Apprentices Act
The main
purpose of the Act is to provide practical training to technically qualified
persons in various trades. The objective is promotion of new skilled manpower.
The scheme is also extended to engineers and diploma holders.
The Act
applies to areas and industries as notified by Central government. [section
1(4)].
Obligation
of Employer - Every
employer is under obligation to take apprentices in prescribed ratio of the
skilled workers in his employment in different trades. [section 11]. In every
trade, there will be reserved places for scheduled castes and schedules tribes.
[section 3A]. Ratio of trade apprentices to workers shall be determined by
Central Government. Employer can engage more number of apprentices than prescribed
minimum. [section 8(1)]. - - The employer has to make arrangements for
practical training of apprentice [section 9(1)]. Employer will pay stipends to
apprentices at prescribed rates. If the employees are less than 250, 50% of
cost is shared by Government. If employer is employing more than 250
workers, he has to bear full cost of training.
Who can be apprentice
- Apprentice should be of minimum age of 14 years and he should satisfy the
standard of education and physical fitness as prescribed. [section 3].
Duration of training
- Duration of training period and ratio of apprentices to skilled workers for
different trades has been prescribed in Apprenticeship Rules, 1991. Duration of
Apprenticeship may be from 6 months to 4 years depending on the trade, as
prescribed in Rules. Period of training is determined by National Council for
training in Vocational Trades (established by Government of India).
Contract with apprentice
– Apprentice appointed has to execute an contract of apprenticeship with
employer. The contract has to be registered with Apprenticeship Adviser. If
apprentice is minor, agreement should be signed by his guardian. [section
4(1)]. - - Apprentice is entitled to casual leave of 12 days, medical leave of
15 days and extraordinary leave of 10 days in a year.
Legal
Position of Apprentices - An
apprentice is not a workman during apprentice training. [section 18].
Provisions of labour law like Bonus, PF, ESI Act, gratuity, Industrial Disputes
Act etc. are not applicable to him. However, provisions of Factories Act
regarding health, safety and welfare will apply to him. Apprentice is also
entitled to get compensation from employer for employment injury. [section 16].
An employer
is under no obligation to employ the apprentice after completion of apprenticeship.
[section 22(1)]. However, in UP State Road Transport Corpn v. UP
Parivahan Nigam Shishukh Berozgar Sangh AIR 1995 SC 1114 = (1995) 2 SCC 1 ,
it was held that other things being equal, a trained apprentice should be given
preference over direct recruits. It was also held that he need not be sponsored
by the employment exchange. Age bar may also be relaxed, to the extent of
training period. The concerned institute should maintain a list of persons
already trained and in between trained apprentices, preference should be given
to those who are senior. – same view in UP Rajya Vidyut Parishad v. State
of UP
Stipend
payable - The
minimum rate of stipend payable per month is as follows - (a) Engineering
graduates - Rs 1,970 p.m. for post-institutional training (b) Sandwich course
students for degree examination - Rs 1,400 p.m. (c) diploma holders - Rs 1,400
p.m. for post-institutional training (d) Sandwich course students for degree
examination - Rs 1,140 p.m. (e) Vocational certificate holder - Rs 1,090 p.m.
[w.e.f. May 2001]
In case of 4
year training, the stipend is as follows – first year – Rs 820 pm. Second year
– Rs 940 pm. Third year – Rs 1,090 pm. Fourth year – Rs 1,230 pm. [From May
2001].
Test
and Proficiency certificate - On
completion of training, every trade apprentice has to appear for a test
conducted by National Council. If he passes, he gets a certificate of
proficiency.
Apprenticeship
Adviser - Government
is empowered to appoint Apprenticeship Adviser, Dy Apprenticeship Adviser etc.
to supervise the scheme. Various powers have been conferred on them under the
Act.
Purpose
of the Act is to regulate employment of contract labour and to provide for
abolition of contract labour in certain cases.
Establishment to which Act applies - The Act is applicable
to every establishment in which 20 or more workmen are employed as contract
labour or were so employed anytime during last 12 months. [section 1(3)(a)]
. ct will not apply to establishment where work of an intermittent or casual
nature is performed. [section 1(5)(a)].
‘Establishment’
means any office or department of Government or a local authority or any place
where any industry, trade, business, manufacturing or occupation is going on.
[section 2(1)(e)]. - - Every such establishment is required to get itself
registered under the Act. [section 7].
Manager
or occupier of factory or head of department of Government/local authority is
termed as ‘Principal Employer’. [section 2(1)(g)].
Principal
Employer should maintain register of contractors in prescribed form. [section
29]. He is required to ensure that contractor makes adequate provision for
canteen, rest rooms, supply of drinking water, latrines, urinals, wash rooms
etc. to contract labour. If contractor fails to do so within prescribed time,
the Principal Employer shall provide the amenities. can recover from contractor
the cost incurred by him in providing these amenities. [section 20].
Contract Labour – A workman is deemed to be employed as ‘contract labour’ in or
in relation to work of the establishment, if he is hired for such work by or
through a contractor, with or without knowledge of principal employer. [section
2(1)(b)].
Contractor - The Act applies to every contractor who employs 20 or more
workmen. [section 1(3)(b)]. The contractor sill be licensed. [section 12].
Contractor is required to maintain muster roll and register of wages. [section
29]. - - He is required to follow other provisions as my be contained in Rules
made by Appropriate Government. Contractor is required to pay wages to workmen
on time, in presence of authorised representative of principal employer.
[section 21]. - - He should issue wage slips to workman and obtain signature or
thumb impression on wage register. - - if contractor fails to make
payment of wages, Principal Employer is liable to make payment of wages to
contract labour. He can recover this amount from contractor. [section 21(4)].
Contractor
is required to provide canteen facilities, first-aid, rest rooms, drinking
water, latrines and washing facilities, as per rules made by State Government.
[sections 16 and 17].
Controlling authority – Control over contract labour will be exercised by
‘Appropriate Government’. - - Appropriate Government means * Central
Government in case of railways, docks, IFCI, ESIC, LIC, ONGC, UTI, Airport
Authority, industry carried on by or under authority of Central Government *
State Government in case of other industrial disputes [section 2(1)(a)]. - - Appropriate
Government can make rules. It will appoint inspecting staff to ensure that the
provisions of Act are being followed. [section 28].
Other laws applicable to contract labour – Besides Contract Labour
(Regulation and Abolition) Act, various other Acts are applicable to contract
labour – (a) Factories Act – The Act makes no distinction between persons
directly employed and employed through contractor (b) Employees Provident Funds
Act (c) ESIC (d) Payment of Wages Act (e) Minimum Wages Act (f) Industrial
Disputes Act (g) Workmen’s Compensation Act.
Prohibition of employment of contract labour – Appropriate Government
can prohibit employment of contract labour in any process, operation or work in
any establishment, by issuing a notification. Such order can be issued after
consultation with Advisory Board. [section 10(1)]. Before issuing such order in
respect of any establishment, Government will consider aspects of conditions of
work and benefits provided to contract labour, whether process operation or work
is incidental or necessary for the industry/trade/business, perennial nature,
whether it is done ordinarily through regular workmen in other similar
establishment. [section 10(2)].
In
Steel Authority of India v. National Union Water Front 2001(5)
SCALE 626 = 2001 LLR 961 = AIR 2001 SC 3527 = JT 2001(5) SC 602 = 2001 III CLR
349 = (2001) 7 SCC 1 = 2001 LLN 135 = 2001 AIR SCW 3574 (SC 5 member
Constitution bench), it was held that Central / State Government can issue
notification u/s 10 abolishing contract labour only after following prescribed
procedure regarding consultation etc. It was also held that even if such a
notification is issued, the employees with contractor will not be automatically
absorbed in the employment of the company, if the contact was genuine. However,
company will give preference to them. However, if the contract was not genuine
but a mere camouflage, the so called contract labour will have to be treated as
employees of principal employer.
Employees Provident Funds Act, 1952
As per Preamble to the Act, the EPF Act is enacted to
provide for the institution of provident funds, pension fund and deposit lined
insurance fund for employees in factories and other establishments. - - The Employees’
Provident Funds and Miscellaneous Provisions Act is a social security
legislation to provide for provident fund, family pension and insurance to
employees. Employee has to pay contribution towards the fund. Employer also
pays equal contribution. The employee gets a lump sum amount when he retires,
which will be useful to him after retirement. The Act covers three schemes i.e.
PF (Provident Fund scheme), FPF (Family Pension Fund scheme) and EDLI
(Employees Deposit Linked Insurance scheme).
The EPF Act
contains basic provisions in respect of applicability, eligibility, damages,
appeals, recovery etc. The three schemes formed by Central Government under the
Act make provisions in respect of those schemes.
Applicability
of the Act - The Act
applies to (a) Every establishment which is a factory engaged in industry
specified in Schedule I to the Act and in which 20 or more persons are employed
and (b) any other establishment or class of establishment employing 20 or more
persons which may be specified by Central government by notification in
official gazette. - - Central Government can also apply provisions of the Act
to any establishment even if it employs less than 20 persons. [section 1(3)].
In RPFC
v. T S Hariharan 1971 Lab IC 951 (SC), it was held that temporary
workers should not be counted to decide whether the Act would apply.
Even if the
provisions of PF Act are not applicable in a particular establishment, if
employer and majority of employees agree, the Central Provident Fund
Commissioner can apply the provisions to that establishment by issuing a
notification in Official Gazette. [section 1(4)]. Once the provisions of Act
become applicable, it continues to be applicable even if number of employees
fall below 20. [section 1(5)].
Coverage
of Act - The Act has
been extended to * Factories * Mines other than coal mines * Hotels and
restaurants * Plantation of tea, coffee, rubber [Tea factories in Assam have
been excluded vide para 1(3)(a) of EPF Scheme] * Trading and commercial
establishments engaged in purchase, sale or storage of goods * Establishments
of exporters, importers, advertisers, stock exchanges * Canteens *
Establishments of Attorneys, CA, ICWAs, Engineers and Contractors, architects
and medical practitioners * Hospitals * Travel agencies * Banks doing business
only in one State * General Insurance * Expert services * Clubs and societies
rendering services to their members * Agricultural farms * Financial
Establishments other than banks * Building and construction Industry * Poultry
farming * University, college or schools. - - The Act has been extended w.e.f.
1.4.2001 vide notification dated 22.3.2001, to * courier services * Aircraft or
airlines other than aircraft or airline owned or controlled by Government *
Establishment engaged in rendering cleaning and sweeping services.
Once an
establishment is covered under PF, all its departments and branches wherever
they are situated are also covered.
Other non-factory establishments covered - Besides factories, other
establishments employing 20 or more persons can be covered under the Act u/s
1(3)(b). Various notifications have been issued extending the provisions of PF
Act to non-factory establishments. Some major among them are - plantation,
mines, coffee, hotels and restaurants, cinema and theatres, trading and
commercial establishments, laundry, canteens, establishments of attorneys/CA/
ICWA/engineers/ architects/medical practitioners, hospitals, financial
establishments (other than IFCI, UTI, IDBI, SFC), building and construction
industry, poultry, university, college, schools, scientific institutions etc.
Transitory
provisions when Act is extended - It is possible that when PF Act is extended to certain
establishment, some PF scheme may be already in existence. Such scheme will
continue and the balance amount in such scheme to credit of the employee will
be transferred to the Provident Fund under statutory scheme of PF Act. [section
15].
Establishment to include all
departments and branches - Where an establishment consists of different departments
or has branches, whether situate in the same place or in different places, all
such departments or branches shall be treated as parts of the same
establishment. [section 2A]. - - Thus, if factory is covered, the head office
and branches will also be covered under the Act.
Act not applicable to certain
establishments - As per section
16(1), the PF Act does not apply to (a) any establishment registered under
Cooperative Societies Act or State law relating to cooperative societies,
employing less than 50 persons and working without paid of power (b) to any
establishment belonging to or under Control of Central Government or a State
Government and whose employees are entitled to benefit of contributory
provident fund or old age pension. (c) to any establishment set up under any
Central or State Act and whose employees are entitled to benefit of
contributory provident fund or old age pension..
