A Project Report of

“Legal Compliances”
At

JUSCO, Jamshedpur
Dissertation Report Submitted in partial fulfillment of the Master Of Business Administration Submitted by: Kishore Kumar Mahato Reg.— 1ay09mba73 (HR) 2009-11 Under supervision of Prof. …..
Acharya Institute Of Technology,Bangalore.

Acknowledgment

DECLARATION
P EFA E R C

The subject of my project-work is “measuring training effectiveness in Legal Compliances.” It has been done with the purpose of satisfying the needs of degree course. Legal Compliances is one of the hottest topic in the Human Resource Management. Today, in the highly competitive market, every organization is thriving to achieve its goal with a minimum cost production. Any organization aims to produce quality goods and services at a competitive price so as to achieve customer’s satisfaction. Not only that, they also aim to bring customer’s delightment. This aim can only be achieved if an organization possesses efficient human resources. The human resources (the most vital of all resources) can only be efficient if there is a proper training and development programme. A number of research works is being carried out on

the topic of training effectiveness. A number of techniques have been suggested by the researchers on increasing the effectiveness. This is because,; once the training is imparted; it becomes necessary to have a significant tool to be used to measure the effectiveness of training. Otherwise, we can not assess whether the training imparted was really beneficial to employees or not. If yes, then up to what extent it was useful for the employees.

Contents
Chapter 1 .................................................................................................................................................. 7 1.1 Introduction about Legal Compliances ............................................................................................... 8 1.2 Objective of Legal Compliances ......................................................................................................... 8 1.3 Method of study .................................................................................................................... …………… 10 Chapter -2 ................................................................................................................................................. 11 2.1 Company Profile ................................................................................................................................ 12 JUSCO .......................................................................................................................... ......................... …..12 JUSCO‐ Vision ........................................................................................................................... ........ ……….12 JUSCO-Mission JUSCO‐ Core Values .......................................................................................................................... ………12

................................................................................................................................... 26 Form‐D register... ................................................................................................ .....................................................................................................................................................................16 On yearly basis: ........16 On 15th or before .......................5 Employees’ State Insurance Act...... ……………18 Form‐16 Application for advance from the fund ................................................................................................................................................ 17 Form‐13/13A Application for transfer of EPF account ............................................................... 15 Rule‐6 Submission of returns ............................................. 1976 ................................................................................................ 23 Para‐69 (1) (a to dd) ........ …………....................................... .........................4 Equal Remuneration Act......... 26 3...................................................... 1976 .................. 16 Para‐35 Preparation of Contribution Cards .... Rule 6 of Equal Remuneration Rules........................................................... ……………… 15 3....................................................................... ……........ 25 3...... .............. 1936 .............. 17 Form‐14 Application for financing life Insurance Policy out of the PF Account ..........................................................................................2 The EPF & Miscellaneous provisions Act...... 16 On monthly basis: .......................................................................................... 1948 ..................................... 27 .......... ........................................................................................................................................................................................................... ...................................................................... 1959 & Rules . ……...................................... ……………18 Form‐19 & 20 For claiming of Provident Fund Accumulation ............................................ 24 3............................................................................................... 27 Registration of Establishments.................... 23 Register to be maintained for: ......................................................... 14 3. 13 Chapter............................................................................................................................................. 16 Form‐2 Nomination & Declaration Form ................................................................. 15 On monthly basis: .................... 16 Para‐42 Renewal of Contribution Cards .......3 ................................................................................................. 1952 ....... ....................1 The Employment Exchange Act.....22 Para‐72(5) Payment of Provident Fund .............................3 The Payment of Wages Act...............................................................................................................................................

.... 37 Section‐15 Notice of termination of service ........................ 28 On occurrence: .......................................35 Section‐9 Restriction of employment of children ...................................................................... 1972 ................ ...................... ...........9 Companys & Establishment Act.. 1972 ................................. 33 3................................................. .... 37 Section‐14 Payment of recovery of wages ................................................................................................ (3) & (4) of Payment of Gratuity Central rules................ ‘J’ & ‘K’............... 32 Form ‘F’........................................ Rule 7 (1).... 30 On monthly basis: ......B............................................................................................................................................. 37 ............................................................................................................................................................ (2) & (3) of Payment of Gratuity Central rules..... ................................................................................................... 29 3...................................................................................... 27 Yearly: .............. 35 Section‐5 Holiday in companys & establishments.................. ......................Register to be maintained for: ............................................................................................... 31 3......................... 1972 ........................................ 1972 ... & ‘H’‐Rule 6 (1)............. 36 Section‐12 Person employed to be entitled to wages for the period of privilege leave in ....................... 32 Form‐ ‘I’........................................ ................................. 27 Every month: ..... 36 Section‐10 Restriction of employment .....8 The Payment of Gratuity Act..............) ................. ‘G....................................................................................................................... 32 Form ‘A’......... 1963 (W.................7 The payment of Bonus Act.... 36 Section‐11 Leave ................................ 1972............. 36 Section‐13 Wages for overtime work .............................................................................................. ‘B’ & ‘C’‐ Rule 3 of Payment of Gratuity Central rules....................................................................... 31 On yearly basis: ...................................................................................................................................... Rule 8 (1) of Payment of Gratuity Central rules.... ............... 1965 & Rules ............................................................... 33 Form‐‘L’ & ‘M’............. 35 Section‐6 Hours of work in company ...........................................6 The Maternity Benefits Act.................. 1961 .. 31 Others: ......................................................................................................................... 30 3...............................

............................................................................. Decide How You Will Communicate the Policy in the Future ................................................... 42 1................................................................................................................................................................................... Implement the Policy .................4 Annexure ......................... 47 Chapter 1 1............................. Check Out These Guidelines to See if a Policy Is Needed ................................................................................. 43 6..... 43 7............ 40 Section‐6 No deduction or abatement to be made from wages ...................................................................... 45 4............................... 39 3.......................................38 Section‐18 Persons employed to be furnished with letter of appointment ................................................................................................................................................................................1 Conclusion ......... 44 10.......................................... Obtain Management Support for the Policy ................... 40 Chapter-4 .............................................................................................. 42 2.................................................................... 40 Section‐ 3 Closing of companys ................................................................................................................... 42 4......................................................................................................................................................................................................................................10 Weekly Holiday Act............................ ...................................................................................... 41 4........ 40 Section‐4 Weekly holiday in companys..............................................................................1 Introduction about Legal Compliances .........................Section‐16 Registration of companys and establishment ........3 Bibliography ...... Articulate the Goal of the Policy .... 44 Risks of Not Complying ........... Interpret and Integrate the Policy ............ 1942 . 43 4.......... 43 5...................................................................... 39 Section‐21 Penalties ................................................. Obtain Legal Review of the Policy ................ 44 9...2 Suggestion ............................... Review the Policy ................................... 44 8.......................................................................................................... Develop and Write the Policy ........................................ ......................................... 47 4.............

This gives us a depth of knowledge and understanding that enables us to offer very intuitive advice to our clients as we identify their legal obligations and audit compliance against these obligations In summary our approach is as follows:     Identify your legal obligations Develop a register of these obligations Develop and implement control measures to deliver or improve compliance Provide training on specific legal issues and a holistic approach to managing all . not a test. There are some key benefits from this: We can help clients maintain various management system standards. by ensuring they have identified and are compliant with relevant legislation  We can help clients identify areas at risk of prosecution  We identify forthcoming legislation and can help clients prepare to manage the impacts  We identify market opportunities that clients can take advantage of as they comply with new and emerging legislation  Our experience enables us to deliver a balance between business sustainability. The strength of our global team is that we are able to advise clients on the impacts and requirements of different legislation worldwide. regionally and nationally. ensuringthat government regulations and company policies are being adhered to. INTRODUCTION LEGAL COMPLIANCES Legal Compliance Ever increasing levels of legislation are affecting organisations across the world. usually in a checklist fashion. And the effect is felt even more acutely when an organisation has operations in many different locations. It involves systematically reviewing all aspects of human resources. regulators and industry bodies. best practice and meeting minimum legislative standards. There will always be room for improvement in every organization. for example ISO14001.As this legal compliances is a part of a larger part for Human Resources Department called as HR Legal Compliances An HR-is a Legal compliances by which an organization can measure where it currently stands and determine what it has to accomplish to improve its human resources function. We have an excellent track record working with operators. The key to an Legal Compliances is toremember it is a learning or discovery tool. regulations that apply internationally.

the list goes on. Thales has given its subsidiary CEOs the responsibility to design. The Group has appointed a Compliance Officer in each unit to help CEOs cope . Non-compliance with regulations could expose Thales and its officers to large fines. REACH. detect issues and limit the consequences of any conduct that may violate the company’s commitments and internal policies or could lead to civil or criminal liability or reputational damage. implement and maintain a satisfactory risk management and internal control system. regulations or international treaties is critical to Thales’s ability to conduct current and future business. sales and legal restrictions and reputational damage. criminal or civil sanctions. The Compliance Programme pays special attention to areas relating to: • • • • • • • • • Company law and delegations Competition & commercial laws Social rights & employment laws Export control Anti-bribery laws Environmental law Occupational health and safety National secrecy Intellectual property right. Thales established a Compliance Programme in 2007 to better incorporate compliance risk management within its business processes. industrial permit applications. Thales operates within a far-reaching legal and regulatory framework. and this website details many of these specifically. The objective of this Group-wide Compliance Programme is to decrease the risk of noncompliance for Thales by helping to prevent occurrences. SUSTAINING LEGAL COMPLIANCE Strict compliance with all applicable laws. the future Climate Change Bill.etc To deploy the compliance programme across the organisation.obligations  Tracking impacts of changes and proposed future legislation  Auditing an organisation's adherence to regulations on a periodic basis We have expertise across all major areas of environmental and product compliance: waste management.

Yearly attestation letters flow up through the organisation and are consolidated in a report that is submitted to the Executive Committee and Board of Directors and provides :We provide following legal support services to Indian limited companies to ensure compliance of the applicable provisions of the law. training and tools already in place. Thales requires all subsidiaries under its control to formally report on the measures and resources in place to secure compliance. Throughout the year. They allow Thales subsidiaries to assess the maturity of the measures in place to prevent legal violations and serve as a baseline for defining improvement plans when such measures are not deemed adequate. relatives of directors. whole Time Director or manager Payment of remuneration to directors Payment of remuneration to relatives of directors Loan to directors Transactions with directors. Thales’s experts also produce self-assessment questionnaires that complement the internal policies. limited company. guidance. other entities (firm. the Audit and Internal Control Department monitors implementation of improvement action plans by subsidiaries and provides support to better prevent the risk of non-compliance. Maintaining registers and records under the Companies Act [On retainer basis] • • • • • • • • • • • • • • • • • • • • • Compliance Certificate under the Companies Act Certification of ROC e-forms Annual filings with ROC Registration of charge over assets of company (secured loans) under the Companies Act Transfer and Transmission of shares Consolidation / sub-division of shares Issue of duplicate share certificates Change of name Change of registered office Change of object clause of memorandum of association Increase of authorised share capital Change of articles of association Appointment and resignation of directors. alternate directors. additional directors. nominee directors Change of auditor Holding actual board meetings or committee meetings Holding actual general meeting of shareholders Appointment of Managing Director. CEOs are required to complete a yearly attestation letter in which they disclose their assessments and commitments for improvements.with the complex and constantly evolving legal and regulatory framework. .

records and abstracts. 2)To review compliance with a myriad of administrative regulations.• • • • • • HUF. 4)To maintain or enhance the organization’s and the department’s reputation in the community. 3)To instill a sense of confidence in management and the human resources function that it is well managed and prepared to meet potential challenges.2 Objective of Legal Compliances 1)To insure the effective utilization of an organization’s human resources. 6)Suggestions for complying with applicable labour legislations for setting up of a new company or establishment. 1)Legal compliance (Covered under this project) . 5)To perform a "due diligence" review for shareholders or potential investors/owners. 7)Identification of all legislations governing the functioning of the company with special reference to the concerned business segment 8)Implementation of an effective compliance system by providing the necessary guidance and facilities 9)Educating companies on labour laws governing the filing of returns. trust) wherein directors are interested Conversion of private limited to public limited Accepting deposits / borrowings (unsecured loans) Removal of director Removal of auditor Payment of dividend Transfer of funds to Investor Education and Protection Fund 1. maintenance of registers.

