Labour Law

 

list of labour laws applicability on manufacturing units

Following are the list of labour law along with the general applicability on manufacturing units:

1) Factories Act: Ten or more workers doing manufacturing activities with the aid of power, or twenty of more workers doing manufacturing activities without aid of power

2) Contract Labour Act: This act will be applicable to the factory where the employees are working on contractual basis and their payroll is processed by the Contractor. This act is applicable premise wise and that if at one premise of the Company, if there are more than 20 employees (differs from state to state) on contract basis, then the Management has to register their premise under the said Act

3) Payment of Wages Act: This act will be applicable only in case if the salary / wages of any employee / worker will be below Rs. 24000 per month (Rs. 24000 is amended w.e.f. August 29, 2017)

4) Minimum Wages Act: This act is applicable to all the organization. Basic theme of the Act is to make sure that all the employees and workers including contract workers are paid more than minimum wage rates as specified by the Appropriate Government.

5) Employee’s Provident Fund Act: It is applicable to all the factories which define “factory” under Factories Act and to all other establishment where 20 or more employees are employed.

6) Employees’ State Insurance Act: This act is applicable to all the factories where there are more than 10 employees, further to add, it is applicable only to the employees /workers whose salary is less than Rs. 21000 per month

7) Employees’ Compensation Act: This act is applicable to all the establishment, however first preference in terms of the Insurance compensation will be covered under ESIC Act, if the injured employees are covered under the ESIC Act, else the compensation can be claimed under Employees Compensation Act.

Central / State Law:

1) Factories Act: It is central law, but the registration and license under the said Act is premise based and the separate license will be required for the multiple factories located at multiple locations.

2) Contract Labour Act: It is again central law but the registration under the said Act will be premise based and separate registration will be required for all the premises.

3) Payment of Wages Act: It is Central law and the compliance can be done centralised from the Corporate Office.

4) Minimum Wages Act: It is Central law and the compliance can be done centralised from the Corporate Office.

5) PF Act: It is Central law and the compliance can be done centralised from the Corporate Office.

6) ESIC Act: It is Central law and the compliance can be done centralised from the Corporate Office.

7) Employees Compensation Act: It is Central law and the compliance can be done centralised from the Corporate Office.

 

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