the Creche with utensils and other
facilities for boiling milk and preparing refreshments, etc.
(iv) The children as well as the staff of the Creche should be provided with
suitable uniforms for wear at the Creche.
(v) There should be a suitable bathroom adjoining the Creche for the washing
of the children and for changing their clothes. Wash-basins or similar vessels
should also be provided at the rate of one for every four children. There
should be arrangements for supply of water at the rate of 6 gallons per child
per day. Adequate supply of clean towels and soap should be available at the
Creche.
(vi) Adjoining the bathroom there shall be a latrine for the exclusive use of the
children in the Creche. The number of seats in the latrine shall be at the rate
of one for every 15 children. Separate latrines should be maintained for the
use of mothers and Creche staff at a distance of not less than 50 ft from the
Creche.

Bihar Factories Rules (1950), Rule 73(2) The crèche shall be conveniently accessible to the mothers of the children
accommodated therein and so far as is reasonably practicable it shall not be
situated in close proximity to any part of the factory where obnoxious fumes,

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Day Care Safety
dust or odors are given off or in which excessively noisy processes are carried
on.
Contract Labour (Regulation and Abolition) Central Rules (i) The Creche should have first-aid equipment kept in proper condition.
(1971) Amendment (1972),Construction & Maintenance of
Crèches, Rule 8 (ii) Every child should be medically examined before admission. There should
be medical check-up of the children once a month and their weight recorded
once a month.
(iii) A record of the periodical medical check-up and weighment should be

entered in the record of medical examination of each child kept at the Creche.
Employee Safety Training
Factories Act (1948), Amendment(1987),Sec.38(2) Effective measures shall be taken to ensure that in every factory all the
workers are familiar with the means of escape in case of fire and have been
adequately trained in the routine to be followed in such cases.
Factories Act (1948),Amendment(1987), Sec.23(1) No young person shall be required or allowed to work at any machine to which
this section applies, unless he has been fully instructed as to the dangers
arising in connection with the machine and the precautions to be observed
and
(a) has received sufficient training in work at the machine, or
(b) is under adequate supervision by a person who has a thorough knowledge
and experience of the machine.

Bihar Factories Rules (1950), Rule 62A(9) (d) (d) Fire fighting drills and practices shall be arranged in every factory
periodically when the workers and staff employed for fire fighting shall be
trained and their training refreshed in connection with the operation of fire
fighting and escape in case of fire:
Provided that fire fighting drills and practices of fire crews shall be held at
least once in every week and shall closely approximate to actual conditions of
fire fighting including use of equipment.

Bihar Factories Rules (1950), Rule 62A (9) (a) In every factory sufficient number of persons shall be trained in the use of fire
fighting equipment and appliances and there shall be at least two such trained
persons in every shift and in every department or building of the factory.
Equipment/Mechanical Safety
Factories Act (1948),Amendment(1954), Sec. 22(2) No woman or young person shall be allowed to clean, lubricate or adjust any
part of a prime mover or of any transmission machinery while the prime mover
or transmission machinery is in motion, or to clean, lubricate or adjust any part
of any machine if the cleaning, lubrication or adjustment thereof would expose
the woman or young person to risk of injury from any moving part either of that
machine or of any person of any adjacent machinery.
Factories Act (1948), Amendment(1987), Sec.7A(1-2) (1) Every occupier shall ensure, so far is reasonably practicable, the health,

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Operational Safety
Factories Act (1948), Amendment(1987), Sec.7A(1-2)
safety and welfare of all workers while they are at work in the factory.
(2) Without prejudice to the generality of the provisions of sub-section (1), the
matters to which such duty extends, shall include:
(a) The provision and maintenance of plant and systems of work in the factory
that are safe and without risks to health;
(b) the arrangements in the factory for ensuring safety and absence of risks to
health in connection with the use, handling, storage and transport of articles
and substances.
(c) the provisions of such information, instruction, training and supervision as
are necessary to ensure the health and safety of all workers at work;
(d) the maintenance of all places of work in the factory in a condition that is
safe and without risks to health and the provision and maintenance of such
means of access to, and egress from, such places as are safe without such
risks;
(e) the provision, maintenance or monitoring of such working environment in
the factory for the workers that is safe, without risks to health and adequate as
regards facilities and arrangements for their welfare at work.
Factories Act (1948), Sec.21(1)(iv)(c) Unless they are in such position or of such construction as to be safe to every
person employed in the factory as they would be if they were securely fenced,
the following, namely, (c) every dangerous part of any other machinery; shall
be securely fenced by safeguards of substantial construction which [shall be
constantly maintained and kept in position while the parts of machinery they
are fencing are in motion or in use.
Indian Boilers Act (1923) as amended by Indian Boilers Save as otherwise expressly provided in this Act, no owner of a boiler shall
(Amendment) Act (2007), Amendment(2010),Sec.6 use the boiler or permit it to be used-
(a)unless it has been registered in accordance with the provisions of this Act;
(b)in the case of any boiler which has been transferred from one State to
another, until the transfer has been reported in the prescribed manner;
(c)unless a certificate or provisional order authorising the use of the boiler is

for the time being in force under this Act;
(d)at a pressure higher than the maximum pressure recorded in such

certificate or provisional order;
(e)where the Central Government has made rules requiring that boilers shall
be in charge of persons holding 1[certificates of proficiency or competency],
unless the boiler is in charge of a person holding the certificate required by
such rules:
Provided that any boiler registered, or any boiler certified or licensed, under
any Act hereby repealed shall be deemed to have been registered or certified,
as the case may be, under this Act.
Explanatory Note: "Boiler" means a pressure vessel in which steam is
generated for use external to itself by application of heat which is wholly or
partly under pressure when steam is shut off but does not include a pressure
vessel,-
(i) with capacity less than 25 litres (such capacity being measured from the
feed check valve to the main steam stop valve);
(ii) with less than one kilogram per centimetre square design gauge pressure
and working gauge pressure; or
(iii) in which water is heated below one hundred degrees centi-grade
Factories Act (1948), Amendment(1976),Sec.32(a) In every factory,

all floors, steps, stairs, passages and gangways shall be of sound
construction and properly maintained and shall be kept free from obstructions
and substances likely to cause persons to slip, and where it is necessary to

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Operational Safety
ensure safety, steps, stairs, passages, and gangways shall be provided with
substantial handrails
Factories Act (1948),Amendment(1987), Sec. 31(1), (2) (1) If in any factory, any plant or machinery or any part thereof is operated at a
pressure above atmospheric pressure, effective measures shall be taken to
ensure that the safe working pressure of such plant or machinery or part is not
exceeded.
(2) The State Government may make rules providing for the examination and
testing of any plant or machinery such as is referred to in sub-section (1) and
prescribing such other safety measures in relation thereto as may in its
opinion be necessary in any factory or class or description of factories.

Bihar Factories Rules (1950), Rule 57(1)(d) Every plant or machinery used in a factory, and operated at a pressure
greater than atmospheric pressure, shall be thoroughly examined by a
competent person-
(i) Externally, once in the period of six months (…);
(ii) Internally, once in the period of twelve months (…);
(iii) Hydraulically tested at intervals of not more than four years (…)
Explanatory Note: If however, by reason of the construction of the pressure
vessel or plant, a thorough internal examination is not possible, this
examination may be replaced by a hydraulic test which shall be carried out
once in every period two years: Provided that for a pressure vessel or plant in
continuous process which cannot be frequently opened, the period of internal
examination may be extended to four years: Provided further that in the case
of pressure vessel or plant with thin walls such as sizing cylinder made of
copper or any other non-ferrous metal periodic hydrostatic test may be
dispensed with if the requirements laid down in sub-rule(5) are complied with.
Factories Act (1948), Sec.24(2) In every factory suitable devices for cutting off power in emergencies from
running machinery shall be provided and maintained in every workroom:
Provided that in respect of factories in operation before the commencement of
this Act, the provisions of this sub-section shall apply only to workrooms in
which electricity is used as power.
Factories Act (1948), Sec.26(1) In all machinery driven by power and installed in any factory after the
commencement of this Act [1948] -
(a) every set screw, bolt or key on any revolving shaft, spindle, wheel or pinion
shall be so sunk, encased or otherwise effectively guarded as to prevent
danger;
(b) all spur, worm and other toothed or friction gearing which does not require
frequent adjustment while in motion shall be completely encased, unless it is
so situated as to be as safe as it would be if it were completely encased.
Factories Act (1948), Sec.28(1) In every factory -

(a) every hoist and lift shall be -
(i) of good mechanical construction, sound material and adequate strength;
(ii) properly maintained, and shall be thoroughly examined by a competent
person at least once in every period of six months, and a register shall be kept
containing the prescribed particulars of every such examination;
(b) every hoistway and liftway shall be sufficiently protected by an enclosure
fitted gates, and the hoist or lift and every such enclosure shall be so
constructed as to prevent any person or thing from being trapped between
any part of the hoist or lift and nay fixed structure or moving part;
(c) the maximum safe working load shall be plainly marked on every hoist or
lift , and no load greater than such load shall be carried thereon;
(d) the cage of every hoist or lift used for carrying persons shall be fitted with a

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Operational Safety
gate on each side from which access is afforded to a landing;
(e) every gate referred to in clause (b) or (d) shall be fitted with interlocking or
other efficient device to secure that the gate cannot be opened except when
the cage is at the landing and that the cage cannot be moved unless the gate
is closed.
Factories Act (1948), Sec.28(1)(a) (a)- In every factory every hoist shall be:-
(i) of good mechanical construction sound material and adequate strength;
(ii) properly maintained, and shall be thoroughly examined by a competent

person at least once in every period of six months, and a register shall be kept
containing the prescribed particulars of every such examination.
Explanatory Note:

Bihar Factories Rules (1950), Rule 55A (1) No building wall, chimney, bridge tunnel, drain road, gallery, passage
walkway or gang way, ladder, stair case, ramp floor, platform, staging,
scaffolding, or any other structure of bricks, masonary, cement, concrete,
steel or any other material, whether of a permanent or temporary character,
shall be constructed, situated, maintained, or allowed to remain or be used, in
a factory, and no machine, plant, equipment, including electric lines, wiring,
fitting and apparatus (apparatus as defined in clause (c) of Rule 2 of the
Indian Electricity Rules, 1956 made under the Indian Electricity Act, 1910)
shall be constructed, provided, situated, maintained or allowed to be used or
operated in a factory, in such manner as may, or is likely to cause any
accident or any bodily injury.
(2) No process or work shall be carried on in any factory and no person shall
be allowed to work on any process or any machinery, plant or equipment or in
any part of a factory or in any other work in such manner as may, or is likely to
cause any accident, or any bodily injury.
(3) No materials, articles and equipments shall be kept, stacked or stored in
such manner as may, or is likely to, cause any accident or any bodily injury
Indian Boilers (Amendment) Act (2007), (1) Any person who proposes to undertake any welding work connected with
Amendment(2010),Art. 4B or related to a boiler, or a boiler component or both shall apply to a Competent
Authority for issue of a Welders certificate.
(2) On receipt of an application under sub-section (1), the Competent

