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ANS.: You are not required to visit any
office for the purpose. Services pertaining to registration
/ License are available on line. One can login to the
portal and complete the formalities from the comfort of his
home.
ANS.: No. Normally an applicant is not
required to visit office. But if the documents uploaded are
not visible or eligible or there are contradiction, may be
asked to produce hardcopy of the relevant documents.
ANS.: For different Acts, requirements are
different, which is available in the Portal.
ANS.: If application is submitted along
with the required documents, maximum time limit for the
completion of the processes is thirty days.
ANS.:Yes. An Inspector is supposed to
visit premises of the employer/contractor to conduct
periodical inspection. If the employer/contractor has opted
for self-certification scheme, its premises shall be
inspected as per guidelines.
ANS.: Commonly detected violations for
various labour laws have been enumerated separately below.
However Employers and Contractors are supposed to comply
with the provisions of the laws.
ANS.: Act wise Fee calculator is available
on the portal. Its services may be availed for the purpose.
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ANS.: 10
ANS.:Fee calculator available on the
Portal.
ANS.: Through On line Payment Gateway
/Treasury Challan as per convenience of the Applicant.
ANS.: One year from the date of issuance
or completion of work whichever is earlier.
ANS.: Thirty days before the date of
expiry of license.
ANS.: Fee calculator available on the
Portal.
ANS.: Before the expiry of 7th day of the
last day of wage period where number of workmen is less
than 1000.
: Before the expiry of 10th day of the last day of wage period where number of workmen is 1000 or above.
ANS.:
ANS.: Original License should be returned
along with application for amendment, additional license
fee.
ANS.: Fee of Rs. 5/- to be remitted along
with a request.
ANS.: Employment card specifies the
particulars of contract workmen engaged by the contractor.
The Contractor has to issue employment card duly filled in
to the worker within 3 days of the employment.
ANS.:Yes
Q14. WHAT
IS A WAGE SLIP?
ANS.: Under the Act, every contractor is
liable to give a wage slip-specifying wages rates and other
particulars along with the payment.
ANS.: If principal employer endorses the
name of sub-contractor in the agreement, after having Form
V from principal employer, a sub-contractor is requested to
take License
ANS.: Original license along with
requisite additional license, if any with the request
specifying the amendment details to be furnished.
ANS.: Ten
ANS.: Fee calculator available on the
Portal.
ANS.: Through On line Payment Gateway
/Treasury Challan as per convenience of the Applicant.
ANS.:
ANS.:
ANS.:
ANS.: Payment of wages in particular form
and at regular intervals without any unauthorized
deductions is the object of this Act.
ANS.: Rs. 18000 p/m.
ANS.:
Q26. DO
THE MINIMUM WAGES RATES IN THE CENTRAL SPHERE DIFFER FROM
THE WAGE RATES IN THE STATE SPHERE?
ANS.:Yes, Central Government and each
State Government/ UT administration, notify the Minimum
rates of wages in respect of a scheduled employment
separately from time to time. In the Central Sphere, The
rate notified by the Central Government or the Concerned
State Government/UT administration, whichever is higher
will be made applicable.
ANS.: An aggrieved employee can file a
Claim Application requesting relief before the Authority
under the Act or lodge a complaint before an inspector.
ANS.: Employee, any legal practitioner or
any official of a registered Trade Union authorized in
writing to act, any Inspector under the Act or any person
with permission of Authority can file claim.
ANS.: The Act provides for the payment of
equal remuneration to men and women workers and for
prevention of discrimination, on the ground of sex, against
women in the matter of employment and for matter connected
there with of incidental thereto.
ANS.: Section of 7.
ANS.: Sub divisional Officer.
The Payment of Gratuity Act, 1972
ANS.: Gratuity shall be payable to an
employee on the termination of his employment after he has
rendered continuous service for not less than five years or
on his superannuation or on his retirement or resignation
or on his death or disablement due to accident or disease.
(Completion of continuous service of five years shall not
be necessary in case of death or disablement).
ANS.: An employee shall be said to be in
continuous service for a period if he has, for that period,
been in uninterrupted service including service which may
be interrupted on account of sickness, accident, leave,
absence from duty without leave. lay-off, strike, or a
lockout or cessation of work not due to any fault of the
employee.
ANS.:Deputy Labour Commissioner.
ANS.:Labour Commissioner.
ANS.:The gratuity shall be paid at the
rate of 15 days wages for every completed year of service,
however, maximum gratuity payable is not exceeding Rs. 10
lakhs.
ANS.:An employee who is eligible for
payment of gratuity under the Act, or any person
authorized, in writing, to act on his behalf, shall apply,
ordinarily within thirty days from the date of gratuity
became payable in Form I to the employer.
ANS.:Employee, nominee or a legal heir of
an employee.
ANS.:Where an employer fails to pay the
gratuity, the employee concerned or his nominee may apply
to the controlling authority in duplicate in Form T for
recovery thereof under section 8 of the Act.
The Payment of Bonus Act, 1965
ANS.:An act to provide for the payment of
bonus to persons employed in certain establishment on the
basis of profits or on the basis of production or
productivity and for matter connected therewith
ANS.:Every factory and every establishment
in which 10 or more persons are employed on any day during
an accounting year will be covered under the act.
ANS.:Rs. 10,000/-.
ANS.:Form A, B, C & D Register.
ANS.:In the first five accounting years
following the accounting year in which the employer sells
the goods produced or manufactured by him or renders
services, as the case ma be, from such establishment, bonus
shall be payable only in respect of the amounting year in
which the employer derives profits from such establishment.
ANS.:Minimum 8.33% and Maximum 20%.
ANS.:Yes.
ANS.:Child means a person who has not
completed his fourteenth year of age..
ANS.:No child shall be employed or
permitted to work in any of the occupations set forth in
Part A of the Schedule or in any workshop wherein any of
the processes set forth in Part B of the Schedule is
carried on.
ANS.:Register showing the name of date of
birth of every child so employed or permitted to work,
hours and periods of work of any such child and intervals
of rest, the nature of work of any such child.
ANS.:An abstract of Section 3 and 14 of
the Act in Local Language and English.
Q50. CHILD
LABOUR (PROHIBITION & REGULATION) ACT, 1986 & CHILD LABOUR
(PROHIBITION & REGULATION) RULES?
ANS.:
ANS.:Pertaining To Registration/ Licence:
1. Building workers numbering 10 or more were found employed on /were employed during preceding 12 months without a valid certificate of registration. [Breach of Sec. 7] 2. Employer has not observed conditions of registration-[Breach of Rule 27] 3. Number of Workmen employed as building workers has exceeded the maximum number of workers as specified in the certificate of registration [Breach of Rule 27 (1)(b)] 4. The employer has not intimated change in the ownership or management within30 days or in the number of workers or conditions of work within 15 days to the Inspector-[Breach of Rule 27 (2) read with Sec. 7 (4)]
ANS.: The following table captures the
landscape of compliances, approvals and inspections under
provisions of applicable labour laws, acts and rules:
![]() Note: 1* Filing return in Jharkhand Shops & Establishment Act 1953 and Rules is applicable for more than 10 workers.
ANS.:
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Last updated on: 21/12/2022
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