A summer trainning report on the Acts that

conserves the basic rights of every citizen of

INDIA.

Direction by Submitted by

Mr.Vikas Ohri Amardeep Singh

Mahur

(Faculty) HR-
0146/0045-D19
 i

DECLARATION BY THE CANDIDATE

I hereby declare that the project report entitled‘’ LEGAL ACTS ‘’ that conserve the basic
rights of every employee. This project is submitted by AMARDEEP SINGH MAHUR to
TATA INSTITUTE OF SOCIAL SICENCES (SVC) in partial fulfilment of the requirement for
the award of the diploma of POST GRADUATION in HUMAN RESOURCE AND
ADMINISTRATION is a record of bonfide project work carried out by me under the
guidance of Mr VIKAS OHRI.

I also declare that this report has not been submitted to any other Institute or
University.

Date of Project Submission:

Signature of Student
 ii

Preface
HR roles are not one size fits all. Depending on the title, an HR worker’s responsibilities
can vary significantly. Some HR managers are solely responsible for staffing, others
concentrate on employee development, some deal strictly with compensation and
benefits, and others—the generalists—do it all.
These professionals are tasked with frequent on-the-spot decisions that can have severe
legal consequences, so knowledge of common HR-related laws gives these industry
workers the confidence to make these decisions or know when to contact outside
counsel.
HR professionals with legal expertise also have a competitive advantage in the
workplace, as they are able to proactively minimize a company’s exposure to legal risk.
With working knowledge of current laws and their real-world applications, they help
companies remain compliant and avoid unnecessary claims while also protecting the
rights of valued employees
 iii

Acknowledgment
The success and final outcome of this project required a lot of guidance
and assistance from many people and I am extremely privileged to
have got this all along the completion of my project. All that I have
done is only due to such supervision and assistance and I would not
forget to thank them.
 

I respect and thank TATA INSTUTITE OF SOCIAL SCIECES (SVC), for

providing me an opportunity to do the project and giving us all support
and guidance which made me complete the project duly. I am
extremely thankful to TISS (SVC) for providing such a nice support and
guidance, although he had busy schedule managing the corporate
affairs.
 

I owe my deep gratitude to our project guide Mr VIKAS OHRI, who took
keen interest on our project work and guided us all along, till the
completion of our project work by providing all the necessary
information for developing a good system.
I am thankful to and fortunate enough to get constant encouragement,
support and guidance from VIKAS SIR which helped me in successfully
completing the project work. Also, I would like to extend our sincere
esteems to REAL PRO MANAGEMENT SCHOOL for their timely support.
 

AMARDEEP
 iv

TABLE OF CONTENT

1 INTRODUCTION 1

2 Maternity Benefit Act 1961 3

3 Income Tax Act 1961 6

4 Minimum Wages Act 1948 14

5 The Payment of Bonus Act 1965 21

6 The Provident Fund Act 1925 28

7 The Payment of Gratuity Act 1972 31

8 The Employees’ State insurance Act 1948 34

9 VISION UNLIMITED 41
10 Conclusion 45

11 Recommendation 46

12 Bibliography 47
 iv

INTRODUCTION

Human Resource refer to the individuals or personnel or workforce within an

organisation responsible for performing the tasks given to them for the purpose of
achievement of goals and objectives of the organisation which is possible only through
proper recruitment and selection, providing proper orientation an induction, training,
skill developments, proper assessment of employees (performance appraisal), providing
appropriate compensation and benefits, maintaining proper labour relations and
ultimately maintaining safety, welfare and health concern of employees, which is
process of the human resource management.

Human resources or HR is the company department charged with finding,

screening, recruiting, and training job applicants, and administering employee-benefit
programs. As companies reorganize to gain a competitive edge, HR plays a key role in
helping companies deal with a fast-changing environment and the greater demand for
quality employees.

John R. Commons, a pioneering economist, first coined the term “human resource” in
his book "The Distribution of Wealth," which was published in 1893. However, it was not
until the 19th century when the developed HR departments to address
misunderstandings between employees and their employers.

How HR Works
An HR department is an essential, if not critical, component of any business regardless of
the organization's size. It focuses on maximizing employee productivity and protecting
the company from any issues that may arise from the workforce. HR responsibilities
include compensation and benefits, recruitment, firing, and keeping up to date with any
laws that may affect the company and its employees.
1
 2

Chapter 1

Maternity benefit act

Introduction
Maternity benefit act was legally introduced in India for the first time in Bombay
Legislative council on 28th July 1928, Dr.B.R.Ambedhkar supported and defended it. The
act was enacted by Parliament in the 12th year of Republic of India on 12th December
1961 as Act no.53 of 1961.The main objective of this act is to regulate the employment
of the women for certain period of time before and after the child birth. To provide
maternity benefit and certain other benefits, this act is applicable to the factories,
mines, plantations, government establishments, shops and establishments under
government Legislative or others recognised by the central government in which ten or
more persons employed or were employed on any day of the preceding twelve months.
Amendments to the Maternity Benefit Act, 1961
In the year 2017, Government of India approved the bill of amendment to the Maternity
Benefit act, 1961. Following were the Amendments approved.
 Maternity benefit leave duration has increased from twelve weeks to twenty six
weeks and it is not applicable for the mother having children’s more than two.
 A commissioning mother shall be entitled to maternity benefit for twelve weeks
from the day she handed the baby under commissioning or adoption.
 Crèche facility should be provided if the establishment has more than fifty
employees. Mother is allowed to crèche four times a day and the period of visit is
considered as interval of break or rest.
 Based on the constraints in the organization, women have the facility to work at
home after the maternity leave, based on mutual understanding between
employee and employer.

The new amendment is applicable to all contractual and consultant women employees.
Women who are already in leave are benefitted to the new amendment. Protection of
women in case she is fired by the employer after learning her pregnancy. The benefits of
new act can be extended to un-organised sector.
 3

Observations
An exploratory maternity leave form twelve weeks to twenty six weeks has changed the
position of India to top 10 countries in the world. With the flexible maternity leave
system in India people are allowed to work home option, crèche facility, more easily
reachable to unorganised sectors changed the India to one of the best country for
women to work. All this credit goes to the recent amendment implemented by the
government of India. The sad thing was this amendment has taken birth after fifty six
years of maternity benefit act implemented. But this amendment act bought huge
positive environment, protection, security to all the women in the country. Nearly 1.8
million women who are working in an un-organised sector are benefitted by this bill.
Following were the positive outputs form the bill.
 Good for baby growth – this act helps the baby to grow in stress free
environment and a better child care.

