tag:blogger.com,1999:blog-31477113464412110592024-03-13T07:50:15.469-07:00Freedom ServicesWe “Freedom Services” are Partnership based firm, the ability to generate client confidence over many years comes from a proven track record of dealing with complex client issues and getting results. We often develop long-term relationships with our clients and work with them on multiple engagements.MithilaTechhttp://www.blogger.com/profile/09950760787244784292noreply@blogger.comBlogger22125tag:blogger.com,1999:blog-3147711346441211059.post-51202508538845379112018-07-30T09:08:00.002-07:002018-07-30T09:08:21.648-07:00E-Tender<div dir="ltr" style="text-align: left;" trbidi="on">
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<span lang="EN-US" style="background: white; color: #222222; font-family: "Arial","sans-serif";">An internet-based process wherein the complete <b>tendering</b> process; from advertising to receiving and submitting <b>tender</b>-related information are done <b>online</b>. This enables firms to be more efficient as paper-based transactions are reduced or eliminated, facilitating for a more speedy exchange of information.<o:p></o:p></span></div>
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Unknownnoreply@blogger.comtag:blogger.com,1999:blog-3147711346441211059.post-45670118761190065462018-07-30T09:06:00.001-07:002018-07-30T09:06:48.577-07:00Partnership Deed<div dir="ltr" style="text-align: left;" trbidi="on">
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<span lang="EN-US" style="background: white; color: #222222; font-family: "Arial","sans-serif";">A <b>Partnership Deed</b> is a
document that outlines in detail, the rights and responsibilities of all
parties to a business operation. ... Following are some of the key benefits of
having a well-drafted <b>Partnership Deed</b>: Helps Avoid Conflicts:
A <b>Partnership</b> Agreement helps to avoid conflict which may
arise between partners.<o:p></o:p></span></div>
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Unknownnoreply@blogger.comtag:blogger.com,1999:blog-3147711346441211059.post-42905053884391063242018-07-30T09:05:00.002-07:002018-07-30T09:05:53.630-07:00Digital Signature<div dir="ltr" style="text-align: left;" trbidi="on">
Digital signature certificates or DSC are required for filing income tax returns, company filings, import export clearance and e-tenders.<div>
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Unknownnoreply@blogger.comtag:blogger.com,1999:blog-3147711346441211059.post-90656328236282248452018-07-30T09:05:00.000-07:002018-07-30T09:05:02.557-07:00Company Registration<div dir="ltr" style="text-align: left;" trbidi="on">
Company Registration is mandatory, if you want to do any business in global label, it protect your business and branding. And create your name in market.<br /><br /><div>
Company Registration and its Benefits for your Business and Branding If you are a business man and owns a company, you should make it sure that your company is registered. This is mandatory and it will help you to do business without much tensions. Though it involves a lot of process in registering the company there is nothing to worry about it. There a number of professionals are available who are providing company registration services. It is always better to get your company registered at the earliest as it will protect your interests in case of any mishaps. Moreover, the Government will announce various incentives for business organizations like tax reductions etc.Only registered companies can avail these incentives. If you are planning to start a new company, it is necessary to register it. new company registration process is also a bit complicated and the persons engaged in company registration services can help you in this regard too. More over they are extending their support in company formation, company incorporation, STPI registration etc also. It is always better to do business in a organized way. It requires certain registrations and certificates. It will give your products or services certain authenticity and also reduces your tensions too. If you are fulfilling all your legal requirements, then you will not have to worry much. You can concentrate on improving your business. Besides, it will make you eligible for the incentives that have been announced by the Government from time to time. So, it is better to any professional engaged in company registration services. He can give you more details about company incorporation, new company registration process etc. he can also help you to apply for the benefits you are supposed to get by registering your company. There may be some tax benefits, or some other interim reliefs might have announced by the government. If you make use of these incentives properly,you can improve your business a lot. Finally, you might have seen the initiative the Government has taken during before last year’s depression. Government played the role of a customer and increased its buying capacity to help many industries to survive. In such cases, only those companies will be considered who are having proper registration. Otherwise also, Government is a big purchaser for many items. It needs a lot of stationeries and other materials. All these purchases will be done from registered companies only. So, if you want to play in public sector registration is necessary. So, don’t waste your time. The world is moving fast and you may lose a lot with just a day’s delay. Many business deals are being closed daily. If yours is a registered company, you should also have tried for those businesses. Approach your nearest company registration services professional today itself. He will help you in company formation, company incorporation, stpi registration etc. he can also help you in new company registration processes for a reasonable fee. Make use of his service and improve your.</div>
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Unknownnoreply@blogger.comtag:blogger.com,1999:blog-3147711346441211059.post-40993901305879742552018-07-30T09:03:00.002-07:002018-07-30T10:20:03.128-07:00GST Registration<div dir="ltr" style="text-align: left;" trbidi="on">