Where PF
Act is not applicable - The
PF Act is not applicable to certain establishments—* Factories or
establishments employing less than 20 employees. However, once Act becomes
applicable, it continues to apply even if subsequently, the number is lower
than 20 * Banks doing business in more than one State * Coal mines * Units
established under Cooperative Societies Act employing less than 50 workers and
working without aid of power * Other establishments belonging to or under
control of Central Government or State Governments and whose employees are
entitled to benefits of contributory provident fund or pension. * Tea factories
in Assam * Exemption granted by Central Government by a special notification.
Administration of the Fund - Both employer and employee have to pay
contribution at prescribed rates.. These amounts are credited to a fund. The
fund vests in and is administered by Central Board. [section 5(1A)].
Employees covered under the scheme - As per section 2(f), “employee” means any person who is employed
for wages in any kind of work, manual or otherwise, in or in connection with
the work of an establishment, and who gets his wages directly or indirectly
from the employer. It includes any person - (i) employed by or through a
contractor in or in connection with the work of the establishment (ii)
engaged as an apprentice, not being an apprentice engaged under the Apprentices
Act, 1961 or under the standing orders of the establishment.
Thus,
(a) Persons employed through contractor in connection with work of
establishment are covered (b) Apprentices employed under Apprentices Act or
under standing orders of establishment are excluded, i.e. they are not
employees. [The model standing orders merely state that an ‘apprentice’ is a
learner who is paid an allowance during the period of his training].
Non-Eligible
employees under PF - *
Employee whose ‘pay’ is more than Rs. 6,500 per month are not eligible. (It may
be noted that limit of pay was Rs 5,000 upto 31.5.2001 and Rs. 3,500 upto 30th
Sept., 94) * Apprentices as per certified standing orders or under Apprentices
Act * Casual employees. However, employees employed through contractors have
also to be covered under PF.
Employee
to become member of Fund immediately on joining – Every employee employed in or in connection with work of
a factory or establishment to which the Act applies is entitled and required to
become member of Provident Fund, unless he is an excluded employee. [para
26(1) of EPF Scheme]. An employee who is drawing ‘pay’ above prescribed limit
(presently Rs 6,500) can become member with permission of Assistant PF
Commissioner, if he and his employer agree. [para 26(6) of EPF Scheme].
Contribution by employer and employee - As per section 2(c) “contribution” means a contribution payable in
respect of a member under a Scheme or the contribution payable in respect of an
employee to whom the Insurance Scheme applies.
As
per section 6, contribution shall be paid by employer @ 10% of basic wages plus
dearness allowance plus retaining allowance. This amount is defined as ‘pay’ as
per explanation to para 2(f)(ii) of EPF Scheme.
Equal
contribution is payable by employee also. This contribution can be increased to
12% by Central Government and in fact, has been increased to 12% in most of the
cases.
A
person who is already a member continues to be a ‘member’ even if his
‘pay’ exceeds Rs 6,500. However, the contribution is limited to Rs 6,500 only.
[para 26A(2) of EPF Scheme].
RPFC
is liable under Consumer Protection Act - The Regional Provident Fund
Commissioner is providing service under the Act and hence he is liable under
Consumer Protection Act. - RPFC v. Shiv Kumar Joshi (1996) 4 CTJ
805 = 1996 LLR 641 (NCDRC 5 member bench) - confirmed in RPFC v. Shiv
Kumar Joshi 1999 AIR SCW 4456 = 1999(7) SCALE 453 = 2000 LLR 217 = AIR 2000
SC 331 = 99 Comp Cas 347 = (2000) CLA-BL Supp 26 = 24 SCL 46 (SC).
Employees Provident Fund Scheme - This is the main scheme
under the Act. Both
employer and employee have to pay contribution to Provident Fund. The employer
has to deduct contribution of employee from the salary of employee and has to
pay both employees’ contribution as well as employer’s contribution by a
challan in prescribed form. The amount has to be paid in approved bank.
Employee can pay higher contribution - Employee has to contribute 12/10% of his 'pay' as
contribution. The employee can voluntarily pay higher contribution above the
statutory rate. However, employer does not have to match the voluntary
contribution, over and above the statutory rate. [para 26(2) of EPF Scheme].
Contribution
payable under PF Scheme - The
Principal Employer is liable to pay contribution of his own employees as well
as employees employed through contractor. Principal Employer can recover from
contractor the amount paid by him on behalf of contractor. The contribution is
12% of ‘pay’ i.e. basic wages, plus dearness allowance, cash value of food
concession and retaining allowance. Contribution of both employer and employee
is same i.e. 12% each. [para 29 of EPF Scheme].
Employer has
to pay his contribution to EPF. He cannot deduct his contribution from wages of
the employee. [Para 31 of EPF Scheme].
However, he has to deduct employee’s share from his salary and pay the same in
EPF scheme. This deduction can be only from the wages pertaining to period for
which contribution is paid. However, if there is accidental omission, the
amount can be recovered later. Amount deducted from salary of employees is held
in trust by the employer or contractor. [Para 32 of EPF Scheme].
Out of
employer’s contribution of 12/10%, the Employer’s contribution of 8.33% will be
diverted to Employees’ Pension Scheme. The balance will be retained in the EPF
scheme. Thus, on retirement, the employee will get his full share plus the
balance of Employer’s share retained to his credit in EPF account. [This
diversion is only w.e.f. 16th November, 95. Earlier Employer’s contribution to
their credit will continue to remain to their credit].
Lower
contribution in certain cases
- The employer's and
employee’s contribution is 12% each. This is applicable to many of industries
and establishments. However, this contribution is not applicable to - * any
establishment employing less than 20 persons * any establishment registered
with Board for Industrial and Financial Reconstruction (BIFR) as a sick company
- the lower rate of contribution continues till its net worth is positive * any
other establishment which has accumulated loss equal to or more than its assets
and has also suffered cash loss in last two years. * Jute industry * Beedi
industry * Brick industry * Coir industry other than the spinning sector * Guar
gum factories. In these cases, the contribution is 10%.
Interest
on account – PF
Commissioner shall maintain account of each member of EPF scheme. [Para 59 of Scheme]. Interest is credited to the account
of employee. The Interest is calculated on monthly running balance
basis. Amount standing to credit at end of the month is considered for
calculation of interest for the following month. The interest rate is declared
every year by Central Government in consultation with Central Board of Trustees
of Provident Fund. [Para 60 of EPF Scheme].
Employees’
Pension Scheme - This
scheme has been introduced w.e.f. 16th November, 95 . The Scheme is applicable to all
subscribers of Employers’ Provident Fund. It is also compulsory to persons who
were subscribers as on 16.11.95.
Contribution - The
employer’s contribution of 8.33% will be diverted to the fund of Pension
Scheme. Employee does not have to make any contribution. Employer’s
contribution is 12%/ 10%. In such cases, 8.33% is diverted to Pension scheme
and balance 1.67%/3.67% as the case may be, will be in credit of employee’s
name in Provident Fund account. The 8.33% is on maximum salary of Rs. 6,500. If
some employers are paying contribution on salary in excess of Rs. 6,500, the
excess contribution will be credited to Provident Fund account and not to
Pension scheme.
No separate
administration charges or inspection charges are payable, as these are already
paid along with Provident Fund contribution.
Benefits under the scheme - Members
will get pension on superannuation or retirement from service and upon
disablement during employment. Family pension will be available to
widow/widower for life or till he/she remarries. In addition, children will be
entitled to pension, upto 25 years of their age. In case of orphans, pension at
enhanced rate is available upon death of widow/widower or ceasing payment of
widow pension. Benefit of pension to children or orphan is only restricted for
two children/orphans.
If the
person is unmarried or has no family, pension is available to nominee for a
specified period.
Commutation of Pension - The
member can commute 33.33% of the pension, so as to receive hundred times the
monthly pension so commuted as commuted value of pension. Balance will be paid
on monthly basis.
Employees
Deposit Linked Insurance Scheme - The
purpose of the scheme is to provide life insurance benefits to employees who
are already covered under PF/FPF. The employer has pay contribution equal to
0.50% of the total wages of employees In addition, administrative charges of
0.1% of total wages. [Notification No. AO 503(E) dated 28-7-1976 issued u/s 6C(2) of PF
Act].
The employee
does not contribute any amount to the scheme. The salary limit for coverage of
employees is same as that of Provident Fund.
Exemption
from the scheme can be obtained from RPFC if LIC Group Gratuity scheme is
adopted by employer. If exemption is granted, only inspection charges @
0.005% are payable to PF authorities.
Benefit
to nominee of employee - If
an employee dies during employment, his nominee or family member gets an amount
equal to average balance in the Provident Fund Account of the deceased employee
during last 12 months. If such balance is more than Rs. 35,000, the insurance
amount payable is Rs. 35,000 plus 25% of the amount in excess of Rs. 35,000,
subject to overall limit of Rs. 60,000. If the employees are covered under
another life insurance scheme whose benefits are better than this scheme, an
exemption from this scheme can be obtained. [Increased to 35,000 and 60,000
w.e.f. 13.6.2000]
The ESI Act
has been passed to provide for certain benefits to employees in case of
sickness, maternity and employment injury and to make provisions for related
matters. As the name suggests, it is basically an ‘insurance’ scheme i.e.
employee gets benefits if he is sick or disabled.
ESIC - Employees
State Insurance Corporation (ESIC) has been formed to supervise the scheme
under section 3 of the Act. The Corporation supervises and controls the ESI
scheme.
No dismissal or punishment during period of sickness - Section 73 of the Act provides that
no employer shall dismiss, discharge or reduce or otherwise punish an employee
during the period employee is in receipt of sickness benefit or maternity
benefit. He also cannot dismiss, discharge or otherwise punish employee when he
is in receipt of disablement benefit or is under medical treatment or is absent
from work due to sickness.
This gives
protection to employee when he is in receipt of sickness benefit or maternity
benefit. Employer cannot take disciplinary action against employee in such
cases. This provision is grossly misused by employees.
However, in Buckingham
& Carnatic Co v. Venkatayya - AIR 1964 SC 1272 = 1963(7)
FLR 343 = (1964) 4 SCR 265 = (1963) 2 LLJ 638 = 25 FJR 25 (SC), it was rightly
held that this provision (of section 73) is applicable only in case of punitive
action for all kinds of misconduct during which employee has received sickness
benefits. This protection is not applicable in case of abandonment of
employment or when termination is automatic as per contract. – followed in Rajveer
Singh v. Judge 1996 LLR 61 (Raj HC), where it was hold that
provisions of section 73 are not applicable when termination of an employee is
automatic.
Applicability
of ESI Scheme - The
scheme is applicable to all factories. [section 1(4)]. The Appropriate
Government can also make it applicable to any other industrial, commercial,
agricultural or other establishments, by issuing notification and giving 6
month notice. [section 1(5)].
Thus, ESI
Act can be made applicable to ‘shops’ also. However, since Government has to
provide for hospitals and medical facilities, the Act can be made applicable to
different parts of State at different dates. Thus, if a factory is at a place
where ESIC is unable to provide medical facilities, ESI Act may not be made
applicable to that area. Government can exempt a factory or establishment or
persons or class of persons from provisions of ESI Act, if the employees are
getting better medical facilities/ [e.g. if Government is convinced that the
factory itself is providing very good medical facilities e.g. like TISCO].
Regional Offices / Branch Offices get covered - Regional offices of a factory, which
have their connection to the factory and where the Principal Employer has
control over the regional offices, the regional offices will be covered under ESIC
- Hyderabad Asbestos Cement Products v. ESIC - AIR 1978 SC 356 =
(1978) 2 SCR 345 = (1978) 1 SCC 194. If head office is covered under ESIC,
branch offices are also covered when branch and principal office are
inter-dependent and there is unity of relationship. - Transport Corporation
of India
Outside agencies can be covered - In PM Patel v. UOI (1986) 1
SCC 32 = AR 1987 SC 447 = 1985 II CLR 322 (SC), workers were given work of
making 'bidis' as home. Right of rejection of bidis was with employer. It was
held that test of control and supervision lies in the right of rejection. It
was held that employees working outside can be covered under ESIC, if there is
master servant relationship.