or in connection with a specific transaction. goals or objectives and allows planning for the legal tasks that must be accomplished as a result of the issues identified. Finally. pending and threatened litigation. the ." and a host of other factors. as well as the specific findings of the report. government contracts. Naturally. structure and ongoing operations are consistent with the latest developments in business and corporate law. antitrust and related trade regulations. the entrepreneur can implement the recommendations of the report. The topics that must be addressed include: choice and structure of the entity.2)Compensation/Salary Administration 3)Employment/Recruiting 4)Orientation 5)Terminations 6)Training and Development 7)Employee Relations 8)Communications 9)Files/Record Maintenance/Technology 10)Policies and procedures (including employee handbook) In a legal compliances . such as an acquisition or securities offering. product liability and environmental law. estate planning. recent acts of the board of directors and documentation (or lack thereof) relating to those decisions. the type of business (such as service vs. employment agreements. the extent and complexity of the legal audit will vary depending on the size and stage of growth of the company. estate planning/asset protection. forms and methods of distribution and marketing. securities law compliance. and a review of sales and collection practices. the legal audit helps managers identify the legal issues triggered by changes in strategies. The legal audit also lays the groundwork for the establishment of an ongoing legal compliance and prevention program in order to ensure that the company's goals. the company's management team meets with corporate counsel in order to discuss strategic plans and objectives. franchising compliance. such as tax. manufacturing). the number of shareholders and employees. What he or she does will vary. Implementation of the Post-Audit Recommendations. protection of intellectual property. At a minimum. review key documents and records. There are also specialized legal audits in specific areas. insurance coverage. Once the legal audit team has issued its post-audit evaluation to the management team. A legal audit may be performed on a periodic basis as part of an ongoing compliance program or may be performed in connection with a specific event. and environmental law. such as a financial audit. depending on the growth planned by the company. Issues in a Legal Audit (Compliance) A comprehensive legal audit will examine a wide range of issues which may be as mundane as whether or not the company is qualified to do business in foreign jurisdictions or as complex as an analysis of the company's executive compensation and retirement plans in order to ensure consistency with current tax and employment law regulations. labor and employment. hiring and firing practices. and analyze and identify current and projected legal needs of the company. the extent to which the company does business in a "regulated industry.

and in certain cases.  To extrapolate the company’s position with other companies.  To find out opportunity to make large the service market. conduct employee seminars to educate employees about proper procedures and compliance. collected by direct questioner to concerned employees. Primary source stand for that information i. develop handbooks and operations manuals for continued and readily available guidance for the company's staff. as well as a time set for the next legal audit. prepare internal memos to educate the "rank-and-file" employees. In addition. websites. . counsel should be careful about what is included in the final written report in order to avoid potential adverse consequences down the road under the central or state rules of evidence. If significant problems are discovered during the audit. SCOPE OF THE PROJECT  To carry out a critical analysis of LEGAL COMPLIANCES analysis.e.  To find out the area of weakness in the existing Legal Environment control mechanism. RESEARCH METHODLOGY The whole project has been made by collecting data through primary and secondary source.entrepreneur should schedule meetings with key personnel to review and discuss the postaudit recommendations. magazines etc. the company can establish a "tickler system" for periodic reporting and key dates/deadlines. Secondary source represent that information that I got through journals.

.RESEARCH DESIGN The study is based on descriptive and applied research. The Legal requirement as well as planning compliances is thoroughly studies. By using research and process analysis the result of control mechanism has been summarized which help in identify the effective of the system under preview to get the conclusion. The efficiency and efficacy of Legal compliances management model of JUSCO LTD. DATA INFORMATION SOURCES COLLECTION OF DATA: Data has been gathered from both primary and secondary sources.

Primary sources  It comprises of discussion with concerned person and interview  Survey questionnaire  Observation on each and every department  By interviewing few officers from different Department and division Secondary sources:  Annual reports  Journal and book  Study of files & office documents  Different records by account bills section. . cost and raw material  Websites of JUSCO Ltd.

establishement. accessibility of plant wise data was limited for querying various issues arising out of the study 4. The scope of the study was limited to the problem of JUSCO Ltd. We have also found out Legal obligation for all the companies and few record such as registration. Kapoor. As a policy decision.and N.1 & vol. The topic is a voluminous one for which the time allotted was insufficiently 2.L. .3 Method of study Method used in this study is consultation with Industrial Law book by P. 1.legal requirement for JUSCO Ltd.2).govt. LIMITATIONS 1. 3.DATA ANALYSIS AND INTERPRETATION We have determined the process of changes in legal compliances of one foreign service company and four domestic service companies. All department and division.annual report.roles. Adaptation to the new environment took its toll.Mallick (vol.D.

Chapter -2 INDUSTRY PROFILE THE SERVICE INDUSTRY In Indian Economy. which can then be split into divisions. (4) . The goods-producing sector includes agriculture. communications. (2)wholesale trade. and manufacturing. as identified by the Indian Standard Industry Classification System: the goods-producing sector and the service-producing sector. mining. There are two major sectors in In Indian economy. (3) retail trade. each of which include various industries. The service-producing sector includes the divisions of (1) transportation. forestry. and fishing. and utilities. jobs can be categorized into sectors. construction.

and botanical gardens Membership organizations (including houses of worship and clubs) Engineering and management services (including consulting) Other miscellaneous services • • • • • • • • • • • • • The service sector is difficult to define and to encompass.finance. insurance. primarily business-oriented (providing a service directly to another business) or mixed (providing services to both businesses and individual consumers). tax preparation. and hair cutting) Business services (including temporary agencies and business software developers) Automotive services Miscellaneous repairs Motion pictures Amusements and recreation Healthcare Legal services Private education Social services Museums. . its industries. and real estate. The general category of the service division includes a wide variety of industries. (5) public administration. Main Groups of Industries in the Services Division • • • Some agricultural services (including landscaping and horticulture) Hotels and other places of lodging Personal services (including dry cleaning. There are a number of ways to identify the sector. its divisions. This sixth group—the services division—includes a number of industries . and (6) services. but can be categorized into primarily consumer-oriented (providing a service directly to a consumer). and the types of jobs within them. zoos.

such as in amusement and theme parks. A change to an organization is a third type of transformation involved in the service industry. or in professional sports competitions a service is provided. other experiential activities involve providing customers with recreation. GROWTH IN THE SERVICES INDUSTRY Services Industry in India – 2009-10 is a better year says CII Survey. zoos. . altered. a management consulting firm may make changes to an organization's structure or business processes to improve it. Intellectual activities involve providing education or training. even though no specific object can be identified. such as when a hairstylist cuts a consumer's hair. such as at a university or trade school.Alternately. a room remodeled. or preparing a meal. Service division jobs may also change a consumer. A service may transform a physical object. aesthetic. For instance. A final way in which to categorize services is by what is transformed through the service. Physical activities involve working with objects. and other experiential activities. The aesthetic activities entail providing consumers with artistic or visual experiences. Having an article of clothing custom-made. or campgrounds. the services division activities can be described by their economic activities as physical. or an appliance repaired would involve transforming a physical object. museums. Examples of changes to consumers are education. or improved. examples include repairing cars. cutting hair. theater performances. health care. For example. whereby the consumer learns knowledge or skills. intellectual. when an attorney provides legal representation to a client. Finally. art shows. According to a Confederation of India industry Press release the stimulus Package was a Key Driver of Sector. or personal services. The final set of jobs in this categorization captures those professions in which there is no apparent object. in which a person's health is improved. which occurs when something is repaired. landscaping. and musical performances are examples.

revenue earning passenger traffic.29% to 41. cargo handled at major ports.88 % of the sectors had recorded excellent growth rate. The share of moderate growth rate sectors has increased from 35. foreign tourist arrivals. according to a survey conducted by the Confederation of Indian Industry (CII). retail trade. The share of sectors recording negative growth rate has significantly declined to 1.13 % in April-March 2009-10 from 41. construction. organizations and companies in both the private and public sectors. According to the survey. This is clearly an improvement over April-March 2008-09 during which only 5. healthcare. Confederation of Indian Industry.17% indicating substantial improvement. live entertainment. “The services sector has performed better during April-March 2009-10 (Estimated) over AprilMarch 2008-09 mainly on the back of the stimulus package provided by the government and continuance of the incentive measures including the 10 percent service tax in the recent Union Budget” according to Mr. education & training services. low or no access to credit. Some of the sectors which have recorded moderate growth rate of (0 to 10 percent) include railway freight traffic. advertising. etc. air cargo. The high growth category (10 to 20 percent) includes sectors like air passenger traffic. CII had undertaken a comprehensive survey based on the responses of more than 350 service related industry associations. Out of 51 sectors surveyed.65 % and this is a clear sign of improvement. etc. Chandrajit Banerjee. The share of the high growth sectors has also increased to 43. However sectors like fixed line subscribers still continue to grow at a negative rate as more consumers can afford wireless services.17% during the corresponding period of the previous year. life insurance premium. The general issues pertain to infrastructure bottleneck. Director General.26th April 2010. courier and logistics industry. high input cost. Indian Telecom and Mutual Fund industry have emerged as the biggest contributors in the growth of services industry both recording excellent growth rates. security risks for mega projects in sensitive areas. The services sector has revived from slowdown and has maintained higher growth trends during the third and the last quarters of FY 10.96 % from 17. The CII survey has also identified some of the general and sector specific issues/constraints faced by the services industry which need to be addressed to enable the services sector to maintain higher growth momentum. New Delhi.72 % of the sectors have recorded excellent growth of more than 20% in April-March 2009-10. GDP . 13.

72%(7) 43.92%(2) 45.65%(9) 3.88% (3) 41.22%(20) Negative (<0%) 1.Growth Trend of the Services Industry during April-March 2009-10 Period April-March 2009-10 April-March 2008-09 April-Dec 2009 April-Dec 2008 Excellent (>20%) High Moderate (0-10%) 41.96%(1) 17.17%(21) 11.09%(23) Figures in ( ) indicate number of sectors 2.76%(6) 39.29%(18) 45.1 Company Profile .76%(6) Total Sectors 51 51 51 51 (10-20%) 13.09%(23) 39.92%(2) 11.17%(21) 35.13%(22) 5.21%(20) 3.

Tata Steel is Asia's first and India's largest integrated private sector steel company. Tata Steel is taking better Knowledge Management initiatives to shift focus from creating new physical assets to utilising them with ingenuity and a sturdy business sense. Recently. Its fifth phase of the Modernisation Programme leveraged the intellectual capabilities of its employees to generate sustainable value for the stakeholders. due to its ability to transform itself rapidly to meet the challenges of a highly competitive global economy and commitment to become a supplier of choice by delighting its customers with services and products. Tata Steel's fourphase Modernisation Programme in the steel works has enabled it to acquire the most modern steel making facilities in the world. Tata Steel has emerged as a thriving. Seoul. Over the years.TA TA TEEL S PROFILE Established in 1907 by its Founder J N Tata. steel enterprise. Korea. the company has been recognised as Asia's Most Admired Knowledge Enterprise at the World Knowledge Forum. which is its highest ever Ruthless cutting of wasteful Cost expenditure Strive relentlessly to Mutate and build relationship and improve Value Under furiously influence Planning Customer Code of Conduct Change . Most recently. The company's profit in the same year was Rs 012 crores. it has embarked on programme for expansion of its existing steel making capacity by 1million tonne to reach a rated capacity of 5 million tonnes per annum. nimble. Tata Steel's turnover in fiscal 2002-03 was nearly Rs 9800 crores. Tata Steel commissioned its 1.2 million tonne capacity Cold Rolling Mill complex at 'Global Speed and Cost'. Constant moderniSation and introduction of state-of-the-art technology at Tata Steel has enabled it to stay ahead in the industry and successfully meet the expectations of all sections of stakeholders.

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:: AWARDS AND RECOGNITIONS JUSCO conferred Most Admired Developer in Water & » Urban Infrastructure Sector by 3rd KPMG Infrastructure Today Awards JUSCO conferred Most Admired Developer in Water & Urban Infrastructure Sector by 3rd KPMG Infrastructure Today Awards Archives » Ja ~Applauses JUSCO mandate for converting an obligatory service into customer focused sustainable entity~ Jamshedpur Utilities and Services Company (JUSCO) has been conferred Most Admired Developer in Water & Urban Infrastructure Sector during the 3rd KPMG Infrastructure Today Awards. Speaking while receiving the coveted award. JUSCO Shramik Union. JUSCO along with Mr Raghunath Pandey. The Award was received by Mr Manish Sharma. President. The award comes as applause to the mandate for JUSCO to convert an obligatory service into a customer focused sustainable corporate entity. Managing Director. The Award was given away by Shri Kama Nath. Hon’ble Minister of Transport. JUSCO will keep on enhancing its services and come up to the . JUSCO said that the KPMG Infrastructure Today Awards acknowledges an organization’s landmark achievements in various infrastructure projects. JUSCO is highly obliged to receive the title of Most Admired Developer in Water & Urban Infrastructure Sector. JUSCO has over nine decades of experience in providing infrastructure services and is carved out by Tata Steel from its Town Services Division in 2004. Road and Highways at New Delhi on 01 December 2010. Managing Director. Mr Manish Sharma.