 A study shows that the depth of mortality rate of infants dropped by nearly ten
percentages.
 Improved and better relationship between the mother and infant.
 Due to these benefits the mental health of women was improved. A study shows
that the depression levels of mothers who are fifty years old or approximately
after thirty years has decreased.
 Now this act can be easily utilised by the UN – organised sector women.
 There is significant amount of reduction of working mothers drop out.
 4
oEx: - Google Company raised the maternity leave from twelve weeks to eighteen
weeks, result was fifty percentage of working mothers preferred not to leave the
company.
 It is an win-win strategy for both the employee and employer. After maternity
leave so many mothers worked more hours.
 Good for economy of our country. Turnover of businesses was raised to good
amount. No need to spend excess training cost.
 Women who preferred public assistance dropped to good amount.
 Increased labour force participation.

NON CASH BENEFITS

 Light work for ten weeks before the date of her expected delivery, if she
ask for it.
 Two nursing breaks in the course of her daily work until the child is 15
months old.
 No discharge or dismissal while she is on maternity leave.
 No change to her disadvantage may still claim maternity benefits from the
employer.
 Pregnant women discharge or dismissed may still claim maternity benefits
from the employer.
Exception: Women dismissed for gross misconduct lose their right under Act for
Maternity Benefits.
Crèche facility: is mandatory if there are 5 or more employees. Women employees
would be allowed to visit the crèche 4times during the day.
 5
Chapter 2

INCOME TAX ACT 1961

Introduction
Tax is today an important source of revenue for the government in all the countries. It
has

Become inevitable imposition because it has great potentials for raising funds for
meeting the development and defence need of a nation. In other word taxes on income,
sale, purchase, and properties collected to run Government machineries. There are two
types of taxes:-

 Direct tax is a tax which is borne and paid by the person on whom it is impose is a
direct tax.
Wealth tax, Income tax, Gift tax, etc. It is directly paid by the tax payer to the
government without any
Intermediary and it comes from own pocket.

 Indirect tax is passes on by the tax payer to some other person, it is an indirect tax
e.g. sales tax
Value Added Tax (Vat), goods and Services Tax (GST). It is not directly paid by the
person on whom it is levied, but is paid indirectly through the medium of other
person.
 6

INCOME TAX ACT 1961

Income tax was first introduced in India in 1860 by the British ruler James Wilson who
was also the 1st Finance Member of India, in order to meet heavy expenses and losses
suffered by the rulers due to India’s first freedom movement of 1857. It was introduced
as a temporary revenue measure only for five years.

The history of Income tax in India can be divided into three periods:

 1860-1885
 1886-1914
 1914 to date
At present, the Income Tax Act 1961 is forced in India. The present Income tax
act was enacted in 1961,
Which came into force on 1st April 1962, in 1956, the government referred the
Income Tax Act to the Law commission which submitted its report in 1958. Direct
Taxes Administration Enquiry Commission was appointed in 1958 under the
chairmanship of Shri Mahavir Tyagi. On the basis of recommendation of both
these bodies the present IT Act was enacted. This Act of 1961 has since Been
Amended number of times.
 7

Scheme of Income Tax

 Determination of Residential Status of an assesse

 Total Income calculation
 Income from salary
 Income from house property
 Profit or gain under business and profession
 Income from capital gain
 Income from other sources

Methods of Assessing tax

 Step system ( Not into Force)

 Slab system ( Presently used)

Income tax slabs for resident Individual below 60 years of age 

Taxable income slabs Income tax rates and cess

Up to Rs 2.5 lakh Nil
Rs 2,50,001 to Rs 5% of (Total income minus Rs 2,50,000) + 4%
5,00,000 cess
Rs 12,500 + 20% of (Total income minus Rs
5,00,0  )

Rs 5,00,001 to Rs
10,00,000
Income tax slabs for resident individual between 60 and 80 years of age
(Senior Citizen) 

Taxable income slabs Income tax rates and cess

Up to Rs 3 lakh Nil
Rs 3,00,001 to Rs 5% of (Total income minus Rs 3,00,000) + 4%
5,00,000 cess

Rs 10,000 + 20% of (Total income )

Rs 5,00,001 to Rs
10,00,000

Income tax slabs for resident individual above 80 years of age (Super
Senior Citizen) 

Taxable income slabs Income tax rates and cess

Up to Rs 5 lakh Nil
Rs 5,00,001 to Rs
10,00,000 20% of (Total income minus Rs 5,00,000) + 4% cess
Rs 1,00,000 + 30% of (Total income minus Rs
10,00,000) + 4% cess 

Rs 10,00,001 and above

Tax collected by the central Government for each financial year on the
total taxable income of an assessed earned during the previous year is
called Income Tax.

ASSESSEE

According to Income tax act 1961 sec.2(7) assesse means

 A person liable to pay any tax or any other sum of money under this
act.
  Every person in respect of whom any proceeding under this act has
been taken
for the assessment of (1) his income or (2) the loss sustained by him
or(3) the amount refund due to him.
 Every person in respect of whom any proceeding has been taken
under this act for the assessment of (1) the income of any other
person in respect of which he is assessable or (2) the loss sustained
by such other person or (3) the refund due to such other person.
 A person who is deemed to be an assessee under any provision of
this act.
 A person who is deemed to be an assessee in default under any
provision of this act.

ASSESSMENT

It is a process of determining the correctness of income of an assessee

and of assessing the amount of tax payable by him and procedure for
imposing tax liability.

ASSESSMENT YEAR:- An assessment year is a period of 12

months commencing on 1st April and ending 31st March . It is a year In
which the income of the previous years is to be assessed. The current
assessment year is 2019-2020.

PREVIOUS YEAR: - Previous year means the financial year

immediately preceding the assessment year. Previous year is also known
as the accounting year or income year.
The current assessment year is 2018-2019 which commenced on
1/04/2018 to 31/03/2019.
10

PERSON
 Section 2(31) of the act has given an inclusive definition of a person as
follows; “person” includes

 An individual
 A Hindu undivided family
 A company
 A firm
 An association of person or body of individuals
 A local authority
 Every artificial and juridical person, not included in the above.

INCOME

The definition of income given in sec2 (24) is inclusive and not

exhaustive. It says that certain items are included in the term ‘income’ summary of
important rule which give the meaning of income is as below;

 An illegal income is taxable as legal income.

 Income received at irregular intervals is taxable.
 Taxable income should have been received from an outside
source.
 Any benefit convertible into money is also considered as income.
 Mere brief or reimbursement of expenses is not treated as
income.
 Gift (i.e. any sum of money exceeding Rs 50,000 received without
consideration by an individual or H.U.F from any person (other
than a ‘relative’) on or after 1/9/04 is considered as income.
 Any prize which unexpected is not treated as income.
 Income arising from wasting assets by way of royalty is treated as
income.
 Casual income is taxable.

