Compliances under Labour Laws - A User's Guide to adhere with the provisions under various employment related Acts, 4th Edn.

A news report appearing in February, 2016 revealed that the Indian Labour Laws require the employers to use 5 billions sheets of papers to maintain 25-45 registers or 6,00,000 trees a year. It can be made out that the large number of compliances are to be made by the employers. The returns as prescribed in the number of pages are hardly scrutinized or even read by the authorities. However, on failure to make compliance by the employers calls for severe legal action including prosecutions that too of the top most officials of the establishments. It is, however, gratifying that the NDA government is planning to soften the rigor of various Acts and in this direction reference is made to the Apprentices Act, 1961 which prior to amendment in its sections 30(1) and (2) inter alia providing that, “If any employer contravenes the provisions of this Act relating to the number of apprentices which he is required to engage under those provisions, engages as an apprentice a person who is not qualified for being so engaged, etc., he shall be punishable with imprisonment for a term which may extend to six months or with fine or with both”. The imprisonment has not been substituted by imposition of fine. Despite good gesture, the amendments take long time because of tedious procedures and political hassles hence the employers have to comply with the provisions of labour laws, rules and regulations in order to avoid prosecutions, fines and harassment by the authorities. While practising in Labour Laws, we frequently come across the summons from the Magistrates which are issued in the names to the Chairman, Managing Directors or the CEOs etc., for various offences. The Labour Authorities are fortified with the rigid laws. For instance, merely for non-displaying the extract of the Maternity Act, 1961, the imprisonment of the defaulter can be to the extent of one year. Similarly, other laws are also very charging. The authorities and the Enforcement Officers do not ascertain as to whether the accused, as implicated, has any connection with the violation of any provisions of the law. They also ignore whether any violation, being subject matter of the prosecution, has occurred due to inadvertence or intentional. Hence, the subject of compliances is gaining more and more importance. The HR Executives, who are responsible for various compliances, will find this revised edition still more useful since they don’t learn these implications at the B-Schools.

CHAPETR 1: THE APPRENTICES ACT, 1961
CHAPTER 2: THE BUILDING AND OTHER CONSTRUCTION WORKERS (REGULATION OF EMPLOYMENT AND CONDITIONS OF SERVICE) ACT, 1996
CHAPTER: 3 THE BONDED LABOUR SYSTEM (ABOLITION) ACT, 1976
CHAPTER 4: THE CONTRACT LABOUR (REGULATION AND ABOLITION) ACT, 1970
CHAPTER 5: THE EMPLOYEES` COMPENSATION ACT, 1923
CHAPTER 6: THE EMPLOYEES` PROVIDENT FUNDS & MISCELLANEOUS PROVISIONS ACT, 1952
CHAPTER 7: THE EMPLOYEES` STATE INSURANCE ACT, 1948
CHAPTER 8: THE EMPLOYMENT EXCHANGES (COMPULSORY NOTIFICATION OF VACANCIES) ACT, 1959
CHAPTER 9: THE EQUAL REMUNERATION ACT, 1976
CHAPTER 10: THE FACTORIES ACT, 1948
CHAPTER 11: THE INDIAN BOILERS ACT, 1923
CHAPTER 12: THE INDUSTRIAL DISPUTES ACT, 1947
CHAPTER 13: THE INDUSTRIAL EMPLOYMENT (STANDING ORDERS) ACT, 1946
CHAPTER 14: THE INTER-STATE MIGRANT WORKMEN (REGULATION OF EMPLOYMENT & CONDITIONS OF SERVICE) CENTRAL RULES, 1980
CHAPTER 15: THE MATERNITY BENEFIT ACT, 1961
CHAPTER 16: THE MINES ACT, 1952
CHAPTER 17: THE MINIMUM WAGES ACT, 1948
CHAPTER 18: THE PAYMENT OF BONUS ACT, 1965
CHAPTER 19: THE PAYMENT OF GRATUITY ACT, 1972
CHAPTER 20: THE PAYMENT OF WAGES ACT, 1936