In a short span of time JUSCO has emerged as the leader in Indian urban water services sector. urban local government bodies. JUSCO was conferred with the National Urban Water Award by the Hon’ble President of India for ‘Citizen Services and Governance’. which range from operations & maintenance of the entire water cycle from intake to treatment. Today JUSCO is India’s only comprehensive urban infrastructure service provider. communities and individuals to deliver value through sustainable solutions. conveyance and distribution. JUSCO has also achieved international recognitions for its efforts in water services sector – Biennial 5th Asia Water Management Excellence Award at Kuala Lumpur. the only company in services domain in the world to have conferred this prestigious award. Malaysia and Global Intelligence Award at London. roads & bridges. In 2009.best of the standards set by the industry in times to come. . JUSCO’s operations at Jamshedpur have been conferred with Total Productive Maintenance (TPM) Award by Japan Institute of Plant Maintenance (JIPM) at Kyoto. JUSCO’s expertise in executing projects on BOOT. moderated by a panel of eminent specialists. industrial. EPC. Concession and Franchisee models has led it to create a niche for itself in the growing urban infrastructure services sector in the country. Today it has presence in various cities and towns of the country spanning eight states and serving several urban local bodies and corporations through many landmark projects. Japan. Based on the results of the survey. billing. JUSCO has a comprehensive service in the supply of water to both industrial and domestic customers. GIS. JUSCO works alongside civic bodies. It intends to rise to the challenge of meeting India's need for infrastructure development in a sustainable manner by anticipating and addressing the country's growth needs such that the ability of future generations to meet their own needs is not compromised. large and small industries. The selection criteria for the award require various stakeholders to work together and administer the measure of success. power. collection and Non Revenue Water reduction programmes. The approach is based on a perception survey. United Kingdom. municipal solid waste management. BOT. civil and structural construction. O&M. It is integrated with capabilities such as asset management activities. Its services include water.

Member. Chairman. Committee of Board . Chairman. Member. Committee of Board Mr Tapas Kumar Mitra : Non Executive Director. Audit Committee. Member. Remuneration Committee Mr Shobhit Shukla : Non Executive Director. Member. Member.Jamshedpur Utilities & Services Company Limited BOARD OF DIRECTORS Mr Bushen Lal Raina : Chairman Mr Varun Kumar Jha : Non Executive Director. Audit Committee Mr Partha Sengupta : Non Executive Director. Remuneration Committee. Member. Member. Audit Committee Mr Manish Sharma : Managing Director. Committee of Board. Committee Of Board Mr Narayan Prasad Sinha : Non Executive Director.

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Shukla : General Manager (Water Services) Mr Deepak P. General Manager Dhananjay Mishra (Jamshedpur Town Services) Mr Umanath Mishra : Chief Financial Officer Mrs Preeti Sehgal : Company Secretary Awards & Recognition » JUSCO Samachar (vernacular) conferred Gold Award by PRCI » National Urban Water Award 2009 » TPM Excellence Award . Kamath : General Manager (HR-IR) Mrs Shakti Sharma : Chief Education Capt.: MANAGEMENT TEAM Mr Manish Sharma : Managing Director Mr Ritu Raj Sinha : General Manager (Business Development & Corporate Services) Mr K.2008 » Commendation from Global Water Intelligence Award 2008 First Prize for Excellent Management in the area of Rain WaterHarvesting . Engineering & Construction) Mr G. Basu : General Manager (Water Management) Mr Sharad Kumar : General Manager (Power Services) Mr P. S.2008 » 5th Asia Water Management Excellence Award .N. C. : Dy. Jha : General Manager (Planning.2007 » ISO 14001 and 9001 recertification – 2006 .2008 » OHSAS 18001 Certification .2008 » ISO 17025 to water laboratory by NABL .

public health and horticulture services. allows it to maintain high quality power supply at possibly the lowest tariff in India. In JUSCO. sale and distribution of electricity. Year after year.PROFILE In a first of a kind initiative in India. :: JAMSHEDPUR LICENSE AREA (POWER) The Power Services Division is responsible for the purchase. Our range of services cover operations & . to enhance its efficiency. All of these contribute to making it one of the country’s most efficient power utilities. as well as for municipal and town management functions in its service area. A Tata Enterprise. JUSCO works alongside civic bodies. Its services include water. the Jamshedpur Utilities and Services Company (JUSCO) was carved out of Tata Steel from its Town Services Division in 2004. The Group purpose is reflected in JUSCO’s Mission of providing “quality services for life”. augmenting and maintaining the power distribution infrastructure. Industrial consumers – growth needs are matched by continuously augmenting infrastructure. as well as a culture of excellence. Jamshedpur Utilities & Services Company is today India’s only comprehensive urban infrastructure service provider. The mandate for JUSCO was to convert an obligatory service into a customer focused sustainable corporate entity. proactively maintains and upgrades equipment. power. The Company believes that a clear sense of the Tata Values and Mission allows it to achieve immense clarity on its role for the future. communities and individuals to deliver value through sustainable solutions. large and small industries. the steel major reposed nine decades of experience and expertise. The knowledge and expertise of its engineers and people. Improvement in efficiencies WATER & WASTE WATER SERVICES Jamshedpur Utilities & Services Company provides comprehensive services in the supply of water to both industrial and domestic customers. JUSCO uses state-of-the-art technology and processes. infrastructure. local government bodies. JUSCO intends to rise to the challenge of meeting India's need for infrastructure development in a sustainable manner by anticipating and addressing the country's growth needs such that the ability of future generations to meet their own needs is not compromised. its services focus on the Tata Group Purpose “to improve the quality of life of the communities we serve”. Municipal Functions. Power Availability – ensuring clean and reliable power at the doorstep of every consumer • • • • Household Consumers – enjoy the highest per capita power consumption in the country.

GIS. Build new Water Treatment Plant and Sewage Treatment Plant on EPC or BOOT basis. Services offered • • • • • • Operation and Maintenance of Water Treatment Plants Sewage Treatment Plants. Creation of 24 x 7 municipal water supply systems.maintenance of the entire water cycle from intake to treatment. GIS for asset management including updating of existing drawings. The Company was formed in 2004 and we have since ventured beyond Jamshedpur to create new facilities in water across the country apart from modernising and maintaining existing ones. Technical and Management support to improve performance of the Water Treatment Plants. billing. distribution networks. Sewage Treatment Plants and Distribution Systems. collection and Non Revenue Water reduction programmes. . Control of Unaccounted for Water (UFW) or Non Revenue Water (NRW). conveyance and distribution. We integrate this service with capabilities such as asset management activities.

• Customer support services including call centre facilities for prompt handling of complaints. .

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STRENGTH • Low cost and efficient labour force. SWOT ANALYSIS OF JUSCO A. with the recent acquisition of Corus in 2007 is the world’s sixth largest steel producer. The company’s Jamshedpur steel works along with its Ferro Alloys and Minerals Division. The Tata Steel Group. • Stable balance sheet (Low debt to equity ratio). • Strongly globalised industry and emerging global competitiveness. Tata Steel’s mines. Tata Steel which has also set benchmarks in the fields of corporate social responsibility and corporate governance firmly believes in improving the quality of life of its employees and the communities it serves. South East Asia. • Experience of Tata Group in doing global acquisitions. collieries and Jamshedpur works are ISO 14001 certified for environment management. . as a combined entity. UK and Europe with an aggregate crude steel production capacity of around 28 million tonnes having approximately 82. Tata Steel. has geographic footprints in India.700 employees across the four continents. • Modern new plants & modernized old plants. • Strongly managerial capability. have been conferred the SA 8000 certification for work conditions and improvements in the workplace – the first in the world.:: TATA STEEL Established in 1907 as Asia's first integrated private sector steel company.

• Untapped rural demand.power and capital investment • Higher duties and taxes. . Dependence on imports for manufacturing equipment’s& technology. Labor laws. • Quality of service. • Consolidation trend in service industry.B. WEAKNESS • High cost of energy. • Increasing demand for consumer durables. • • B. • Infrastructure. • Rapid urbanization. OPPURTUNITIES • Huge infrastructure demand.

D. • Threat of hostile takeover by its competitions Analysis of each and every Department from the Legal Compliances point of view .• To get exposed to the global Service market (will save time and learning space for Tata steel). • Market fluctuations and china’s export possibilities.THREATS • Slow growth in infrastructure development. • Global economic slow down.

Aggrieved employee departmental representativ e head of the department Grievance Committee. Chief Executive Voluntary Arbitration (grievance handling procedure…… under--industrial dispute act1947) WATER MANAGEM ENT To ensur es the suppl y of clean.DEPARTMEN T NATU RE OF WORK Comp any's prope rty maint enanc e (resid ential & non reside ntial) GOVT.) As per fact. 1948 and water act 1974 Under 1882 The Easeme nt Act allows private rights (Approval . pure drinki ng water to the citize ns of Jamsh edpur FACTOR IES ACT.1956 ICS MEDICA LCHECKU P Yes(E. Approval. Compan y act1956 Factory act1948 LICENSE & REG. as per fact. I act 1948) To provide for certain benefits to employ ees in case of sickness .S. licensing and registrati on of factories Making applicatio n to the governme nt (As per Company act. Sicknes s benefit Materni ty benefit no adult worke r shall be allowe d to work in a factor y for more than nine hours . act) no adult worke r shall be allowe d to work in a factor y for more than nine hours in any day LEA VE ANN UAL LEA VE WIT H WAG ES Ever y work er who has work ed for at least 240 days in a year will be eligi ble for leav e with wag es as und er if an adul t. licensing and registrati on of factories Making applicatio n to the governme nt ) (The followin g benefits are provide d under section 46. DEPT Consum er protecti on act1986. materni ty and injury during employ ment and to make provisio n for certain other matters in relation thereto. TIMIN G 9AM5PM (8 hrs. Act:ANN UAL LEA VE WIT H WAG ES Ever y work RETURNI NG & REPORT VIOLATION WHY REQ.

by viewing it as an attachm ent to the land. er who has work ed for at least 240 days in a year will be eligi ble for leav e with wag es as und er if an adul t.I act.to use a resourc e that is. 1956 - Disable ment benefit Depend ents benefit Medical benefit Funeral expense s )as per E. in any day .S. It also states that all surface water belongs to the state and is a state propert y. one day for ever y fifte en days of work perf orm ed . ground water. one day for ever y twe nty days of work perf orm ed if a child . 1897 The Indian Fisherie s Act establis hes two sets of penal offences whereb y the govern ment can sue any person who uses dynamit e or other explosiv e substan ce in any way (whethe r coastal or inland) with intent to catch or destroy any fish or poisono us fish in order to kill.

The River Boards Act enables the states to enroll the central govern ment in setting up an Advisor y River Board to resolve issues in interstate coopera tion. 1970 The Mercha nt Shippin g Act aims to deal with waste arising from ships along the coastal areas within a specifie d radius. 1974 The Water (Preven tion and Control of Pollutio n) Act establis hes an instituti onal structur e for preventi ng and abating water pollutio n. It establis hes standar

ds for water quality and effluent . Pollutin g industri es must seek permissi on to dischar ge waste into effluent bodies. The CPCB (Central Pollutio n Control Board) was constitu ted under this act. 1977 The Water (Preven tion and Control of Pollutio n) Cess Act provide s for the levy and collectio n of cess or fees on water consumi ng industri es and local authorit ies. 1978 The Water (Preven tion and Control of Pollutio n) Cess Rules contains the standar

d definitio ns and indicate the kind of and location of meters that every consum er of water is required to affix. 1991 The Coastal Regulati on Zone Notifica tion puts regulati ons on various activitie s, includin g constru ction, are regulate d. It gives some protecti on to the backwat ers and estuarie s. Environ ment protecti onAct1986, .