Definition
of ‘factory’ as per ESI Act - The
‘Factory’ means any premises where manufacturing process is carried out. If
manufacture is without aid of power, the Act is applicable if persons employed
are at least 20. If manufacture is with aid of power, the Act applies if
persons employed are at least 10. [section 2(12)]. - - However, ‘mines’ have
been excluded. - - ‘Manufacturing process’ has same meaning as defined under
Factories Act. [section 2(14AA)].
One a
factory or establishment is covered, it continues to be covered even if number
of employees reduce. [section 1(6)]
Construction workers not covered – Construction workers employed in construction activities
are not covered under ESIC. – ESIC circular No. P-12(11)-11/27/99 Ins.IV dated 14-6-1999 . - -
However, if administrative office employs 20 or more eligible employees, that
establishment and employees working in administrative office will be covered.
Employer
under ESI Act – ‘Principal
Employer’ means * owner or occupier of factory * Head of department in case of
Government department and * Person responsible for supervision and control, in
case of any other establishment. [section 2(17)]. - - Employees working though
contractor are also covered. ‘Contractor’ is termed as ‘Immediate Employer’.
‘Immediate employer’ means a person who has undertaken the execution, on the
premises of factory or establishment to which this Act applies. He may do on
his own or under the supervision of Principal Employer. The work should be part
of work of factory or establishment of principal employer or is preliminary or
incidental to the work of factory or establishment. [section 2(13)]. Primary
liability of ESI contribution is of Principal Employer. [section 40(1)]. He can
recover the contribution paid by him from the ‘immediate employer’ i.e.
contractor. [section 41].
Employee
under ESI Act - ‘Employee’
means any person employed for wages in or in connection with work of a factory
or establishment to which the ESI Act applies. Employees drawing wages upto Rs.
10,000 per month can be presently covered under the ESI Act scheme. [section
2(9)] [The limit was Rs 7,500 upto 30-9-2006 , which is enhanced to Rs 10,000 w.e.f. 1-10-2006 ]
Employees
include * persons employed through contractor * Apprentices other than
those covered under ‘Apprentices Act’ * Persons employed in administration
office, department or branch for purchase or sale of products. * Casual workers
engaged in work incidental to or connected with work of factory or
establishment * Employees working at head office when factory is located at
different place * Canteen staff, watch and ward staff are employees * Staff in
hospital attached to factory are employees. - - Members of Indian Naval,
Military or Air Forces are excluded.
If an
employee is drawing wages less than Rs. 7,500 per month at the beginning of his
‘contribution period’, his contributions are payable for whole period of
contribution period of six months even if in between his wages go above Rs.
7,500 p.m. [proviso to section 2(9)].
Following are not employees - *
Persons drawing wages over Rs. 7,500 per month * member of Army, Navy or Air
Force. * Partners of firm are not employees even if they are drawing wages - RD,
ESIC v. Ramanuja Match Industry AIR 1985 SC 278 = 1985(1) SCC 218 =
1998(6) SCALE 38 * Persons employed in Government establishments. *
construction workers engaged in raising additional building subsequent to
initial set up of factory.
Contribution
to ESIC Fund - Both
employee and employer have to make contribution to ESIC. The employer has to
deduct contribution from wages of employee and pay to ESIC both the employer’s
contribution as well as employees’ contribution. [section 39(1)].
The contribution
is payable for ‘wage period’ i.e. the period in respect of which wages are
payable to employee. [section 39(2)]. Normally, ‘wage period’ is a month. The
employee’s contribution is 1.75% of wages. It should be rounded off to next 5
paise. Employees contribution is not payable when daily wages are below Rs
15/-.
Employer’s
contribution is 4.75% of total wage bill of all employees in respect of every
wage period. Thus, it is not necessary to calculate employer's contribution
separately for each employee. 4.75% of gross wages should be calculated and
rounded off to next 5 paise. Employees drawing wages lower than Rs 25 per day
do not have to pay employee's share. The contribution has to be paid within 21
days from close of the month. It is payable by a challan in authorised bank. -
- If the contribution is not paid in time, interest @ 12% is payable. [section
39(5)(a)].
In addition,
ESIC authorities can impose ‘damages’ varying between 5% to 25% of arrears of
contribution u/s 85B.
Employer
cannot deduct employer’s contribution from the salary of employee. [section
40(3)].
Liability of principal employer
– In case of employees of contractor, liability is of Principal Employer. In Britannia
Industries v. ESIC (2001) 98 FJR 520 (Mad HC), it was held that
Principal Employer will be liable to penalty and damages also if contribution
is not paid on due date. – same view in Padmini Products v. ESIC
2000(2) Kar LJ 369 (Karn HC).
Wage
for purpose of ESI Act - ‘Wages’
means all remuneration paid or payable in cash to employee according to terms
of contract of employment and includes any payment made to an employee in
respect of period of authorised leave, lock-out, lay-off, strike which is not
illegal and other additional remuneration paid at interval not exceeding two
months. It does not include * contribution paid by employer to any pension fund
or provident fund * Travelling allowance * Reimbursement of expenses made by
nature of employment of the employee * gratuity. [section 2(22)].
Thus, wages
include basic pay, dearness allowance, city compensatory allowance, payment of
day of rest, overtime wages, house rent allowance, incentive allowance,
attendance bonus, meal allowance and incentive bonus. However, wages do not
include annual bonus, unilateral rewards scheme (inam), ex gratia
payments made every quarter or every year travelling allowance, retrenchment
compensation, encashment of leave and gratuity.
Contribution
period and Benefit period - Contribution
period is (a) 1st September to 31st March (b) 1st April to 30th
September. The corresponding benefit period is (a) following 1st July to
31st December (b) following 1st January to 30th June. Thus, ‘benefit
period’ starts three months after the ‘contribution period’ is over. The
relevance of this definition is that sickness benefit and maternity benefit is
available only during ‘benefit period’. Thus, an employee gets these benefits
only after 9 months after joining employment and paying contribution. However,
other benefits are available during contribution period also.
Benefits
to employees covered under ESI Act - An employee is entitled to get benefits which are medical
benefits as well as cash benefits. He also can get disablement benefit.
As the name
of the Act suggests, the object of the Act is to provide for payment of equal
remuneration to men and women workers and to prevent discrimination on the
ground of sex against women in employment. - - The Act has overriding effect
over other Acts. [section 3]
Duty of employer to pay equal remuneration – It is duty of each employer not to
make any discrimination while paying remuneration to any worker of opposite
sex. He should pay same wages to workmen of both sex for performing same work
or work of a similar nature. [section 4].
Same work or
work of similar nature’ means work in respect of which the skill, effort and
responsibility required are the same, when performed under similar working
conditions, by a man or woman and the difference, if any, between the skill,
effort and responsibility required of a man and those required of a woman are
not of practical importance in relation to the terms and conditions of
employment. [section 2(h)].
No discrimination while recruitment or promotion – There should be no discrimination
on recruitment, promotion, training or transfer, except where employment of
women is restricted. [section 5]. - - These provisions are not applicable when
priority is to be given to schedules castes, schedules tribes, ex-servicemen or
retrenched employees.
This is one
of the earliest welfare legislation. The object is to secure to workers health,
safety, welfare, proper working hours and other benefits.- - In Bhikusa
Yamasa Kshatriya v. UOI AIR 1963 SC 1591, it was observed that
Factories Act is enacted primarily with object to of protecting workers
employed in factories against industrial and occupational hazards. - - The Act
requires that workers should work in healthy and sanitary conditions and for
that purpose it provides that precautions should be taken for safety of workers
and prevention of accidents. - - Incidental provisions have also been made’.
In S M
Datta v. State of Gujarat 2001(5)
SCALE 457 = 100 FJR 26 = 2001 AIR SCW 3133, it was observed, ‘First Factories
Act was passed in 1880. Factories Act, 1948 was engrafted in the Statute Book
where emphasis had been on the welfare of the workers. Factory Inspectors have
been placed with heavy responsibility on them. - - The Act undoubtedly is a
welfare legislation and cannot be termed to be a complete code in itself. - -
In this case, it was held that if a workman is found working during period not
notified beforehand, prosecution can be launched.
'Factory'
means any premises where 10 or more workers are working and a manufacturing
process is carried out with aid of power (20 if manufacture is without aid of
power). [section 2(m)]. ‘Manufacturing process’ means process of altering,
repairing, ornamenting, finishing, packing, oiling, washing, cleaning, breaking
up, demolishing or otherwise treating or adopting any article or substance. It
also includes * pumping oil, water, sewage or any other substance * Generating,
transforming or transmitting power * Composing, typing, printing *
Constructing, repairing, breaking of ships or vessels * Preserving articles in
cold storage. [section 2(k)]. - - Worker means a person employed in any
manufacturing process or cleaning or any work incidental to manufacturing
process. It includes persons employed through contractor. [section 2(l)].
If the
employment is less than these numbers, the unit gets covered under Shop &
Establishment Act. - - In
ESIC v. Jaihind Roadways 2001 LLR 570 = 101 FJR 38 (Kar
HC), it was held that transportation of goods on contract basis from one place
to another is not ‘manufacturing process’.
'Factory'
should be licensed / registered with Chief Inspector of Factories (termed as
Director of Industrial Health & Safety in some States). [section 6]. The
license / registration has to be renewed every year by paying prescribed fees.
Occupier of the factory
– ‘Occupier’ of a factory means the person who has ultimate control over the
affairs of factory. It includes a partner in case of firm and director in case
of a company. In case of Government company, 'occupier' need not be a director.
In that case, person appointed to manage affairs of the factory shall be
‘occupier’. [section 2(n)]. - - Name of 'occupier' of the factory should be
informed to Factories Inspector. The 'occupier' will be held responsible if
provisions of Factories Act are not complied with. - - He has to give
notice 15 days before he begins to occupy the premises as a factory, giving
details as prescribed in section 7.
Besides
'occupier', name of 'Manager' should also be informed. Any change in name of
Manager shall also be informed. [section 7(4)].
Duties of occupier
– The occupier shall ensure, as far as possible, health, safety and welfare of
workers while they are working in factory. [section 7A].
Duties of every manufacturer –
Every manufacturer or importer of ay article or substance in factory shall
design it in such a way that it is safe to use and carry. Adequate safety
information about the article should be given. [section 7B].
Facilities and conveniences
- The factory should be kept clean. [section 11]. There should be arrangement
to dispose of wastes and effluents. [section 12]. Ventilation should be
adequate. Reasonable temperature for comfort of employees should be maintained.
[section 13]. Dust and fumes should be controlled below permissible limits.
[section 14]. Artificial humidification should be at prescribed standard level.
[section 15]. Overcrowding should be avoided. [section 16]. Adequate lighting,
drinking water, latrines, urinals and spittoons should be provided.
[sections 17 to 19]. Adequate spittoons should be provided. [section 20].
Welfare -
Adequate facilities for washing, sitting, storing cloths when not worn during
working hours. [section 42]. If a worker has to work in standing position,
sitting arrangement to take short rests should be provided. [section 44].
Adequate First aid boxes shall be provided and maintained [section 45].
Facilities in case of large factories - Following facilities are required to be provided by
large factories - * Ambulance room if 500 or more workers are employed *
Canteen if 250 or more workers are employed. It should be sufficiently lighted
and ventilated and suitably located. [section 46]. * Rest rooms / shelters with
drinking water when 150 or more workmen are employed [section 47] * Crèches if
30 or more women workers are employed. [section 48] * Full time Welfare Officer
if factory employs 500 or more workers [section 49] * Safety Officer if 1,000
or more workmen are employed.
Safety - All
machinery should be properly fenced to protect workers when machinery is in
motion. [section 21 to 27]. Hoists and lifts should be in good condition and
tested periodically. [section 28 and 29]. Pressure plants should be checked as
per rules. [section 31]. Floor, stairs and means of access should be of sound
construction and free form obstructions. [section 32]. Safety appliances for
eyes, dangerous dusts, gas, fumes should be provided. [sections 35 and 36].
Worker is also under obligation to use the safety appliances. He should not
misuse any appliance, convenience or other things provided. [section 111]. In
case of hazardous substances, additional safety measures have been prescribed.