11

GROSS TOTAL INCOME

 It is total taxable income under all the five head before making
deductions under sec. 80-c to 80u.

AGRICULTURAL INCOME

Income from agriculture is exempt from income tax. It has to be exempted because the
Indian parliament has no powers under the constitution to levy tax on agricultural
income. Only the state legislatures have the power to impose any tax on agricultural
income.

Agricultural income is defined in sec.2 (1-A)

 Any rent or revenue derived from land which is situated in India

and must be sued for agricultural purpose
12
 Any income derived from such land any agriculture, i.e. by actual
cultivation or by agricultural process which makes the product fit
to be taken to market or by sale of the produce, on which no
 other process has been performed other than the one
mentioned in above.
 Any income derived from any building owned and occupied by
the receiver of the rent or revenue of any such land subject to
conditions.
 The building must be occupied by the cultivator.
 It must be on the land or in the immediate vicinity of the land.
 The cultivator must require it as a dwelling house, store house or
other out-building.
 The land must be assessed to land revenue and local rates.
 If it is not assessed to land revenue and local rates, than it must
be situated outside urban areas beyond a distance of 8
kilometres.

13

CHAPTER 3
MINIMUM WAGES ACT 1948

14
The Minimum Wages Act of 1948 was one of India’s first legislations relating to working
rights. The Act laid down detailed procedures for setting and listing minimum wages in
various industries. The fixation of wages was to be made by appropriate governments
(Central and State levels), for different scheduled employments (based on skilled and
unskilled labour, agricultural and non-agricultural employments, and minimum wages
determined for different industries across various States in India) under their domain for
a specific time period (Srija 2014). British India did not have any laws relating to
minimum wages, which were determined by an agreement between the employer and
the employee (often based on unequal bargaining power between the two parties;
Labor Bureau, Ministry of Labor and Employment, 2005). The purpose of the Minimum
Wages Act was therefore to provide more rights to the workingman.

The notion of universal, ensured minimum wage is enshrined in the national

Constitution, mainly in the Directive Principles of the State of Policy (Article 39 and 43).
Article 39 reads that the State shall make sure that the all citizens have the right to an
adequate livelihood and that there is equal pay for equal work for both men and
women. Article 43 discusses the State’s obligation to protect through both legal and
economic means the citizen right to work for a dignified living wage, i.e. a wage capable
of providing a decent life standard.

The Tripartite Committee on Fair Wages appointed in 1948 defined three different levels
of wages: a living wage, a fair wage, and a minimum wage (Sampath 2016). Living wages
were defined as salaries allowing a person to afford a decent standard of living for
himself and for his/her family. This definition of dignified wages was considered as the
nation’s ultimate goal (Mehboob M &Asmat R 2016). However, it was also suggested
that wage levels should take into account the national level of industrial capacity. A third
factor in equating fair wages should be based on productivity. The committee
acknowledged that general wage levels were low and stated that an equilibrium must be
created between employee subsistence and general productivity. Finally, the minimum
wage was to be determined not only on the basis of subsistence but also on labour
efficiency. These observations and objectives formed the essence of the Minimum Wage
Act (Mehboob M &Asmat R 2016).

15
and speedy compensation process. The provision of an advisory committee and advisory
board was to give equal representation to the workingman and the employer so as to
reduce the unequal bargaining power characterizing their relationship. The Act thus
provided a quick remedy to labour disputes through a summary procedure which would
ensure citizen protection with penalty and subsequent prosecution of offending party.
Development over the years
The National Floor Level Commission introduced in 1991 the idea of a National Floor
Level Minimum Wage aiming to reduce the disparity between minimum and more
generally different levels of average wage across the country. The National Floor Level
Minimum Wage has been updated from time to time, keeping in view the rise in the
consumer price index and according to recommendations from the Central Advisory
Board. It is to be noted that the National Floor Level Minimum Wage is not a statutory
measure. This means that the State does not have an obligation to increase the
minimum wage in accordance with advices emitted from this body, which works instead
as more of a persuasive means for uplifting the minimum wages (Ministry of Labor and
Employment).
The Minimum Wage Law is assisted by other legal instruments. These include the
Payment of Wages Act of 1936, the Payment of Bonus Act of 1965 and the Equal
Remuneration Act of 1976.
Comparison of minimum wages between federated states
While the Minimum Wages Act is a Central legislation, the actual rules referring to
Minimum Wages arrangements are mostly (in most professions) set out by the
authorities of the federated States. Thus it would perhaps be a good exercise to
compare two States who have predominantly voted for left-leaning governments and
see how they fare in relation to each other. Another interesting exercise would be to
compare two states with a numerous workforce employed in the primary sector.
It is usually understood that the labour market provides higher wages when there are
efficient collective bargaining mechanisms in place. The type of parties who have
facilitated this bargaining process include the Labour Party in the United Kingdom and
self-identified Left parties in India. For the first comparison, that between two states run
by left-leaning parties, we shall look at West Bengal and Kerala. Both States have known
to be populated with Left supporters and both championed the Land Ceiling act when it
was first implemented in the 1970s.

16
A report by the Labour Bureau (Ministry of Labour and Employment 2011), states the
minimum wage for Agricultural activities as amounting to Rs.167 per day in West Bengal
and Rs.150in Kerala. However, in an article by Syria (2014), further studies by the author
lead to the claim that the actual wages in Kerala amount to Rupees. 331 for men and Rs.
239 for women whereas in West Bengal they only amount to Rs.113 and Rs.100
respectively. Further, in a report by (Sarkar 2015, p.17), it has been shown that in 2014,
the daily wages of plantation workers in Bengal amounted to Rs.95 in comparison to
Rs.216.53 in Kerala. There is a stark variation in the rates decided by the respective
governments and thus the actual wages being paid. This shows that the government’s
determination and policy relating to minimum wages is not by itself enough of a driving
force to ensure higher wages for the workers. State action must be coupled with strong
collective bargaining through trade unions which ensure that the workers get a fair hand
at negotiating the wages for themselves and do not only rely on the rates fixed by the
government. It is imperative here to point out that the minimum wage set should be
treated as the floor and the workers should indeed only negotiate amounts over and
above that level, as is the case in Kerala. However, in states like West Bengal even the
minimum standard is breached. One must also be wary of the fact that over-
unionisation might actually be harmful insofar as it may lead employers to look for
cheaper migrant labour from other states, a trend which is visible in the information
contained in the Census of India (Office of the Registrar General & Census
Commissioner, India 2001). We can clearly see a wave of workers from Tamil Nadu and
the neighbouring states migrating to Kerala in search of better salaries.
Four our second comparison, we shall be comparing an agrarian state – Uttar Pradesh -
with West Bengal. Uttar Pradesh provides a fair comparison considering that agriculture
in the state has been highly researched upon and is the dominant sector employing
according to Awasthi (2014) a great number of workers. As per the report of Labour
Bureau (2013), minimum wages in the cotton textiles sector has been steadily superior
in Kolkata than in Kanpur from 1967 to 2012. In fact, on a comparison of real daily
wages, one can see that they have decreased in Kanpur from Rs.4.13 to Rs.3.61 whereas
Kolkata has on the contrary seen a slight increase in real wages. The report shows that,
from a historical perspective, West Bengal has fared better than Uttar Pradesh,
providing its workers better wages even though it is still far behind the truly pro-labour
state of Kerala.
The Central Government might pass the Minimum Wage Code Bill soon (Khetarpal
2017). This legal act would allow the central government to set a wage below which no
state government could endeavour. Though this might seem like a progressive step,
whether it would actually benefit the labour.