GST registration is mandatory for all entities involved in the buying or selling or providing of services in India. Freedom Services offers an easy online process to register for You.<br />
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Unknownnoreply@blogger.comtag:blogger.com,1999:blog-3147711346441211059.post-70232354789544932852018-07-30T09:02:00.002-07:002018-07-30T09:02:50.115-07:00Trademark<div dir="ltr" style="text-align: left;" trbidi="on">
Trademark registration helps establish ownership and protect brand of an entity. Early trademark filing will help avoid unnecessary legal tangle.<div>
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Unknownnoreply@blogger.comtag:blogger.com,1999:blog-3147711346441211059.post-45008334525332429042018-07-30T09:01:00.005-07:002018-07-30T09:01:50.436-07:00Udyog Aadhar (MSME)<div dir="ltr" style="text-align: left;" trbidi="on">
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Entrepreneurs Memorandum (EM-I &II) Subsequent to the implementation of Micro, Small and Medium Enterprises Development (MSMED) Act, 2006 with effect from October 2006, filing of Entrepreneurs Memorandum Part I and II came into vogue for proposed and existing enterprises respectively. As per the provisions of the said Act, filing of EM-I was discretionary in nature. However, MSMEs file EM-II at District Industries Centers (DICs) in respective States/UTs, after commencement of the project.</div>
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As per the recommendations made by Kamath Committee, the Ministry of MSME, in consultation with the National Board of MSMEs and the Advisory Committee in this behalf, has prepared a one-page registration form that would constitute a self- declaration format under which the MSME will self-certify its existence, bank account details, promoter/owner’s Aadhaar details and other minimum basic information required. Based on the same, the MSMEs can be issued online, a unique identifier i.e. Udyog Aadhaar Number. The Ministry of MSME has set up the infrastructure i.e. the<br /> <br />Udyog Aadhaar (UA) filing of Udyog Aadhaar Memorandum (UAM) by enterprises located anywhere in the country. The UA portal is also accessible on mobile devices. The procedure for filing Udyog Aadhaar Memorandum has been notified (refer Appendix). Udyog Aadhaar registration will enable the units/enterprises to seek information and apply online about various services being offered by all Ministries and Departments. Earlier only medium enterprises were insisted to file EM2 as it was very cumbersome to file, the simplified .<br />Udyog Aadhaar Memorandum<br /> <br />Benefits of filing Udyog Aadhaar Memorandum UDYOG AADHAAR<br />Udyog Aadhaar will enable all enterprises to file and register themselves so that simply by using Udyog Aadhaar Number, they can access other services. The process of obtaining Udyog Aadhaar Number is free-of cost, paperless and results in instant registration. a. Aadhaar Number - 12 digit Aadhaar number issued to the applicant should be filled in the appropriate field. b. Name of Owner- The applicant should fill his/her name strictly as mentioned on the Aadhaar Card issued by UIDAI. E.g. if Raj Pal Singh has his name as Raj P. Singh, the same should accordingly be entered if the name does not match with the Aadhar Number, the applicant will not be able to fill the form further. c. To Validate Aadhar:- d. Validate Aadhar- The applicant must click on Validate Aadhaar button for verification of Aadhaar, after that only user can fill the form further. e. Reset- The applicant can click on reset button to clear the field of Aadhaar No and Name of the owner for different Aadhaar. f. Social Category- the Applicant may select the Social Category (General, Scheduled Caste, Scheduled Tribe or Other Backward Castes (OBC). The proof of belonging to SC, ST or OBC may be asked by appropriate authority, if and when required. g. Name of Enterprise- the Applicant must fill the name by which his/her Enterprise is known to the customers/public and is a legal entity to conduct business.One applicant canhavemore thanone enterprisesdoingbusiness and each one can be registered for a separate Udyog Aadhaar and with the sameAadhaarNumber asEnterprise 1 andEnterprise 2 etc.</div>
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Unknownnoreply@blogger.comtag:blogger.com,1999:blog-3147711346441211059.post-91895849155061314592018-07-30T09:00:00.003-07:002018-07-30T09:00:19.308-07:00ISO Certification<div dir="ltr" style="text-align: left;" trbidi="on">
<span lang="EN-US" style="background: white; color: #222222; font-family: "Arial","sans-serif";">International Organization for Standardization (<b>ISO</b>) does not certify organizations itself. ... Although commonly referred to as "<b>ISO</b> 9000" <b>certification</b>, the actual standard to which an organization's quality management system can be <b>certified</b> is <b>ISO 9001</b>:2015 (<b>ISO 9001</b>:2008 will expire by around September 2018).</span><span lang="EN-US" style="font-size: 16.0pt; mso-bidi-font-size: 12.0pt;"> <o:p></o:p></span><br />
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Unknownnoreply@blogger.comtag:blogger.com,1999:blog-3147711346441211059.post-78814082460120946202018-07-30T08:58:00.002-07:002018-07-30T08:58:55.636-07:00Import Export Registration/License<div dir="ltr" style="text-align: left;" trbidi="on">
Import Export Code or IE Code is required for undertaking import of export transactions and availing benefits under schemes like SEIS or MEIS.<div>
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Unknownnoreply@blogger.comtag:blogger.com,1999:blog-3147711346441211059.post-88565596982660892402018-07-30T08:58:00.000-07:002018-07-30T08:58:03.174-07:00MSME Registration<div dir="ltr" style="text-align: left;" trbidi="on">
MSME registration is required for micro, small and medium-sized enterprises to avail various incentives provided under the MSMED Act.<div>