[sections 41A to 41H]. - - Adequate fire fighting equipment should be
available. [section 38]. - - Safety Officer should be appointed if number of
workers in factory are 1,000 or more. [section 40B].
Working hours -
A worker cannot be employed for more than 48 hours in a week. [section 51].
Weekly holiday is compulsory. If he is asked to work on weekly holiday, he
should have full holiday on one of three days immediately or after the normal
day of holiday. [section 52(1)]. He cannot be employed for more than 9 hours in
a day. [section 54]. At least half an hour rest should be provided after 5
hours. [section 55]. Total period of work inclusive of rest interval cannot be
more than 10.5 hours. [section 56]. A worker should be given a weekly holiday.
Overlapping of shifts is not permitted. [section 58]. Notice of period of work
should be displayed. [section 61].
Overtime wages
- If a worker works beyond 9 hours a day or 48 hours a week, overtime wages are
double the rate of wages are payable. [section 59(1)]. A workman cannot work in
two factories. There is restriction on double employment. [section 60].
However, overtime wages are not payable when the worker is on tour. Total
working hours including overtime should not exceed 60 in a week and total
overtime hours in a quarter should not exceed 50. Register of overtime should
be maintained. - - An employee working outside the factory premises like
field workers etc. on tour outside headquarters are not entitled to overtime. –
R Ananthan v. Avery India 1972(42) FJR 304 (Mad HC) * Director
of Stores v. P S Dube 1978 Lab IC
390 = 52 FJR 299 = 1978 I LLN 464 = 36 FLR 420.
Employment of women
- A woman worker cannot be employed beyond the hours 6 a.m. to 7.00 pm. State Government can grant
exemption to any factory or group or class of factories, but no woman can be
permitted to work during 10 PM to 5 AM .
Shift change can be only after weekly or other holiday and not in between.
[section 66].
Record of workmen
- A register (muster roll) of all workers should be maintained. No worker
should be permitted to work unless his name is in the register. Record of
overtime is also required to be maintained. [section 62].
Leave - A
worker is entitled in every calendar year annual leave with wages at the rate
of one day for every 20 days of work performed in the previous calendar year,
provided that he had worked for 240 days or more in the previous calendar year.
Child worker is entitled to one day per every 15 days. While calculating 240
days, earned leave, maternity leave upto 12 weeks and lay off days will be
considered, but leave shall not be earned on those days. [section 79]. – Leave
can be accumulated upto 30 days in case of adult and 40 days in case of child.
Leave admissible is exclusive of holidays occurring during or at either end of
the leave period. Wage for period must be paid before leave begins, if leave is
for 4 or more days. [section 81]. Leave cannot be taken for more than three
times in a year. Application for leave should not normally be refused. [These
are minimum benefits. Employer can, of course, give additional or higher
benefits].
Wages for OT and leave salary
- 'Wages' for leave encashment and overtime will include dearness allowance and
cash equivalent of any benefit. However, it will not include bonus or overtime.
Child employment
- Child below age of 14 cannot be employed. [section 67]. Child above 14 but
below 15 years of age can be employed only for 4.5 hours per day or during the
night. [section 71]. He should be certified fit by a certifying surgeon.
[section 68]. He cannot be employed during night between 10 pm to 6 am . [section 71]. A person over 15
but below 18 years of age is termed as ‘adolescent’. He can be employed as an
adult if he has a certificate of fitness for a full day's work from certifying
surgeon. An adolescent is not permitted to work between 7 pm and 6
am . [section 70]. There are more restrictions on employment of
female adolescent. - - Register of child workers should be maintained.
[section 73].
Notice of accidents, diseases etc. - Notice of any accident causing disablement of more than
48 hours, dangerous occurrences and any worker contacting occupational disease
should be informed to Factories Inspector. [section 88]. Notice of dangerous
occurrences and specified diseases should be given. [sections 88A and 89].
No punishment to Welfare Officer without sanction - No punishment can be imposed on Welfare
Officer without prior sanction of Chief Commissioner. However, a simple order
of termination as per terms of appointment is not a ‘punishment’ and such
termination order is valid. – Arun Kumar Bali v. Government of NCT of
Delhi 2002 LLR 359 (Del HC) – relying on Associated Cement Co Ltd.
v. P N Sharma AIR 1965 SC 1595.
Obligation regarding hazardous processes / substances - Information about hazardous
substances / processes should be given. Workers and general public in vicinity
should be informed about dangers and health hazards. Safety measures and
emergency plan should be ready. Safety Committee should be appointed.
The Act has been passed to give relief
to establishments employing small number of persons from furnishing returns and
maintaining registers under certain labour laws.
‘Small establishment’ means an
establishment in which not less than ten and not more than nineteen persons are
employed or were employed during past 12 months. [section 2(e)]. ‘Very Small
establishment’ means an establishment in which not more than nine persons are
employed or were employed during past 12 months. [section 2(f)].
Such establishments are expected to submit
only a ‘core return’ in prescribed form as on 31st December every year.
The return should be filed on or before 15th February of succeeding year. In
addition, a ‘small establishment’ is required to maintain registers in
prescribed form B, C and D. A ‘very small establishment’ is required to
maintain only register in form E. [section 4(1)].
In addition, employer is required to
issue wage slips to workmen. Returns relating to accidents are required under
Factories Act and Plantation Labour Act are required to be submitted.
Once such annual return is filed and
registers are maintained, no further return or records are required under any
of following laws - * Payment of Wages Act * Weekly Holidays Act * Minimum
Wages Act * Factories Act * Plantations Labour Act * Working Journalists and
Other Newspaper Employees Act * Contract Labour (Regulation and Abolition) Act
* Sales Promotion Employees (Conditions of Service) Act * Equal Remuneration
Act. [First Schedule to the Act]. [section 4(3)].
Bonus
is really a reward for good work or share of profit of the unit where the
employee is working. Often there were disputes between employer and employees
about bonus to be paid. It was thought that a legislation will solve the
problem and hence Bonus Act was passed. Unfortunately, in the process, bonus
has become almost as deferred wages due to provision of payment of minimum
8.33% and maximum 20% bonus. Bonus Act has not in any way reduced the disputes.
The
Act is applicable to (a) any factory employing 10 or more persons where any
processing is carried out with aid of power (b) Other establishments
(established for purpose of profit) employing 20 or more persons. Minimum bonus
payable is 8.33% and maximum is 20%. Bonus is payable annually within 8 months
from close of accounting year. Bonus is payable to all employees whose salary
or wages do not exceed Rs 3,500 per month provided they have worked for at
least 30 days in the accounting year. However, for calculation of bonus,
maximum salary of Rs 2,500 is considered.
Once
the Act is applicable, it continues to apply even if number of employees fall
below 20. The Act is applicable to Government companies and corporations owned
by Government which produces goods or renders services in competition with
private sector. However, the Act is not applicable to Government employees, the
employees of Municipal Corporation or Municipality, railway employees,
university and employees of educational institutions, public sector insurance
employees, employees of RBI and public sector financial institutions,
charitable hospitals, social welfare organisations and defense employees. The
Act does not apply to any institution established not for purposes of profit.
Establishments to which the Act is
applicable - The Act applies to— (a)
every factory; and (b) every other establishment in which twenty
or more persons are employed on any day during an accounting year. [section
1(3)].
‘Factory’
has same meaning as per Factories Act. [section 2(17) of Bonus Act].
The
words used are ‘number of persons employed’. Hence, all persons employed are to
be considered, including those who are not eligible for bonus. Thus, all
employees including those, whose salary or wages exceed Rs 3,500 per annum will
have to be considered for purpose of deciding eligibility.
Meaning of ‘establishment’ - The word ‘establishment’ is not defined in the Act.
Normally, ‘establishment’ is a permanently fixed place for business. The term
‘establishment’ is much wider than ‘factory’. It covers any office or fixed
place where business is carried out.
Establishment in public sector covered only in
certain cases
- The Act applies to establishment in public sector only if the establishment
in public sector sells the goods or renders services in competition with an
establishment in private sector, and the income from such sale or services or
both is not less than twenty per cent, of the gross income of the establishment
in public sector for that year. [section 20(1)]. In other cases, the provisions
of this Act do not apply to the employees employed by any establishment in
public sector. [section 20(2)]. As per section 32(v)(c), the Act does not apply
to any institution established not for purposes of profit.
Establishment
in public sector means an establishment owned, controlled or managed by— (a)
a Government company as defined in section 617 of the Companies Act, 1956 (1 of
1956) (b) a corporation in which not less than forty per cent of its
capital is held (whether singly or taken together) by the Government; or the
Reserve Bank of India; or a corporation owned by the Government or the Reserve
Bank of India. [section 2(16)]. Establishment which is not in public sector is
‘establishment in private sector’ [section 2(15)].
“Corporation”
means any body corporate established by or under any Central Provincial or
State Act but does not include a company or a co-operative society. [section
2(11)].
Establishments
to include departments, undertakings and branches - Where an
establishment consists of different departments or undertakings or has
branches, whether situated in the same place or in different places, all such
departments or undertakings or branches shall be treated as parts of the same
establishment for the purpose of computation of bonus under this Act. [section
3]
Who are eligible for bonus - Employees drawing salary
or wages upto Rs 3,500 per month are entitled to bonus, if he has worked for at
least 30 working days in an accounting year. Even a worker working in seasonal
factory is eligible if he has worked for at least 30 working days. Apprentices
are not eligible for bonus.
Salary
above Rs. 2,500 is not considered for calculation of Bonus. [section 12].
Employee drawing salary/wage exceeding Rs 3,500 is not entitled to any bonus
under the Act.
Thus,
minimum bonus @ 8.33% will be Rs 2,500 and maximum @ 20% will be Rs 6,000 for
the year, when salary of employee exceeds Rs 2,500 but is less than Rs 3,500.
Eligibility
for bonus if worked for minimum 30 days - Every employee shall be entitled to be paid be 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. [section 8]
Computation of amount available for distribution as bonus - The establishment has to
prepare a balance sheet and profit and loss account of the year and calculate
the ‘gross profit’, ‘available surplus’ and ‘allocable surplus’ as per method
and formula given in Bonus Act.
The
first step is to calculate ‘Gross Profit’. As per section 4, the gross profit
in respect of any accounting year is required to be calculated as per First
Schedule to Act in case of banking company and as per second schedule in case
of other establishments. After calculation of ‘Gross Profit’ as per section 4,
next step is to calculate ‘Available Surplus’. As per section 5, ‘available
surplus’ is calculated by deducting sums as specified in section 6 from ‘gross
profit’ arrived at as per section 6 and adding difference equal to income tax
on the bonus paid in the preceding year.
Thus,
Available Surplus is equal to Gross Profit [as per section 4] less prior
charges allowable as deduction u/s 6 plus amount equal to income tax on
bonus portion calculated as per proviso (b) to section 5.
Allocable
surplus is equal to 60% of ‘available surplus’ calculated as per provisions of
section 5. [In case of company which does not deduct tax at source as per
provisions of section 194 of Income Tax Act, ‘allocable surplus’ will be 67% of
‘available surplus’. Frankly, I am not able to visualise a situation where a
company can legally ignore provisions of section 194 of Income Tax Act]. - -
This ‘allocable surplus’ has to be distributed as bonus among employees in
proportion to the salary or wages actually earned by each employee during the
year. However, this is subject to minimum 8.33% and maximum 20% as explained
below.
Set off and set on provisions - It may happen that in some
years, the allocable surplus is more than the amount paid to employees as bonus
calculating it @ 20%. Such excess ‘allocable surplus’ is carried forward to
next year for calculation purposes. This is called ‘carry forward for being set
on in succeeding years’. The ceiling on set on that is required to be carried
forward is 20% of total salary and wages of employees employed in the
establishment. In other words, even if actual excess is more than 20% of
salary/wages, only 20% is required to be carried forward. The amount set on is
carried forward only upto and inclusive of the fourth accounting year. If the
amount carried forward is not utilised in that period, it lapses [section
15(1)].