PH&HS

To provid e free checkup and preve ntion of health , proce ssing of garde n

Laws:Public health act 1955 in India Model public health act 1987 India Env.prot ection act1986

Indian Public Health Associati on . licensing and registrati on renewal of medical practition ers. Registrati on

of The clinical sciences. nutrition. Society registra tion board of horticul ture1860 National horticul ture board Health and Safety at Work Act ( Occupat ional Safety at Work 1970 Occupat ional Safety and Health Act Occupat ional Health and Safety Act 1991 Occupat ional Safety and Health Act 1994 Timeline of major U.S. medical test for food.r educti on inche mical pestic ide.. Yes.segri gation of plasti c waste . 2009 Meat safety act- Certificat e from the Licensing authority for .&muni cipal solid waste . environ mental and occupati onal health regulati on Workpla ce Safety and Health Act LAW:Food safety act1990. Weight caliber license.tree planta tion. . preventiv e and public health medicine DB & GR To provid e accom modat ion &Food ing of tata steel Food license. Developm ent ..reg.20 06.

maintena nce ---under motor vehicle act. offences. healt & safety act1995. leader s booki ng throu gh tata steel. LICENSIN G OF DRIVERS OF MOTOR VEHICLES .m isc. of jusco & others dept of tata steel.fir e safety act.195 6) Env pollutio n act1986 Motor vehicle act1988. Law:Under factory act1948Ap proval.Poll ution act1986 FLEET MANAGEM ENT CENTRE Opera tio & Maint ananc e of road vehicl e&mo bile. 2000. licensin g and registra tion of factorie s Making applicat ion to the govern ment (As per Compan y act.emplo yees.eq uipme nts of all dept. permit. constructi on. Env.MRTP -act. govt emplo yees . taxes.QMScertificati on . ministry of road transpo rt. Booki ng hotels throu gh easter n travell s. traffic safety act registrati on.

indust ry constr uction bridge . FINANCE & ACCOUN TING Statutor y paymen t act. Provide nt fund act 1952. Company Registrati on India is a Wellestablish ed. Mediu m school . Perceptiv e and Discernin g Organizat ion For . 1987 Right to educati on act 2009... govern ment of India act 1860 for educati on . mall. To Facilit ate 4 eng. Taxation and licensing services · Vat Registrati on . Constru ction Plannin g and Manage . Income tax paymen t act.. Registrati ons under professio n tax act.. registrati ons under PLANNING ENG. Service tax paymen t act. Arbitrati on and Concilia tion Act. and various types of company formation s in India Registere d under the provision of the registrati on Act. Tds paymen t act. . strata gic planni ng and financ ial accou nting maint enanc e of all dpt. corporate finance.r oad LAW:Contrac t Act.. & CONSTRUCTI ON BUILD ING constr uction . LAW:EDUCAT ION ACT.. The Institute should be registere d under the Societies Registrati on Act 1860 and . accountin g.4 Hindi mediu m school and one inter colleg e (throu gh JUSCO EDUC ATION MISSI ON ‘JEM’) Projec t evalu ation..EDUCATI ON DEPT. Paymen t of gratuity act 1972..

Water Authoritie s/Municip al Corporati on 33 Reg. 12. Registrati on under shops and establish ment act.. License for Contract Labor . Electricit y bill in the name of the concern . fees on the registrati on Licensing through (JSERC) and (SEB) Eligibility for obtaining Electrical Contracto r's License. ment. Throu gh TATA power LAW:electrici ty act of india1948. PART II National Electrici ty Policy .new constr uction and maint ananc e. shops and establish ment act . Water bill act 1974 in India. Licensing Committe e constitut ed under rule 10 of the Registrati on and POWER BUSINESS & DIVISION Suppl y Maint ananc e And handli ng break down powe r opera tion in Jamsh edpur .. Municip ality system act 2000. Municip al Act1959. Factory act-1948 Compan y act1956 Electrici ty Act. RTI act 2005. . BILLING & CUSTOMER RELATION Charg es of water and electr icity bill as well as rent of land along with munic ipal contri butio n for non emplo yees in jsr. 2003 Content s.18 72. 1972. . under the Architec ts Act. Compan y act 1956.. Electrici ty Bill Act 1910 IN INDIA. 40 Registrati on Under Labor Act. . LAW:Electrici ty Bill Act 2003 . Municipal Licenses which are issued in ... Municip al Corporat ions Act of 1949 . PART I Prelimin ary..19 10.

31st March . and For Form 6A.1 The Employment Exchange Act. Paras 43 of the Employees’ Provident Funds Scheme. NEW CONN ECTIO N also. Chapter3 3.. quarterly returns in Form ER-I and biennial returns in Form ER-II. 1952 On yearly basis: 1. Quarterly returns shall be furnished within thirty days of the due dates.and from DVC. Paras 35 & 42 of the Employees’ Provident Funds Scheme. licensing of Industrial Undertaki ngs ..30th September and 31st December. On or before 25th of April every year. 30th June. PART III Generati on Of Electrici ty. For Form 3A. 1952 Para35 Preparation of Contribution Cards . namely.2 The EPF & Miscellaneous provisions Act. 1959 & Rules On monthly basis: Form ER-1 (Rule-6) On 15th January/15th April/ 15 July/ 15th October Quarterly returns Sent to the concerned employment officer Rule6 Submission of returns An employer shall furnish to the Local employment Exchange. and Plan. biennial returns shall be furnished within thirty days of the due date as notified in the Official Gazette. 3. annual return should be submitted to the concerned regional officer in Form 3A/6A. PART IV Licensin g . 1952.

Para38 (2) Mode of payment of contribution (2) The employer shall forward to the Commissioner within twenty-five days of close of the month. 1952. on or before the expiration of the period of currency of the contribution card. Para 36 (2) (a) of the Employees’ Provident Funds Scheme. 1. 1971. and For Form 12A. and (b) In such form as the Commissioner may specify. of the employees leaving service of the employer during the preceding month: Provided that if there is no employee qualifying to become a member of the Fund for the first time or there is no employee leaving service of the employer during the preceding month. 1952 Para36( 2)(a) & (b) Duties of employer (2) Every employer shall send to the Commissioner within fifteen days of the close of each month a return (a) In Form 5. the aforesaid form shall also contain such particulars as are necessary to comply with the requirements of that Scheme. For Form 5. in respect of every employee in his employment at the commencement of the Scheme or who is taken into employment after that date and who is required or entitled to become or is a member of the Fund including those who produce an Account Number and in respect of whom no fresh Declaration Form is prepared : Provided that in the case of any such employee who has become a member of the Family Pension Fund under the Employees' Family Pension Scheme. For Form 10. Para 36 (2) (b) of the Employees’ Provident Funds Scheme.The employer shall prepare a contribution card in Form 3 or in Form 3-A as may be appropriate. On 25th or before Return of employees qualifying/ leaving & monthly remittance statement as Forms 5. 1971. On monthly basis: On 15th or before Challans of remittance of contribution to be submitted to concerned regional officer. the employer shall send a 'NIL' return. a monthly abstract in such form as the Commissioner may specify showing the aggregate amount of recoveries made from the wages of all the members and the aggregate amount contributed by the employer in respect of all such members for the month : Provided that an employer shall send a Nil return. prepare in respect of each member employed by him a card in From 3 or Form 3-A as may be appropriate. for the next period of currency : Provided that in the case of any such employee who has become a member of the Family Pension Fund under the Employees' Family Pension Scheme . 1952. the aforesaid Forms shall also contain such particulars as are necessary to comply with the requirements of that scheme. of the employees qualifying to become members of the Fund for the first time during the preceding month together with the declarations in Form 2 furnished by such qualifying employees. 10 & 12A. Para 38 (2) of the Employees’ Provident Funds Scheme. Para42 Renewal of Contribution Cards An employer shall. if no such recoveries have been .

1952 Para33 Declaration by person already employed at the time of the institution of the find. Para61(1) Nomination (1) Each member shall make in his declaration in Form 2. in such form as the Commissioner may specify for the transfer of balance of the Provident Fund in his previous account to his account in the new establishment where he takes up the employment. Form13/ 13A Application for transfer of EPF account Paragraph 57 of the Employees’ Provident Fund Scheme. for communication to the Commissioner. (1) Where a member of the fund ceases to be employed in one establishment and secures employment in another establishment in the same region.made from the employees: Provided further that in the case of any such employee who has become a member of the Pension fund under the Employees' Pension Scheme. for transfer of balance of the provident fund in his existing account to his account in the other region. 1952 Para57 Interstate transfer of members (1) where a member of the Fund ceases to be employed in one region and secures employment in another region in an establishment to which this Scheme applies or which is an exempted establishment or which is not covered under the Act but has a provident fund scheme of its own. Others: Form2 Nomination & Declaration Form Paragraphs 33 & 61(1) of the Employees’ Provident Funds Scheme. he may apply to the Commissioner within whose jurisdiction he was previously employed. Form14 Application for financing life Insurance Policy out of the PF Account . a nomination conferring the right to receive the amount that may stand to his credit in the Fund in the event of his death before the amount standing to his credit has become payable. Such employer shall enter the particulars in the Declaration Form and obtain the signature or thumb-impression of the person concerned. the aforesaid Form shall also contain such particulars as are necessary to comply with the requirements of that scheme. Every person who is required or entitled to become a member of the Fund shall be asked forthwith by his employer to furnish and shall . he may apply to the Commissioner of the region. or where the amount has become payable before payment has been made. 1995. particulars concerning himself and his nominee required for the Declaration Form in Form 2. in such form as the Commissioner may specify. on such demand. furnish to him.

(2) On receipt of such application the Commissioner. or where so authorised by the Commissioner. a . a cooperative society. any officer subordinate to him may on an application from a member in such form as may be prescribed and subject to the conditions prescribed in this paragraph sanction from the amount standing to the credit of the member in the Fund. 1952 Para68B Withdrawal from the fund for the purchase of a dwelling house/ flat or for the construction of a dwelling house including the acquisition of a suitable site for the purpose Withdrawal from the fund for the purchase of a dwelling house/flat or for the construction of a dwelling house including the acquisition of a suitable site for the purpose. if such policy is due for payment in whole or in part before the member attains the age of 55 years. or where so authorised by the Commissioner.Paragraph 62 of the Employees’ Provident Fund Scheme. (3) Any payment made under sub-paragraph (2) shall be made out of and debited to the member's own contribution with interest thereon standing to his credit in the Fund. (5) No payment shall be made towards a policy unless it is legally assignable by the member to the Central Board. a trust . including a flat in a building owned jointly with others (outright or on hire purchase basis). Form16 Application for advance from the fund Paragraph 68B of the Employees’ Provident Fund Scheme. 1952 Para62 Financing of members’ Life Insurance Policies (1) Where a manner desires that premium due on a policy of Life Insurance taken by him on his own life should be financed from his Provident Fund Account. an institution. he may apply in such from and in such manner as may be prescribed by the Commissioner. any other officer subordinate to him may make payment on behalf of the member to the Life Insurance Corporation of India towards premium due on his policy: Provided that no such payment shall be made unless the premium is payable yearly. a withdrawal(a) for purchasing a dwelling house/flat.(1) The Commissioner. the State Government. (6) The Commissioner shall before making payment in respect of existing policies. (4) No payment shall be made under sub-paragraph (2) unless the member's own contribution in his Provident Fund Account with interest thereon is sufficient to pay the premium. (7) No educational endowment policy or marriage endowment policy shall be financed from the Fund. or for constructing a dwelling house including the acquisition of a suitable site for the purpose from the Central Government. and where the payment is to made on the first premium. satisfy himself by reference to the Life Insurance Corporation that no prior assignment of the policy exists and the policy is free from all encumbrances. sufficient to pay the premium for two years.

(b) for purchasing a dwelling site for the purpose of construction of dwelling house or a ready-built dwelling house/flat from any individual. shall not be deemed to be an encumbered property : .or.. 1912 (2 of 1912) or under any other law for the time being in force in the State relating to cooperative societies. (b) For the purpose of acquisition of a ready-built house/flat or for construction of a house/flat. (e) for the construction of a dwelling house on a site owned by the member or the spouse of the member or jointly by the member and the spouse or for completing/continuing the construction of a dwelling house already commenced by the member or the spouse. whichever is the least.local body or a Housing Finance Corporation (hereinafter referred to as the agency/agencies). the expression. (3)(a)No withdrawal under this paragraph shall be granted unless(i) the member has completed five years' membership of the Fund. or the total cost of construction. (2)(a) For the purpose of purchase of a site for construction of a house thereon. (bb)for purchasing a dwelling house/flat on ownership basis from a promoter governed by the provisions of any Flats or Apartments Ownership Act or by any other analogous or similar law of the Central Government or the State Government as may be in force in any state or area for the time being and who intends to construct or constructs a dwelling house or block of flats and the member is required to pay to the said promoter in advance for financing the said construction of the house/flat : Provided that the member has entered into an agreement with the promoter as may be required under the Flats or Apartment Ownership Act or any other analogous or similar law of the Central Government or State Government which may be in force in any State or any area and the said agreement is registered under the Indian Registration Act. on such site or for purchase of a house/flat in the joint name of the member and the spouse under clauses (a) and (b) above. 'cooperative society ' means a society registered or deemed to be registered under the Cooperative Societies Act. 1908. solely for having obtained funds for the purchase of a dwelling house/flat or for the construction of a dwelling house including the requisition of a suitable site for the purpose. such a dwelling site or a dwelling house /flat as may be. with interest thereon . together with the employer's share of contributions. which ever is the least. (ii) the member's own share of contributions with interest thereon in the amount standing to his credit in the fund is not less than one thousand rupees. the withdrawal shall not exceed the member's basic wages and dearness allowance for thirty-six months or the member's own share of contributions. together with the employer's share of contribution. Explanation 1. with interest thereon or the actual cost towards the acquisition of the dwelling site. (iii) a declaration from the member that the dwelling site or the dwelling house/flat or the house under construction is free from encumbrances and the same is under title of the member and/or the spouse: Provided that where a dwelling site or a dwelling house/flat is mortgaged to any of the agencies referred to in clause (a) of sub-paragraph (1).In this paragraph. the amount of withdrawal shall not exceed the member's basic wages and dearness allowance for twenty-four months or the member's own share of contributions.