Authority shall follow such procedure for examination and grant of Welders
certificate as may be prescribed by regulations.
(3) The Competent Authority may, if satisfied that the person applying for
Welders certificate under sub-section (2) has complied with the conditions
precedent for issue of the Welders certificate, issue such certificate, to such
person subject to the payment of such fee and such other conditions as may
be prescribed by regulations:
Provided that the Competent Authority shall not refuse Welders certificate to
any person unless such person is given an opportunity of being heard.
Indian Boilers (Amendment) Act (2007), (1) Every manufacturer, before commencing manufacture of a boiler or boiler
Amendment(2010), Art. 4D component, shall engage an Inspecting Authority for carrying out inspection at
such stages of manufacture as may be prescribed by regulations.
Indian Boilers (Amendment) Act (2007), (1) The owner who proposes to register a boiler under section 7, shall engage
Amendment(2010), Art. 4E on Inspecting Authority for carrying out inspection at the stage of erection of

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Operational Safety
the boiler.
(2) The Inspecting Authority shall follow such procedure for inspection and
certification of a boiler or boiler component, or both as may be prescribed by
regulations and after inspection if it is-
(a) satisfied that the erection of the boiler is in accordance with the
regulations, it shall issue a certificate of inspection in such form as may be
prescribed by regulations; or
(b) of the opinion that the boiler has not been erected in accordance with the
regulations, it may for reasons to be recorded in writing, refuse to grant the
certificate and shall communicate such refusal to the manufacturer of the
boiler or boiler component forthwith:
Provided that no such certificate shall be refused unless the Inspecting
Authority had directed the owner in writing to carry out such modifications or
rectifications as it deems necessary and the Inspecting Authority is of the
opinion that in spite of such direction the owner did not carry out the direction.
(3) The Inspecting Authority may, for the purposes of inspection under this
section, charge such fee as may be prescribed by regulations.
Indian Boilers (Amendment) Act (2007), No person shall repair or cause to be repaired any boiler or boiler component
Amendment(2010),Art. 4F or both, unless-
(a) he has provided in the premises or precincts, where in such boiler or boiler
component or both are being used, such facilities for repairs as may be
prescribed by regulations;
(b) the design and drawings of the boiler or boiler component, as the case
may be, and the materials, mountings and fittings used in the repair of such
boiler or boiler component conform to the regulations;
(c) persons engaged in welding, holds a Welders certificate issued by a
Competent Authority;
(d) every user who does not have the in-house facilities for repair of boiler or
boiler component shall engage a Boiler Repairer possessing a Boiler Repairer
certificate for repair of a boiler or boiler component or both, as the case may
be;
(e) every user shall engage a Competent Person for approval of repairs to be
carried out in-house or by the repairers.
Indian Boilers (Amendment) Act (2007), Art. 6 Welders certificate - .In section 5 of the principal Act, after sub-section (4), the
following sub-section shall be inserted, namely:-
"(4A) No person shall be appointed as the Chief Inspector, Deputy Chief
Inspector or Inspector unless he possesses such qualifications and
experience as may be prescribed by the Central Government.
Noise Levels
The Noise Pollution (Regulation and Control) Rules (2000) Ambient Air Quality Standards in respect of Noise
Amenment(2010) Area Code Category of Area/Zone Limits in dB(A) Leq *
Day Time NightTime
(A) Industrial area 75 70
(B) Commercial area 65 55
(C) Residential area 55 45
(D) Silence Zone 50 40
Note
1. Day time shall mean from 6.00 a.m. to 10.00 p.m.
2. Night time shall mean from 10.00 p.m. to 6.00 a.m.
3. Silence zone is defined as an area comprising not less than 100 metres
around hospitals, educational institutions and courts. The silence zones are
zones which are declared as such by the competent authority.
4. Mixed categories of areas may be declared as one of the four above
mentioned categories by the competent authority.

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Operational Safety
Noise Levels
*dB(A) Leq denotes the time weighted average of the level of sound in
decibels on scale A which is relatable to human hearing.
A "decibel" is a unit in which noise is measured.
"A", in dB(A) Leq, denotes the frequency weighting in the measurement of
noise and corresponds to frequency response characteristics of the human
ear.
Leq : It is an energy mean of the noise level, over a specified period.
Personnel
Factories Act (1948), Amendment(1976),Sec.40B(1) In every factory:-

(i) wherein one thousand or more workers are ordinarily employed, or
(ii) wherein, in the opinion of the State Government, any manufacturing
process or operation is carried on, which process or operation involves any
risk of bodily injury, poisoning or disease, or any other hazard to health, to the
persons employed in the factory,
The occupier shall, if so required by the State Government by notification in
the Official Gazette, employ such number of safety Officers as may be
specified in that notification.
Factories Act (1948), Sec.41C(b) Every occupier of a factory involving any hazardous process shall-
(b) appoint persons who possess qualifications and experience in handling
hazardous substances and are competent to supervise such handling within
the factory and to provide at the working place all the necessary facilities for
protecting the workers in the manner prescribed.
Factories Act (1948), Sec.41G(1) The occupier shall, in every factory where a hazardous process takes place,
or where hazardous substances are used or handled, set up a Safety
Committee consisting of equal number of representatives of workers and
management to promote cooperation between the workers and the
management in maintaining proper safety and health at work and to review
periodically the measures taken in that behalf.

Bihar Factories Rules (1950), Rule 64(F) Without prejudice to the generality of the provision of sub-section (3) of
Section 45, every first-aid box or cupboard shall be kept under the charge of a
person who is trained in first-aid treatment and has a certificate of proficiency
in the said treatment granted by any of the following authorities or persons,
namely:-
(a) St. John's Ambulance Association;
(b) Civil Surgeon;
(c) Certifying Surgeon appointed under sub-section (1) of Section 10 of the
Act;
(d) Medical Officer-in-charge of the Ambulance Room of the factory in which
the said person is for the time being employed; or
(e) Medical Inspector of Factories, appointed under Section 8 of the Act:
Provided that the Chief Inspector may, by an order in writing authorise any
other registered Medical Practitioner to grant the said certificate in respect of
persons employed in any particular factory:
Provided further that the Chief Inspector may, at any time, withdraw and
revoke the said order
Factories Act (1948), Sec.49(1) In every factory wherein five hundred or more workers are ordinarily employed
the occupier shall employ in the factory such number of welfare officers as
may be prescribed.

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Personnel
Factories Act (1948), Amendment(1976),Sec.45(3) Each first-aid box or cupboard shall be kept in the charge of a separate
responsible person who holds a certificate in first-aid treatment recognised by
the State Government and who shall always be readily available during the
working hours of the factory.
Explanatory Note:

Bihar Contract Labour (Regulation and abolition) Rules A person incharge of the first-aid-box shall be a person trained first in
(1972), Rule 62 treatment, in establishments where the number of contract labour employed is
150 or more.
Contract Labour (Regulation and Abolition) Central Rules A person in charge of the first-aid-box shall be a person trained in first aid
(1971), Rule 62 treatment, in establishments where the number of contract labour employed is
150 or more.
PPE
Factories Act (1948), Amendment(1950),Sec. 35 In respect of any such manufacturing process carried on in any factory as may
be prescribed, being a process which involves-
(a) risk of injury to the eyes from particles or fragments thrown off in the
course of the process, or
(b) risk to the eyes by reason of exposure to excessive light, the State
Government may by rules require that effective screens or suitable goggles
shall be provided for the protection of persons employed on, or in the
immediately vicinity of, the process.
Factories Act (1948), Amendment(1987), Sec.32(c) In every factory,

When any person has to work at a height from where he is likely to fall,
provision shall be made, so far as is reasonably practicable, by fencing or
otherwise, to ensure the safety of the person so working.

Bihar Factories Rules (1950), Rule 59 Effective screens or suitable goggles shall be provided for the protection of
persons employed in or in the vicinity of the processes specified in the
Schedule annexed hereto being processes which involve risk of injury to the
eyes from particulars or fragments thrown in the course of the process and
also by the reason of exposure to light.
Safety Records
Factories Act (1948), Sec. 41C(a) Every occupier of a factory involving any hazardous process shall-
(a) maintain accurate and up-to-date health records or, as the case may be,
medical records, of the workers in the factory who are exposed to any
chemical, toxic or any other harmful substances which are manufactured,
stored, handled or transported and such records shall be accessible to the
workers subject to such conditions as may be prescribed

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Safety Records
Factories Act (1948), Amendment(1987) ,Sec.7A(3) Except in such cases as prescribed, every occupier shall prepare, and as
often as may be appropriate, revise a general statement of his general policy
with respect to the health and safety of the workers at and the organization
and arrangements for the time being in force for carrying out that policy, and
to bring the statement and any revision thereof to the notice of all workers in
such manner as may be prescribed.
Factories Act (1948), Amendment(1976),Sec.88(1) Where in any factory an accident occurs which causes death, or which
causes any bodily injury by reason of which the person injured is prevented
from working for a period of forty-eight hours or more immediately following
the accident, or which is of such nature as may be prescribed in this behalf,
the manager of the factory shall send notice thereof to such authorities, and in
such form and within such time, as may be prescribed.

Bihar Factories Rules (1950), Rule 104 In every factory a register of accidents shall be maintained in Form no.26 in
which complete details as required to be furnished in the said form, in respect
of every accident, as specified in Section 88 of the Act and in the Schedule
attached to Rule 96, which may occur in the factory shall be clearly and legibly
entered within twelve hours of the occurence of the accident: Provided that
the information required to be furnished in column 6 of Form 23 may be
entered within twelve hours of the return of the injured work to his duties; and
Provided further that in case of an accident as specified in Sub-Clause [c] of
Clause (i) of the Schedule attached to Rule 96, the details of the accident may
be entered in the register within 12 hours of the time when the fact that the
injury was likely to prevent the injured person from working for not less than
48 hours comes to the notice of the manager or of the person under whom the
said person is employed.