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Unknownnoreply@blogger.comtag:blogger.com,1999:blog-3147711346441211059.post-42403491327212506682018-07-30T08:57:00.000-07:002018-07-30T08:57:02.936-07:00Trade License<div dir="ltr" style="text-align: left;" trbidi="on">
Any place of business within the corporation or municipal limits will require a Gumasta license or Trade license from the concerned State Government. Freedom Services can help obtain Trade License for your organization.<div>
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Unknownnoreply@blogger.comtag:blogger.com,1999:blog-3147711346441211059.post-50545139923228211552018-07-30T08:55:00.001-07:002018-07-30T08:55:48.058-07:00FSSAI (Food Registration & License )<div dir="ltr" style="text-align: left;" trbidi="on">
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<b><span lang="EN-US" style="color: #333333; font-family: "Arial","sans-serif"; font-size: 18.0pt; mso-fareast-font-family: "Times New Roman";">Importance of FSSAI License</span></b><span lang="EN-US" style="color: #333333; font-family: "Arial","sans-serif"; font-size: 13.5pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span lang="EN-US" style="color: #0f0f0f; font-family: "Arial","sans-serif"; font-size: 11.5pt; mso-fareast-font-family: "Times New Roman";">A food license by which is issued by the FSSAI is regarded as a permit which is required to operate a food-related business and also in order to ensure good quality of food in your business and for the benefits one from government actions on non-compliances.<br />But, some of the entrepreneurs oversee the importance of FSSAI license as to how this license can be used as an effective marketing tool in order to boost your business. One can also </span><span lang="EN-US"><a href="https://www.fssaifoodlicense.com/modify-fssai-food-license-2/" target="_blank"><b><span style="color: #333333; font-family: Arial, sans-serif; font-size: 11.5pt; text-decoration-line: none;">modify the FSSAI Food License</span></b></a></span><span lang="EN-US" style="color: #0f0f0f; font-family: "Arial","sans-serif"; font-size: 11.5pt; mso-fareast-font-family: "Times New Roman";">. As, any sound food business operator, you would want your business to be helped by any of the tools that could help to promote sales. You can use an FSSAI license for the same, in the following ways:<o:p></o:p></span></div>
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<b><u><span lang="EN-US" style="color: #333333; font-family: "Arial","sans-serif"; font-size: 13.0pt; mso-bidi-font-size: 11.0pt; mso-fareast-font-family: "Times New Roman";">Consumer awareness</span></u></b><u><span lang="EN-US" style="color: #333333; font-family: "Arial","sans-serif"; font-size: 13.0pt; mso-fareast-font-family: "Times New Roman";">:</span></u><span lang="EN-US" style="color: #333333; font-family: "Arial","sans-serif"; font-size: 13.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span lang="EN-US" style="color: #0f0f0f; font-family: "Arial","sans-serif"; font-size: 11.5pt; mso-fareast-font-family: "Times New Roman";">In this age of information, the consumers have become more alert and informative about the quality of the food which they eat. With the number of diets and increasing of the healthy eating food options, people are required to know as to what they are consuming is not just safe but is of really good quality. More so after the recent controversy with Maggi, are proving the consumers have started to take the food safety standard seriously. Thus, food is proving that they have the </span><span lang="EN-US" style="color: #333333; font-family: "Arial","sans-serif"; font-size: 11.5pt; mso-fareast-font-family: "Times New Roman";">FSSAI license</span><span lang="EN-US" style="color: #0f0f0f; font-family: "Arial","sans-serif"; font-size: 11.5pt; mso-fareast-font-family: "Times New Roman";">, which can give you an added advantage of a solid and an increase in the customer base.<o:p></o:p></span></div>
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<b><u><span lang="EN-US" style="color: #333333; font-family: "Arial","sans-serif"; font-size: 13.0pt; mso-bidi-font-size: 11.0pt; mso-fareast-font-family: "Times New Roman";">Legal Advantage</span></u></b><u><span lang="EN-US" style="color: #333333; font-family: "Arial","sans-serif"; font-size: 13.0pt; mso-fareast-font-family: "Times New Roman";">:</span></u><span lang="EN-US" style="color: #333333; font-family: "Arial","sans-serif"; font-size: 13.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
<span lang="EN-US" style="color: #0f0f0f; font-family: "Arial","sans-serif"; font-size: 11.5pt;">Most of the businesses identify getting an</span><b><u><span lang="EN-US" style="color: #0f0f0f; font-family: "Arial","sans-serif"; font-size: 11.5pt; mso-bidi-font-size: 12.0pt;"> </span></u></b><span lang="EN-US"><a href="http://fssaifoodlicense.com./"><b><span style="color: #333333; font-family: "Arial","sans-serif"; font-size: 11.5pt; mso-bidi-font-size: 12.0pt;">FSSAI Registration & license</span></b></a></span><span lang="EN-US" style="color: #0f0f0f; font-family: "Arial","sans-serif"; font-size: 11.5pt;"> as an expensive, time consuming and an inconvenient process of documentation, thus they try to avoid getting the license. But, in reality, the process is not so cumbersome and there are a lot of consultancies that can help you get the license with ease. The actual cost which is required in order to achieve the license is less than what you will have to pay for it as the penalties if you are caught. It is thus advisable for any businessman to firstly get the license before you can even officially</span><br />