17
would depend on the Federal Government’s political choices. The Centre could give in to
regional powers and thus set a low floor that would not have any positive effect on
current standards.
 1
8
The ground realities of the implementation of the Minimum Wages Act have been
discussed in a Public Interest Litigation (Social Jurist v Government of N.C.T of Delhi [2012])
filed by an NGO Social Jurist against the Delhi Government
Legal remedies available for violations of minimum wages
The obvious legal remedy for the violations in the payment of minimum wages is available
under the section 12 of The Minimum Wages Act, 1948. It can be coupled with section 21,
Contract Labour (Regulation and Abolition) Act, 1970 wherein the aggrieved can move
against a contractor registered under

19
the Act. In case there are discriminatory practices between male and female workers,
Article 14 of the Constitution of India can also be invoked along with the Equal
Remuneration Act, 1976.
The matters under the Minimum Wages Act can be taken up before
the Labour Commissioner appointed under section 20 of the Act.
Violations under the Contract Labour Act can be taken up by the
Courts on the application made by the inspectors appointed under
the Act. For violations of Equal Remuneration, authorities appointed
under section 7 of the Act can be approached. Moreover, all the
claims can be taken up the High Courts under Article 226 and by the
Supreme Court under Article 32 of the Constitution of India, as these
courts have original jurisdiction. Further, courts can also take
cognisance of violations of such labour laws through public interest
litigation wherein a third party files a suit for the aggrieved
individuals. (People’s Union for Democratic Rights v Union of India
and Others, [1982])

20
CHAPTER 4

THE PAYMENT OF BONUS ACT, 1965

INTRODUCTION
The practice of paying bonus in India appears to have originated during First
World War when certain textile mills granted 10% of wages as war bonus to their
workers in 1917. In certain cases of industrial disputes demand for payment of
bonus was also included. In 1950, the Full Bench of the Labour Appellate evolved
a formula for determination of bonus. A plea was made to raise that formula in
1959. At the second and third meetings of the Eighteenth Session of Standing
Labour Committee (G. O.I.) held in New Delhi in March/April 1960, it was agreed
that a Commission be appointed to go into the question of bonus and evolve
suitable norms. A Tripartite Commission was set up by the Government of India to
consider in a comprehensive manner, the question of payment of bonus based on
profits to employees employed in establishments and to make recommendations to
the Government. The Government of India accepted the recommendations of the
Commission subject to certain modifications. To implement these
recommendations the Payment of Bonus Ordinance, 1965 was promulgated on
29th May, 1965. To replace the said Ordinance the Payment of Bonus Bill was
introduced in the Parliament.

STATEMENT OF OBJECT AND REASONS

A Tripartite Commission was set by the Government of India by their
resolution No.WB-20(9)/61, dated 6th December, 1961 to consider in a
comprehensive manner, the question of payment of bonus based on profits to
employees employed in establishments and to make recommendations to the
Government. The Commission’s Report containing their recommendations was
received by the Government on 24th January, 1964. In their Resolution No. WB-
20(3)/64, dated the 2nd September, 1964, the Government announced acceptance
of the Commission’s recommendations subject to a few modifications as were
mentioned therein. With a view to implement the recommendations of the
Commission as accepted by the Government, the Payment of Bonus Ordinance,
1965, was promulgated on 29th May, 1965. The object of the Bill is to replace the
said Ordinance.
The notes on clauses explain the various provisions of the Bill.

21
ACT 21 OF 1965
The Payment of Bonus Bill having been passed by both the Houses of
Parliament received the assent of the President on 25th September, 1965. It
came on the Statute Book as THE PAYMENT OFBONUS ACT, 1965 (21 of
1965).
LIST OF AMENDING ACTS
1. The Insurance (Amendment) Act, 1968 (62 of 1968).
2. The Payment of Bonus (Amendment) Act, 1969 (8 of 1969).
3. The Central Labour Laws (Extension of Jammu And Kashmir) Act, 1970
(51 of 1970).
4. The Payment of Bonus (Amendment) Act, 1972 (68 of 1972).
5. The Payment of Bonus (Amendment) Act, 1973 (39 of 1973).
6. The Payment of Bonus (Second Amendment) Act, 1973 (55 of 1973).
7. The Payment of Bonus (Amendment) Act, 1974(42 of 1974).
8 The Payment of Bonus (Amendment) Act, 1976(23 of 1976).
9 The Payment of Bonus (Amendment) Act, 1977 (43 of 1977) [as amended
by the Payment of Bonus (Amendment) Act, 1978 (48of 1978) and the
Payment of Bonus (Amendment) Act, 1980 (5 of 1980)].
10. The Payment of Bonus (Second Amendment) Act, 1980 (66 of 1980).
11. The National Bank for Agriculture and Rural Development Act, 1981 (61 of
1981).
12. The Payment of Bonus (Amendment) Act, 1985 (30 of 1985).
13. The Payment of Bonus (Second Amendment) Act, 1985 (67of 1985).
14. The National Housing Bank Act, 1987 (53 of 1987).
15. The Small Industries Development Bank of India Act, 1989 (39 of 1989).
16 The Payment of Bonus (Amendment) Act, 1995 (34 of 1995).

The payment of Bonus Act, 1965 aims to regulate the amount of bonus paid to the persons
employed in certain establishments based on their profits and productivity. The act is
applicable to the whole of India for all establishment containing twenty or more persons
employed on any day during the year.