Bihar Factories Rules (1950), Rule 62A(10) (10) Records in respect of periodical drills, inspection of fire-fighting
equipments and appliances and water supply, replacement of charges in fire
extinguisher, etc. shall be maintained in a bound register and shall be
produced for inspection whenever demanded by any Inspector.
First Aid
Factories Act (1948), Amendment(1954),Sec.45(1) There shall in every factory be provided and maintained so as to be readily
accessible during all working hours first-aid boxes or cupboards, equipped
with the prescribed contents, and the number of such boxes or cupboards to
be provided and maintained shall not be less than one for every one hundred
and fifty workers ordinarily employed at any one time in the factory.
Explanatory Note:
Factories Act (1948), Amendment(1954), Sec.45(2) Nothing except the prescribed contents shall be kept in a first-aid box or
cupboard.

Bihar Contract Labour (Regulation and abolition) Rules In every establishment coming within the scope of the Act there shall be
(1972), Rule 58 provided and maintained so as to be readily accessible during all work hours
first aid boxes at the rate of not less than one box for 150 contract labour or
part thereof ordinarily employed

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Operational Safety
First Aid
Factories Act (1948), Amendment(1976),Sec.45(4) In every factory wherein more than five hundred workers are ordinarily
employed, there shall be provided and maintained an ambulance room of the
prescribed size, containing the prescribed equipment and in the charge of
such medical and nursing staff as may be prescribed and those facilities shall
always be made readily available during the working hours of the factory.

Bihar Factories Rules (1950), Rule 64 The first-aid boxes or cupboards shall be distinctively marked with red cross
on white background and shall contain the following equipment namely:-
(A) For factories in which the number of persons employed does not exceed
ten or in case of factories in which mechanical power is not used does not
exceed fifty persons - each first-aid box or cupboard shall contain the
following equipment:
(i) Six small size sterilized dressings;
(ii) Three medium size sterilized dressings;
(iii) Three large size sterilized dressings;
(iv) Three large size sterilized burn dressings;
(v) One (60ml) bottle of cetrimide solution (1%) or a suitable antiseptic
solution;
(vi) One (60ml) bottle of mercurochrome solution (2%) in water;
(vii) One (30ml) bottle containing salvolatile having the dose and mode of
administration indicated on the label;
(viii) A snake bite lancet;
(ix) One (30ml) bottle containing Potassium permanganate crystals;
(x) One pair scissors;
(xi) One roll of adhesive plaster (2cms X 1 meter);
(xii) Six pieces of sterilized eye pads in separate sealed box;
(xiii) A bottle containing 100 tablets (each of 5 grains) of aspiring or any other
analgesic;
(xiv) Polythene wash bottle (1/2 litre, i.e., 500 c.c) for washing eyes;
(xv) One copy of first-aid leaflet issued by the Chief Inspector of Factories,
Bihar; and
(xvi) A foolscap size bound register for maintaining the record of first aid
cases.
(B) For factories in which mechanical power is used and in which the number
of persons employed exceeds ten but does not exceed fifty - each first-aid box
or cupboard shall contain the following equipment:
(i) Twelve small size sterilized dressings;

(ii) Six medium size sterilized dressings;
(iii) Six large size sterilized dressings;
(iv) Six large size sterilized burn dressings;
(v) Six (15gm) packets of sterilized cotton wool;
(vi) One (120ml) bottle of cetrimide solution (1%) or a suitable antiseptic
solution;
(vii) One (120ml) bottle of mercuchrome solution (2%) in water;
(viii) One (60ml) bottle containing salvolatile having the dose and mode of
administration indicate on the label.
(ix) A snake bite lancet;
(x) One (30ml) bottle containing Potassium permanganate crystals;
(xi) One pair scissors;
(xii) Two roll of adhesive plaster (2cms X 1 meter);
(xiii) Eight pieces of sterilized eye pads in separate sealed box;
(xiv) One tourniquet;
(xv) One dozen safety pins;
(xvi) A bottle containing 100tablets (each of 5 grains) of asprin or any other
analgesic.
(xvii) One polythene wash bottle (1/2 litre i.e., 500 c.c. ) for washing eyes;

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Operational Safety
First Aid
(xviii) One copy of first-aid leaflet issued by the Chief Inspector of Factories,
Bihar;
(xix) A foolscap size bound register for maintaining the record of first aid
cases.
(C) For factories employing more than fifty persons each first-aid box or
cupboard shall contain the following equipment:
(i) Twenty-four small size sterilized dressings;
(ii) Twelve medium size sterilized dressings;
(iii) Twelve large size sterilized dressings;
(iv) Twelve large size sterilized burn dressings;
(v) Twelve (15 gm) packets of sterilized cotton wool;
(vi) One (200) bottle of cetrimide solution (1%) or a suitable antiseptic
solution;
(vii) One (200 ml) bottle of mercurochrome solution (2%) in water;
(viii) One (120 ml) bottle of salvolatile having the dose and mode of
administration indicated on the label;
(ix) One pair of scissors;
(x) One roll of adhesive plaster (6 cm x 1 m);
(xi) Two rolls of adhesive plaster (2 cm x 1 m);
(xii) Twelve pieces of sterilized eye pads in separate sealed packets;
(xiii) A bottle containing 100 tablets (each of 5 grains) of asprin or any other
analgesic;
(xiv) One polythene wash bottle (500 c.c. ) for washing eyes;
(xv) Twelve roller bandages 10 cms. wide;
(xvi) Twelve roller bandages 5 cms. wide;
(xvii) Six triangular bandages;
(xviii) One Tourniquet;
(xix) A supply of suitable splints;
(xx) Two packets of safety pins;
(xxi) Kidney tray;
(xxii) A snake bite lancet;
(xxiii) One (30ml) bottle containing Potassium permanganate crystals;
(xxiv) One copy of first-aid leaflet issued by the Chief Inspector of Factories,
Bihar;
(xxv) A foolscap size bound register for maintaining the record of first aid
cases:
Provided that items (xiv) to (xxi) inclusive need not be included in the standard
first aid box or cupboard:-
(a) where there is a properly equipped ambulance room; or
(b) if at least one box containing such items and placed and maintained in
accordance with the requirements of Section 45 is separately provided.

Bihar Factories Rules (1950), Rule 64A In every factory, wherein the maximum number of workers (taking all the shifts
and relays into account) employed on any one day in the preceding twelve
months is 50 or more, the following equipments and articles prescribed in
Rule 64, shall be provided and maintained in such a manner and condition
and at such a place, as to be readily available at any moment for removing
workers injured in any accident or who may be sick to an ambulance room,
dispensary or a hospital namely:-
Stretchers - 2
Blankets - 2
Provided that this rule shall not apply to the factories to which Rule 65 is
applicable.

Bihar Factories Rules (1950), Rule 65 (1) The ambulance room or dispensary shall be in charge of a qualified
medical practitioner assisted by at least one qualified nurse and such
subordinate staff as the Chief Inspector may direct.

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Operational Safety
First Aid
(2) The ambulance room or dispensary shall be separate from the rest of the
factory and shall be used only for the purpose of first-aid treatment and rest. It
shall have a floor area of at least 24 sq. meters and smooth, hard and
impervious walls and floors, shall be adequately ventilated and lighted-by both
natural and artificial means. An adequate supply of wholesome drinking water
shall be laid on and the room shall contain at least -
(i) A glazed sink with hot and cold water always available.
(ii) A table with a smooth top at least 180 cms X 105
(iii) Means for sterilizing instruments.
(iv) A couch.
(v) Two stretchers.
(vi) Two buckets or containers with close fitting lids.
(vii) Two rubber hot water bags.
(viii) A kettle and spirit stove or other suitable means of boiling water.
(ix) Twelve plain wooden splints 900 mm X 100 mm X 6 mm.
(x) Twelve plain wooden splints 350 mm X 75 mm X 6mm.
(xi) Six plain wooden splints 250 mm X 50 mm X 12 mm.
(xii) Six woolen blankets.
(xiii) Three pairs artery forceps.
(xiv) One bottle of spiritus Ammoniac Armatics (120ml).
(xv) Smelling salts (60gms).
(xvi) Two medium size sponges.
(xvii) Six hand towel.
(xviii) Four kidney trays.
(xix) Four cakes of toilet, preferably antiseptic soap.
(xx) Two glass tumblers and wine glasses.
(xxi) Two clinical thermometers.
(xxii) Tea spoons - two.
(xxiii) Graduated (120ml) measuring glasses - two.
(xxiv) Minimum measuring glass - two.
(xxv) One wash bottle (100 c.c.) for washing eyes.
(xxvi) One bottle (one litre) carbolic lotion 1 in 20.
(xxvii) Three chairs.
(xxviii) One screen.
(xxix) One electric hand torch.
(xxx) Four first aid boxes or cupboards stocked to the standards prescribed
under C of R. 64. (xxxi) An adequate supply of anti-titenus toxoid.
(xxxii) Injection Morphia, Pethidine, Atrophine, Adrenaline, Coramine,
Novacam - 6 eacg.
(xxxiii) Commane liquid (60ml).
(xxxiv) Tablets anti-instaminic, anti-spasmodic (25 each).
(xxxv) Syringes with needle 2 c.c., 5 c.c., 10 c.c. and 50 c.c.
(xxxvi) Surgical scissors.
(xxxvii) Needle holder.
(xxxviii) Sturing needles and materials.
(xxxix) Dissecting forceps - three.
(xl) Dressing forceps - three.
(xli) Scalpels - three.
(xlii) Stethoscope - one.
(xliii) Rubber bandage pressure bandage.
(xliv) Oxygen cylinder with necessary attachments.
(3) In every factory to which these rules apply an ambulance van shall be
provided and maintained in a perfect working condition and shall always be
made available during working hours of the factory, for the purposes of
removing serious cases of accidents or sickness:
Provided that where arrangements have been made for obtaining such
ambulance van from any neighboring hospital that the Chief Inspector is
satisfied that the ambulance van will always be available for removing cases
of accidents or sickness, he may by an order in writing, and subject to such
conditions as he may specify exempt the factory from maintaining such a van:
Provided further that the Chief Inspector, if he is satisfied that on account of
the proximity of a hospital or Dispensary, the financial position of the Factory,

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Operational Safety
First Aid
the employment or frequency of accidents or any other reasonable cases, it is
not necessary or practicable to provide an ambulance van in any factory, and
if he is satisfied and that the alternative arrangements for quick transfer of any
injured person to the nearest Hospital or Dispensary are available during all
working hours of the factory, may by an order in writing, relax the sub-rule in
respect of that factory to such extent, subject to such conditions and for such
period as may be specified in the said Order.
(4) There shall be displayed in the ambulance room or dispensary a notice

giving the name, address and telephone number of the Medical
Officer-in-charge and the hours during which he is on duty at the time in the
ambulance room. The name of the nearest hospital and its telephone number
shall also be mentioned prominently in the said notice.
(5) A record of all cases of accidents and sickness treated at the room shall
be kept and produced to the Inspector or Certifying Surgeon when required.