(d) where the withdrawal is for purchasing a dwelling house/flat on ownership basis from a promoter as referred to in clause (bb) of sub-paragraph (1).Provided further that a land acquired on a perpetual lease or on lease for a period of not less than 30 years for constructing a dwelling house/flat. the payment of withdrawal shall not be made to the member but shall be made direct to the agency in one or more instruments as may be authorised by the member. (5) Where a withdrawal is sanctioned for the construction of a dwelling house. any officer subordinate to him. the construction shall commence within six months of the withdrawal of the first installment and shall be completed within twelve months of the withdrawal of the final installments. (b) where the withdrawal is for the construction of a dwelling house. shall be completed within six months of the withdrawal of the amount : Provided that this provision shall not be applicable in case of purchase of a dwelling house/flat on hire-purchase basis and in cases where a dwelling site is to be acquired or houses are to be constructed by a cooperative society on behalf of its members with a view of their allotment to the members. (7) An additional withdrawal up to twelve months' basic wages and dearness allowance or the member's own share of contribution with interest thereon. thinks fit. (4)subject to the limitation prescribed in sub-paragraph (2)(a) where the withdrawal is for the purchase of a dwelling house/ flat or a dwelling site from an agency referred to in clause (a) of sub-paragraph (1). may be granted in one installment only. Cooperative Society or other association of persons and his assignees and where the person who builds and the person who sells are different persons the term 'Promoter' includes both. it may be sanctioned in such number of installments as the Commissioner or where so authorised by the Commissioner. shall not be a bar to the giving of withdrawal under clause (a) of sub-paragraph (1). without the prior approval of such agency. the mere fact that the allot tee dose not have absolute right of ownership of the house/flat and the site is held in the name of the agency. whichever is less. (6) Except in the cases specified in sub-paragraph (7) and 7-A. substantial alterations or improvements necessary to . Explanation. no further withdrawal shall be admissible to a member under this paragraph. in the amount standing to his credit in the Fund. for additions. referred to in clause (a) of sub-paragraph (1) and the allot tee is precluded from transferring or otherwise disposing of the house/flat. the payment of withdrawal shall be made to the member in one or more installments as may be required to be paid by the said promoter and as authorised by the member .'Promoter' includes a person who constructs or causes to be constructed a block or building of flats or apartments for the purpose of selling some or all of them to other persons or to a company.. or a house/flat built on such a leased land. as the case may be. (b) No withdrawal shall be granted for purchasing a share in a joint property or for constructing a house on a site owned jointly except on a site owned jointly with the spouse. Where the withdrawal is sanctioned for the purchase of a dwelling house/flat or for the acquisition of a dwelling site. if the other conditions mentioned in this paragraph are satisfied. the purchase or acquisition. shall also not be deemed to be an encumbered property : Provided also that where the site of the dwelling house/flat is held in the name of any agency.

may be granted for addition . to the extent of withdrawal granted out of the share. if any. the excess amount shall be refunded by the member to the Fund in one lump sum within thirty days of the finalization of the purchase. alteration. referred to in clause (a) of sub-paragraph (1) or in the event of the member not being able to acquire the dwelling site or to purchase the dwelling house/flat from any individual or to construct the dwelling house. or where so authorised by the Commissioner. the member shall be liable to refund to the Fund in one lump sum and in such manner as may be specified by the Commissioner. (9) (a) If the withdrawal granted under this paragraph exceeds the amount actually spent for the purpose for which it was sanctioned . as the case may be . and the balance if any shall be credited to the member's own share of contributions in his account. any officer subordinate to him. shall be credited to the member's share of contributions in his account . The amount so refunded shall be credited to the employer's share of contributions in the member's account in the fund . (b) In the event of the member not having been allotted a dwelling site/dwelling house/flat. improvement or repair of the dwelling house owned by the member or by the spouse or jointly by the member and the spouse. The amount so refunded shall be credited to the employer's share of contribution in the member's account in the Fund to the extent of withdrawal granted out of the said share and the balance. (7-B) A further withdrawal up to twelve months' basic wages and dearness allowance or member's own share of contribution with interest thereon in his account. or (iii) who had availed the earlier withdrawal for construction of a house but could not complete the construction in time due to lack of funds. whichever is the least. after ten years of withdrawal. any officer subordinate to him is satisfied that the withdrawal granted under this paragraph has been utilized for a purpose other than that for which it was granted or that the member . or in the event of the cancellation of an allotment made to the member and of the refund of the amount by the agency. as then case may be. or the completion of the construction of. or necessary additions. (7-A) a further withdrawal equivalent to the amount of difference between the amount of withdrawal admissible to a member under sub-paragraph (2) above as on the date of fresh application and the amount of withdrawal that was drawn by a member under this Paragraph any time during the 6 years preceding 3-10-1981. to the agency referred to in clause (a) of sub-paragraph (1). alterations or improvement to a dwelling house. or (ii) who had availed the earlier withdrawal for making initial payment towards the allotment/purchase of a house/flat from any agency as referred to in clause (a) of subparagraph (1) above and has now proposed to avail a withdrawal for completing the transaction to get the sole ownership of the house/flat so purchased. or where so authorised by the Commissioner.may be granted to such a member (i) who had availed the earlier withdrawal for purchase of a dwelling site and has now proposed to construct a dwelling house on the land so purchased.the dwelling house owned by the member or by the spouse or jointly by the member and the spouse : Provided that the withdrawal shall be admissible only after a period of five years from the date of completion of the dwelling house. (10) If the Commissioner. the amount of withdrawal remitted under this paragraph to him or. under sub-paragraph (7).

refused to accept an allotment or to acquire a dwelling site or that the conditions of withdrawal have not been fulfilled or that there is reasonable apprehension that they will not be fulfilled wholly or partly . at the time when the member of the fund leaves the service. will not be refunded in terms of clause (b) of sub-paragraph (9). or where so authorised by the Commissioner. The amount so refunded. (11) Where any withdrawal granted under this paragraph has been misused by the member. on completion of the period specified in sub-paragraph (2) of Paragraph . any officer subordinate to him. Provided that the recovery of withdrawal under sub-paragraph (10) shall be restricted to cases where the recovery has been ordered by the sanctioning authority while the member in service. of Paragraph 69. any officer subordinate to him may direct the employer to deduct such installment from the wages of the member and on receipt of such direction. shall be credited to the employer's share of contribution in the member's account in the Fund to the extent of withdrawal granted out of said share and the balance if any shall be credited to the member's own share of contributions in his account. be credited to the Interest Suspense Account. be required to get the claim application. however. Form19& 20 Accumulation For claiming of Provident Fund Paragraph 72(5) of the Employees’ Provident Fund Scheme. at the time when a member of the Fund leaves the service. For the purpose of such recovery the Commissioner or where so authorised by the Commissioner . or where so authorised by the Commissioner. duly filled in and attested and to forward the said application within five days of its receipt to the Commissioner or any other officer authorised by him in this behalf. 1952 (for form19 ) Para72( 5) Payment of Provident Fund (5) (a) Every employer shall. the Commissioner. whichever is later. or that the excess amount will not be refunded in terms of clause (a) of sub-paragraph (9) or that the amount remitted back to the member by any agency referred to in clause (a) of sub-paragraph (1) or that the amount remitted back to the member by any agency referred to in clause (a) of sub-paragraph (1). or where so authorised by the Commissioner. and to give the said application to the member. for submission. the employer shall deduct accordingly. for payment of provident fund in cases specified in clauses (e) of sub-paragraph (1). for payment of Provident Fund in cases specified in clauses (a) to (dd) of sub-paragraph (1). and in sub-paragraph (2) of paragraph 69. (b) Every employer shall. shall forthwith take steps to recover the amount due with penal interest thereon at the rate of two per cent per annum from the wages of the member in such number of installments as the Commissioner. be required to get the claim application. The amount of penal interest shall. with penal interest thereon. excluding the penal interest. duly filled in and attested. shall be remitted by the employer to the Commissioner. may determine. The amount so deducted. any officer subordinate to him. no further withdrawal shall be granted to him under this paragraph within a period of three years from the date of grant of the said withdrawal or till the full recovery of the amount of the said withdrawal. any officer subordinate to him within such time and in such manner as may be specified in the direction.

excluding voluntary retirements from the scope of definition of "retrenchments" such voluntary retirements shall for the purpose be treated as retrenchments by mutual consent of the parties.69. (d) On termination of service in the case of mass or individual retrenchment: (dd) on termination of service under a voluntary scheme of retirement framed by the employer and the employees under a mutual agreement specifying. by a registered medical practitioner designated by the establishment. (c) immediately before migration from India for permanent settlement abroad or for taking employment abroad. to the Commissioner or any other officer authorised by him in this behalf. Register to be maintained for: . or (iv) through the employer : Provided that where the provided fund amount payable by postal money order shall be to the extent of maximum Rs 2000. or (ii) by deposit in the payee's bank account in any Scheduled Bank or any Cooperative Bank (including the urban cooperative banks) or any post office. and wherever necessary. the Commissioner or any other officer authorised by him in this behalf. but not later than five days of its receipt. that notwithstanding the provisions contained in sub-clause (a) of clause (oo) of Section 2 of the Industrial Disputes Act. provided the member continues to remain unemployed in a factory or other establishment to which the Act applies. 1947. he may forward it to the Commissioner or any other officer authorised by him in this behalf. (e) The Payment may be made. the said application to the Commissioner or any other officer authorised by him in this behalf. on the death of the member and on receipt of an application for receiving the amount standing to the credit of such member. (c) Every employer shall. (b) on retirement on account of permanent and total incapacity for work due to bodily or mental infirmity duly certified by the medical officer of the establishment or where an establishment has no regular medical officer. it shall be remitted at the cost of the payee. (i) by postal money order. in the option of the person to whom payment is to be made. shall also be entitled to withdraw the full amount standing to his credit in the Fund if he attains the age of 55 years before the payment is authorised. Any payment of benefit above Rs 2000 under the scheme shall be remitted by cheque only. who has not attained the age of 55 years at the time of termination of his service. may forward such application to the employer and the employer shall be required to return it within five days of its receipt. either through post or in person with proper identification. forward forthwith. Para69 (1) (a to dd) (1) a member may withdraw the full amount standing to his credit in the Fund(a) On retirement from service after attaining the age of 55 years: Provided that a member. or (iii) by deposit in the payee's name the whole or part of the amount in the form of annuity term deposits scheme in any Nationalized Bank. Where the amount payable by postal money order exceeds Rs 500. inter alia. (d) If the applicant is unable to send the claim application through the employer or duly attested by him. for any reason whatsoever.

3 The Payment of Wages Act. (c) The appropriate Regional Office may direct the employer who fails to comply with the requirements of paragraph (a) of this regulation with the time stated therein. allot to it an Employer's Code Number (unless the factory or the establishment has already been allotted an Employer's Code Number) and shall inform the employer of that number.• Eligibility of the employee • Inspection book 3. Register of employee contribution ii. This is in accordance with the regulation 10B of ESI (Gen.) Regulations. to the factory or establishment. Inspection book. 3.4 Equal Remuneration Act. Reg. if satisfied that the factory or the establishment is one to which the Act applies. and the employer in respect of a factory or an establishment to which the Act previously applied but has ceased to apply for the time being. comply with the instructions. (d) Upon receipt of the completed Employer's Registration Form. 3. as the case may be. Register to be maintained for: i. shall furnish to the appropriate Regional Office not later than 15 days after the Act becomes applicable. issued by that office in this behalf. (a) The employer in respect of a factory or on establishment to which the Act applies for the first time and to which an employer's Code Number is not yet allotted. 10BRegistration of factories or establishments. to furnish to that office employer's Registration Form duly completed within such further time as may be specified and such employer shall. Rule 6 of Equal Remuneration Rules.5 Employees’ State Insurance Act. (e)The employer shall enter the Employer's Code Number on all documents prepared or completed by him in connection with the Act. 1976 Rule6 Register to be maintained by the Employer Every shall maintain up to date a register in relation to the workers employed by him in Form 'D' at the place where the workers are employed. (b) The employer shall be responsible for the correctness of all the particulars and information required for and furnished on the Employer's Registration form. Every month: . fines. deductions and advances. 1936 A register to be maintained for wages. the appropriate Regional Office shall. Accident register iii. thereupon. 1976 FormD register. a declaration of registration in writing in Form 01 (hereinafter referred to as Employer's Registration Form). 1950. 1948 Registration of Establishments. the rules and these regulations and in all correspondence with the appropriate office.