Similarly,
in a particular year, there may be lower ‘allocable surplus’ or no ‘allocable
surplus’ even for payment of 8.33% bonus. Such shortfall is also carried to
next year. This is called ‘carry forward for being set off in succeeding
years’. Thus, in every year, ‘allocable surplus’ is calculated. To this amount,
set on from previous years is added. Similarly, set off, if any, from previous
years is deducted. This gives amount which is available for distribution as
bonus. The amount set off is carried forward only upto and inclusive of the
fourth accounting year. If the amount carried forward is not set off in that
period, it lapses. [section 15(2)]
Minimum bonus - Every employer shall be bound to pay to every
employee in respect of any accounting year, a minimum bonus which shall be 8.33
per cent 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. Where an employee has not
completed fifteen years of age at the beginning of the accounting year, the
minimum bonus payable is 8.33% or Rs 60 whichever is higher. [section 10].
While
computing number of working days, an employee shall be deemed to have worked in
an establishment even on the days on which (a) He was laid off (b) He was on
leave with salary/wages(c) He was absent due to temporary disablement caused by
accident arising out of and in course of employment and (d) Employee was on
maternity leave with salary/wages. [section 14].
Payment of maximum bonus - Where in respect
of any accounting year, the allocable surplus exceeds the amount of minimum
bonus payable to the employees, the employer shall, in lieu of such minimum
bonus, be bound to pay to every employee in respect of that accounting year
bonus which shall be an amount in proportion to the salary or wage earned by
the employee during the accounting year subject to a maximum of twenty per cent
of such salary or wage. [section 11(1)]. - - In computing the allocable surplus
under this section, the amount set on or the amount set off under the
provisions of section 15 shall be taken into account in accordance with the
provisions of that section. [section 11(2)].
Thus,
maximum bonus payable to employee is 20% in any accounting year.
Salary or wages for calculating bonus - Where the salary or wage of an employee exceeds Rs
2,500 per month, the bonus payable to such employee under sections 10 or 11
shall be calculated as if his salary or wages were Rs 2,500 per month. [section
13]. In other words, employees drawing salary or wages between Rs 2,500 to Rs
3,500 per month, are entitled to bonus on the basis of Rs 2,500 per moth salary
only.
Gratuity is
a lump sum payment to employee when he retires or leaves service. It is
basically a retirement benefit to an employee so that he can live life
comfortably after retirement. However, under Gratuity Act, gratuity is payable
even to an employee who resigns after completing at least 5 years of service.
In DTC
Retired Employees v. Delhi Transport Corporation 2001(4) SCALE 30 =
2001 AIR SCW 2005, it was observed that gratuity is essentially a retiring benefit
which as per Statute has been made applicable on voluntary resignation as well.
Gratuity is reward for good, efficient and faithful service rendered for a
considerable period.
Act provides for minimum gratuity only – The Gratuity Act provides only for minimum gratuity
payable. If employee has right to receive higher gratuity under a contract or
under an award, the employee is entitled to get higher gratuity. [section
4(5)].
Employers
liable under the scheme - The
Act applies to every factory, mine, plantation, port, and railway company. It
also applies to every shop and establishment where 10 or more persons are
employed or were employed on any day in preceding 12 months. [section1(3)].
Since the Act is also applicable to all shops and establishments, it will apply
to motor transport undertakings, clubs, chambers of commerce and associations,
local bodies, solicitor’s offices etc. , if they are employing 10 or more
persons.
Employees
eligible for gratuity – ’Employee’
means any person (other than apprentice) employed on wages in any
establishment, factory, mine, oilfield, plantation, port, railway company or
shop, to do any skilled, semi-skilled or unskilled, manual, supervisory,
technical or clerical work, whether terms of such employment are express or
implied, and whether such person is employed in a managerial or administrative
capacity. However, it does not include any Central/State Government employee.
[section 2(e)]. Thus, the Act is applicable to all employees - workers as well
as persons employed in administrative and managerial capacity.
Gratuity is
payable to a person on (a) resignation (b) termination on account
of death or disablement due to accident or disease (c) retirement (d)
death. Normally, gratuity is payable only after an employee completes five
years of continuous service. In case of death and disablement, the condition of
minimum 5 years’ service is not applicable. [section 4(1)].
The
Act is applicable to all employees, irrespective of the salary.
Amount
of gratuity payable - Gratuity
is payable @ 15 days wages for every year of completed service. In the last
year of service, if the employee has completed more than 6 months, it will be
treated as full year for purpose of gratuity. - - In case of seasonal
establishment, gratuity is payable @ 7 days wages for each season. [section
4(2)].
Wages shall
consist of basic plus D.A, as per last drawn salary. However, allowances like
bonus, commission, HRA, overtime etc. are not to be considered for
calculations. [section 2(s)].
In case of
employees paid on monthly wages basis, per day wages should be calculated by
dividing monthly salary by 26 days to arrive at daily wages e.g. if last drawn
salary of a person (basic plus DA) is Rs. 2,600 per month, his salary per day
will be Rs. 100 (2,600 divided by 100). Thus, the employee is entitled to get
Rs. 1,500 [15 days multiplied by Rs. 100 daily salary] for every year of
completed service. If he has completed 30 years of service, he is entitled to
get gratuity of Rs. 45,000 (Rs. 1,500 multiplied by 30). Maximum gratuity
payable under the Act is Rs. 3.50 lakhs (the ceiling was Rs. 1,00,000 which was
increased to 2.50 lakhs on 24.9.97 by an ordinance which was later increased to
Rs 3.50 lakhs while converting the ordinance into Act].
Maximum gratuity payable
– Maximum gratuity payable is Rs 3.50 lakhs. [Section 4(3)]. [Of course,
employer can pay more. Employee has also right to get more if obtainable under
an award or contract with employer, as made clear in section 4(5)].
Income-Tax exemption - Gratuity
received upto Rs. 3.50 lakhs is exempt from Income Tax. Gratuity paid above
that limit is taxable. [section 10(10) of Income Tax Act]. - - However,
employee can claim relief u/s 89 in respect of the excess amount.
No
Compulsory insurance of gratuity liability – Section 4A provides that every
employer must obtain insurance of his gratuity liability with LIC or any other
insurer. However, Government companies need not obtain such insurance. If an
employee is already member of gratuity fund established by an employer, he has
option to continue that arrangement. If an employer employing more than 500
persons establishes an approved gratuity fund, he need not obtain insurance for
gratuity liability. - - However, this section has not yet been brought into force.
Hence, presently, such compulsory insurance is not necessary.
Gratuity
cannot be attached - Gratuity
payable cannot be attached in execution of any decree or order of any civil,
revenue or criminal court, as per section 13 of the Act.
The object
of the Act is to make provisions for investigation and settlement of industrial
disputes. However, it makes other provisions in respect of lay off,
retrenchment, closure etc. The purpose is to bring the conflicts between
employer and employees to an amicable settlement. [The Act is achieving
exactly opposite]. The Act provides machinery for settlement of disputes,
if dispute cannot be solved through collective bargaining.
‘Industry’
under Industrial Disputes Act – The
definition of ‘industry’ is as follows – ‘Industry means any business, trade,
undertaking, manufacture or calling of employers and includes any calling,
service, employment, handicraft or industrial occupation or avocation of
workmen. [section 2(j)]. Thus, the definition is very wide. - - The scope is
much wider than what is generally understood by the term ‘industry’.
In Bangalore
Water Supply & Sewerage Board v. Rajappa (1978) 2 SCC 213 = 36
FLR 266 = 1978(2) SCR 213 = 1978(1) LLJ 349 = AIR 1978 SC 548 (SC 7 member
bench 5 v 2 judgment), a very wide interpretation to the term 'industry' was
given. It was held that profit motive or a desire to generate income is not
necessary. Any systematic activity organized by cooperation between employer
and employees for the production and/or distribution of goods and
services calculated to satisfy human wants and wishes is ‘industry’.
Thus, many
hospitals, educational institutions, universities, charitable institutions and
welfare organisations have got covered under the Act. Professions, clubs,
cooperatives, research institutes etc. are also covered.
‘Industry
Dispute’ and ‘Workman’ – The
definition of ‘industrial dispute’ and ‘workman’ is as follows -
Industrial Dispute
– Industrial dispute means any dispute or difference between employers and
employers, or between employers and workmen, or between workmen and workmen,
which is connected with the employment or non-employment or the terms and
conditions of employment or with the conditions of labour, of any person.
[section 2(k)]. - - Section 2A provides that dismissal, discharge, retrenchment
of even a single workman will be ‘industrial dispute’ even if no other workman
or any union is a party to the dispute.
Workman –
‘Workman’ means any person (including apprentice) employed in any industry to
do any manual, clerical or supervisory work for hire or reward. It includes
dismissed, discharged or retrenched person also. However, it does not include
(i) Armed Forces i.e. those subject to Air Force Act, Army Act or Navy Act (ii)
Police or employees of prison (iii) Employed in mainly managerial or
administrative capacity or (iv) person in supervisory capacity drawing wages
exceeding Rs 1,600 per month or functions are is mainly of managerial nature.
[section 2(x)].
Adjudication
of disputes – The
Act provides for ‘Works Committee’ in factories employing 100 or more workers.
[section 3]. The committee will consist of equal number of representatives of
employer and employees. Representatives of employees will be selected in
consultation with Registered Trade Union. The Works Committee will first try to
settle disputes. If dispute is not solved, it will be referred to ‘Conciliation
Officer’. He is appointed by Government. [section 4]. The matter may also be
referred to ‘Board of Conciliation’. [section 4]. He will try to arrive at fair
and amicable settlement acceptable to both parties. If he is unable to do so,
he will send report to appropriate Government. [section 12(4)]. The Government
may then refer the industrial dispute to Board of conciliation, Labour Court or
Industrial Tribunal. [section 12(5)].
Employer and
employees can voluntarily refer the matter to arbitration. [section 10A]. [This
provision is very rarely used by employer and workmen. Generally, they prefer
the Court route].
If no settlement
is arrived at, there is three tier system of adjudication – Labour Court
‘Award’
means an interim or final determination of any industrial dispute or of any
question relating thereto by any Labour Court, Industrial Tribunal or National
Tribunal. It also includes arbitration award. [section 2(b)]. - - The ‘award’
is required to be published by State/Central Government within 30 days.
[section 17]. The award becomes effective 30 days after its publication.
[section 17A].
Labour Court –
Labour Courts are constituted by State Governments u/s 7. It will be
presided over by ‘Presiding Officer’. The Labour Court has powers in respect of
* Interpretation of Standing Orders * Violation of Standing Orders * Discharge
or dismissal of a workman * Withdrawal of any customary concession or privilege
* Illegality or otherwise of a strike or lock-out * Other matters which are not
under Industrial Tribunal. [Second Schedule to the Act]
Industrial tribunal
– Industrial Tribunal is constituted by State Government u/s 7A. The tribunal
will be presided over by ‘Presiding Officer. The Industrial Tribunal has
powers in respect of * Wages, including period and mode of payment *
Compensatory and other allowances * Hours of work and rest intervals * Leave
with wages and holidays * Bonus, profit sharing, provident fund and gratuity *
Shift working changes * Classification by grades * Rules of discipline *
Ratinlanisation and retrenchment of workmen. [Third Schedule to Act].
National Tribunal
– National Tribunal is formed by Central Government for adjudication of
industrial disputes of national importance or where industrial establishments
situated in more than one States are involved. [section 7B].
Reference of dispute
– Appropriate Government can refer any dispute to Board of Conciliation, Court
of Enquiry, Labour Court or Industrial Tribunal. [section 10(1)]. - -
Appropriate Government means * Central Government in case of railways, docks,
IFCI, ESIC, LIC, ONGC, UTI, Airport Authority, industry carried on by or under
authority of Central Government * State Government in case of other industrial
disputes [section 2(a)].
Court/Tribunal can reduce punishment and order reinstatement - As per section 11A, the Labour
Court and Tribunal have wide powers. They can reappraise evidence. They can
also see whether the punishment is disproportionate to the gravity of the
misconduct proved. If the Court or Tribunal is of the view that the punishment
is disproportionate, it can impose lesser punishment or even set aside the
termination and order reinstatement. - - If Court orders reinstatement and
employer files appeal in Higher Court, the employer is required to pay full
wages to the employee during the period of pendency of proceedings with High
Court or Supreme Court. However, if the workman was gainfully employed
elsewhere, Court can order that payment of such wages is not to be made.