22
Objective of the Act

The objective of the Bonus Act (Payment of bonus Act), are as follows:

 To impose a legal responsibility upon an employer of every establishment covered by

the Act to pay the bonus to employees in an establishment.
 To designate the minimum and maximum percentage of bonus.
  To prescribe the formula for calculating bonus.
 To provide redressed mechanism.

Applicability of the Act

The Payment of Bonus Act implements to the following entities are listed below:

 It applies to any factory or establishment containing twenty or more workers

employed on any day during the year.
 The act does not apply to the non-profit making organisations.
 It is not applicable to establishments such as LIC, hospitals which are excluded under
section 32.
 It is not applicable to establishments where employees have signed an agreement
with the employer.
 It is not applicable to establishments exempted by the appropriate government like
sick units.

Departments, Undertakings and Branches

According to this section, any different departments or undertakings or branches of an
establishment of whether located in the same place or at different areas should be
considered as parts of the similar establishment for computation of bonus under the Act.

The separate balance sheet regarding profit and loss of the establishment in the year had to
be prepared and maintained concerning such department or undertaking, or branch should
be treated as a separate establishment for computation of bonus for the year.
 23

Eligibility for Bonus

The person is eligible for availing bonus under the following conditions is explained below:

Any employee receiving salary or wages up to RS.21,000 per month and engaged in any
work whether skilled, unskilled, managerial, supervisory etc. is entitled to the bonus for
every year if the employees have worked for not less than 30 working days in the same
year.

Disqualification of Bonus
The employees cannot utilise the bonus in case of undergoing with the following activities
such as dishonesty, theft, sabotage of any property of establishment, violent behaviour
while on the premises of the establishment.

Number of Working Days

An employee will be considered working in every year by including the following days which
is specified here.
 24

 The employee who is under an agreement or as permitted by standing orders under

the Industrial Employment (Standing Orders) Act, 1946,  the Industrial Disputes Act,
1947 or any other law applicable to the establishment.
  The employee during employment has taken leave with salary.
  The employee who has been absent due to temporary disablement caused by
accident arising out of and in the course of his work.
 The employee during the accounting year has been on maternity leave with salary.

Payment of Minimum and Maximum Bonus

The minimum bonus will be provided 8.33 % of the salary during the year, or one hundred
rupees will be given in case of employees above 15 years and sixty rupees in the case of
employees below 15 years, whichever is higher. The maximum bonus is 20 % of the salary
during the accounting year.

Timeline for Payment of Bonus

The payment of bonus should be paid in cash within eight months from the end of the
accounting year or within a month from the date of enforcement of the act.

Computation of Bonus

As per the Section 4 and section 7 together with the schedule 1 and two deal with the
calculation of gross profit and available surplus out of which 67% in case of companies and
60% in other cases would be allocable surplus.

To compute the available surplus the sums, so deductible from the gross profits are

 All direct taxes under section 7

 The sums which are particularised in the schedule
 The allowance for investment or development in which the employer is allowed to
deduct from his income under the Income Tax Act.

Available Surplus = Gross Profit – (deduct) the following:

 Depreciation is allowable in section 32 of the Income-tax Act.

 Development Allowance.
Inspectors under Section 20
Section 20 enables the relevant government to appoint Inspectors for this Act, by
notification in the official gazette.

Powers of inspectors:

 To require an employer to furnish information.

 To visit any establishment at any reasonable time.
 To order certain production documents and examine the same.
 To take extracts from the records
 To examine the employers, his agent or servant or any other person found in charge
of the establishment.
 To execute such other powers as may be prescribed under the rules.

Duties of the Employer

The following duties to be carried out by the employer are explained below:

 To estimate and pay the annual bonus as required under the Act.

To maintain the following registers:

 The Register is showing the computation of allocating surplus in respective Form.

 The register should be maintained with the payment of the bonus to the employees.
  To co-operate with the Inspector, by producing the records maintained before
inspection and such other information as may be required by them.

26

Rights of Employers
The following rights to be claimed out by the employers are explained below:

 Right to notice any disputes relating to application or interpretation of any provision

of the Act, to the Labour Court or Labour Tribunal.
 Right to make a valid deduction from the bonus due to an employee, such as festival
bonus paid and financial loss created by the misbehaviour of the workers.
 Right to take the bonus of an employee, who has been dismissed from service for
misbehaviour, violent behaviour, fraud, misappropriation or sabotage of any
property of the establishment.

Rights of Employees
The following rights to be claimed out by the employees are explained below:

 Right to claim bonus due under the Act and to request an application to the
Government, for the redemption of bonus amount which is unpaid, within one year
of its being due.
 Right to notice any dispute to the Labour Court/Tribunal.
 Employees who are not eligible for the Payment of Bonus Act, cannot raise a dispute
about the bonus under the Industrial Disputes Act.
 Right to seek clarification and obtain information, on any item in the accounts of the
establishment.

Offences and Penalties

In case of violation of the provisions under the Act or rules then the penalty is
imprisonment for six months or may impose fine of Rs.1000 or with both.

In case of failure to comply with the directions or requisitions made the penalty is
imprisonment for six months or may impose fine of Rs.1000 or with both.

In case of offences by companies, firms, body corporate or association of individuals, its

director, partner or a principal or officer responsible for the conduct of its business, should
be deemed to be guilty of that offence, unless the person concerned proves that the crime
was committed out of his knowledge or that he exercised all due diligence.

27

CHAPTER 5

THE PROVIDENT FUNDS ACT, 1925

[27th August, 1925.]

An Act to amend and consolidate the law relating to Government and other Provident
Funds.
WHEARES it is expedient to amend and consolidate the law relating to Government and
other
Provident Funds;
It is hereby enacted as follows:—
1. Short title, extent and commencement.—
(1) This Act may be called the Provident Funds
Act, 1925.
(2) It extends to the whole of India 2[except the State of Jammu and Kashmir
(3) It shall come into force on such date4 as the Central Government may, by notification in
the
2. Definitions.—In this Act, unless there is anything repugnant in the subject or
context,—
(a) “compulsory deposit” means a subscription to, or deposit in, a Provident Fund
which,
under the rules of the Fund, is not, until the happening of some specified contingency,
repayable on demand otherwise than for the purpose of the payment of, premia in respect
of a policy of life insurance, [or the payment of subscriptions or premia in respect of a
family pension fund], and includes any contribution and any interest or increment which ha
accrued under the rules of the fund on any such subscription, deposit or contribution, and
also any such subscription, deposit, contribution, interest or increment remaining to the
credit of the subscriber or depositor after the happening of any such contingency ;
(b) “contribution” means any amount credited in a Provident Fund, by 7[any authority
administering the Fund], by way of addition to, 8[a subscription to, or deposit or balance
at the credit of an individual account in,] the Fund; and “contributory Provident Fund”
means a Provident Fund the rules of which provide for the crediting of contributions;