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<b><u><span lang="EN-US" style="color: #333333; font-family: "Arial","sans-serif"; font-size: 13.0pt; mso-bidi-font-size: 11.0pt; mso-fareast-font-family: "Times New Roman";">Business Expansion</span></u></b><u><span lang="EN-US" style="color: #333333; font-family: "Arial","sans-serif"; font-size: 13.0pt; mso-fareast-font-family: "Times New Roman";">:</span></u><span lang="EN-US" style="color: #333333; font-family: "Arial","sans-serif"; font-size: 13.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span lang="EN-US" style="color: #0f0f0f; font-family: "Arial","sans-serif"; font-size: 11.5pt; mso-fareast-font-family: "Times New Roman";">When the time comes for your business to expand in other areas or outlets, you can easily do so with the use of your FSSAI license. The license will help you to establish your reputation and also qualification to grow your business in a new direction with ease. Moreover, the license can also make it easier for you to get bank loans and for funding which is required for expansion.<o:p></o:p></span></div>
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<span lang="EN-US" style="color: #0f0f0f; font-family: "Arial","sans-serif"; font-size: 11.5pt; mso-fareast-font-family: "Times New Roman";">It is thus believed that there are more than 5 crore food businesses in the country while only 33 lakhs of them are registered with FSSAI. The importance of the quality standard is ever growing and it is beneficial in the short as well as in the long run for your business in order to have an FSSAI license.<o:p></o:p></span></div>
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<u><span lang="EN-US" style="color: #333333; font-family: "Arial","sans-serif"; font-size: 13.0pt; line-height: 115%; mso-bidi-font-size: 11.0pt; mso-fareast-font-family: "Times New Roman";">FSSAI Penalty and Offenses<o:p></o:p></span></u></h1>
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<span lang="EN-US" style="font-family: Helvetica, sans-serif; font-size: 10.5pt;">The </span><span lang="EN-US"><a href="https://www.indiafilings.com/learn/wp-content/uploads/2015/03/FOOD-SAFETY-AND-STANDARDS-ACT-2006.pdf"><b><span style="color: black; font-family: "Helvetica","sans-serif"; font-size: 11.5pt; mso-themecolor: text1;">Food Safety and Standards Act, 2006</span></b></a></span><span lang="EN-US" style="font-family: Helvetica, sans-serif; font-size: 10.5pt;"> was established to consolidate the laws relating to food and to establish the Food Safety and Standards Authority of India (FSSAI) for laying down science-based standards for articles of food and to regulate their manufacture, storage, distribution, sale and import, to ensure availability of safe and wholesome food for human consumption. Therefore, in an effort to regulate the food industry, the FSSAI Act prescribes a number of penalties and offenses for contravening. In this article, we visit some of the major FSSAI penalty and offenses.<o:p></o:p></span></div>
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<span lang="EN-US" style="color: #111111; font-family: "Arial","sans-serif"; font-size: 16.0pt; mso-bidi-font-size: 22.5pt;">Offences by Companies<o:p></o:p></span></h2>
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<span lang="EN-US" style="font-family: Helvetica, sans-serif; font-size: 10.5pt;">The FSSAI Act, prescribes the following penalties for offences by companies – </span><span lang="EN-US"><a href="https://www.indiafilings.com/company-registration"><b><span style="color: black; font-family: "Helvetica","sans-serif"; font-size: 11.5pt; mso-themecolor: text1;">Private Limited Company</span></b></a></span><span lang="EN-US" style="font-family: Helvetica, sans-serif; font-size: 10.5pt;">, </span><span lang="EN-US"><a href="https://www.indiafilings.com/one-person-company"><b><span style="color: black; font-family: "Helvetica","sans-serif"; font-size: 11.5pt; mso-themecolor: text1;">One Person Company</span></b></a></span><span lang="EN-US" style="font-family: Helvetica, sans-serif; font-size: 10.5pt;">, </span><span lang="EN-US"><a href="https://www.indiafilings.com/public-limited-company"><b><span style="color: black; font-family: "Helvetica","sans-serif"; font-size: 11.5pt; mso-themecolor: text1;">Limited Company</span></b></a></span><span lang="EN-US" style="font-family: Helvetica, sans-serif; font-size: 10.5pt;">:<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: Helvetica, sans-serif; font-size: 10.5pt;">1. Where an offence under this Act which has been committed by a company, every person who at the time the offence was committed was in charge of, and was responsible to, the company for the conduct of the business of the company, as well as the company, shall be deemed to be guilty and shall be liable to be proceeded against and punished accordingly.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: Helvetica, sans-serif; font-size: 10.5pt;">Provided that where a company has different establishments or branches or different units in any establishment or branch, the concerned Head or the person in-charge of such establishment, branch, unit nominated by the company as responsible for food safety shall be liable for contravention in respect of such establishment, branch or unit:<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: Helvetica, sans-serif; font-size: 10.5pt;">2. Notwithstanding anything in sub-section (1), where an offence under this Act has been committed by a Company and its is proved that the offence has been committed with teh consent or connivance of or is attributable to any neglect on the part of any </span><span lang="EN-US"><a href="https://www.indiafilings.com/learn/director-in-private-limited-company/" title="Director of a Private Limited Company"><b><span style="color: black; font-family: "Helvetica","sans-serif"; font-size: 11.5pt; mso-themecolor: text1;">Director</span></b></a></span><span lang="EN-US" style="font-family: Helvetica, sans-serif; font-size: 10.5pt;">, Manager, Secretary or other Officer of the Company, such Director, Manager, Secretary or other Office shall also be deemed to be guilt of that offence and shall be liable to be proceeded against and punished accordingly.<o:p></o:p></span></div>