[section 17B].
Settlement -
‘Settlement’ means a settlement arrived at in the course of conciliation
proceedings. It includes a written agreement between employer and workmen
arrived at otherwise than in course of conciliation proceedings (i.e. outside
the conciliation proceedings). - - The difference is that settlement arrived at
in course of conciliation or an arbitration award or award of labour court or
Tribunal binds all parties to industrial dispute including present and future
workmen and all parties who were summoned to appear in the proceedings.
[section 18(3)]. If settlement is arrived at by mutual agreement, it binds only
those who were actually party to agreement. [section 18(1)]. - - The settlement
is binding during the period it is in force. Even after that period is over, it
continues to be binding, unless a 2 month notice of termination is given by one
party to another. [section 19(2]. - - If no period has been specified,
settlement is valid for 6 months and an award is valid for one year.
Jurisdiction of civil court qua industrial dispute – Termination of a workman constitutes
an Industrial Dispute. Relief sought can be given by forum under Industrial
Disputes Act and hence, jurisdiction of civil court is impliedly barred. – Chandrakant
Tukaram Nikam v. Municipal Corporation 2002 AIR SCW 710 = 2002(2)
SCALE 77 = 2002 LLR 498 = 100 FJR 519 (SC 3 member bench).
Lay
off, retrenchment and closure – ’Lay
off’ means failure, refusal or inability of employer on account of shortage of
coal, power or raw materials or accumulation of stock or break down of
machinery or natural calamity; to give employment to a workman on muster roll.
- - ‘Lay off’ means not giving employment within two hours after reporting to
work. - - Lay off can be for half day also. In such case, worker can be asked
to come in second half of the shift. [section 2(kkk)].
A factory
employing 50 or more but less than 100 employees on an average per working day
can lay off the workmen, who have completed one year of service, by paying
compensation equal to 50% of salary (basic plus DA) (section 25C of IDA). - -
Employer can offer him alternate employment, if the alternate employment does
not call for any special skill or previous experience, and lay off compensation
will not be payable if employee refuses to accept the alternate employment
(section 25E).
Above provisions
of compensation for lay off do not apply to (a) Industrial establishments
employing less than 50 workmen (b) seasonal industry (c) Establishments
employing 100 or more workmen, as in their case, prior approval of Appropriate
Government is necessary u/s 25M(1).
Retrenchment –
‘Retrenchment’ means termination by the employer of service of a workman for
any reason, other than as a punishment inflicted by a disciplinary action.
However, ‘retrenchment’ does not include voluntary retirement or retirement on
reaching age of superannuation or termination on account of non-renewal of
contract or termination on account of continued ill-health of a workman.
[section 2(oo)].
‘Retrenchment’
means discharge of surplus labour or staff by employer. It is not by way of
punishment. The retrenchment should be on basis of ‘last in first out’ basis in
respect of each category, i.e. junior-most employee in the category (where
there is excess) should be retrenched first. [section 25G]. If employer wants
to re-employer persons, first preference should be given to retrenched workmen.
[section 25H].
A worker who
has completed one year of service can be retrenched by giving one month notice
(or paying one month’s salary) plus retrenchment compensation, at the time of
retirement, @ 15 days’ average wages for every completed year of service
(section 25F).
In Parry’s
Employees Union v. Third Industrial Tribunal 2001 LLR 462 (Cal HC),
it was held that for purposes of retrenchment compensation under ID Act, the
monthly salary should be divided by 30. [Under Gratuity Act, it has to be
divided by 26].
If number of
workmen are 100 or more, prior permission of Appropriate Government is
necessary u/s 25N(1)].
Meaning of ‘continuous service’
– Provisions of compensation for lay off and retrenchment are applicable only
to workman who is in ‘continuous service’ for one year. As per section 25B,
‘continuous service’ includes service interrupted by sickness, authorised
leave, accident or strike which is not illegal, or lock-out or cessation of work
which is not due to fault of workman. -- In Workmen v. Management of
American Express AIR 1986 SC 548 = 1985(4) SCC 71, it was held that
‘actually worked’ cannot mean only those days where workman worked with hammer,
sickle or pen, but must necessarily comprehend all those days during which he
was in the employment of employer and for which has been paid wages either
under express of implied contract of service or by compulsion of statute,
standing orders etc.
Closure –
‘Closure’ means permanent closing down of a place of employment or part
thereof. [section 2(cc)]. - - Thus, closure can be of part of establishment
also. - - 60 days notice should be given for closure to Government, if number
of persons employed are 50 or more. 60 days notice is not necessary if number
of persons employed are less than 50. [section 25FFA]. Compensation has
to be given as if the workman is retrenched. [section 25FFF(1)]. - - If number
of workmen employed are 100 or more, prior permission of Government is
necessary for closure u/s 25-O.
Provisions
for large industries for lay off and closure - Large industries employing 100 or more
workmen on an average for preceding 12 months cannot lay-off, retrench or close
down the undertaking without permission from Government (sections 25M to 25-O
of Industrial Disputes Act). Invariably, such permission is almost never given,
whatever may be the merits of the case.
Provisions
of section 25M in respect of prior permission for lay off have been upheld in Papnasan
Labour Union v. Madura Coats AIR 1995 SC 2200. Provisions of section
25N were upheld in Workmen v. Meenakshi Mills Ltd. - (1992) 62
Taxman 560 = 1992(1) SCALE 1248 = 1992 AIR SCW 1378 = (1992) 3 SCC 336 = JT
1992(3) SC 446 = 1992 LLR 481 = AIR 1994 SC 2696 (5 member bench). In this
case, it was held that powers to give prior permission are quasi-judicial and
hence opportunity of hearing must be given and the order giving permission or
refusing permission is subject to judicial review. In Bharatia Electric
Steel Co. Ltd. v. State of Haryana 1998 LLR 322 (P&H HC DB), it
was observed that operation of section 25-O should be limited to cases where
employer is acting arbitrarily or unfairly. If the reasons given by employer
for closure are genuine and adequate, permission cannot be refused.
In Orissa
Textiles v. State of Orissa 2002 AIR SCW 333 = 2002 LLR 225 = 100
FJR 342 (SC 5 member Constitution Bench), it was held that order u/s 35-O
should be in writing with reasons. The order can be reviewed after one year,
even for the same reasons.
If Banks
refuse to give further loans to run the plant, the employer has to either
abandon the plant or devise some dubious ways to surmount the difficulties. One
of the major reason why foreign investors are reluctant to come to India in a
big way is lack of ‘exit policy’. Some industrial sickness and closures are
inevitable in a ‘market oriented economy’. Absence of official exit policy
creates problems for honest employers (Dishonest employers devise their own
ways).
Notice
of change in conditions of service
– Section 9A provides that an employer cannot effect any change in the
conditions of service applicable to any workman without giving 21 days notice.
Such notice is not required if there is settlement or award of Labour Court or
Tribunal. As per fourth schedule to the Act, such 21 day notice is required if
there is going to be change in wages, wage period, PF contribution, allowances,
hours of work and rest intervals, shift timings, new rules of discipline,
increase or decrease in number of persons employed in any department or shift.
Strike
and lock-out –
‘Strike’ means a cessation of work by a body of persons employed in any
industry, acting in combination, or a concerted refusal, or a refusal under a
common understanding, of any number of persons who are or have been so employed
to continue to work or to accept employment. [section 2(q)].
As per
section 23, workman should not go on strike in * during pendency of
conciliation proceedings and 7 days thereafter * during pendency of proceedings
before Labour Court, Industrial Tribunal or National Tribunal * During period
of arbitration proceedings * During period when settlement or award is in
operation in respect of the matters covered by award or settlement.
Prohibition of strike and lock out in public utility service - .In case of public utility,
employees have to give at least 14 days notice for strike. The notice is valid
only if strike commences within 6 weeks. Otherwise, fresh notice is required. -
- Similarly, an employer cannot declare lock out without giving 14 days notice.
[section 22]. If such notice is received, Government authority should be
informed within five days. - - As per section 2(n), ‘Public Utility Service’
includes railways, major port and docks, section of industry on the working of
which safety of establishment depends, postal/telegraph/ telephone services,
industry supplying power/ light/ water; system of public conservancy or
sanitation. [section 2(n)]. In addition, Government can declare industry
specified in Schedule I as ‘Public Utility Services’. Such declaration can be
made for 6 months at a time [section 2(n)(vi)]. [Industries in first schedule
include banking, transport, cement, coal, defence establishments, security
press, hospitals and dispensaries, oil fields, mining of certain specified
ores, foodstuff, cotton textiles, iron and steel etc].
Lock-out –
‘Lock-out’ means temporary closing or a place of employment or the suspension
of work, or the refusal by an employer to continue to employ any number of
persons employed by him. [section 2(l)]. - - Workers go on strike, while
‘lock-out’ is to be declared by employer.
Wages
during strike period - Wages
during strike period are payable only if the strike is both legal and justified
- Syndicate Bank v. K Umesh Naik (1994) 5 SCC 572 = 1994 AIR SCW
4496 = 1994 II LLJ 836 = 1994 II LLN 1296 = (1994) 3 SCALE 565 = AIR 1995 SC
319 = 1994 II CLR 753 = 1994 LLR 883 (SC constitution bench) - followed in HMT
Ltd. v. HMT Head Office Employees Assn 1997 AIR SCW 153 = AIR 1997
SC 585 = 1997 LLR 758. In HAL Employees Union v. Presiding Officer
1996 LLR 673 (SC), it was held that when lockout by employer is legal and
justified, workmen are not entitled to payment of wages for the period during
which the lock-out continued.
No
work no pay - Principle of ‘No work no pay’ has been
accepted by Supreme Court. - Bank of India v. T S Kelawala 1989
LLR 277 (1990 LLR 313 ?) = 1990(SUP) SCALE 140(2) = (1990) 4 SCC 744 (SC)
* Syndicate Bank v. K Umesh Naik (1994) 5 SCC 572 = 1994
AIR SCW 4496 = 1994 II LLJ 836 = 1994 II LLN 1296 = AIR 1995 SC 319 = 1994(3)
SCALE 565 = 1994 II CLR 753 = 1994 LLR 883 (SC constitution bench). The
principle of ‘no work no pay’ is also applicable when a man was eligible for
promotion but was not promoted and in fact did not work in the higher post. In
such case, he is not eligible to get pay for higher scale - Paluru
Ramkrishnaiah v. UOI - (1989) 2 SCR 92 - followed in State of
Haryana v. OP Gupta - 1996(1) SCALE 602.
Illegal strike or lock-out
– Strike or lock out in violation of sections 22 or 23 and when it is
continuing in violation of order issued by Government u/s 10(3) (when matter is
referred to Conciliation Board or Tribunal) is illegal. [section 24]. Fine upto
Rs 50 per day to workman and Rs 1,000 to employer can be imposed. In addition,
he can be imprisoned upto one month. [section 26].
Restrictions
on employer pending proceedings – If
any conciliation proceedings or proceedings are pending before arbitrator,
labour court or Industrial Tribunal, following restrictions are applicable to
employer.
No change in conditions of service in matters related to dispute – Employer shall not make any change
in condition of service connected to dispute without permission of authority
before whom proceedings are pending. [section 33(1)(a)]. Change which is not
related to dispute can be made in accordance with standing orders without any
permission. [section 33(2)(a)]
No removal of workman in matters related to dispute – Employer shall not discharge,
dismiss or punish any workman in matter for any misconduct concerned to
dispute, without permission of authority before whom proceedings are pending.
[section 33(1)(b)]. Punishment which is not connected to dispute can be made in
accordance with standing orders without any permission. However, dismissal or
discharge of workman will require approval of the action. Application for
approval should be made after action is taken. [section 33(2)(b)]. Prior
permission is not necessary. Application for approval is required to be submitted
after action is already taken. - -In Jaipur Zila Sahakari Bhoomi Vikas Bank
v. Shri Ram Gopal 2002 AIR SCW 249 = 2002 LLR 237 (SC 5 member
constitution bench), it was held that if the approval is not granted u/s
33(2)(b) of Industrial Disputes Act, the order of dismissal becomes ineffective
from the date it was passed and employee becomes entitled to wages from date of
dismissal to date of disapproval of application.