31st January This is in accordance with the regulation 10C of ESI (Gen. or establishment to furnish such particulars as it may consider necessary for the purpose of enabling the Corporation to decide whether the factory or establishment is a factory or establishment to which this Act applies. by 31st of January every year. The employer shall be responsible for correctness of all particulars and information furnished in Form 01A. Yearly: 1. so as to reach that office(a) within 42 days of the termination of the contribution period to which it relates. to the appropriate office by registered post or messenger. (b) & (c) of sub-regulation (1). (c) within 7 days of the date of receipt of requisition in that behalf from the appropriate office. shall furnish to the appropriate regional office or sub-regional office or divisional office. 1950.) Regulations. (b) within 21 days of the date of permanent closure of the factory or establishment as the case may be.) Regulations. (2) Where in respect of any factory or establishment the Corporation has reason to believe that a return should have been submitted under sub-section (1) but has not been so submitted. 1950.On or before 21st day of every month challans of remittance of contribution should be submitted at concerned regional office of ESI. On occurrence: 1. This is in the compliance with the regulation 68 of ESI (Gen. a return in Form 01A. 1950. the due date by which the evidence of contribution having been paid must reach the Corporation shall be the last of the days respectively specified in clauses (a). 1948 & regulation 26 of ESI (Gen. the Corporation may require any person in charge of the factory. (3) Every principal and immediate employer shall maintain such registers or records in respect of his factory or establishment as may be required by regulations made in this behalf. 10C Submission of annual information by the establishments.) Regulations. 12th May & 12th November This is in accordance with the section 44 of the ESI Act.) Reg26 Return of contributions to be sent to appropriate office (1) Every employer shall send a return of contributions in quadruplicate in Form 6 along with receipted copies of challans for the amounts deposited in the Bank. The employer in respect of an establishment to which this acts applies and to whom a code number has already been allotted.2. (1) Every principal and immediate employer shall submit to the Corporation or to such officer of the Corporation as it may direct such returns in such form and containing such particulars relating to persons employed by him or to any factory or establishment in respect of which he is the principal or immediate employer as may be specified in regulations made in this behalf. in respect of all employees for whom contributions were payable in a contribution period. (2) For the purposes of Section 77 of the Act. . Sec44 Employer to furnish returns and maintain registers in certain cases.

6 The Maternity Benefits Act.. provided that all the additional information under Form 16 is added thereto: Provided further that it shall not be necessary for the employer to send a report in Form 16 if an employment injury is caused by an Occupational Disease specified in Scheme III to the Workmen's Compensation Act. the report to the Insurance Medical Officer and the Local Office shall be sent through a special messenger. as speedily as may be practicable under the circumstances: Provided further that where a report of the accident is made by the employer under the Factories Act. and (ii) in any other case within 24 hours after the receipt of the notice under Regulation 65 or of the time when the accident came to the notice of the employer or of a foreman or other official under whose supervision the insured person was employed at the time of the accident or any other person designated for the purpose by the employer: Provided that in case of a serious injury. M. 1923. but the employer shall furnish on demand to the appropriate Local Office. or otherwise. 1923. i. 3. Rule5 . ‘M’. 1948. Rule 5 Annual return To be sent to the concerned inspector in the act.7 The payment of Bonus Act. ‘N’ & ‘O’ giving information as to the particulars specified in respect of the preceding year. the report to the Local Office and to the Insurance Medical Officer may be made in the same form as is prescribed under the Factories Act 1948. such information and particulars as shall be required of the nature of an other relevant circumstances relating to any employment specified in Schedule III to the Workmen's Compensation Act. within such reasonable period as may be specified. 1961 On monthly basis: On or before 21st of January Form L. N& O (Rule 16(1)) Annual return and detail of payment for year ending 31st December of the previous year Sent to competent authority under this act Rule16( 1) Annual returns The employer of every establishment on or before the 21st day of January in each year submit to the competent authority a return in each of the forms ‘L’. On yearly basis: 3.e.Reg68 Report of accident by an employer Every employer shall send a report in Form 16 to the nearest Local Office and to the nearest Insurance Medical Officer(i) immediately if the injury is serious. and particularly when the injury results in death at the place of employment . it is likely to cause death or permanent disablement or loss of a member. 1965 & Rules On or before December 30 Form D.

(i) In the case of an employee who is already in employment for a year or more on the . sixty-seven per cent of the available surplus in an accounting year . 1972 3. employer or nature of business. 1972 Rule3 Notice of opening. address. (3) & (4) of Payment of Gratuity Central rules. * Section 2 clause 4(4) "allocable surplus" means(a) in relation to an employer. Rule (4(b)) Form C. in form B. in form A. sixty per cent of such available surplus. the deductions under sections 17 and 18 and the amount actually disbursed. Form ‘F’. Rule (4(a)) Form B. being a company (other than banking company) which has not made the arrangements prescribed under the Income-tax Act for the declaration and payment within India of the dividends payable out of its profits in accordance with the provisions of Section 194 of that Act. Form ‘A’. namely:(a) a register showing the computation of the allocable surplus referred to in clause (4) of section 2. (b) & (c) Maintenance of registers Every employer shall prepared and maintain the following registers. in form C. under section 15. ‘G. Rule (4c)) Rule4 (a). (2) A notice in Form `B' shall be submitted by the employer to the controlling authority of the area within thirty days of any change in the name. after taking proper receipt or by sending through registered post acknowledgement due to the employer. (b) in any other case. a notice in Form 'A' shall be submitted by the employer to the controlling authority of the area. (b) a register showing the set-on and set-off of the allocable surplus. ‘B’ & ‘C’Rule 3 of Payment of Gratuity Central rules.Annual returns Every employer shall send a return in Form D to the Inspector so as to reach him within 30 days after the expiry of the time limit specified in Section 19 for payment of bonus. (3) Where an employer intends to close down the business he shall submit a notice in Form 'C' to the controlling authority of the area at least sixty days before the intended closure. 1972 Rule6 Nominations (1) A nomination shall be in Form 'F' and submitted in duplicate by personal service by the employee. change or closure of the establishment (1) Within thirty days of the rules becoming applicable to an establishment. Others: Form A. (c) a register showing the details of the amount of bonus due to each of the employees. & ‘H’Rule 6 (1).8 The Payment of Gratuity Act.

including cases where a nominee predeceases an employee. the duplicate copy of the nomination in Form 'F' duly attested either by the employer or an officer authorised in this behalf by him. and (ii) in the case of an employee who completes one year of service after the date of commencement of these rules. Form‘ I’. ‘J’ & ‘K’. to the employer in the manner specified in sub-rule (1). in the presence of two witnesses. ordinarily within thirty days from the date the gratuity became payable. a fresh nomination. shall be submitted in duplicate in Form 'H'. (5) A nomination or a fresh nomination or a notice of modification of nomination shall be signed by the employee or. Rule 7 (1). as mentioned in the form of nomination. fresh nomination or notice of modification of nomination. (4) A notice of modification of a nomination. ordinarily within thirty days from the date the gratuity became payable to him. ordinarily within ninety days from such date. submit in the manner specified in sub-rule (1). after obtaining a receipt thereof. (2) A nominee of an employee who is eligible for payment of gratuity under the second proviso to sub-section (1) of section 4 shall apply. the employer shall get the service particulars of the employee. in Form 'I' to the employer: Provided that an application on plain paper with relevant particulars shall also be accepted. fresh nomination or notice of modification of nomination shall take effect from the date of receipt thereof by the employer. as required under sub-section (4) of section 6. if filed with reasonable grounds for delay. the employee may apply to the employer before thirty days of the date of superannuation or retirement. shall apply. in Form I to the employer: Provided that where the date of superannuation or retirement of an employee is known. within thirty days of the completion of one year of service: Provided that nomination in Form 'F' shall be accepted by the employer after the specified period. (6) A nomination. (2) Within thirty days of the receipt of a nomination in Form 'F' under sub rule (1). verified with reference to the records of the establishment and return to the employee.date of commencement of these rules. as a token of recording of the nomination by the employer and the other copy of the nomination shall be recorded. The employer may obtain such other particulars as may be deemed necessary . (2) & (3) of Payment of Gratuity Central rules. or any person authorised in writing. to act on his behalf. and thereafter the provisions of sub-rule (2) shall apply mutatis mutandis as if it was made under sub-rule (1). within ninety days of acquiring a family. as the case may be. shall bear his thumb impression. 1972 Rule7 Application for Gratuity (1) An employee who is eligible for payment of gratuity under the Act. and no nomination so accepted shall be invalid merely because it was filed after the specified period. ordinarily. who shall also sign a declaration to that effect in the nomination. if illiterate. and thereafter the provisions of sub-rule (2) shall apply mutatis mutandis as if it was made under sub-rule (1). in duplicate in Form 'G' to the employer. (3) An employee who has no family at the time of making a nomination shall.

(3) A legal heir of an employee who is eligible for payment of gratuity under the second proviso to sub-section (1) of section 4 shall apply. In each week. 3. ordinarily within one year from the date the gratuity became payable to him in Form 'K' to the employer. issue a notice in Form "L" to the applicant employee. issue a notice in Form 'M' to the applicant employee. nominee or legal heir. nominee or legal heir. specifying the reasons why the claim for gratuity is not considered admissible. Form‘ L’ & ‘M’. Every person employed in a company or an establishment shall be allowed as holiday. hours of work. as the case may be. 1963 (W. 1972 Rule8 Notice for Payment of Gratuity (1) Within fifteen days of the receipt of an application under rule 7 for payment of gratuity. and b.B. In either case a copy of the notice shall be endorsed to the controlling authority. In that case the time limit specified for issuance of notices under sub-rule (1) shall be operative with effect from the date such witness or evidence.by him. specifying the amount of gratuity payable and fixing a date. No deduction on account of any holiday allowed under sub-section (1) shall be made from the wages of any person employed in a company or an establishment and even if such person is employed on the basis of ‘no work’. the date fixed for the purpose in the notice in Form 'L' under clause (i) of sub-rule(1) shall be re-fixed by the employer. (5) A notice under sub-section (2) of Section 7 shall be in Form 'L'. ‘no pay’. 2. not being later than the thirtieth day after the date of receipt of the application. (3) If the claimant for gratuity is a nominee or a legal heir. called for by the employer is furnished to the employer. or (ii) If the claim for gratuity is not found admissible.) An Act to regulate holidays. (2) In case payment of gratuity is due to be made in the employer's office. Every company or commercial establishment shall remain entirely closed on. as the case may be. (4) A notice in Form 'L' or Form 'M' shall be served on the applicant either by personal service after taking receipt or by registered post with acknowledgement due.9 Companys & Establishment Act. payment of wages and leave of person employed in companys & establishment. Section5 Holiday in companies & establishments. the employer may ask for such witness or evidence as may be deemed relevant for establishing his identity or maintainability of his claim as the case may be. . At least one and a half day next preceding or following such day. He shall be paid for such holiday the wages which he would have been entitled to had he not been allowed the holiday. the employer shall (i) if the claim is found admissible on verification. Rule 8 (1) of Payment of Gratuity Central rules. 1. for payment thereof. as the case may be. if a written application in this behalf is made by the payee explaining why it is not possible for him to be present in person on the date specified.

by notification. 3.3. either generally or for any particular area or fix uniform hours of opening and closing of all or any class or classes of companys in any particular area. however. a person employed in the company may be required or permitted to work overtime in such company. subject to the provision of subsection (6). In company shall the hour of opening be earlier than eight o’clock anti meridiem or the hours of closing be later than eight o’clock post meridiem. Section10 Restriction of employment . No person employed in a company shall be required or permitted to work in such company of more than five hours and a half in any on day. Section9 Restriction of employment of children No child who has not completed the age of twelve year shall be employed in any company or establishment. thati. No person employed in a company shall be required or permitted to work in such stop for more than eight hours and a half if any one day or for more than forty eight hours in any one week or after the hours of closing of such companys. as the case may be. be determined from time to time by the companykeeper or the employer. and the provisions of the act shall accordingly apply. or any other officer empowered in this behalf by the state govt. The period of work and intervals for rest every person employed in a company shall be arranged by the companykeeper so that together they do not extend over more than ten hours and a half in any one day. specify any particular area and the day or both the day and the half day during which all or any class or classes of company or establishments in such area shall be entirely closed under clause (a) of sub-section (1). and thereupon the day or both the day and the half day. if it thinks fit to do in the public interest. Section6 Hours of work in company 1. 4. Provided that if the state govt. The day and the half day during which a company or an establishment shall be entirely closed in each week under clause (a) of sub-section (1) shall. as the case may be. thinks fit so to do in public interest . specified by him in a notice. The total number of hours of his work including overtime work shall not exceed ten hours in any one day. unless he has been allowed an interval for rest of at least one hour. The total number of hours worked overtime by him shall not exceed one hundred and twenty hours in any one year. 4. Provided that in any day and in any week in which stock taking. 2. and ii. The State government may. which shall be displayed in a conspicuous place in the company or the establishment: Provided that the day and the half day so determined shall not be altered more than once in a year. making up accounts or such other business operations as may be prescribed takes place in any company. so specified. and shall be. shall be deemed to have been determined under sub-section (3) by the companykeeper or the employer of every company or establishment of such class or classes in such area. change such limits of the opening and closing companys.