28
(c) “dependant” means any of the following relatives of -a deceased subscriber to, or a
depositor in, a Provident Fund, namely, a wife, husband, parent, child, minor brother,
unmarried sister and a deceased son's widow and child, and, where no parent of the
subscriber or depositor is alive, a paternal grand-parent;
(d) “Government Provident Fund ” means a Provident Fund, other than a
Railway Provident Fund, constituted by the authority of 9 [the Secretary of State, the
Central Government, the Crown Representative or any State Government for any class
orclasses of persons in the service of the Government or of persons employed in
educational institutions or employed by bodies existing solely for educational purposes,
and references in this Act to the Government shall be construed accordingly
(e) “Provident Fund” means a fund in which subscriptions or deposits of any class or
Classes of employees are received and held on their individual accounts, and includes any
Contributions and any interest or increment accruing on such subscriptions, deposits or
Contributions under the rules of the Fund.

OBJECTIVE OF THE ACT

The Employees’ Provident Fund and Miscellaneous Provisions Act are intended to provide
wider terminal benefits to the industrial workers. For example, the Act provides for
payment of terminal on reaching the age of superannuation, voluntary retirement due to
incapacity to work.

ELIGIBILITY
Any person, who is employed for work of an establishment or employed through
contractor in or in connection with the work of an establishment.

APPLICABILITY
Establishment which is factory engaged in any industry specified in Schedule 1 and in
which 20 or more persons are employed.
Any other establishment employing 20 or more persons whom Central Govt. may, by
notification, specify in this behalf.
Any establishment employing even less than 20 persons can be covered voluntarily US 1(4)
Of the Act.
This sum is payable normally on retirement or death. Other Benefits include Employees
Pension Scheme and Employees’ Deposit Linked Insurance Scheme
 RATE OF CONTRIBUTION

SCHEME EMPLOYE EMPLOYER’S Central

E’S
GOVT.

Provident 12% If Basic + DA is => 25000

Fund Nil
Amount greater than 8.33%of
Scheme 25000

If Basic + DA is <25000

8.33% of the Basic + DA

Insurance Nil 0.5% Nil
Scheme

Nil 8.33% 1.16%

Pension (Diverted out of Provident Fund)

Scheme

PENAL PROVISION

 Liable to be arrested without warrants beings a cognizable offence.

 Defaults by employer are paying contribution or inspection/ administrative charges
attract imprisonment up to 3 years and fines up to Rs 10000(Section 14).
 For any retrospective application, all dues have to be paid by the employer with
damages up to 100% of arrears.
29
 30

CHAPTER 6

The Payment of Gratuity Act 1972

Gratuity is a voluntary Payment made by the employer to the employee in recognition of
continuous, meritorious services and sincere efforts by the employee towards the
organization. It is governed under the Payment of Gratuity Act 1972.It  is  an  Act  to 
provide  for  a  scheme  for  the  payment  of gratuity  to  employees  engaged  in  factories, 
mines, Oilfields, plantations, ports, railway companies, and shops or other establishments.
Applicability:-As per the Gratuity Act, the scheme for the payment of gratuity is available
to:
 Employees engaged in factories, mines, oilfields, plantations, ports, railway
companies, shops or other establishments and for matters connected therewith or
incidental with.
 Every shop or establishment within the meaning of any law for the time being in
force in relation to shops and establishments in a State, in which ten or more persons are
employed, or were employed, on any day of the preceding twelve months;
 Such other establishments or class of establishments, in which ten or more
employees are employed, or were employed, on any day of the preceding twelve months,
as the Central Government may, by notification, specify in this behalf.
Employee :-The term “employee” is defined in Section 2(e) of the Act as any person
(other than an apprentice) who is employed for wages, whether the terms of such
employment are express or implied, in any kind of work, manual or otherwise, in or in
connection with the work of a factory, mine, oilfield, plantation, port, railway company,
shop or other establishment to which this Act applies, but does not include any such person
who holds a post under the Central Government or a State Government and is governed by
any other Act or by any rules providing for payment of gratuity;’.
31
Gratuity Entitlement :-Gratuity is payable to an employee (nominee – in case of
death of employee) who has rendered continuous service of five years or more on his
termination of employment, superannuation, retirement or resignation. Completion of
continuous service of five years is not necessary where the termination of employment is
due to death or disablement due to accident or disease.
Exceptions:-Forfeiture of gratuity amount wholly or partially or to the extent of
Damage /loss in case of an employee whose service has been terminated for:
 Any act, wilful omission or negligence causing any damage or loss to, or destruction
of, property belonging to the employer; or
 Act of riotous or disorderly conduct or any other act of violence on part of employee;
or
 Any act which constitutes an offence involving moral turpitude, in the course of his
employment.
Nomination:-In case of death, the gratuity is payable to any of the following persons:
 Nominee
 Heirs (in absence of nomination)
 In case nominee/ heir is a minor, such amount will be deposited with the controlling
authority who shall invest the same for the benefit of such minor in such bank or other
financial institution, as may be prescribed, until such minor attains majority.
The Gratuity limit has been raised from 3.5 lakhs to 10 lakhs:-There  has  been 
amendment  in  the Payment  of  Gratuity  Act  1972,    following  proposal  of  Labor  and
Employment  Ministry,  demands from  trade  unions  and  others  to remove  the  ceiling 
or  increase the maximum  payable  amount,  which was fixed in 1997. It shall come into
force on 24 May 2010 as  per  the  Notification  in the Official Gazette.
Maximum Limit :-The Gratuity limit as per Section 4(3) has been raised from
3.5 lakhs to 10 lakhs. This will give advantage to both private and public sector
employees. According to this new amendment, the maximum gratuity exemption as per IT
Act also increases to Rs. 10,00,000.
Determination of Gratuity Amount
 For every completed year of service or part thereof in excess of six months, the
employer shall pay gratuity to an employee at the rate of fifteen days’ wages based on the
rate of wages last drawn by the employee concerned.
 The Gratuity calculation is done as per the last average remuneration drawn and time
in years served by an employee.
 The amount of gratuity payable to an employee shall not exceed Rs. 10,00,000
(increased from Rs. 3,50,000).
 In order to compute the gratuity payable in case of employees employed in seasonal
establishments, daily wages, or piece rated employees. Computation will be as per the
provision of the Act.
 It can be formulated as follows: Basic + DA (Wages Last drawn)* 15days
126 * number of years of continuous service (six months or less to be ignored and more
than six months to be counted as full year)
32
TIME LIMIT / FORMS FOR APPLICATION TO BE MADE TO EMPLOYER