Protected workman
- In every establishment, 1% of total workmen are recognised as ‘Protected workman’
u/s 33(3) (but minimum 5 and maximum 100). In case of such workmen, order for
his dismissal, discharge or punishment cannot be passed without permission of
authority before whom proceedings are pending, whether the issue is related
to dispute or not. Such permission is required only during the period
proceedings are pending and not after main reference is decided.
Unfair
Labour Practices
– Section 25T prohibits unfair labour practices by employer or workman or a
trade union. If any person commits unfair labour practice, he is punishable
with fine upto Rs 1,000 and imprisonment upto 6 months. [section 25U]. Fifth
schedule to Act gives list of what are ‘Unfair Labour Practices’. Then major
are as follows –
In case of employer
- * Interfering in Trade Union activities * Threatening workmen to refrain them
from trade union activities * Establish employer sponsored Trade Union *
Discourage trade union activities by various means * Discharge or dismiss by
way of victimization or falsely implicating workman * Abolish work of regular
nature and to give that work to contractors * Mala fide transfer of
workman under guise of management policy * Employ badli or casuals and continue
them for years * Recruitment workmen during strike which is not illegal * Acts
of force and violence * Not implementing settlement or agreement or award *
Refuse collective bargaining * Continue illegal lock-out
In case of workmen and trade unions - * Support or instigate illegal strike * Coerce workmen
to join or not to join a particular trade union * Threatening or intimidating
workmen who do not join strike * Refuse collective bargaining in good faith *
Coercive actions including ‘go slow’, ‘gherao’, ‘squatting on work premises
after working hours’ etc. * Wilful damage to employer’s property * Acts of
force or violence or intimidation.
There are
‘service conditions’ or ‘service rules’ for various employees like Government
employees, bank employees, LIC employees etc. The Industrial Employment
(Standing Orders) Act, 1947 is designed to provide service rules to workmen.
The object
of the Act is to require employers in industrial establishments to formally
define conditions of employment under them.
What
are ‘Standing Orders’ - ‘Standing
Orders’ means rules of conduct for workmen employed in industrial
establishments. ‘Standing orders’ means rules relating to matters set out in
the schedule to the Act. [section 2(g)]. The schedule to the Act requires that
following should be specified in Standing Orders - (a) classification of
workmen i.e. temporary, badli, casual, permanent, skilled etc. (b) manner of
intimating to workmen working hours, shift working, transfers etc. (c) Holidays
(d) Attendance and late coming rules (e) Leave rules (f) Leave eligibility and
leave conditions (g) Closing and reopening of sections of industrial
establishment (h) termination of employment, suspension, dismissal etc.
for misconduct and acts or omissions which constitute misconduct (i) Retirement
age (j) Means of redressal of workmen against unfair treatment or wrongful
exactions by employer (k) Any other matter that may be prescribed.
Coverage
of Act - The Act
is applicable to all ‘industrial establishments’ employing 100 or more workmen.
[section 1(3)].
‘Industrial
establishment’ means (i) an industrial establishment as defined in section 2(i)
of Payment of Wages Act (ii) Factory as defined in section 2(m) of Factories
Act (iii) Railway (iv) Establishment of contractor who employs workmen for
fulfilling contract with owner of an industrial establishment. [section 2(e)].
The term
‘industrial establishment’ includes factory, transport service, construction
work, mines, plantation, workshop, building activity, transmission of power
etc.
Workman -
‘Workman’ has meaning assigned to it under section 2(s) of Industrial Disputes
Act. [section 2(i)]. Thus, ‘workman’ includes skilled, unskilled, manual or
clerical work. However, ‘workman’ does not include employees engaged in
managerial or administrative capacity or supervisory capacity. ‘Workman’ does
not include workers subject to Army Act, Navy Act or Air Force Act or to police
or prison services.
Approval
of Standing Orders - Every
employer covered under the Act has to prepare ‘Standing Orders’, covering the
matters required in the ‘Standing Orders’. Five copies of these should be sent
to Certifying Officer for approval. [section 3(1)]. ‘Certifying Officer’ means
Labour Commissioner and any officer appointed by Government to be ‘Certifying
Officer’. [section 2(c)].
The Certifying
Officer will inform the Union and workmen and
hear their objections. After that, he will certify the ‘Standing Orders’ for
the industrial establishment. [section 5]. Till standing orders are
certified, ‘Model Standing Order’ prepared by Government will automatically
apply. [section12A].
Standing
order should be displayed in English and local language on special notice
boards at or near entrance of the establishment. [section 9]. Modifications of
Standing Order shall be done by following similar procedure. [section 10].
Once the
‘Standing Orders’ are certified, they supersede any term and condition of
employment, contained in the appointment letter. If there is inconsistency
between ‘Standing Order’ and ‘Appointment Letter’, the provisions of ‘Standing Order’
prevail - Eicher Goodearth Ltd. v. R K Soni - (1993) XXIV LLR 524
= 1993 LLR 524 (Raj HC) * Printers House v. State of Haryana 1982
II LLN 327.
Standing
orders are binding on employer and employee. These are statutorily imposed
conditions of service. However, they are not statutory provisions themselves
(meaning that the ‘Standing Orders’ even when approved, do not become ‘law’ in
the sense in which Rules and Notifications issued under delegated legislation
become after they are published as prescribed.) - Rajasthan SRTC v. Krishna Kant - AIR 1995 SC 1715 = (1995) 5
SCC 75 = 71 FLR 211 = 87 FJR 204 = 1995 AIR SCW 2683 = 1995 LLR 481 (SC).
Model
Standing Orders - The
Act has prescribed Model Standing Orders. These are automatically applicable
till employer prepares his own ‘Standing Orders’ and these are approved by
‘Certifying Officer’. [section 12A].
Disciplinary
Action - The most
important use of ‘Standing Orders’ is in case of disciplinary action. A workman
can be punished only if the act committed by him is a ‘misconduct’ as defined
under the ‘Standing Orders’. The ‘Model Standing Orders’ contain such acts like
insubordination, disobedience, fraud, dishonesty, damage to employer’s
property, taking bribe, habitual absence or habitual late attendance, riotous
behaviour, habitual neglect of work, strike in contravention of rules etc. as
misconducts. The ‘Certified Standing Orders’ may cover other acts as
‘misconduct’, if approved by ‘Certifying Officer’.
Subsistence
Allowance – Where
a workman is suspended by employer pending investigation or enquiry into
complaints or charges of misconduct against him, the workman shall be paid
subsistence allowance equal to 50% of wages for first 90 days of suspension and
75% of wages for remaining period till completion of disciplinary proceedings.
[section 10A(1)]. - - ‘Wages’ has same meaning as under section 2(rr) of
Industrial Disputes Act. [section 2(i)].
The
purpose of Act is to provide for fixing of minimum rates of wages in certain
employments.
Wages – Wages means all remuneration capable of being expressed in
terms of money. It includes house rent allowance but does not
include * value of house accommodation, supply of light, water, medical
attendance * Value of any other amenity provided, if excluded by Government
order * Contribution to pension fund or provident fund or insurance * Traveling
allowance * special expenses incurred by the nature of employment * Gratuity
payable on discharge. [section 2(h)].
Fixing of minimum wages – Minimum wages will be fixed by Appropriate
Government after following prescribed procedure. The rate fixed can be revised
periodically. [section 3(1)].The rate can be fixed on * time work basis * piece
work basis * a ‘guaranteed rate’ when rate is fixed on piece work basis and *
overtime rate. [section 3(2)]. Different minimum wage rates can be fixed for *
different scheduled employments * different class of work in the same scheduled
employment * adults, adolescents, children and apprentices * Different
localities. [section 3(3)(a)]. Rates can be fixed on basis of hour, day or
month, or even larger period. [section 3(3)(b)]. - - The rate shall consist of
basic rate of wages with or without allowance for cost of living allowance
based on ‘cost of living index number’. An all inclusive rate allowing
for basic wage, cost of living allowance and cash value of concession can also
be fixed. [section 4].
Procedure for fixing minimum wages – Minimum wages will be
fixed after appointing a committee. Their proposals will be published by way of
notification. After hearing representations, rate of minimum wages will be
notified. [section 5].
Government
is required to constitute Advisory Board to recommend minimum wages. The
recommendations of Advisory Board are not binding on Government. – State of AP
It is sufficient if total wages paid are more than
minimum wages
- Even if State Government notification prescribes variable dearness allowance
which is linked with cost of living index, amount paid on basis of DA is not to
be taken as an independent component of minimum wages, but as part and parcel
of process of computing minimum wages. Hence, in cases where employer is paying
total sum which is higher than minimum rates of wages fixed under the Act
including the cost of living index (VDA), he is not required to pay VDA
separately. - Airfreight Ltd. v. State of Karnataka 1999(4) SCALE
451 = 1999 AIR SCW 2608 = AIR 1999 SC 2459 = 95 FJR 395 = 1999 LLR 1008 = 83
FLR 126 (SC) – same view in Harilal Jechand Doshi v. Maharashtra
General Kamgar Union 2000(1) Bom CR 620 (Bom HC) * Management of
Ramkrishna Pharmaceuticals v. State Authority 2002 LLR 988 (AP HC) *
Andhra Pradesh Hotels Association v. Government of AP 2002 LLR
1122 = 101 FJR 703 (AP HC DB). – Thus, even if rates fixed by State
Government indicate basic and DA separately, it is not necessary to show them
separately by employer in his wage sheet. It is sufficient if employer pays
total amount which is equal to or more than total minimum wages (including DA)
as specified by State Government in a notification.
Employer to close unit if he cannot afford to pay
minimum wages
- If an employer cannot pay minimum wages, he has to close down the
undertaking. * Crown Aluminium Works v. Their Workmen AIR 1958 SC
30 = 1958 I LLJ 587 (SC) * Deepak Photos v. State of Kerala 2001
LLR 10 (Ker HC DB) * Andhra Pradesh Hotels Association v. Government
of AP 2002 LLR 1122 = 101 FJR 703 (AP HC DB). Paying capacity is not
relevant consideration for rate of minimum wages. Cost of living and general
wages in locality are relevant. – Chandrabhavan Boarding v. State of Mysore
Minimum
wages are payable irrespective of financial position of individual employer. – Hindustan Aeronautics v. Workmen AIR
1967 SC 948.
The Act is
to regulate payment of wages to certain class of employed persons. The Act
applies to payment of wages to persons employed in factory or railways. It also
applies to any ‘industrial or other establishment’ specified in section
2(ii). [section 1(4)]. ‘Factory’ means factory as defined in
section 2(m) of Factories Act. - - Industrial or other establishment specified
in section 2(ii) are - * Tramway or motor transport services * Air transport
services * Dock wharf or jetty * Inland vessels * Mines, quarry or oil-field * Plantation
Presently, the Act applies to
employees drawing wages upto Rs 1,600. [section 1(6)]. The limit is being
increased to Rs 6.500 by amending the Act.
Every employer is responsible for
payment to persons employed by him on wages. [section 3].
Meaning of
wages - Wages means all
remuneration expressed in terms of money and include remuneration payable under
any award or settlement, overtime wages, wages for holiday and any sum payable
on termination of employment. However, it does not include bonus which does not
form part of remuneration payable, value of house accommodation, contribution
to PF, traveling allowance or gratuity. [section 2(vi)]
How wages
should be paid - Wages
can be paid on daily, weekly, fortnightly or monthly basis, but wage period
cannot be more than a month. [section 4]. Wages should paid on a working day.
Wages are payable on or before 7th day after the ‘wage period’. In case of
factories employing more than 1,000 workers, wages can be paid on or before
10th day after ‘wage period’ is over. [section 5(1)]. [Normally, ‘wage period’
is a ‘month’. Thus, normally, wages should be paid by 7th of following month
and by 10th if number of employees are 1,000 or more]. - - Wages should
be paid in coins and currency notes. However, with authorisation from employee,
it can be paid by cheque or by crediting in his bank account. [section 6].