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<span lang="EN-US" style="color: #111111; font-family: "Arial","sans-serif"; font-size: 12.0pt; mso-bidi-font-size: 22.5pt;">Punishment for carrying out a business without FSSAI licence<o:p></o:p></span></h2>
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<span lang="EN-US" style="font-family: Helvetica, sans-serif; font-size: 10.5pt;">If any person or food business operator (except the persons exempted from licensing under sub-section (2) of section 31 of this Act), himself or by any person on his behalf who is required to obtain licence, manufacturers, sells, stores or distributes or imports any article of food without licence, shall be punishable with imprisonment for a term which may extend to six months and also with a fine which may extend to five lakh rupees.<o:p></o:p></span></div>
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<span lang="EN-US" style="color: #111111; font-family: "Arial","sans-serif"; font-size: 12.0pt; mso-bidi-font-size: 22.5pt;">Penalty for selling food not of the nature or substance or quality demanded<o:p></o:p></span></h2>
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<span lang="EN-US" style="font-family: Helvetica, sans-serif; font-size: 10.5pt;">Any person who sells to the purchaser’s prejudice any food which is not in compliance with the provisions of this Act or the regulations made thereunder, or of the nature or substance or quality demanded by the purchaser, shall be liable to a penalty not exceeding five lakh rupees.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: Helvetica, sans-serif; font-size: 10.5pt;">Provided that the persons covered under sub-section (2) of section 31, shall for such non-compliance be liable to a penalty not exceeding twenty five thousand rupees.<o:p></o:p></span></div>
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<span lang="EN-US" style="color: #111111; font-family: "Arial","sans-serif"; font-size: 14.0pt; mso-bidi-font-size: 22.5pt;">Penalty for sub-standard food<o:p></o:p></span></h2>
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<span lang="EN-US" style="font-family: Helvetica, sans-serif; font-size: 10.5pt;">Any person who whether by himself or by any other person on his behalf manufactures for sale or stores or sells or distributes or imports any article of food for human consumption which is sub-standard, shall be liable to a penalty which may extend to five lakh rupees.<o:p></o:p></span></div>
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<span lang="EN-US" style="color: #111111; font-family: "Arial","sans-serif"; font-size: 14.0pt; mso-bidi-font-size: 22.5pt;">Penalty for misbranded food<o:p></o:p></span></h2>
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<span lang="EN-US" style="color: #696f6f; font-family: "Helvetica","sans-serif"; font-size: 10.5pt;">1. </span><span lang="EN-US" style="font-family: Helvetica, sans-serif; font-size: 10.5pt;">Any person who whether by himself or by any other person on his behalf manufactures for sale or stores or sells or distributes or imports any article of food for human consumption which is misbranded, shall be liable to a penalty which may extend to three lakh rupees.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: Helvetica, sans-serif; font-size: 10.5pt;">2. The Adjudicating Officer may issue a direction to the person found guilty of an offence under this section, for taking corrective action to rectify the mistake or such article of food shall be destroyed.<o:p></o:p></span></div>
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<span lang="EN-US" style="color: #111111; font-family: "Arial","sans-serif"; font-size: 14.0pt; mso-bidi-font-size: 22.5pt;">Penalty for food containing extraneous matter<o:p></o:p></span></h2>
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<span lang="EN-US" style="font-family: Helvetica, sans-serif; font-size: 10.5pt;">Any person whether by himself or by any other person on his behalf manufactures for sale or stores or sells or distributes or imports any article of food for human consumption containing extraneous matter, shall be liable to a penalty which may extend to one lakh rupees.<o:p></o:p></span></div>
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<span lang="EN-US" style="color: #111111; font-family: "Arial","sans-serif"; font-size: 12.0pt; mso-bidi-font-size: 22.5pt;">Penalty for unhygienic or unsanitary processing or manufacturing of food<o:p></o:p></span></h2>
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<span lang="EN-US" style="font-family: Helvetica, sans-serif; font-size: 10.5pt;">Any person who, whether by himself or by any other person on his behalf, manufactures or processes any article of food for human consumption under unhygienic or unsanitary conditions, shall be liable to a penalty which may extend to one lakh rupees.<o:p></o:p></span></div>
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<span lang="EN-US" style="color: #111111; font-family: "Arial","sans-serif"; font-size: 16.0pt; mso-bidi-font-size: 22.5pt;">Compensation in case injury of death of consumer</span><span lang="EN-US" style="color: #111111; font-family: "Arial","sans-serif"; font-size: 22.5pt;"><o:p></o:p></span></h2>