Bihar Contract Labour (Regulation and abolition) Rules Nothing except the prescribed contents shall be kept in the first-aid box.
(1972), Rule 60

Bihar Contract Labour (Regulation and abolition) Rules The first-aid-box shall be kept In charge of a separate responsible person who
(1972), Rule 61 shall always be readily available during the working hours of the
establishment.

Bihar Contract Labour (Regulation and abolition) Rules (1) The first-aid box shall be distinctively marked with a red cross on a white
(1972), Rule 59 ground and shall contain the following equipments, namely:
A. For establishments in which the number of contract labour
employed does not exceed fifty:
Each first-aid box shall contain the following equipments:
(i) 6 small sterilized dressings.
(ii) 3 medium size sterilized dressings. (iii) 3 large size sterilized dressings. (iv)
3 large sterilized burn dressings. (v) 1; (30 ml.) bottle containing a two per
cent alcoholic solution of iodine.
(vi) 1 (30 mI.) bottle containing salvolatile having the dose and mode of
administration indicated on the label.
(vii) a snake-bite lancet. (viii) 1 (30 ms.) bottle of potassium permanganate
crystals.
(ix) 1 pair of scissors.
(x) One copy of the first-aid leaflet issued by the Director General, Factory
Advice Service and Labour Institute, Government of India.
(xi) A bottle containing 100 tablets (each of 5 grains) of aspirin. (xii) Ointment
for burns. (xiii) A bottle of suitable surgical anti-septic solution.
B For establishments in which the number of contract labour exceeds fifty.
Each first-aid box shall contain the following equipment
(i) 6 medium size sterilized dressings.
(iii) 6 large size sterilized dressings
(iv) 6 large size sterilized burn dressings.
(v) 6 (15 gms.) packets sterilized cotton wool.
(vi) 1 (60 ml.) bottle containing a two per cent alcoholic solution of iodine
(vii) 1 (60 ml.) bottle containing salvolatile having the dose and mode of
(viii) 1 role of adhesive plaster.

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Operational Safety
First Aid
(ix) A snake-bite lancet. :
(x) 1 (30 gms.) bottle of potassium permaganate crystals.
(xi) One pair of scissors.
(xii) A copy of the first-aid leaflet issued by the Director General, Factory
Advise Service and Labour Institutes, Government of India.
(xiii) A bottle containing 100 tablets (each of 5 grains) of aspirin.
(xiv) Ointment for burns.
(xv) A bottle of a suitable surgical anti-septic solution.
(2) Adequate arrangement shall be made for immediate recoupment of the
equipment when necessary.
Contract Labour (Regulation and Abolition) Act (1970), There shall be provided and maintained by the contractor so as to be readily
Sec.19 accessible during all working hours a first-aid box equipped with the
prescribed contents at every place where contract labour is employed by him.
Contract Labour (Regulation and Abolition) Central Rules In every establishment coming within the scope of the Act there shall be
(1971), Rule 58 provided and maintained so as to be readily accessible during all work hours
first aid boxes at the rate of not less than one box for 150 contract labour or
part thereof ordinarily employed.
Contract Labour (Regulation and Abolition) Central Rules (l) The first-aid box shall be distinctively marked with a red cross on a white
(1971), Rule 59 background and shall contain the following equipment, namely:
A. For establishments in which the number of contract labour employed does

not exceed fifty. Each first-aid box shall contain the following equipment:
(ii) 3 medium size sterilized dressings.
(iii) 3 large size sterilized dressings.
(iv) 3 large sterilized burn dressings
(v) 1 (30ml) bottle containing a two per cent alcoholic solution of iodine.
(vi) 1 (30ml.) bottle containing salvolatile having the dose and mode of
(vii) 1 snake-bite lancet.
(viii) 1 (30gm.) bottle of potassium permanganate crystals.
(ix) 1 pair scissors.
(x) 1 copy of the first aid-leaflet issued by the Director General, Factory Advice
Service and Labour Institute, Government of India.
(xi) A bottle containing 100 tablets (each of5 grains) of aspirin.
(xii) Ointment for burns.
(xiii) A bottle of suitable surgical anti-septic solution.
B. For establishments in which the number of contract labour exceeds fifty-

Each first-aid box shall contain the following equipment:
(i) 12 small sterilized dressings
(ii) 6 medium size sterilized dressings
(iii) 6 large size sterilized dressings
(iv) 6 large size sterilized burn dressings
(v) 6 (15gms.) packets sterilized cotton wool
(vi) 1 (60ml.) bottle containing two per cent alcoholic solution of iodine
(vii) 1 (60ml.) bottle containing slavolatils having the dose and mode of
administration indicated on the label
(viii) 1 roll of adhesive plaster
(ix) A snake-bite lancet
(x) 1 pair scissors:
(xi) 1 copy of the first-aid leaflet issued by the Director General, Factory
Advice Service and Labour Institute. Government of India:

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Operational Safety
First Aid
(xii) A bottle containing 100 tablets (each of 5 grains) of aspirin:
(xiii) Ointment for burns:
(xiv) A bottle of a suitable surgical anti-septic solution.
(2) Adequate arrangement shall be made for immediate recoupment of the

equipment when necessary.
Contract Labour (Regulation and Abolition) Central Rules Nothing except the prescribed contents shall be kept in the First-aid-box.
(1971), Rule 60
Contract Labour (Regulation and Abolition) Central Rules The first-aid-box shall be kept in charge of a separate responsible person who
(1971), Rule 61 shall always be readily available during the working hours of the
establishment.
General Workplace Conditions

Break Room
Bihar Contract Labour (Regulation and abolition) Rules (1) In every place wherein contract labour is required to halt at night in
(1972), Rule 41(1-3) connection with the working of the establishment to which the Act applies and
in which employment of contract labour it likely to continue for 3 months or
more the contractor shall provide and maintain rest rooms or other suitable
alternative accommodation within fifteen days of the coming into force of the
rules in the case of existing establishments and within fifteen days of the
commencement of the employment of contract labour in new establishments.
(2)If the amenity referred to in sub-rule (1) is not provided by the contractor
within the period prescribed the principal employer shall provide the same
within a period fifteen days of the expiry of the period laid down in the said
sub-rule. (3)Separate rooms shall be provided for women employees.
Factories Act (1948), Sec. 19(1)(b-c) In every factory -

(b) separate enclosed accommodation [restrooms] shall be provided for male
and female workers (c) such accommodation shall be adequately lighted and
ventilated

Bihar Contract Labour (Regulation and abolition) Rules The rest-room or rooms or other suitable alternative accommodation shall be
(1972), Rule 41 (6) so constructed so as to afford adequate protection against heat, wind, rain
and shall have smooth, hard and impervious surface.
Contract Labour (Regulation and Abolition) Act (1970), (1) In every place wherein contract labour is required to halt at night in
Sec.17 connection with the working of an establishment
(a) to which the Act applies, and
(b) in which work requiring employment of contract labour is likely to continue
for such period as may be prescribed,
there shall be provided and maintained by the contractor for the use of the

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Break Room
contract labour such number of rest rooms or such other suitable alternative
accommodation within such time as may be prescribed.
(2) The rest rooms or the alternative accommodation to be provided under

sub-section (1) shall be sufficiently lighted and ventilated and shall be
maintained in a clean and comfortable condition.
Contract Labour (Regulation and Abolition) Central Rules (1) In every place wherein contract labour is required to halt at night in
(1971), Rule 41(1-2) connection with the working of the establishment to which the Act applies and
in which employment of contract labour it likely to continue for 3 months or
more the contractor shall provide and maintain rest rooms or other suitable
alternative accommodation within fifteen days of the coming into force of the
rules in the case of existing establishments and within fifteen days of the
commencement of the employment of contract labour in new establishments.
(2) If the amenity referred to in sub-rule (1) is not provided by the contractor
within the period prescribed the principal employer shall provide the same
within a period fifteen days of the expiry of the period laid down in the said
sub-rule.
Lighting
Factories Act (1948), Sec.17(1) In every part of a factory where workers are working or passing there shall be
provided and maintained sufficient and suitable lighting, natural or artificial, or
both.
Factories Act (1948), Sec.17(2) In every factory all glazed windows and skylights used for the lighting of the
workroom shall be kept clean on both the inner and outer surfaces and so far
as compliance with the provisions of any rules made under sub-section (3) of
section 13 will allow, free from obstruction.
Factories Act (1948), Sec.17(3) In every factory effective provision shall, so far as is practicable, be made for
the prevention of -
(a) glare, either directly from a source of light or by reflection from a smooth or
polished surface;
(b) the formation of shadows to such an extent as to cause eye-strain or the
risk of accident to any worker.