Section13 Wages for overtime work When any person employed in a company or an establishment is require or permitted to work overtime in such company or establishment. d. (ii) Sick leave admissible under clause (b) may be accumulated upto a maximum of not more than fifty-six days. Section11 Leave A person employed in a company or an establishment shall be entitleda. In case of women. c. In every year. Any person employed in a company or an establishment whose services are terminated by or under the order of the company-keeper or the employer shall be entitled to wages for the period of privilege leave due to his credit at the time of such termination. to maternity leave in accordance with such rules as may be prescribed: Provided that(i) Privilege leave admissible under clause (a) may be accumulated upto a maximum of not more than twenty-eight days. to casual leave on full pay for ten days. custom or convention. For every completed year of continuous service. the wages payable to such person in respect to such overtime shall be calculated at twice the ordinary rate of wages payable to him. All wages payable to a person employed in a company or an establishment shall be paid not later than the tenth day of the month immediately succeeding that in respect of which such wages are payable. after eight o’clock post meridiem. and (iii) Casual leave admissible under clause (c) shall not be accumulated. award. Section12 Person employed to be entitled to wages for the period of privilege leave in case of termination of service. to sick leave on half pay for fourteen days on medical certificate obtained from a medical practitioner registered under the Bengal Medical Act. b. and such ordinary rates of wages shall be calculated in such a manner as may be prescribed: Provided that this section shall not operate in the prejudice of any higher rate of overtime wages granted under any agreement. to privilege leave on full pay for fourteen days. In every year. Section14 Payment of recovery of wages 1. Section15 Notice of termination of service .No young person shall be required be required or permitted to work in any company or establishment after eight o’clock post meridiem and no women shall be allowed or permitted to work – i) In company or commercial establishment. 1914 or any other law for the time being in force.

In the case of a female employee. The service of a person employed in any company or establishment. He has been laid-off under an agreement or as permitted by standing orders made under the Industrial Employment (standing orders) Act. has actually worked under the employer for not less than: i. so however that the total period of the maternity leave does not exceed twelve weeks. either on the ground that there is no reasonable cause for terminating his services or on the ground that he has not been guilty of any misconduct. 1945. The person aforesaid shall have the right to appeal to such authority and within such period as may be prescribed. in writing showing the reason of such termination and until the period of notice has expired or until he has been paid. for that period. 3. One hundred and twenty days. if the workman. be punishable . proceeding the date with reference to which calculation is to be made has actually worked under the employer for not less than: i.1. shall. wages for the period of such notice. He has been on leave with full wages. or a lock out or cessation of work which is not due to any fault on the part of the workman. earned in the previous year. the number of days on which a workman has actually worked under an employer shall include the days on whichi. in lieu of such notice. 2. he shall be deemed to be in continuous service under an employera. she has been on maternity leave. For a period of six months. ii. Section21 Penalties 1. Two hundred and forty days. Where a workman is not in continuous service within the meaning of clause (1) for a period of one year or six months. Continuous service means: 1. and iv. shall not be terminated without giving him one month notice. iii. or under this act or under any other law applicable to the industrial establishment. He has been absent due to temporary disablement caused by accident arising out of and in the course of his employment. during a period of twelve calendar months. including service which may be interrupted on account of sickness or authorized leave or an accident or a strike which is not illegal. or conviction. provided his services have been terminated on such ground. A workman shall be said to be in continuous service for a period if he is. Section18 Persons employed to be furnished with letter of appointment Every employer shall furnish every person employed in his establishment with a letter of appointment in such form as may be prescribed. if the workman. Whoever contravenes any of the provisions of this act. who has been in continuous service for not less than one year in such company or establishment. b. in uninterrupted service. in any other case. For clause (2). 2. For a period of one year. during a period of six calendar months preceding the date with reference to which calculation is to be made. The decision of the appellate authority on such appeal shall be final.

or with both: Provided that for the purpose of this sub-section. (2) The day so specified shall not be altered by the employer more often than once in three months. Section6 wages No deduction or abatement to be made from No deduction or abatement of the wages of any person employed in an establishment to which this Act applies shall be made on account of any day or part of a day on which the establishment has remained closed or a holiday has been allowed in accordance with sections 3. which day shall be specified by the company-keeper in a notice permanently exhibited in a conspicuous place in the company. 2.10 Weekly Holiday Act. Section3 Closing of company (1) Every company shall remain entirely closed on one day of the week. 1942 An Act to provide for the grant of weekly holidays to persons employed in a company. records. and if such person is employed on the basis that he would not . records. Section4 Weekly holiday in company Every person employed otherwise than in a confidential capacity or in a position of management in any company shall be allowed in each week a holiday of one whole day: PROVIDED that nothing in this section shall apply to any person whose total period of employment in the week including any days spent on authorized leave is less than six days or entitle to an additional holiday a person employed in a company who has been allowed a whole holiday on the day on which the company has remained closed in pursuance of section 3. document or notice required to be maintained and kept or displayed under this act or rules thereunder any entry which is to his knowledge false in any material particular. shall be punishable with imprisonment for a term which may extend to one thousand rupees. shall. 1a whoever contravenes. Whoever makes or causes or allows to be made in any register. after the first the first offence. document or notice an entry required to be made therein. made more than two years before the date on which the commission of the offence.with the fine which may extend to five hundred rupees for the first offence. no cognizance shall be taken of any conviction upon complaint of an inspector appointed under section 19. 3. on conviction. came to knowledge of such inspector.4 and 5. any of the provision of this act. or with both. be punishable with imprisonment of either description for a term which may extend to three months or with fine which may extend to one thousand rupees. which is being punished. or willfully omits or cause or allows to be omitted from any such register.

ordinarily receive wages for such day or a part of a day he shall nonetheless be paid for such day or part of a day the wages he would have drawn had the establishment not remained closed or the holiday not been allowed on that day or part of a day. in this Dynamic environment if an employer is able to win their employees’ confidence. We can see it from different point of view viz. forms & guidelines which are useful for the HR Department to carry out its and organizational functions smoothly. If at one side the employer is being benefited by complying these laws by means of reducing the confrontation with the Government and Legal agencies. If an employee is loyal toward their employer means he/she is satisfied with their employer and a satisfied employee is motivated to accomplish its tasks positively resulting in the increased employee performance. Check Out These Guidelines to See if a Policy Is Needed A policy is necessary: • if the actions of employees indicate confusion about the most appropriate way to behave (dress codes. cell phone use). . which will in return increases employees morale and loyalty towards their employer. The check list provided is a useful tool by which HRD will be able to submit all returns within stipulated time-frame. In this project it is tried to provide all the legal information. means that employer is aware about its corporate governance functioning and responsibility. This is an attempt to streamline all the legal (Law) activities performed by the HRD.2 Suggestion 1. purchase of company merchandise). and at the other hand the employees are also benefited because if the employer is complying the norms for employee benefits and facilities. Chapter4 4. 4. the employer and the employees. so it important and must for any organization to submit all the required returns within the time limit to avoid any kind of penalties and legal action. email and Internet policies. This is useful for both the parties. • if guidance is needed about the most suitable way to handle various situations (standards of conduct. the organization is considered to be a good place to work and the employees are considered as motivated and satisfied employees. So.1 Conclusion As Indian industrial laws are pro-employees. if an employer is confirming to the norms. then that employer is considered to be an good employer to work with. travel expenditures.

to read the policy and ask any questions they might have about the policy. enforcing. you will want to have your attorney review the policy before you distribute the policy further. • to keep the company in compliance with governmental policies and laws. paid time off).when needed to protect the company legally (consistent investigation of charges of harassment. 7. no policy ever covers every possible contingency. Make sure you communicate to your • . Consequently. After each paragraph. non-discriminatory hiring and promotion). so that. my goal with a policy is short and simple. write the policy using simple words and concepts. and living by the policy. how much can you really say about driving while talking on a cell phone? So. there is an overall participation by all the departments. You will have started this process much earlier. Gather Information Gather information about the practices and procedures of the business in which you are involved. What are the key areas. Develop and Write the Policy With goals and samples in hand. This review provides feedback that employees will be able to understand and follow the policy. break rules. though. safety rules. There may be other reasons. use common sense as you determine the outcome you want from your policy. has personal implications for employees (such as security procedures). as stated. smoking rules). Review the Policy Select several employees. however. • to establish consistent work standards. additionally. Obtain Legal Review of the Policy If the policy has legal implications. Categorize them on the basis of function. is litigious by its nature. Obtain Management Support for the Policy Review the policy with the managers who will have to lead and put into effect the policy. for why you may want to develop a policy. viz. Rewrite the policy based on the feedback. which Acts are applicable to your business. how many kind of returns the organization have to filled. or even a small pilot group. 3. determine the goal you want to accomplish in writing the particular policy. Speak directly to the people who will be reading. or the progressive discipline system. You will want to have their support and ownership of the policy. Remember. Do not obsess over this. discrimination or complaint investigation. 2. even as early as when you identified the need for the policy. 6. and regulations (progressive discipline. and • to provide consistent and fair treatment for employees (benefits eligibility. 4. yet you can never hope to cover every potential situation addressed by the policy. rules. 5. When possible. but management support as you implement the policy is crucial. ask yourself "what if" questions to make certain the policy is covering the basics and the normal exceptions and questions. to which attention should be paid at the time of formulation of policy. you will want to tell employees why the policy is being implemented. that one employee's poor behavior should not require a policy that will affect all other employees. Articulate the Goal of the Policy Once you’ve determined that a policy is necessary. I recognize this may not be possible with policies about areas such as the company's approach to the Family Medical and Leave Act. You need enough details in the policy to make the company’s position clear. But.

your later policy application and work practices will determine the real meaning of the policy. Employees can sign off that they have received and understand the policy." You want the policy reviewed for legal implications and appropriate wording. depending generally on the controversial nature of the policy and the ease with which it will be understood. yet retain a copy for their own files." thereby removing the limited liability protection of a corporation or even to litigation among co-owners. The risks of noncompliance with these many laws and regulations include: • Failure to keep proper books and records or mixing personal assets with business assets could lead to the ability by third parties to "pierce the corporate veil. Implement the Policy In small groups. Think "consistent" and "fair" as you interpret the policy over time. • Failure to comply with certain laws and regulations may lead to problems under Central law. Risks of Not Complying The failure to have an independent legal audit performed by qualified legal counsel can have a significant adverse impact on the company and its founders. in some cases. 10. individually. even closure of the business by governmental agencies. and. • Failure to obtain all proper permits and licenses could lead to fines. You may also want the policy to become part of your New Employee Orientation. _______________________________________________________ Employee Signature _______________________________________________________ Employee Name (Please Print) ________________________________ Date: 9. or in a company meeting. Some companies place policies in their Intranet or in a policy folder on the computer network's common drive. Interpret and Integrate the Policy No matter what you write in the policy. Give employees a chance to ask questions.attorney that you do not want the policy rewritten in "legalese. Determine whether you will want to distribute the policy by additional methods. This is a sample signoff statement to use: I acknowledge receipt of and understanding of the (Your Company) Policy. distribute and review the new policy. The policy is effective (Date) until further notice. it is time to review and rewrite the policy and the cycle starts again. Decide How You Will Communicate the Policy in the Future Include the policy in your employee handbook. personnel handbooks and general employment policies reviewed periodically could give rise to governmental and civil liability. penalties. The policy should always consist of the policy on a piece of paper with the employee sign off on a second sheet. • Failure by the directors of the company to keep accurate records and minutes of . When you find your practices differing from the written policy. • Failure to have employment applications. 8.

then it needs immediate attention of the HR dept. if any organization fails to comply with the norms and guidelines established by law/govt. but the risks associated with avoiding the issue are too high for any company to bear. In India. such as proving that directors are exercising informed judgment. 4. http://WWW.Kapoor WEBLIOGRAPHY 0.carerating. then how they are being implemented in the organization.pdf . Are the policies of the organization complying with the laws concerned? If no.com/archive/3/1991. P. www. It is the entrepreneurial company's reality check.jindalsteelworks. 2. Law Journal. Now a days when Human Resource (HR) department plays a strategic role in accomplishing organizational goals and objectives. could subject the company and its board to liability to its shareholders and investors.com 5.com 3. http://WWW.D. http://WWW. but beneficial. and it may lead to the closure of the business/organization.tatasteel. HR should know all the legalities which can create problems in the application of its HR-Policy manual. • Failure to monitor the company's reporting requirements may put the company into default with lenders or investors.3 Bibliography 1.google. it is also became imperative to the HR dept. 3.its decision-making procedures.com 1.com 4.L. then consequences are inevitable. where laws are primarily meant to protect the interests of employees/workers.Mallick. http://WWW. http://WWW. JUSCO is engaged the specialized services to carry out its business smoothly at national level it is obligatory to the organization that its all functional units comply to the acts and rules whichever is applicable to them.juscoltd. Doing so is not only necessary.legalguru. The process of going through a legal Compliances isn't easy. mercantile Law-N.com 2.com. but if the answer is yes. that they know what are the central and state laws are applicable to them.Industrial Law (volume 1 & 2).

http://WWWnatsteel.usitc.wikipedia.com 25. http://WWW.com 10.com/news/index/2010/02/12/ODU%3D 9. http://WWW.tatabluescopesteel. http://WWW.tatametaliks.tataref. http://WWW. http://WWW.com/steel.com 19. http://WWW. http://WWW.com/company/re.com 18.com 17. http://WWW.com 11.jamipol.corusgroup.dhamraport. http://WWW.tatasponge.com 13.com 23.mjunction.gov/ind econ ana/product/steel/index.juscoltd. http://WWW.6.steelguru. http://WWW..encyclopediaofcredit.com 27.com/.htm 14. http://WWW. http://WWW. http://WWW.azom.com 24. http://WWW.tayo.steelguru.com/news/index/2009 29.tatatinplate. http://WWW. http://WWW.marketmonitor..com 22.tmilltd.com 21.rncos.moneycontrol.htm 7.com 28.marti-tech.com 26. http://WWW.tata. http://WWW.com 8.com 16. http://WWW. http://WWW.eases/inside ./steel%20industry 12.com 15. http://WWW.com 20. http://WWW.