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<span lang="EN-US" style="color: #696f6f; font-family: "Helvetica","sans-serif"; font-size: 10.5pt;">1</span><span lang="EN-US" style="font-family: Helvetica, sans-serif; font-size: 10.5pt;">. Without prejudice to the other provisions of this Chapter, if any person whether by himself or by any other person on his behalf, manufactures or distributes or sells or imports any article of food causing injury to the consumer or his death, it shall be lawful for the Adjudicating Officer or as the case may be, the court to direct him to pay compensation to the victim or the legal representative of the victim, a sum— (a) not less than five lakh rupees in case of death; (b) not exceeding three lakh rupees in case of grievous injury; and (c) not exceeding one lakh rupees, in all other cases of injury.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: Helvetica, sans-serif; font-size: 10.5pt;">Provided that the compensation shall be paid at the earliest and in no case later than six months from the date of occurrence of the incident.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: Helvetica, sans-serif; font-size: 10.5pt;">Provided further that in case of death, an interim relief shall be paid to the next of the kin within thirty days of the incident.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: Helvetica, sans-serif; font-size: 10.5pt;">2. Where any person is held guilty of an offence leading to grievous injury or death, the Adjudicating Officer or the court may cause the name and place of residence of the person held guilty, the offence and the penalty imposed to be published at the offender’s expense in such newspapers or in such other manner as the Adjudicating Officer or the court may direct and the expenses of such publication shall be deemed to be part of the cost attending the conviction and shall be recoverable in the same manner as a fine.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: Helvetica, sans-serif; font-size: 10.5pt;">3. The Adjudicating Officer or the court may also,— (a) order for cancellation of licence, re-call of food from market, forfeiture of establishment and property in case of grievous injury or death of consumer; (b) issue prohibition orders in other cases.<o:p></o:p></span></div>
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<span lang="EN-US" style="color: #111111; font-family: "Arial","sans-serif"; font-size: 16.0pt; mso-bidi-font-size: 22.5pt;">Punishment for unsafe food<o:p></o:p></span></h2>
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<span lang="EN-US" style="font-family: Helvetica, sans-serif; font-size: 10.5pt;">Any person who, whether by himself or by any other person on his behalf, manufactures for sale or stores or sells or distributes or imports any article of food for human consumption which is unsafe, shall be punishable:<o:p></o:p></span></div>
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<li class="MsoNormal" style="background: white; line-height: normal; text-align: justify;"><span lang="EN-US" style="font-family: "Helvetica","sans-serif"; font-size: 10.5pt;">where such failure or contravention does not result in injury, with imprisonment for a term which may extend to six months and also with fine which may extend to one lakh rupees;<o:p></o:p></span></li>
<li class="MsoNormal" style="background: white; line-height: normal; text-align: justify;"><span lang="EN-US" style="font-family: "Helvetica","sans-serif"; font-size: 10.5pt;">where such failure or contravention results in a non-grievous injury, with imprisonment for a term which may extend to one year and also with fine which may extend to three lakh rupees;<o:p></o:p></span></li>
<li class="MsoNormal" style="background: white; line-height: normal; text-align: justify;"><span lang="EN-US" style="font-family: "Helvetica","sans-serif"; font-size: 10.5pt;">where such failure or contravention results in a grievous injury, with imprisonment for a term which may extend to six years and also with fine which may extend to five lakh rupees;<o:p></o:p></span></li>
<li class="MsoNormal" style="background: white; line-height: normal; text-align: justify;"><span lang="EN-US" style="font-family: "Helvetica","sans-serif"; font-size: 10.5pt;">where such failure or contravention results in death, with imprisonment for a term which shall not be less than seven years but which may extend to imprisonment for life and also with fine which shall not be less than ten lakh Rupees.<o:p></o:p></span></li>
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<span lang="EN-US" style="color: #111111; font-family: "Arial","sans-serif"; font-size: 11.0pt; mso-bidi-font-size: 22.5pt;">Penalty for misleading advertisement<o:p></o:p></span></h2>
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<span lang="EN-US" style="font-family: Helvetica, sans-serif; font-size: 10.5pt;">1.Any person who publishes, or is a party to the publication of an advertisement, which– (a) falsely describes any food; or (b) is likely to mislead as to the nature or substance or quality of any food or gives false guarantee, shall be liable to a penalty which may extend to ten lakh rupees.<o:p></o:p></span></div>
<span lang="EN-US" style="font-family: Helvetica, sans-serif; font-size: 10.5pt; line-height: 115%;">2. In any proceeding the fact that a label or advertisement relating to any article of food in respect of which the contravention is alleged to have been committed contained an accurate statement of the composition of the food shall not preclude the court from finding that the contravention was committed</span></div>
Unknownnoreply@blogger.comtag:blogger.com,1999:blog-3147711346441211059.post-87761722793498459852018-07-30T08:53:00.002-07:002018-07-30T08:53:39.871-07:00ISMW<div dir="ltr" style="text-align: left;" trbidi="on">
<span lang="EN-US">The <b>Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979</b> is an <a href="https://en.wikipedia.org/wiki/Act_of_Parliament" title="Act of Parliament">Act</a> of the <a href="https://en.wikipedia.org/wiki/Parliament_of_India" title="Parliament of India">Parliament of India</a> enacted to regulate the condition of service of inter-state labourers in <a href="https://en.wikipedia.org/wiki/Indian_labour_law" title="Indian labour law"> labour law</a>. The Act's purpose is to protect workers whose services are requisitioned outside their native states in India. Whenever an employer faces shortage of skills among the locally available workers, the act creates provision to employ better skilled workers available outside the state. </span><br />
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<span class="mw-headline"><span lang="EN-US" style="font-size: 14.0pt; mso-bidi-font-size: 18.0pt;">Background</span></span><span lang="EN-US" style="font-size: 14.0pt; mso-bidi-font-size: 18.0pt;"><o:p></o:p></span></h2>