Bihar Factories Rules (1950), Rule 31 Without any prejudice to the provisions of Rules 32 to 35, adequate and
suitable lighting whether natural or artificial, shall be provided and maintained
in every part of factory including yards and open spaces where any person
may be employed or may have to pass through:
Provided that if in opinion of an Inspector, lighting of a better standard or of a

better or different quality may direct the manager or the occupier by an order
in writing, to take such measures as he may consider necessary, and the
direction so given shall be carried out within the time specified in the order if
any.
Sanitation

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Sanitation
Factories Act (1948), Sec.20(1) In every factory there shall be provided a sufficient number of spittoons in
convenient places and they shall be maintained in a clean and hygienic
condition.
Factories Act (1948), Sec. 11(1) Every factory shall be kept clean and free from effluvia arising from any drain,
privy or other nuisance, and in particular-
(a) accumulation of dirt and refuse shall be removed daily by sweeping or by
any other effective method from the floors and benches of workrooms and
from staircases and passages, and disposed of in a suitable manner;
(b) the floor of every workroom shall be cleaned at least once in every week
by washing, using disinfectant, where necessary, or by some other effective
method;
(c) where a floor is liable to become wet in the course of any manufacturing
process to such extent as is capable of being drained, effective means of
drainage shall be provided and maintained;
(d) all inside walls and partitions, all ceilings or tops of rooms and all walls,
sides and tops of passages and staircases shall- (i) where they are [painted
otherwise than with washable water-paint] or varnished, be repainted or
re-varnished at least once in every period of five years […]
(e) the dates on which the processes required by clause (d) are carried out
shall be entered in the prescribed register.
Fruit Products Order (1955), Sec. 7 Every manufacturer shall manufacture fruit products in conformity with the
sanitary requirements and the appropriate standard of quality and composition
specified in the Second Schedule to this order.
Fruit Products Order (1955), Second schedule Part 1A (2) 2. Windows, doors and other openings suited to screening shall be flyproof.
under Sec 7 The doors should have springs so that they may close automatically. The
ceiling or roof shall be of permanent nature. The floor should be cemented,
tiled or laid in stone.
Fruit Products Order (1955), Second schedule Part 1A The workers working in processing and preparation shall be provided with
(14) under Sec. 7 proper aprons and headwears which shall be clean. The management shall
see that all workers are neat, clean and tidy.
Fruit Products Order (1955), Second schedule Part 1A 4. The premises shall be located in a sanitary place and free from filthy
(4-6) under Sec 7 surroundings.
5. All yards, out-houses, stores and all approaches of the premises shall be
kept clean and sanitary.
6. The authorised premises shall be so constructed or maintained as to permit
hygienic production and all operations in connection with preparing or packing
of products shall be carried out carefully under strict sanitary conditions laid
down in the Factories Act, 1934, as amended and modified from time to
time.The premises shall not be used as to communicate directly with the
residential premises.
Second schedule Part 1A (7) under Sec 7 of Fruit 7. Equipment and machinery when employed shall be of such design which

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Sanitation
Products Order,1955 will permit easy cleaning. Adequate arrangements for cleaning of containers,
tables, working parts of machinery etc. shall be provided.

Bihar Shops & Establishment Rules (1955), Rule 36A(3) The establishment and the compound surrounding shall be maintained in a
strictly sanitary and clean condition.
Ventilation
Factories Act (1948), Sec.13(1)(a) Effective and suitable provision shall be made in every factory for securing
and maintaining in every workroom,
(a) adequate ventilation by the circulation of fresh air ...
Factories Act (1948), Sec.13(1)(b) Effective and suitable provision shall be made in every factory for securing
and maintaining in every workroom,
(b) such a temperature as will secure to workers therein reasonable conditions
of comfort and prevent injury to health; and in particular, (i) walls and roofs
shall be of such material and so designed that such temperature shall not be
exceeded but kept as low as practicable [...]

Bihar Factories Rules (1950), Rule 18(1) In every room in a factory in which workers are ordinarily employed and which
if not ventilated by mechanical means, there shall be sufficient opening in the
walls or roof for the admission or egress of air to maintain the atmosphere in
the room in a fresh and reasonably cool condition.

Bihar Factories Rules (1950), Rule 20(a) In any factory, or part of a factory which has been built or brought into use
after the enforcement of these rules, no worker shall be allowed to work
unless:
(a) if no mechanical means for general ventilation and for reduction of

temperature is employed;

Bihar Contract Labour (Regulation and abolition) Rules Effective and suitable provision shall be made in every room for securing and
(1972), Rule 41(4) maintaining adequate ventilation by the circulation of fresh air and there shall
also be provided and maintained sufficient and suitable natural or artificial
lighting
Contract Labour (Regulation and Abolition) Central Rules Effective and suitable provision shall be made in every room for securing and
(1971), Rule 41(4) maintaining adequate ventilation by the circulation of fresh air and there shall
also be provided and maintained sufficient and suitable natural or artificial
lighting.

India

Ventilation
Tripura Inter State Migrant workmenn ( Regulation of Effective and suitable provision shall be made in evry room for securing and
employment and condition of Service) Rules (1980), Rule maintaining adequate ventilation by circulation of fresh air. And there shall
40(4) also be provided and maintained sufficient and suitable natural and artificial
lighting
Explanatory Note: Delete
Work Space
Factories Act (1948), Sec.44(1) In every factory suitable arrangements for sitting shall be provided and
maintained for all workers obliged to work in a standing position, in order that
they may take advantage of any opportunities for rest which may occur in the
course of their work.
Factories Act (1948), Amendment(1987)Sec.16(1-2) (1) No room in any factory shall be overcrowded to an extent injurious to the
health of the workers employed therein.
(2) There shall be in every work room of a factory in existence on the date of
the commencement of this Act [1948] at least 9.9 cubic metres] and of a
factory built after the commencement of this Act at least 4.2 cubic metres or
space for every worker employed therein, and for the purposes of this
sub-section no account shall be taken of any space which is more than 4.2
metres above the level of the floor of the room.
Factories Act (1948),Amendment(1976) Sec.32(a) In every factory,

all floors, steps, stairs, passages and gangways shall be of sound
construction and properly maintained and shall be kept free from obstructions
and substances likely to cause persons to slip, and where it is necessary to
ensure safety, steps, stairs, passages, and gangways shall be provided with
substantial handrails
Fire Safety
Emergency Exits
Factories Act (1948), Amendment(1987), Sec.38(1)(a) In every factory, all practicable measures shall be taken to prevent outbreak of
fire and its spread, both internally and externally, and to provide and maintain-
(a) safe means of escape for all persons in the event of a fire.
Factories Act (1948), Sec.32(b) In every factory,

there shall, so far as is reasonably practicable, be provided and maintained
safe means of access to every place at which any person is at any time
required to work

Bihar Factories Rules (1950), Rule 62(1) (1) Every factory shall be provided with adequate means of escape in case of
fire for the persons employed therein, and without prejudice to the generality
of the foregoing:-
(a) Each room of a factory building shall in relation to its size and the number

India
Fire Safety
Emergency Exits
of persons employed in it be provided with an adequate number of exits for
use, in case of fire through not necessarily confined to such use so positioned
that each person will have a reasonably free and unobstructed passage from
his workplace to an exit.
(b) No exit intended for use in case of fire shall be less than 3 feet in width nor
less than 6 feet 6 inches in height.
(c) In the case of a factory building or part of a factory building of more than
one storey and in which not less than twenty persons work at any one time,
there shall be provided at least one substantial stairway permanently
constructed either inside or outside the building and which affords direct and
unimpeded access to ground level.
(d) In the case of a factory building or part of a factory building in which twenty
or more persons work at any one time above the level of the ground floor, and
wherein explosive or highly inflammable materials are used or stored or which
is situated below ground level, the means of escape shall include at least two
separate and substantial stairways permanently constructed either inside or
outside the building and which afford direct and unimpeded access to ground
level.
(e) Every stairway in a factory which affords a means of escape in case of fire
shall be provided with a substantial handrail which if the stairway has an open
side shall be on that side, and if the stairway has two open sides such
handrails shall be provided on both sides.

Bihar Factories Rules (1950), Rule 62(2) (2) In case of a building constructed or converted for use as a factory after the
date of the passing of the Act, the following additional requirements shall
apply, namely:-
(a) At least one of the stairways provided shall be of fire resting materials.
(b) Every hoist way or life way inside a factory building shall be completely
enclosed with fire resisting materials and all means of access to the hoist shall
be fitted with doors of resisting materials:
Provided that any such hoist way or lift way shall be enclosed only at the top
by some material easily broken by fire or be provided with a vent at the top.
(c) No fire escape stair shall be constructed at an angle greater than 45
degree from the horizontal.
(d) No part of a factory building shall be farther (along the line of travel) than
150 feet from any fire escape stairs.
(e) No stairway shall be less than 45 inches in width.
Evacuation Plans/Paths
Factories Act (1948), Sec.32(b) In every factory, (b) there shall, so far as is reasonably practicable, be
provided and maintained safe means of access to every place at which any
person is at any time required to work.
Fire Extinguishers
Factories Act (1948), Amendment(1987),Sec.38(1)(b) In every factory, all practicable measures shall be taken to prevent outbreak of
fire and its spread, both internally and externally, and to provide and maintain
(b) the necessary equipment and facilities for extinguishing fire

Bihar Factories Rules (1950), Rule 62A(1) (1) In every there shall be provided and maintained the following fire fighting

India
Fire Safety
Fire
BiharExtinguishers
Factories Rules (1950), Rule 62A(1)
equipment:-
(a) Two fire buckets of not less than 9 litres capacity for every 100 sq. metres
of floor area subject to a minimum of four buckets on each floor.
(b) Every bucket provided under this sub-rule shall:-
(i) conform to appropriate Indian Standards specifications;
(ii) be kept in such a position and in such a manner as may be approachable
at all times, may be quickly and conveniently reached and used in an
emergency and may not be made un approachable due to any fire or
obstruction:
Provided that an Inspector may direct any such bucket to be kept at such
other places as he may consider more convenient, approachable or safe;
(iii) Be used for no other purpose than fire extinguishing;

(iv) be painted in red and the word "Fire" in bold letters be written thereon;
(v) at all times be kept full of water, but if the principal fire risk arises from
inflammable liquid or other substances for which water cannot be used, it shall
be kept full of clean, fine and dry sand, stone dust or other inert materials:
Provided that where the Chief inspector is of the opinion that other adequate
fire fighting apparatus is provided in any factory building or room, he may by
an order in writing (which he may at his discretion revoke) relax the
requirements of this sub-rule in respect of that building or room, to such an
extent or subject t such conditions as he may consider reasonable.

Bihar Factories Rules (1950), Rule 62A(7)(e) (7)(e) Every portable extinguisher shall be kept mounted in such a position as
may be approachable at all times and reached and used conveniently and
quickly in an emergency and may not be made unapproachable due to any
fire or obstructions:
Provided further that where the Chief Inspector is of the opinion that other
adequate fighting apparatus or permanent automatic fire-fighting installations
approved by the recognized fire association or Fire Insurance Company are
provided in any building or room, he may by an order in writing (which he may
at his discretion revoke) relax any of the requirements of this sub-rule in
respect of such building or room to such extent and subject to such conditions
as he may consider reasonable.