Sr. Particulars Form Timeline Compliance by

1. Nomination F 30 days after Employee

completing 1
year service

2. Application for
Gratuity

 on gratuity I 30 days from the Employee

be- coming date of gratuity
payable to becoming pay-
the employee able

 on gratuity J 30 days from the Nominee

be- coming date of gratuity
payable to becoming pay-
the nominee able

 on gratuity K 1 year from the Legal Heir

be- coming date of gratuity
payable to heir becoming pay-
able
 33

Chapter 7

ESIC ACT 1948

 34

INTRODUCTION

Employees' State Insurance Corporation of India is an integrated social security system

tailored to provide social protection to workers, immediate dependent or family, in the
organised sector, in contingencies, such as, sickness, maternity and death or disablement
due to an employment injury or occupational hazard.

The ESI Act, (1948) applies to following categories of factories and establishments in the
implemented areas:

* Non-seasonal factories using power and employing ten(10) or more persons

* Non-seasonal and non-power using factories and establishments employing twenty (20)
or more persons.

The "appropriate Government" State or Central is empowered to extend the provisions of

the ESI Act to various classes of establishments, industrial, commercial or agricultural or
otherwise. Under these enabling provisions most of the State Govts have extended the ESI
Act to certain specific class of establishments, such as, shops, hotels, restaurants, cinemas,
preview theatres, motors transport undertakings and newspaper establishments etc.,
employing 20 or more persons. The ESI Scheme is mainly financed by contributions raised
from employees covered under the scheme and their employers, as a fixed percentage of
wages. Employees of covered units and establishments drawing wages up to Rs.10,000/-
per month come under the purview of the scheme for social security benefits. However,
employee's earning up to Rs.50/- a day as wages is exempted from payment of their part of
contribution. The State Govts bear one-eighth share of expenditure on Medical Benefit
within the per capita ceiling of Rs.900/- per annum and all additional expenditure beyond
the ceiling.

Employees covered under the scheme are entitled to medical facilities for self and
dependants. They are also entitled to cash benefits in the event of specified contingencies
resulting in loss of wages or earning capacity. The insured women are entitled to maternity
benefit for confinement. Where death of an insured employee occurs due to employment
injury, the dependants are entitled to family pension.

35

OBJECTIVE OF THE ACT

The objective of the Act is to secure sickness, maternity, disablement and medical benefits
to employees of factories and establishment and dependents’ benefits to the dependents
of such employees.

APPLICABLITY

Under section 2(9) ‘employee’ under ESI means any person who is engaged/employed for
wages/salary in connection with the work of the establishment to which this Act applies.
But does not include any person whose wages (excluding OT) exceed the limit prescribed by
the Central Govt. (which is Rs 15000/-pm now with effect from 1/may/2010.

Section 2(12) ‘establishment/factory’ under ESI means any premises whereon 20 or more
persons are employed or were employed for wages.

COVERAGE OF EMPLOYEES

Drawing wages up to Rs 21000 per month engaged either directly or through contractor.

Contribution

CONTRIBUTION AND BENEFITS

 Applicable to all Employees drawing monthly gross wages less than Rs21001
 Work location should come in notified area under ESIC
 Monthly component
 Employee Contribution
 1.75% of gross wages (max. of Rs 21000/month)
 Gross Wages =All components of monthly wages (on actuals)
 Employer Contribution
 4.75% of gross wages (max. Rs 21000/pm)
 Benefits
 Medical benefits
 Sickness schemes
 Maternity benefits
 Dependents’ benefits
 Other benefits
 Vocational Rehabilitation
 Physical Rehabilitation
 Rajiv Gandhi Shramik kalyan Yojna
36
 Funeral Expenses
WAGES FOR ESI CONTRIBUTIONS

Register/files to be maintained by the employees

 Basic pay
 Dearness Allowance
 House Rent Allowance
 City Compensatory Allowance
 Overtime Wages(but not to be taken into account for determining the coverage of
employees)
 Payment for day of rest
 Production Incentive
 Bonus other than statutory bonus
 Night shifts Allowance
 Heat, Gas & Dust Allowance
 Payment for unsubstituted holidays
 Meals/ Food Allowances
 Suspension Allowance
 Lay off Allowance
 Children Education (not being reimbursement for actual tuition fees).

37

CONTRIBUTION PERIOD
If the person joined insurance employment for the first time, say on 5 th January, his first
contribution period will be from 5th January to 31st March and his corresponding first
benefit will be from 5th October to 31st December.

 1st April to 30th September

 1st October to 31st March

PENALTIES

Different punishments have been prescribed for different types of offences in terms of
section 85:

 Six months imprisonment and fine Rs 5,000.

 One year Imprisonment and fine and 85-A five years imprisonment
and not less to 2 years and 85-C (2) of the ESI Act

Besides these provisions, action also can be taken US406 of the IPC in cases where an
employer deducts contribution from the wages of his employees but does not pay same to
the same to the corporation which amounts to criminal breach of trust.

Punishment for false statement.— Whoever, for the purpose of causing any
increase in payment or benefit under this Act, or for the purpose of causing any payment or
benefit to be made where no payment or benefit is authorised by or under this Act, or for
the purpose of avoiding any payment to be made by himself under this Act or enabling any
other person to avoid any such payment, knowingly makes or causes to be made any false
statement or false. Representation, shall be punishable with imprisonment for a term which
may extend to 1[six months] or with fine not exceeding
2[two thousand] rupees, or with both.
3[Provided that where an insured person is convicted under this section, he shall not be
entitled for any cash benefit under this Act for such period as may be prescribed by the
Central Government.]

Enhanced punishment in certain cases after previous conviction . —

Whoever, having been convicted by a Court of an offence punishable under this Act,
commits the same offence shall, for every such subsequent offence, be punishable with
imprisonment for a term which may extend to two years and with fine of five thousand
rupees. Provided that where such subsequent offence is for failure by the employer to pay
any contribution which under this Act, he is liable to pay, he shall, for every such
subsequent offence, be punishable with imprisonment for a term which may extend to five
years but which shall not be less than two years and shall also be liable to fine of twenty-
five thousand rupees.