<span lang="EN-US">The employment system of interstate migrant labour was an exploitative system prevalent more or less in all over India. It was rampantly institutionalized in Orissa and in some other states. In Orissa the migrant labour (called dadan labour locally) through contractors or agents (called Sardars / Khatedars) are sent for work outside the state in large construction projects. This system lends itself to various abuses. Sardar promising at the time of recruitment that wages would be calculated on piece rate basis would not be settled every month as promised. Once the worker came under clutches of the contractor he took him to a far off place on payment of railways fare only. No working hours were fixed for interstate migrant workers and they had to work on all the days in a week under extremely bad working conditions. </span><br />
<span lang="EN-US">Twenty eighth State Labour Ministers conference held on 21-10-1976 recommended for setting up of a small compact committee to examine all issues and suggest measures for eliminating the abuses prevalent in the interstate workers deployment. The compact committee which was constituted in February 1977, recommended the enactment of a separate central legislation to regulate the employment of interstate migrant workers as it was felt the provisions of the <a href="https://en.wikipedia.org/w/index.php?title=Contract_Labour_%28Regulation_and_Abolition%29_Act_1970&action=edit&redlink=1" title="Contract Labour (Regulation and Abolition) Act 1970 (page does not exist)">Contract Labour (Regulation and Abolition) Act 1970</a>,<a href="https://en.wikipedia.org/wiki/Interstate_Migrant_Workmen_Act_1979#cite_note-1"><sup>[1]</sup></a> even after necessary amendments would not adequately take care of the variety of malpractices indulged in by the principal employers/contractors/Sardars/Khatedars etc. and the required facilities to be provided to these workmen in view of the peculiar circumstances in which they are working. </span><br />
<span lang="EN-US">The recommendations of compact committee had been examined in consultation with the state governments and the relevant central ministries, Interstate Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979<a href="https://en.wikipedia.org/wiki/Interstate_Migrant_Workmen_Act_1979#cite_note-2"><sup>[2]</sup></a> was passed by both houses of Parliament and President of India gave his assent on 11-06-1979. </span><br />
<span lang="EN-US">This Act makes provision for availing with the onsite services of interstate workers by the contractors / establishments to overcome only the temporary shortage of required skilled workers in a state. The purpose of this act is not to encourage interstate migration of workers against the interests of local workers as the principal employers would have to incur more cost in deploying interstate workers. </span><br />
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<span class="mw-headline"><span lang="EN-US">Contents</span></span></h2>
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<span class="mw-headline"><span lang="EN-US">Rights of interstate workers</span></span></h3>
<span lang="EN-US">In addition to the general labour laws applicable to all workers, the interstate workers are entitled with </span><br />
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<li class="MsoNormal" style="line-height: normal; mso-list: l1 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">equal or better wages for the similar nature & duration of work applicable for the local workmen or stipulated minimum wages under <a href="https://en.wikipedia.org/wiki/The_Minimum_Wages_Act,_1948" title="The Minimum Wages Act, 1948">the Minimum Wages Act, 1948</a> whichever is more,</span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l1 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">displacement allowance (Section 14),</span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l1 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">home journey allowance (Section 15) including payment of wages during the period of journey,</span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l1 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">suitable residential accommodation and medical facilities free of charge on mandatory basis.</span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l1 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">Termination of employment after the contract period without any liability.</span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l1 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">Right to lodge compliant with the authorities within three months of any incident, accident, etc.</span></li>
</ul>
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<span class="mw-headline"><span lang="EN-US">Role of contractors</span></span></h3>
<span lang="EN-US">Registration of all contractors who employs or employed five or more Interstate Migrant Workmen on any day of the preceding 12 months. </span><br />
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<li class="MsoNormal" style="line-height: normal; mso-list: l3 level1 lfo2; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">Furnish the details of workmen periodically in such forms as prescribed by state government.</span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l3 level1 lfo2; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">Maintain the registers indicating the details of interstate workers and make available for scrutiny by the statutory authorities.</span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l3 level1 lfo2; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">Issue of passbook affixed with a passport-sized photograph of the workman indicating the name and the place of the establishment where the worker is employed, the period of employment, rates of wages, etc. to every inter-state migrant workman.</span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l3 level1 lfo2; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">Reporting by the contractor the incidence of fatal accident or serious injury of such workman to the specified authorities of both the States and also the next of kin of the workman.</span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l3 level1 lfo2; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">Liable for the prescribed punishments for violations committed under this Act.</span></li>