Bihar Factories Rules (1950), Rule 62A (8) (a)Every portable fire extinguisher to be provided under sub-rule (7) shall:
(i)confirm to the appropriate Indian Standards Specification
(ii)be always kept charged and ready for use ; properly mounted and
accompanied by the maker's printed instructions for its use
Provided that the Inspector may direct the position to be changed if he finds
that any fire extinguisher is mounted at a place where it may be difficult to
reach quickly and in an emergency; and
(iii)be examined and tested or discharged periodically in accordance with the
maker's recommendation
(b) In every factory sufficient number of spare charges for each type of
extinguisher provided in the factory with a minimum of 12 spare charges for
every type shall always be kept in stock readily available and shall be properly
maintained
Health and Hygiene

Drinking Water
Factories Act (1948), Sec.18(1) In every factory, effective arrangements shall be made to provide and
maintain at suitable points conveniently situated for all workers employed
therein a sufficient supply of wholesome drinking water.

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Health and Hygiene

Drinking Water
Factories Act (1948),Amendment(1987), Sec. 18(2) All such points shall be legibly marked "drinking water" in a language
understood by a majority of the workers employed in the factory, and no such
point shall be situated within [six metres of any washing place, urinal, latrine,
spittoon, open drain carrying sullage or effluent or any other source of
contamination] unless a shorter distance is approved in writing by the Chief
Inspector.
Factories Act (1948), Sec.18(3) In every factory wherein more than two hundred and fifty workers are
ordinarily employed, provisions shall be made for cooling drinking water
during hot weather by effective means and for distribution thereof.

Bihar Shops & Establishment Rules (1955), Rule 36 The employer shall make arrangement for the supply of adequate and
wholesome drinking water for the employees. The area around the place
where drinking water is distributed shall be kept clean and properly drained.

Bihar Contract Labour (Regulation and abolition) Rules The rest-room or other suitable alternative accommodation shall be at a
(1972), Rule 41 (7) convenient distance from the establishment and shall have adequate supply
of wholesome drinking water

Bihar Factories Rules (1950), Rule 36(1) The quantity of drinking water to be provided for the workers in every factory
shall be at least as many gallons a day as there are workers employed in the
factory and such drinking water shall be readily available at all times during
working hours.

Bihar Factories Rules (1950), Rule 38 If drinking water is not supplied direct from taps either connected with public
water-supply system of the factory approved by the Health Officer, it shall be
kept in suitable vessels, receptacles or tanks fitted with taps and having dust
proof covers placed on raised stand or platforms in shade and having suitable
arrangement of drainage to carry away the split water, such vessels,
receptacles and tanks shall be kept clean and measures shall be taken to
ensure that the water is free from contamination.

Bihar Factories Rules (1950), Rule 41 In every factory wherein more than two hundred and fifty workers are
ordinarily employed: -
(a) the drinking water supplied to the workers shall from the 1st April to the
30th September in every year, be cooled by ice or other effective method:
Provided that if ice is placed in the drinking eater, the ice shall be clean and

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Health and Hygiene

Drinking Water
wholesome and shall be obtained only from a source approved in writing by
the Health Officer;
(b) the cooled drinking water shall be supplied in every canteen, lunch-room
and rest-room and also at conveniently accessible points throughout the
factory which for the purpose of these rules shall be called "Water Centre";
(c) the water centres shall be sheltered from the weather and adequately.
(d) the number of water centres to be provided shall be one "centre" for every
150 persons employed at any time in the factory:
Provided that in the case of a factory where the number of persons employed
exceeds 500 it shall be sufficient if there is one such "centre" as aforesaid for
every 150 persons up to first 500 and one for every 500 persons thereafter;
(e) every "water centre" shall be maintained in a clean and orderly condition;
(f) every water centre shall be in charge of a suitable person who shall
distribute the water. Such person shall be provided with clean clothes while on
duty.
Clause (f) shall not apply to any factory in which suitable mechanically
operated drinking water refrigerating units are installed to the satisfaction of
the Chief Inspector.
Contract Labour (Regulation and Abolition) Act (1970), It shall be the duty of every contractor employing contract labour in connection
Sec. 18(a) with the work of an establishment to which this Act applies, to provide and
maintains -
(a) a sufficient supply of wholesome drinking water for the contract labour at
convenient places;
Contract Labour (Regulation and Abolition) Central Rules The rest room or other suitable alternative accommodation shall be at a
(1971), Rule 41(7) convenient distance from the establishment and shall have adequate supply
of wholesome drinking water.
Restrooms/Toilets
Factories Act (1948), Sec. 47(2) The shelters or rest rooms or lunch rooms to be provided under sub-section
(1) shall be sufficiently lighted and ventilated and shall be maintained in a cool
and clean condition.
Factories Act (1948), Amendment (1987),Sec.19(2) In every factory wherein not more than two hundred and fifty workers are
ordinarily employed -
(a) all latrines and urinal accommodation shall be of prescribed sanitary types;
(b) the floors and internal walls, up to a height of ninety centimeters, of the
latrines and urinals and the sanitary blocks shall be laid in glazed tiles or
otherwise finished to provide a smooth polished impervious surface;
(c) without prejudice to the provisions of clauses (d) and (e) of sub-section (1),
the floor, portions of the wall and blocks so laid or finished and the sanitary
pans of latrines and urinals shall be thoroughly washed and cleaned once in
every seven days with suitable detergents or disinfectants or with both.
Factories Act (1948), Sec. 19(1)(a)&(c) In every factory -

(a) sufficient latrine and urinal accommodation of prescribed types shall be
provided conveniently situated and accessible to workers at all times while

India
Health and Hygiene

Restrooms/Toilets
they are at the factory.(c)no latrine or urinal shall, unless specially exempted
in writing by the Chief Inspector, communicate with any workroom except
through an intervening open space or ventilated passage
Factories Act (1948), Sec.19(1)(d-e) In every factory -

(d) all such accommodation shall be maintained in a clean and sanitary
condition at all times;
(e) sweepers shall be employed whose primary duty it would be to keep clean
latrines, urinals and washing places.
Explanatory Note:
Factories Act (1948), Sec. 19(1)(b) Separate enclosed accommodation shall be provided for male and female
workers.
Factories Act (1948), Sec.42(1) In every factory,-

(a) adequate and suitable facilities for washing shall be provided and
maintained for the use of the workers therein;
(b) separate and adequately screened facilities shall be provided for the use
of male and female workers;
(c) such facilities shall be conveniently accessible and shall be kept clean.
Fruit Products Order (1955), Second schedule Part 1A 11.Wherever five or more employees of either sex are employed, a sufficient
(11) under Sec 7 number of latrines for each sex as under shall be provided.
Number of workers: upto 25 Number of latrines:

1 Number of wash basins: 1
Number of workers: upto 25 to 49 Number of latrines: 2
Number of wash basins: 2
Number of workers: 50 to 100 Number of latrines: 3

Number of workers: 100 and above Number of latrines: 5


Bihar Factories Rules (1950), Rule 44 Every latrine and urinal shall have adequate space in order to enable a person
to sit comfortably and be of adequate height and under cover and so
partitioned off as to secure privacy and shall have proper door and fastening:

Bihar Factories Rules (1950), Rule 42(3) Where women workers are employed separate latrine shall be provided for
men and women and the number of latrines required to be provided for each
shall be calculated separately on the basis of their respective numbers in the
manner specified in clauses (1) and (2):
Provided that in calculating the number of latrines required under the rule, any
number of workers less than twenty-five or fifty, as the case may be, shall be
reckoned as twenty-five or fifty.

India
Health and Hygiene

Restrooms/Toilets
Bihar Factories Rules (1950), Rule 42(1-2) Latrine accommodation shall be provided in every factory, on the following
scale:-
(1) Where the maximum number of workers working at any one time does not
exceed one hundred, shall be at least on latrine for every twenty-five of such
workers;
(2) Where the maximum number of workers working at any one time exceeds
one hundred, there shall be one latrine for every twenty-five workers for the
first hundred workers and one for every fifty thereafter;

Bihar Factories Rules (1950), Rule 45 Where worker of both sexes are employed, there shall be displayed outside
each latrine and urinal or block of latrines and urinals, a notice or a signboard,
permanently fixed, in the language understood by the majority of the workers,
"For Men Only" or "For Women Only" as the case may be. The notice or
signboards shall also bear the figure of a man or of woman, as the case may
be.

Bihar Factories Rules (1950), Rule 46 (1) Where the maximum number of workers working at any one time does not
exceed five hundred, there shall be at least one urinal for every fifty such
workers.
(2) Where the maximum number of workers working at any one time exceeds
five hundred, there shall be one urinal for every fifty workers for the first five
hundred and one for every hundred thereafter.
(3) Where women workers are employed, separate urinals shall be provided
for men and women worker, and the number of urinals required to be provided
shall be calculated separately on the basis of their respective numbers in the
manner specified in sub-rules (1) and (2):
Provided that in calculating the number of urinals required under the rule any
odd number of workers less than fifty or hundred, as the case may be, shall
be reckoned as fifty or hundred:
Provided further that two feet length of urinal accommodation shall be deemed
to be equivalent to one urinal.

Bihar Factories Rules (1950), Rule 63(1) & (5) (1) There shall be provided and maintained in every factory, for the use of
employed persons, adequate and suitable facilities for washing which shall
include soap and nail brushes or other suitable means of cleaning and the
facilities shall be conveniently accessible and shall be kept in a clean and
orderly condition.
(5) If female workers are employed, separate washing facilities shall be

provided and so enclosed or screened that the interiors are not visible from
any place where persons of the other sex work or pass. The entrance to such
facilities shall bear conspicuous notice in the language understood by the
majority of the workers `For Women Only' and shall also be indicated
pictorially.

Bihar Factories Rules (1950), Rule 47 (1) In factories wherein the number of workers generally employed does not
exceed two hundred and fifty, ordinary common type of urinals connected to a
sewer or drain may be provided.
(2) (a) In factories wherein the number of workers generally employed
exceeds two hundred and fifty constant flushing type of urinals or any other
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Health and Hygiene

Restrooms/Toilets
sanitary type approved by the Chief Inspector shall be provided.

Bihar Factories Rules (1950), Rule 51 (1) Where piped water supply is available a sufficient number of water taps,
conveniently accessible shall be provided in or near such latrine
accommodation.
(2) If piped water supply is not available, sufficient quantity of water shall be
kept stored in suitable receptacles near the latrines.

Bihar Contract Labour (Regulation and abolition) Rules Latrines shall be provided in every establishmnent coming within the scope of
(1972), Rule 51 the Act on the following scales, namely: (a) Where females are employed,
there shall be at least one latrine for every 25 females. (b) When males are
employed, there shall be at least one latrine for every 25 males: provided that,
where the number of males or females exceeds 100 it shall be sufficient if
there is one latrine for every 25 males or females as the case may be , upto
the first 100 and for every 50 thereafter.