Offences by companies.—
 (1) If the person committing an offence under this Act is a company, every person, who at
the time the offence was committed was in charge of, and was responsible to the company
for the conduct of the business of the company, as well as the company, shall be deemed to
be guilty of the offence and shall be liable to be proceeded against and punished
accordingly:
Provided that nothing contained in this sub-section shall render any person liable to any
punishment, if he proves that the offence was committed without his knowledge or that he
exercised all due diligence to prevent the commission of such offence.
Notwithstanding anything contained in sub-section (1), where an offence under this Act has
been committed with the consent or connivance of, or is attributable to, any neglect on the
part of, any director or manager, secretary or other officer of the company, such director,
manager, secretary or other officer shall be deemed to be guilty of that offence and shall be
liable to be proceeded against and punished accordingly.

40
VISION UNLIMITED
Recruitment Services
Under this line of business we cater to the manpower requirement of the BPO industry at
all levels and all functions. We do sourcing from the executive level positions to head
hunting for the senior most profiles in the industry. Our services include the following:

 End to End ramp-ups for time sensitive new BPO setups for all profiles.
 Regular hiring for entry level executives. Our clients are put forward to pre-
screened candidates on various parameters of communication and domain skills.
 Head hunting for Senior and Top Management profiles. Our executive search
service bureau is managed by a group of professionals with wide corporate
experience and who are specialists in the fields of HR, Marketing and Operations and
provides critical value added inputs in the selection process. We have a rich database
of quality personnel working with top corporate entities and have access to a national
job database to source appropriate manpower with a short turn-around time.
 Campus Recruitment: Organizing end to end pan India campus drives in colleges.
This includes campus tie ups, presentation about the organization, conducting the
first rounds, Coordinating with HR, Ops and Voice for getting these rounds conducted
and rolling out the offers.

41
Training Services

At Vision Unlimited we offer a variety of training and development programs pertaining to

development of language skills and soft skills. These include:

 Retail Training
These are programs that are offered at our centres to make the candidates job ready
for the BPO industry. They focus upon communicative grammar, accent reduction and
conversational ability. There are two levels that are on offer and we recommend the
program based upon the candidate’s current skill assessment that we carry out.

 In Campus training programs

These are programs designed to improve the language and soft skills of students
while they are pursuing a regular course in college and improve their employability.
These are conducted within the campus itself are more or less integrated with their
current curricular cycle.

 Train and Hire programs

These programs are outsourced academy trainings that we conduct for our various
clients. This is done to expand the talent pool by up scaling the quality of candidates
that marginally miss the qualifying criteria of the client on language skills.

 Teacher’s Training
Teachers are the primary source of learning for most students and it is their language
skills that also get replicated by the students. The aim of this program is to not only
improve the current skill level of the teachers but also sensitize them to normal
mistakes their students might he making and how can they help them improve.

 Corporate training
These programs are outsourced training programs by our clients and are custom
designed to client needs. These cover communicative grammar, Accent reduction and
soft skills required for a role in customer service.

 Organizational Development Workshops.

42
ABOUT

Vision Unlimited

Vision Unlimited was founded in May 2003 and today has grown to become the largest
recruitment organization in the territory of Punjab, Haryana, Himachal, J & K, MP, Rajasthan
and UP. The organization has delivered sustained top class performance and set high
standards of service. Nearly all the big names of the industry look towards us when
sourcing manpower from the above territories as do the aspiring candidates when looking
for the answers to their future and their career.Vision Unlimited have strategic
relationships with nearly all institutions where we help their students to make best use of
the opportunity and impart them a long-term vision. Vision Unlimited are constantly
looking at expanding market width but are concentrating heavily on building market depth
too. Vision Unlimited is a one stop shop and provide manpower across all levels and
functions for a BPO. VU have offices in various small towns, which enable our clients and us
to reach out to the prospective candidate.

All offices are fully equipped to handle any size of an interview and have complete facilities
as may be required for a walk in.In VU effort to provide the right resource to the Industry
we follow a well calibrated screening methodology which checks the candidates on all
relevant aspects of hiring like, Fitment, Stability, Willingness to work in shifts or relocation
as well as their English communication Skills, including grammar, pronunciation, vernacular
bias etc.

Also realizing the ever emerging and radically growing demand for human resource by the
industry we adopted and are a part of the some of the most significant changes in this part
of the country in the area of training and development. Thus, through a well-trained and
highly committed team of trainers we train and create the required pools or skill sets if
there are none or less than what is required.

About the Founder

Mr Akhtar Ahsan one day decided to quit his job and became an entrepreneur. The
company “VISION UNLIMITED” is special to him in so many ways. One dream changed the
path of his life completely and as a person, he experienced so many things which weren’t
possible in his regular 9 to 5 job. The one funda which he follows religiously is that
“NETWORK IS NETWORTH”.

43
As our conversation was come to an end he said that am about to going to share what you
need to grow. Two things 1st is Varity of new people you meet and they always going to
teach you something and the other is tendency to human mind. It’s a puzzle no one can
guess what a person is going to do.

You need to work on this and make yourself that expert that you can tackle the challenges.

He did his schooling from La Martienere Lucknow and completed his graduation from
Aligarh Muslim University. His first job was with Hitachi and went to become the zonal head
of north India from a graduate engineer trainee. He is an inspiration for his business skills
but for so many other things too. He told me that his biggest accomplishment is that “you
know Amar my biggest accomplishment is not that I had fulfil all of my goals or the
materialist things. It is that i had overcome the fear of stammering. I am always inspired by
the quote ‘you need to work for the growth’ and I hope by the end of this internship you
will also overcome your fear”. He conquered his fear with so much passion and now he is a
public speaker. In fact his motto in life is to be always a people’s person and he wants to be
a guiding source for people.

44
 CONCLUSION

The labour law of our country is protecting the rights of every single worker of this country.

The SKP where I am an intern. They have all the work ethics and they respect their clients
and customers.

Since, the company doesn’t have any labour law they file Income Tax every year

And give bonus to their employees as well.

So’ you can say that if VU have been a bigger organization than it would have follow some
more laws of labour law. May be in the upcoming years VU might become a large
organisation.

45
RECOMMENDATION

My recommendation to the company is that if Vision Unlimited improves their efficiency a

little further they can be the top most in Chandigarh. As already they have slaughter their
competitors by not charging from the candidates. What need to change is they need to add
some more sectors. But am sure that in the upcoming years they will add some sectors as
well. That’s all my recommendation to the company

46

BIBLIOGRAPHY
The project I was working on have the core from different websites as well as books. That
are mentioned below:-

 INDIA KANOON (Website)

 CONSTUITION OF INDIA (Book)
 WIKIPEDIA (Website)
 TISS (SVE) (Book)
 CLIFFNOTES (Website).

47