4. 1981 TheAir (Prevention and Control of Pollution) Rules. 1985 The Bonded Labour System (Abolition) Act. 1976 The Banking Companies (Acquisition and Transfer of Undertaking) Act. 1949 The Benami Transactions (Prohibition) Act. 1850 The Central Board of Direct Taxes (Validation of Proceedings) Act. 1960 The Building And Other Construction Workers' Welfare Cess Act. 1937 The Bonded Labour System (Abolition) Act.1961 The Advocate's Welfare Fund Act. 1975 The All India Council for Technical Education Act. No. 1987 The Acquisition of Certain Area at Ayodhya Act. 1959 The Arya Marriage Validation Act. 1972 The Arms Act. 1958 The Ancient Monuments Preservation Act. 1949 The Banking Regulation (Companies) Rules. Name of the Act Registers to be Maintained for Yearly returns Monthly returns On Occurrence Form /due date/reference Form /due date/reference Form /due date/reference Bare Acts The All-India Institute of Medical Science Act. 1988 The Bhopal Gas Leak Disaster (Processing of Claims) Act.4 Annexure Annexure Sl. 1972 The Arbitration and Conciliation Act. 1971 . 1982 The Ancient Monument And Archeological Sites And Remains Act. 1982 The Anand Marriage Act. 1994 The Ancient Monuments and Archaeological Sites and Remains Act. 1976 The Bombay High Court (Letters Patent) Act. 1909 The Anti-Hijacking Act. 1988 The Bombay Re-organisation act. 1969 The Banking Companies (Legal Practitioners' Clients' Account) Act. 1884 The Air (Prevention and Control of Pollution) Act. 1891 The Banking Regulation Act.1956 The All-India Services Regulations (Indemnity) Act. 1866 The Bharat Petroleum Corporation Limited Act. 1986 The Carriers Act. 1996 The Cable Television Network (Regulation) Act. 1996 The Architects Act. 1904 The Airports Authority of India Act. 2001 The Agriculturists' Loans Act. 1949 The Banker's Books Evidence Act. 1865 The Caste Disabilities Removal Act. 1995 The Bureau of Indian Standard Act. 1958 The Antiquities and Art Treasures Act. 1993 The Advocates Act.

1910 The Emblems and Names Act.The Central Boards of Revenue Act. 1985 The Drug and Cosmetics Act. 1908 The Explosive Act. 1988 The Conservation of Foreign Exchange And Prevention Of Smuggling Activities Act. 1946 The Dissolution Of Muslim Marriage act. 1961 The Dowry Prohibition Act. 1938 The Criminal Law Amendment Act. 1980 The Chit Funds Act The Cattle-Trespass Act 1871 This Central Provinces Laws Act. 1972 The Depositories Act. 1908 The Fatal Accidents Act. 1940 The Drugs and Magic Remedies (Objectionable Advertisements) Act. 1986 The Child Marriage Restraint Act. 1855 The Foreign Contribution (Regulation) Act. 1954 The Drugs (Control) Act. 1986 The Debts Recovery Appellate Tribunal (Procedure) Rules The Delhi High Court Act. 1875 The Cigarettes (Regulations of Production. 1944 The Departmental Inquires (Enforcement of Attendance of Witnesses and Production of Documents) Act. 1952 The Commercial Documents Evidence Act. 1932 The Criminal Law Amendment Act. 1955 The Essential Services Maintenance Act. 1996 The Decrees and Orders Validating Act. 1939 The Dowry Prohibition Act. 1963 The Census Act. 1981 The Family Courts Act. 2000 The Christian Marriage Act. 1952 The Commission of Sati (Prevention) Act. 1956 The Delhi Apartment Ownership Act. Act. 1955 The Civil Procedure Code. Supply and Distribution). 1950 The Easement Act. 1950 The Environment (Protection) Act.1936 The Delhi (Control of Building Operations) Continuance Act. 1961 The Criminal Law Amendment Ordinance. 1946 The Criminal Law Amendment Act. 1882 The Electricity Act. 1908 The Commission of Enquiries Act. 1976 .1962 The Cinematograph Act. 1984 The Explosive Substances Act. 1890 The Child Labour (Prohibition and Regulation ) Act. 1939 The Contempt Of Courts Act. 1948 The Certifying Authorities Rules. 1975 The Citizenship Act. 1966 The Delhi Special Police Establishment Act. 1986 The Copyright Act 1957 The Court Fees Act The Customs Act. 1908 The Criminal Law Amendment Act.1872 The Charitable and Religious Trusts Act The Charitable Endowments Act. 1986 The Essential Commodities Act. 1971 The Constitution of India The Consumer Protection Act. 1987 The Commission of Sati (Prevention) Rules. 1974 The Cyber Regulations Appellate Tribunal (Procedure) Rules The Criminal Law Amendment Act.

1923 The Official Trustees Act. 1986 Indian Contract Act Indian Divorce Act. 1927 Indian Partnership Act. 1897 The Guardians and Wards Act. 1969 The Parsis Marriage and Divorce Act. Act 2000 The Land Acquisition Act. 1993 The Juvenile Justice (Care And Protection of Children).The Foreign Exchange Management Act. 1989 The Hindu Adoptions and Maintenance Act. 1955 The Hindu Minority and Guardianship Act. 1988 The Multimodal Transportation of Goods Act. 1978 The Interest on Delayed Payments to Small Scale and Ancillary Industrial Undertaking Act. 1952 The Industrial Disputes Act. 1969 The Foreign Trade (Regulation) Rules. 1948 Merchant Shipping Act. 1932 Indian Penal Code The Indian Stamp Act. 1967 The Place of Worship(Special Provision) Act. 1946 The The Industrial Tribunal (Central Procedure) Rules The Information Technology Act The Interest Act. 1956 The Hire Purchase Act. 1993 The Muslim Personal Law (Shariat) Application Act. 1958 Monopolies and Restrictive Trade Practices Act. 1916. 1952 The Oaths Act. 1993 The Foreigners Act. The Hindu Marriage Act. 1869 Indian Evidence Act Indian Forest Act. 1899 The Inflammable Substances Act. 1946 The Fatal Accidents Act. 1985 The Notaries Act. 1855 The Forest (Conservation Act. 1936 The Official Secrets Act. 1894 The Limitation Act. 1963 The Major Port Trusts Act. 1956 The Hindu Disposition Of Property Act. 1991 The Patents Act. 1993 The Muslim Women (Protection of Rights on Divorce) Act. 1913 The Passport Act. 1970 The Motor Vehicle Act. 1956 The Hindu Succession Act. 1999 The Foreign Marriage Act. 1920 The Immoral Traffic (Prevention) Act. 1986 The Negotiable Instruments Act. 1956 THE Iidecent Representation of Women (Prohibition) Act.1890 The Hazardous Wastes (Management and Handling) Rules. 1947 The Industrial Disputes (Central) Rules The Industrial Employment (Standing Orders) Act. 1972 The Identification of Prisoners Act. 1980) The General Clauses Act. 1881 The Narcotic Drugs And Psychotropic Substances (Execution of Bond by Convicts or Addicts) Rules. 1969 Monopolies and Restrictive Trade Practices Rules. 1970 . 1963 The Maternity Benefit Act. 1961 Minimum Wages Act.

1950 Trade Marks Act. 1861 Police Act. 1967 Urban Land (Ceiling And Regulation Repeal Act. 1888 Police (Incitement To Disaffection) Act. 1850 Public Gambling Act. 1955 Probation of Offenders Act. 1951 Terrorist Affected Areas (Special Courts) Act. 1966 Power of Attorney Act. 1971 Public Liability Insurance Act. 1989 Spirituous Preparations (Inter-State Trade And Commerce) Control Act. 1900 Prisoners (Attendance In Courts) Act. 1955 Special Marriage Act State Financial Corporations Act. 1971 Scheduled Castes and The Scheduled Tribes (Prevention of Atrocities) Act. 1882 Prevention of Black Marketing and Maintenance of Supplies of Essential Commodities Act. 1958 Protection of Civil Right Act. 1999 Transplantation of Human Organs Act. 1985 Societies Registration Act. 1955 Protection Human Rights Act. 1908 Registration of Foreigners Act. 1968 Railways Act. 1963 Smugglers And Foreign Exchange Manipulators Forfeiture of Property Act. 1987 Telegraph Wires (Unlawful Possession) Act. 1887 Specific Relief Act. 1966 Recovery of Debts due to Banks and Financial Institutions Act Registration Act. 1984 Terrorist and Disruptive Activities (Prevention) Act. 1991 Passport Entry into India Act. 1994 Transfer of Property Act Indian Trusts Act. 1860 Suits Valuation Act.1919 Public Premises (Eviction of Unauthorised Occupants) Act. 1984 Unlawful Activities (Prevention) Act. 1882 Terrorist Affected Areas (Special Courts) Act. 1863 Religious Institutions (Prevention Of Misuse) Act 1988 Reserve Bank of India Act Sale of Goods Act. 1993 Provincial Insolvency Act. 1930 Sick Industrial Companies (Special Provisions) Act. 1920 Railway Property (Unlawful Possession) Act. 1988 Prevention of Terrorism Act. 1960 Prevention of Insults to National Honour Act. 1939 Religious Socities Act. 1849 Police Act. 1980 Prevention of Cruelty to Animals Act. 1984 Prevention of Illicit Traffic In Narcotic Drugs And Psychotropic Substances Act.1988 Prevention of Damage to Public Property Act. 2002 Prisoners Act. 1971 Prevention of Corruption Act. 1999 . 1867 Poisons Act.1880 Religious Endowments Act. 1922 Police Forces (Restrictions Of Rights) Act. 1989 Public Servants (Inquiries) Act. 1976 Small Coins (Offences) Act. 1920 Public Provident Fund Act.The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The The Payment of Bonus Act Payment of Gratuity Act Payment of Wages Act Police Act.

68 2.13A/Para‐57 Form‐19.1948 Employee contribution Accident register Inspection book Form‐01A/31st Jan/Regulation‐10C Form‐6/12th May /Regulation‐26 Form‐6/12th Nov.EPF & MP Act. 15th July & 15th Oct/Rule‐6 Requisition form/before 15 days or 60 days as the case may be 4./ Reg.Industrial Disputes Act.1961 Form‐L. Exchange (CNV) Act.1947 Notice of change/section‐9A 6.1952 Eligibility register Inspection book Form‐3A/25thApril/Paras 35 & 42 Form‐6A/25thApril/Para 43 Challans*/15th day Form‐5/25thday/Para 36(2)(a) Form‐10/25thday/Para 36(2)(b) Form‐12A/25thday/Para 38(2) Form‐2/Para 33 & 61(1) Form‐13. 1977 Water (Prevention and Control of Pollution) Rules.Equal remuneration Act.The The The The The Water (Prevention and Control of Pollution) Act Water (Prevention & Control of Pollution) Cess Act.Emp. N & O/21st Jan /Rule16(1) .1959 Form‐ER‐1/15th Jan. rule‐6 5.Maternity benefits Act. 1975 Wild Life (Protection) Act Workmen's Compensation Act.20/Para‐72(5) 3. 15th April./Regulation‐26 Challans */21st day Form 16/within 24 hrs. 1923 1. ESI Act.1976 Form‐D register. M.

Deductions & advances * remittance of contribution. Rule 26 (5) Form X. Rule 21 (4) Form IV.Payment of gratuity Act. Regulation & Para are from rules of the respective Acts & sections are from Acts.1936 Wages. B & C/Rule‐3 10. Rule21 (4) Form II. . Rule 26 (2) Form‐III/1st Feb/Rule 21 (4A) 8. Rules.Minimum wages Act. Rule 4(a) Form‐B. Rule 26 (1) Form XI.1965 Form‐A. Rule 4(c) Form‐D/30th Dec/Rule‐5 9.1972 Form‐A.Payment of bonus Act.Payment of wages Act. Rule 4(b) Form‐C.1948 Form I. fines.7. Rule 25 (2) Form V.

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