Bihar Contract Labour (Regulation and abolition) Rules Every latrine shall be under suitable cover and every seat in the latrine shall
(1972), Rule 52 be so partitioned off as to secure privacy and each partition shall have a
proper door and fastenings.

Bihar Contract Labour (Regulation and abolition) Rules (1)Where workers of both sexes are employed there shall be displayed
(1972), Rule 53 outside each latrine block a notice in the language understood by the majority
of the workers "For Men only" or "For Women only" as the case may be. (2)
The notice shall also bear the figure of a man or of a woman, as the case may
be.

Bihar Contract Labour (Regulation and abolition) Rules (1) The latrines and urinals shall be conveniently situated and accessible to
(1972), Rule 55 workers at all times at the establishment. (2)(i)The latrines and urinals shall be
adequately lighted and shall be maintained in a clean and sanitary condition at
all times. (ii) Latrines and urinals other than those connected with a flush
sewage system shall comply with the requirements of the public health
authorities

Bihar Contract Labour (Regulation and abolition) Rules (1) In every establishment coming within the scope of the Act adequate and
(1972), Rule 57 suitable facilities for washing shall be provided and maintained for the use of
contract labour employed therein. (2) Separate and adequate screening
facilities shall be provided for the use of male and females workers. (3) Such
facilities shall be conveniently accessible and shall be kept in clean and
hygienic condition.
Contract Labour (Regulation and Abolition) Act (1970), It shall be the duty of every contractor employing contract labour in connection
Sec.18(b-c) with the work of an establishment to which this Act applies, to provide and
maintains -
(b) a sufficient number of latrine and urinals of the prescribed types so
situated to be convenient and accessible to the contract labour in the
establishment;
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Health and Hygiene

Restrooms/Toilets
(c) washing facilities.
Contract Labour (Regulation and Abolition) Central Rules Separate rooms shall be provided for women employees.
(1971), Rule 41(3)
Contract Labour (Regulation and Abolition) Central Rules Latrines shall be provided in every establishment coming within the scope of
(1971), Rule 51 the Act on the following scale, namely-
(a) where females are employed, there shall be at least one latrine for every
25 females.
(b) where males are employed, there shall be at least one latrine for every 25
males:
Provided that, where the number of males or females exceeds 100, it shall be
sufficient if there is one latrine for every 25 male or females, as the case may
be, up to the first 100, and one for every 50 thereafter.
Contract Labour (Regulation and Abolition) Central Rules Every latrine shall be under cover and so partitioned off as to secure privacy,
(1971), Rule 52 and shall have a proper door or fastenings.
Contract Labour (Regulation and Abolition) Central Rules (1) Where workers of both sexes are employed there shall be displayed
(1971), Rule 53 outside each block of latrine and urinal a notice in the language understood by
the majority of the workers "For Men only" or "For Women only" as the case
may be.
(2) The notice shall also bear the figure of a man or of a woman, as the case
may be.
Contract Labour (Regulation and Abolition) Central Rules There shall be at least one urinal for male workers up to 50 and one for
(1971), Rule 54 fema1e workers up to 50 employed at a time:
Provided that where the number of male or female workmen, as the case may
be, exceeds 500 it shall be sufficient if there is one urinal for every 50 males
or females up to the first 500 and one for every 100 or part thereof thereafter.
Contract Labour (Regulation and Abolition) Central Rules (1) The latrines and urinals shall be conveniently situated and accessible to
(1971), Rule 55 workers at all times at the establishment.
(2)(i)The latrines and urinals shall be adequately lighted and shall be

maintained in a clean and sanitary condition at all times.
Contract Labour (Regulation and Abolition) Central Rules Water shall be provided by the means of tap or otherwise so as to be
(1971), Rule 56 conveniently accessible in or near the latrine and urinals.
India
Health and Hygiene

Restrooms/Toilets
Contract Labour (Regulation and Abolition) Central Rules (1) In every establishment coming within the scope of the Act adequate and
(1971), Rule 57 suitable facilities for washing shall be provided and maintained for the use of
contract labour employed therein.
(2) Separate and adequate screening facilities shall be provided for the use of
male and females workers.
(3) Such facilities shall be conveniently accessible and shall be kept in clean
and hygienic condition.
Chemicals and Hazardous Materials

Factories Act (1948), Amendment(1987),Sec.38(1)(b) In every factory, all practicable measures shall be taken to prevent outbreak of
fire and its spread, both internally and externally, and to provide and maintain
(b) the necessary equipment and facilities for extinguishing fire
Factories Act (1948), Sec. 41B(1) & (3) (1) The occupier of every factory involving a hazardous process shall disclose
in the manner prescribed all information regarding dangers, including health
hazards and the measures to overcome such hazards arising from the
exposure to or handling of the materials or substances in the manufacture,
transportation, storage and other processes, to the workers employed in the
factory, the Chief Inspector, the local Authority within whose jurisdiction the
factory is situate and the general public in the vicinity.
(3) The information furnished under sub-section (1) shall include accurate
information as to the quantity, specifications and other characteristics of
wastes and the manner of their disposal.
Explanatory Note: LIST OF INDUSTRIES INVOLVING HAZARDOUS
PROCESSES
1. Ferrous Metallurgical Industries
---Integrated Iron and Steel
---Ferrow-alloys
---Special Steel
2. Non-Ferrous Metallurgical Industries
---Primary Metallurgical Industries, namely, size, lead, copper, manganese
and aluminium.
3. Foundries (ferrous and non-ferrous)
---Casting and forgings including cleaning or smoothing/roughening by sand
and shot blasting.
4. Coal (Including coke) industries
---Coal, Lignite, Coke etc.
---Fuel gases (including Coal Gas, Producer Gas, Water Gas)
5. Power Generating Industries
6. Pulp and paper (including paper products) industries.
7. Fertiliser industries
---Nitrogenous
---Phosphatic
---Mixed
8. Cement Industries
---Portland Cement (including slag cement, puzzolona cement and their
products)
9. Petroleum Industries
---Oil Refining
---Lubricating oils and Greases
10. Petro-Chemical Industries
11. Drugs and Pharmaceuticals industries
---Narcotics, Drugs and Pharmaceuticals
India

12. Fermentation Industries (distilleries and breweries)
13. Rubber (synthetic Industries)
14. Paints and Pigment Industries
15. Leather Tanning Industries
16. Electroplating Industries
17. Chemical Industries
Coke Oven by products and Coaltar Distillation products
---Industrial Gases (nitrogen, oxygen, acetylene, argon, carbondioxide,
hydrogen, sulphur dioxide, nitrous oxide halogenated hydrocarbon, ozone etc.
---Industrial carbon
---Alkalies and Acids
---Chromates and dichromates
---Leads and its compounds
---Electrochemical (metallic sodium, Potassium and magnesium, chlorates,
perchlorates and peroxides)
---Electrothermal products (artificial abrasive, calcium carbide)
---Nitrogenous compounds (cyanides, cyanamides and other nitrogenous
compounds)
---Phosphorous and its compounds
---Halogens and halogenated compounds (Chlorine, Fluorine, Bromine and
Iodine) --Explosives (including industrial explosives and detonators and fuses)
18. Insecticides, Fungicides, Herbicides and other Pesticides Industries

19. Synthetic Resin and Plastics
20. Man-made Fibre (Cellulosic and non-cellulosic) industry
21. Manufacture and repair of electrical accumulators
22. Glass and Ceramics
23. Grinding or glazing of metals
24. Manufacture, handling and processing of asbestos and its products
25. Extraction of oils and fats from vegetable and animal sources
26. Manufacture, handling and use of benzene and substances containing
benzene
27. Manufacturing processes and operations involving carbon disulphide
28 Dyes and Dyestuff including their intermediates
29. Highly flammable liquids and gases.
Factories Act (1948), Sec. 41B(7) The occupier of a factory involving a hazardous process shall, with the
previous approval of the Chief Inspector, lay down measures for the handling,
usage, transportation and storage of hazardous substances inside the factory
premises and publicize them in the manner prescribed among the workers
and the general public living in the vicinity.
Environmental
Solid & Hazardous Waste Management
Water (Prevention and Control of Pollution) Act (1974), Subject to the provisions of this section, no person shall, without the previous
Amendment(1988),Sec.25(1) consent of the State Board-
(a)establish or take any steps to establish any industry, operation or process
or any treatment and disposal system or any extension or addition thereto,
which is likely to discharge sewage or trade effluent into a stream or well or
sewer or on land ( such discharge being thereafter in this section referred to
as discharge of sewage); or
(b)bring into use any new or altered outlet for the discharge of sewage ; or
(c)begin to make any new discharge of sewage:
Provided that a person in the process of taking any steps to establish any
industry, operation or process immediately before the commencement of the
Water (Prevention and Control of Pollution ) Amendment Act, 1988, for which
India
Environmental
no consent was necessary prior to such commencement, may continue to do
so for a period of three months from such commencement or if he has made
an application for such consent, within the said period of three months, till the
disposal of such application.
Factories Act (1948), Amendment(1976),Sec.12(1) Effective arrangements shall be made in every factory for the treatment of
wastes and effluents due to the manufacturing process carried on therein, so
as to render them innocuous, and for their disposal.
Water (Prevention and Control of Pollution) Act Where immediately before the commencement of this Act any person was
(1974),Amendment(1988) Sec.26 discharging any sewage or effluent into a stream or well or sewer or on land,
the provisions of section 25 shall, so far as may be, apply in relation to such
person as they apply in relation to the person referred to in that section
subject to the modification that the application for consent to be made under
sub-section (2) of that section shall be made on or before such date as may
be specified by the State Government by notification in this behalf in the
Official Gazette

Bihar Factories Rules (1950), Rule 16(2-5) 16(2) Such effluents as may be harmless and as do not need any treatment to
make them harmless shall be separated from other effluents and shall be
carried in separate drains:
Provided that if the quantity of such effluents is very small, the Chief Inspector
may permit all the effluents to be carried in one drain.
(3) All wastes unless they are harmless shall be cleaned, treated and purified
effectively by such electrical mechanical, chemical or other means or by a
combination of any of these, as may be appropriate considering the nature
and quantity of the waste, so as to make the waste innocuous and harmless.
(4) The waste shall be purified to such a degree and shall be disposed of in
such a manner as may not pollute any stream or atmosphere or may not
cause any damage or harm to any fish, animal or plant life or may not cause
any injury to the health of, or be a source of nuisance to the inhabitants of the
area in the vicinity of the factory or in the area over or through which the
wastes may spread or pass.
(5) Sufficient drains shall be provided for the effluents from the point of origin
to the place of treatment and the place of disposal.
The drains shall be of such capacity as to be adequate for draining out the
entire effluents without allowing them to over flow and shall be constructed of
masonry, concrete, or bricks, and cement and shall be covered unless iron or
concrete pipes are used for carrying the effluents:
Provided that the Chief Inspector may, by an order in writing, relax the
requirements of this sub-rule to such extent and subject to such conditions as
he may specify, if he is satisfied that compliance with the provision thereof, is
not necessary or practicable.