Deductions
permissible - Deduction
on account of absence of duty, fines, house accommodation if provided, recovery
of advance, loans given, income tax, provident fund, ESI contribution, LIC
premium, amenities provided, deduction by order of Court etc. is permitted.
Maximum deduction can be 50%. However, maximum deduction upto 75% is
permissible if deduction is partly made for payment to cooperative society.
[section 7].
Fines – Specific notice specifying acts and
omissions for which fine can be imposed should be exhibited on notice board
etc. Such notice can be issued only after obtaining specific approval from
State Government. Fine can be imposed only after giving employee a personal
hearing. Fine can be maximum 3% of wages in a month. Fine cannot be recovered
in instalments. [section 8].
The object of Trade Unions Act, 1926
is to provide for registration of Trade unions and to define law relating to
registered trade unions in certain aspects.
Trade Union – 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. It includes federation of two or more trade unions. [section
2(h)].
Thus, technically, there can be
‘union’ of employers also, though, almost universally, the term ‘trade union’
is associated with union of workmen or employees.
‘Trade dispute’ means any dispute
between workmen and employers or between workmen and workmen, or between
employers and employers. However, it should be connected with employment or
non-employment, or the conditions of labour, of any person. ‘Workman’ means all
persons employed in trade or industry, whether or not in the employment of the
employer with whom the trade dispute arises. [section 2(g)].
Any seven or more members of a Trade
Union can apply for registration, by subscribing their names to rules of trade
Union and complying with provisions of the Act for registration of Trade Union.
[section 4(1)]. Right and liabilities of a Registered Trade Union are specified
in section 15.
Registration of trade union – Appropriate Government shall
appoint a person as Registrar of Trade Unions for each State. [section
3(1)]. Application for registration is required to be made signed by at
least 7 members. Application should be accompanied by rules of trade union. and
other required details. [section 5]. Rules should contain provisions as
prescribed in section 6. Registrar shall register Trade Union and enter
particulars in the register maintained by him. [section 8]. Trade Union will
have a registered office. [section 12].
Other provisions – Other important provisions are as
follows -
Trade Union
is a body corporate –
Registered Trade Union shall be a body corporate by the name under which it is
registered. It will have perpetual succession and a common seal. It can acquire
both movable and immovable property in its own name and contract in its own
name. [section 13].
Fund for
political purposes -
Trade Union can constitute separate fund for political purposes. [section 16].
Executive
Committee and Office Bearers of Union – The management of trade union will
be conduced by ‘executive’. It is a body by whatever name called.
[section 2(a)]. Thus, controlling body of Trade Union may be called as
‘Executive Body’ or ‘Governing Body’ or ‘Managing Committee’ or any such
name. The members of the executive body are termed as ‘Officer Bearers’.
[section 2(b)]. At least 50% of office bearers of registered trade union shall
be persons actually engaged or employed in an industry wit which the trade
union is connected. [section 22].
Annual
Returns – Every
registered trade union will prepare a general statement of assets and
liabilities of trade Union as on 31st December. The statement will be
sent to Registrar along with information about change of office bearers during
the year. [section 28(1)].
Immunity from
provision of criminal conspiracy in trade disputes – Office bearer of a trade union
shall not be liable to punishment u/s 120B(2) of Indian Penal Code in
respect of agreement made between members for purpose of object of trade union,
unless the agreement is agreement to commit an offence. [section 17]. - - Thus,
office bearer of trade union cannot be prosecuted for criminal conspiracy in
respect of agreement relating to object of trade union.
Immunity from
civil suit – A civil suit
or other legal proceeding is not maintainable against any registered trade
union or office bearer in furtherance of trade union activity on the ground
that (a) such act induces some person to break a contract of employment or (b)
It is in interference with the trade, business or employment of some other
person. [section 18(1)].
Registration
does not mean recognition
– Registration and recognition of Union by an
employer are independent issues. Registration of Trade Union with Registrar has
nothing to do with its recognition in a particular factory/company. Recognition
of Trade Union is generally a matter of agreement between employer and trade
union. In States like Maharashtra and Madhya
Pradesh, there are specific legal provisions for recognition of a trade union.
This is a
very old enactment for providing social security to workmen. Under this Act, a
workman who dies or suffers disablement (partial or total) due to accident is
entitled to get compensation from employer.
Act
does not apply where workman covered under ESI Act - Since a workman is entitled to get
compensation from ESIC, a workman covered under ESI Act is not entitled to get
compensation under Workmen’s Compensation Act, as per section 53 of ESIC.
However, Act
is applicable to factories, mines, plantations, transport establishments,
construction work etc. (who are not covered under ESI Act).
Employer’s
liability for compensation
– An employer is liable to pay compensation if personal injury is caused to a
workman by accident arising out of and in the course of his employment.
[section 3(1)]. An employer is not liable in following cases –
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Injury
which does not result in total or partial disablement of workman for a period
exceeding 3 days
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Injury
caused by an accident directly attributable to * workman under influence of
drinks or drugs * wilful disobedience of express orders for safety * wilful
removal of safety guard or device. [Even if such case, if the workman dies or
suffers permanent total disablement, the employer will be liable].
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Employment disease
– Employer is liable if a workman contracts any specified occupational disease,
while he is in service of employer for at least 6 months. [section 3(2)].
Employer’s fault is immaterial - The compensation is payable even when there was no fault
of employer. In New India Assurance Co. Ltd. v. Pennamna Kuriern
- (1995) 84 Comp. Cas. 251 (Ker HC DB), claim of workmen for compensation under
Motor Vehicle Act was rejected due to negligence of employee, but compensation
was awarded under Workmen’s Compensation Act on the principle of ‘no fault’.
Compensation payable even if workman was careless - Compensation is payable even if it
is found that the employee did not take proper precautions. An employee is not
entitled to get compensation only if (a) he was drunk or had taken drugs
(b) he wilfully disobeyed orders in respect of safety (c) he
wilfully removed safety guards of machines. However, compensation cannot be
denied on the ground that workman was negligent or careless. – Mar
Themotheous v. Santosh Raj 2001 LLR 164 (Ker HC DB).
Number of workmen employed is not criteria – In definition of ‘workman’ in
schedule II, in most of the cases, number of workmen employed is not the
criteria. In most of cases, employer will be liable even if just one workman is
employed. - - The Act applies to a workshop even if it employs less than
20 workmen and is not a ‘factory’ under Factories Act. – Sunil Industries
v. Ram Chander 2000 AIR SCW 4109 = 2001 LLR 64 = 2000(7) SCALE 415.
Workman
under the Act –
‘Workman’ means * railway servant * crew of ship * Crew of aircraft * Driver,
cleaner, helper or mechanic of motor vehicle * Person recruited abroad *
Employed in capacity specified in Schedule II.
The Schedule
II covers many activities like manufacturing process, explosives, mine, ship,
loading/unloading, construction, electricity generation and distribution,
drivers, horticulture, circus etc. - - Cultivation of land, fishing, rearing of
live stock is covered if more than 25 persons are employed. - - Persons employed
outside are also covered. However, persons employed in clerical capacity are
excluded.
Compensation
payable under the Act – Mode
of computation of compensation is given in section 4 of the Act. Compensation
is payable to workmen. It is payable to dependents of workman in case of death.
In case of
death resulting from injury, minimum compensation is Rs. 80,000. Maximum
compensation is an amount equal to 50% of monthly wages of deceased workman
multiplied by factor depending on age (More the age, lower the compensation).
If salary exceeds Rs 4,000, it will be considered as Rs 4,000 only for purpose
of calculating the compensation. Maximum compensation is Rs. 4,57,080 if a
person at the time of death was 16 years of age an. In addition, funeral
expenses upto Rs 2,500 are payable. [section 4(3)].
In case of
permanent total disablement, minimum compensation is Rs. 90,000. Maximum
compensation is an amount equal to 60% of monthly wages of deceased workman
multiplied by factor depending on age (More the age, lower the compensation).
Maximum compensation payable is Rs. 5,48,496, if workman was 16 years of age at
the time of accident. - - In case of permanent partial disablement,
compensation is payable on basis of percentage of loss of earning capacity.
No compensation
is payable if disablement is upto only three days.
protection to compensation
- The compensation paid under the Act is protected, i.e. it cannot be attached
or assigned. [section 9].
Liability
of Principal Employer - Principal
Employer is liable to pay the amount of compensation for the injury suffered by
workman employed through contractor, if the accident arises as a result of
accident arising out of and during the course of employment. [section 12].
Payment
of compensation only through Commissioner - A Commissioner for Workmen’s
Compensation is appointed by Government. The compensation must be paid only
through the Commissioner in case of death or total disablement. Any lump sum
payment to workman under the Act must be made only through Commissioner. Direct
payment to workman or his dependents is not recognised at all as compensation.
However, in case of death, if employer has paid some compensation to dependent,
that will be refunded to employer. [section 8(1)].
Expenditure
made by employer for medical treatment of workman is not considered for
purposes of the compensation.
Employees
entitled - Every
employee, including those employed through contractor, but excluding casual
employees who is engaged for purpose of employer’s business is eligible. The
Act does not cover employees employed in clerical capacity. However, workmen in
manufacturing processes, mines, ships, construction, tractor or mechanical
appliances in agriculture, circus etc. and also drivers, watchmen etc. are
covered. The compensation is payable if accident arises out of and during the
cause of employment, and such accident causes either death or disablement.
Injury
arising out of and during the course of employment - The employee is eligible to get
‘disablement benefit’ only when the injury arises out of and during the course
of employment. Similarly, a workman is entitled to get compensation only if
accident is ‘arising out of and during the course of employment’.
Any
punishment of suspension or dismissal can be imposed after conducting a
‘Domestic Enquiry’. Principles of natural justice have to be followed.
Termination of an employee without following principles of natural justice is
violative of Article 21 of Constitution - D K Yadav v. JMA Industries
Ltd. 1993(67) FLR 111 (SC) = 1993 LLR 584 = 1993 AIR SCW 1995 = (1993) 3
SCC 259 = 1993(3) SCALE 39 = JT (1993) 3 SC 617 = 1993(2) LLN 575 (SC).
For proper
conduct of enquiry (1) Employee should be informed of charges leveled against
him (2) Witnesses should be ordinarily examined before him. (3) The employee
should be given fair opportunity to cross examine the witnesses, including
himself (4) The enquiry officer should record his findings with reasons. – Sur
Enamel v. Workmen (1964) 3 SCR 616 = (1963) 2 LLJ 367 (SC) * Calcutta
The
workman is issued with a ‘Show Cause Notice’ giving details of charges of
misconduct against him. He has to give his reply. Then, enquiry into charges is
conducted by an ‘Enquiry Officer’ appointed by Management. Such ‘Enquiry
Officer’ can be an employee of the company or an outsider. The workman can
defend himself before the Enquiry Officer or he can be defended by his
co-worker or a Union Representative. The workman is not allowed to engage a
lawyer to defend his case. After enquiry, the ‘Enquiry Officer’ has to give his
findings and state whether he finds the workman ‘guilty’ or ‘not guilty’. He
should give reasons for his views. However, the ‘Enquiry Officer’ should not
give his opinion about the punishment that should be imposed on the workman.
Copy of the report of Enquiry Officer has to be given to the workman. - UOI
v. Mohd Ramzan Khan - (1991) 1 SCC 588 = AIR 1991 SC 471 = JT (1990) 4
SC 456 = 1990(2) SCALE 1094 = 1991 I CLR 61 (SC). The workman has right to
state his case on the basis of ‘Enquiry Report’ e.g. the workman may agree that
he is guilty but may plead for leniency, or he may point out discrepancies in
the report of ‘Enquiry Officer’. After the reply of workman, the authorised
Manager will go through enquiry papers, report of Enquiry Officer and
observations/reply of workman on the report of Enquiry Officer. The Authorised
Manager will then issue suitable order. The ‘Disciplinary Authority’ should not
be lower in rank or grade than the ‘Appointing Authority’.
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