Bihar Factories Rules (1950), Rule 16(6) Wastes which are gaseous or a mixture of gases and solids shall be removed
by means of a mechanical exhaust system or by such other means as may be
effective and practicable and the system of exhaust shall be of adequate
capacity and the wastes removed shall be disposed of in such a manner as to
ensure that they do not escape in any work-room or that they do not spread
India
Environmental
and cause nuisance in the vicinity of the factory.
Where gaseous wastes contain solid particles in such quantity as may create
nuisance in the locality, effective arrangements shall be made to separate
solid materials from the gaseous wastes before allowing the gaseous wastes
to escape in the atmosphere and effective arrangements shall be made for the
collection and disposal of the collected solid wastes:
Provided that the provisions of this sub-rule shall not apply to a factory which
is already in existence on the date on which these amendments come into
force but in case of such factories the Chief Inspector may direct the occupier
and the Manager of the factory to take such steps to make such arrangements
to prevent or minimize the nuisance as may be practicable:
Provided that further that the Chief Inspector may relax the requirements of
this rule to such extent and subject to such conditions as he may specify in
writing if he is satisfied that compliance with the provisions of this sub-rule is
not practicable or necessary in consideration of the capacity of the factory or
the degree nuisance created thereby.

Bihar Factories Rules (1950), Rule 16(7) Solid wastes shall not be allowed to spread in any work-room or in any part of
the factory. Such wastes shall be collected in suitable receptacle, at
convenient places and arrangements shall be made for the disposal of such
wastes at frequent intervals.

Bihar Factories Rules (1950), Rule 16(8) In case of a factory which comes into existence after this rule comes into
effect. No manufacturing process shall be started in the factory unless
complete details, as specified in sub-rules (9) and (10) of the arrangements as
approved have been made:
Provided that in case of factories which are already in existence on the date
on which this rule comes into force, the above mentioned details shall be
submitted to the Chief Inspector within three months and the arrangements as
approved shall be made within six months of the date of approval. The Chief
Inspector may however, extend these periods upto six months and 12 moths
respectively:
Provided further that the approval of the Chief Inspector mentioned in this
sub-rule shall not be necessary in the following circumstances: -
(a) Where the drainage system of the factory is connected to the public
sewerage system of where the wastes of the factory are proposed to be
discharged into the public sewerage. In the case of such a factory, complete
details and particulars in respect of the proposed arrangements for the
treatment and disposal of the wastes shall be submitted to the authority under
whose control the public sewerage functions and no manufacturing process
shall be started in the factory and the wastes shall not be discharged into the
public sewerage system unless the arrangements have been approved by the
said authority, and where the approval has been given by the said authority,
an attested copy of the letter of approval along with the details of the
arrangements shall be submitted to the Chief Inspector within one month of
the date of approval.
(b) When the arrangement and scheme for the treatment and disposal of the
wastes of the factory have been approved by the Director of Health Services.
In the case of such a factory, as attested copy of the letter of approval with
complete details of the arrangements ad the scheme for the treatment and
disposal of wastes shall be submitted to the Chief Inspector within one month
India
Environmental
of the date of approval and no manufacturing process shall be started in the
factory unless arrangements as approved have been made.
Hazardous Wastes (Management and Handling) Rules Grant of authorization for handling hazardous wastes
(1989), Rule 5 1. Hazardous wastes shall be collected, treated, stored and disposed of only
in such facilities as may be authorised for this purpose.
Responsibility of the occupier for handling of wastes
1. The occupier generating hazardous wastes listed in column(2) of the
Schedule in quantities equal to or exceeding the limits given in column(3) of
the said Schedule, shall take all practical steps to ensure that such wastes are
properly handled and disposed of without any adverse effects which may
result from such wastes and the occupier shall also be responsible for proper
collection, reception, treatment, storage and disposal of these wastes either
himself or through the operator of a facility.
Packaging, labelling and transport of hazardous wastes
Before hazardous wastes is delivered at the hazardous waste site, the
occupier or operator of a facility shall ensure that the hazardous wastes is
packaged in a manner suitable for storage and transport and the labelling and
packaging shall be easily visible and be able to withstand physical conditions
and climate factors.
Packaging, labelling and transport of hazardous wastes shall be in
accordance with the provisions of the rules issued by the Central Government
under the Motor Vehicles Act, 1988 and other guidelines issued from time to
time.
Air Emissions
Factories Act (1948), Sec.14(1) In every factory in which, by reason of the manufacturing process carried on,
there is given off any dust or fume or other impurity of such a nature and to
such an extent as is likely to be injurious or offensive to the workers employed
therein, or any dust in substantial quantities, effective measures shall be taken
to prevent its inhalation and accumulation in any workroom, and if any
exhaust appliance is necessary for this purpose, it shall be applied as near as
possible to the point of origin of the dust, fume or other impurity, and such
point shall be enclosed so far as possible.
Air (Prevention & Control of Pollution) Act (1981), Sec.22 No person operating any industrial plant, in any air pollution control area shall
discharge or cause or permit to be discharged the emission of any air
pollutant in excess of the standards laid down by the State Board under
clause (g) of sub section (1) of section 17
Air (Prevention & Control of Pollution) Act (1981), Subject to the provisions of this section, no person shall, without the previous
Sec.21(1) consent of the State Board, establish or operate any industrial plant in an air
pollution control area: Provided that a person operating any industrial plant in
any air polluton control area immediately before the commencement of Sec 9
of the Air (Prevention & Control of Pollution) Amendment Act, 1987 , for which
no consent was necessary prior to such commencement, may continue to do
so for a period of three months from such commencement or , if he has made
an application for such consent within the said period of three months, till the
disposal of such application
Environment (Protection) Third Amendment Rules, 2002. for the purpose of protecting and improving the quality of the environment and
Rule 3(1) preventing and abating environment pollution, the standards for emission or
discharge of environmental pollutants from the industries, operations or
process shall be as specified in Schedule I to IV
Explanatory Note: As per CentralPollution Control Borad
India
Environmental
Air Emissions
the Stack Height for any gen sets shall be 6m above the roof of the building
where generator set is installed OR the following
formula shall be applied For Gen Set upto 50 KV--------ht of the building
+1.5m, 2) 50 to 100 KV...... ht of the Building +2.0 m 3) 100 to 150.... ht of the
building +3.5 m 4) 150 to 200..... ht of the building +3.0 m 5) 200 and
above..... Ht of the building+3.5 m
Industry Practices
India is the second largest populated country in the world with 65% of the population within the age range of 15-64 years. Due to
rising inequality, there is constant migration of workers through the year from agricultural areas & villages to the cities for
employment. These workers, many of those under-aged, are often exploited and paid lesser than the mandated minimum wages.
Children are used throughout the nation to supplement incomes for impoverished families, and the prevalence of child labor varies
per region. There is reason to believe that products were produced using forced or indentured child labor in the following industries:
Brassware; hand-knotted wool carpets; explosive fireworks; footwear; gemstone polishing; hand-blown glass bangles; hand-made
locks; hand-dipped matches; hand-broken quarried stones; hand-spun silk thread and hand-loomed silk cloth; hand-made bricks;
leather goods; sporting goods; and beedis (hand-rolled cigarettes). A number of these industries expose children to particularly
hazardous work conditions.
The labour legislations are archaic and urgently need to be reviewed to attract more foreign investors into the country. Currently,
the Prime Minister has established a committee to look into the labour laws to suggest reforms. The most frequent violations are
lack of licenses/permits, unsafe Workfloors, unrecorded work hours on the weekly rest day and excessive overtime hours and
improper environmental management. Increasingly, the garment sector has been under pressure from the international watch-dogs
to comply with the local legislations. This has resulted in a trend towards higher compliance in providing adequate compensation
and a safe working environment.
The International Confederation of Free Trade Unions (ICFTU) reports that overtime is compulsory in the Export Processing Zones
(EPZ), that workers often are employed on temporary contracts with fictitious contractors rather than directly by the company, and
that workers fear that complaints about substandard working conditions would result in their being fired. While workers in the EPZ's
have the right to organize and to bargain collectively, union activity is rare. In addition unions have not pursued vigorously efforts to
organize private-sector employees anywhere in the years since EPZ's were established
Piece rate employees are often paid overtime at straight piece rate instead of being compensated at the legal premium rate of
200%. It is also common that time records, payroll records, attendance records, age documentation, proof of PF and ESI
payments are not maintained for piece rate/casual/contract employees.
In 2011, Apparel Export Promotion Council ( AEPC) - an apex body of Indian apparel exporters initiated programme 'DISHA'
(Driving Industry Towards Sustainable Human Capital Advancement) The move is sponsored by Ministry of Textiles and aims in
educating apparel exporting members on a code of ethics that covers all critical social and environmental concerns.
The new Companies Bill entails the provisions for a 2 per cent yearly spend on CSR activities and a fix term for independent
directors. According to the Companies Bill 2011, every company with a net worth of Rs 500 crore or more, or turnover of Rs 1,000
crore or more, or net profit of Rs 5 crore or more in a financial year will have to form a Corporate Social Responsibility (CSR)
Committee, consisting of three or more directors, of which at least one director should be an independent director.
Local Government Enforcement
Labour being a subject controlled both by the Centre and the State governments, the responsibility of enforcing the state labour
laws lies with the local Labour Inspectorate. Much needs to be done to improve the efficiency of the local Inspectors in monitoring
compliance amongst the factories. Often, permissions for legal permits and license are caught up in the bureacratic process which
is marred by corrupt officials.

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Time of Wage Payment

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Form of Wage Payment

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Place of Wage Payment

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Work Hour Laws

(2) The State Government

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Work Hour Laws

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Work Hour Laws

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Work Hour Laws

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Work Hour Laws

Overtime Exempt Employees

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Work Hour Laws

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Work Hour Laws

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Explanatory Note: No substitution shall be made which will result in any

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Work Hour Laws

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