</ul>
<h3>
<span class="mw-headline"><span lang="EN-US">Role of principal employers</span></span></h3>
<ul type="disc">
<li class="MsoNormal" style="line-height: normal; mso-list: l0 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">Registration of all principal employers who employs or employed directly or indirectly five or more Interstate Migrant Workmen on any day of the preceding 12 months.</span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l0 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">Maintain the registers indicating the details of interstate workers and make available for scrutiny by the statutory authorities.</span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l0 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">Every principal employer shall nominate a representative duly authorized by him to be present at the time of disbursement of wages by the contractor and it shall be the duty of such representative to certify the amounts paid as wages in such manner and may be prescribed.</span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l0 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">Principal employer shall be liable to bear the wages and other benefits to interstate workers in case of failure by the contractor to effect the same.</span></li>
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</ul>
<h3>
<span class="mw-headline"><span lang="EN-US">Role of state governments</span></span></h3>
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<li class="MsoNormal" style="line-height: normal; mso-list: l2 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">Appointment of inspectors to oversee implementation of this act.</span></li>
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<li class="MsoNormal" style="line-height: normal; mso-list: l2 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">Making rules for carrying out the purposes of this Act subject to the condition of previous publication</span></li>
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<h2>
<span class="mw-headline"><span lang="EN-US">Actual implementation</span></span></h2>
<span lang="EN-US">As per the census of the year 1991, nearly 20 million people migrated to other states seeking livelihood. Within a decade, the number of interstate migrants doubled to 41,166,265 persons as per the census figures of 2001. It is estimated that there are at present around 80 million migrants of which, 40 million are in the construction industry, 20 million are domestic workers, 12 million working in illegal mines otherwise called “small scale quarries”, etc.<a href="https://en.wikipedia.org/wiki/Interstate_Migrant_Workmen_Act_1979#cite_note-3"><sup>[3]</sup></a> Since the stipulations of this act are not implemented in true spirit by the state governments, more and more interstate workers are deployed in miserable working conditions at wages far below the prevailing local wages.<a href="https://en.wikipedia.org/wiki/Interstate_Migrant_Workmen_Act_1979#cite_note-4"><sup>[4]</sup></a> The vested interest of labour departments in collusion with the principal employers /contractors is the main stumbling block to implement this act which is hurting the interests of the local workmen and the improvement in their living standards.<a href="https://en.wikipedia.org/wiki/Interstate_Migrant_Workmen_Act_1979#cite_note-5"><sup>[5]</sup></a> </span><br />
<h2>
<span class="mw-headline"><span lang="EN-US"> </span></span></h2>
<h2>
<span class="mw-headline"><span lang="EN-US">Proposed amendment</span></span></h2>
<span lang="EN-US">The Interstate Migrant Workers (Regulation of Employment and Conditions of Service) Amendment Bill, 2011 is proposed to make this Act gender neutral by amending its title and replacing the word ‘workman and workmen’ by the words ‘worker and workers’ respectively.<a href="https://en.wikipedia.org/wiki/Interstate_Migrant_Workmen_Act_1979#cite_note-6"><sup>[6]</sup></a> However, the lawmakers have not thought of bringing additional provisions to implement this Act strictly with more accountability and punishments for violations. </span><br />
<h3>
<span class="mw-headline"><span lang="EN-US">Possible improvements</span></span></h3>
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<span lang="EN-US" style="font-family: Symbol; mso-ascii-font-family: Calibri; mso-ascii-theme-font: minor-latin;">·</span><span lang="EN-US"> All interstate workers should be registered in gram panchayat or municipality or corporation compulsory. </span></div>
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<span lang="EN-US" style="font-family: Symbol; mso-ascii-font-family: Calibri; mso-ascii-theme-font: minor-latin;">·</span><span lang="EN-US"> All interstate workers shall be provided with the benefits of Public Distribution System (PDS) Cards to avoid buying food grains and kerosene at higher prices. <a href="https://en.wikipedia.org/wiki/Indian_identity_card" title="Indian identity card">Adhar identity card</a> shall be made compulsory for the interstate workers. </span></div>
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<span lang="EN-US" style="font-family: Symbol; mso-ascii-font-family: Calibri; mso-ascii-theme-font: minor-latin;">·</span><span lang="EN-US"> The remuneration to interstate workers shall be deposited in their bank accounts and not by cash by the contractors </span></div>
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<span lang="EN-US" style="font-family: Symbol; mso-ascii-font-family: Calibri; mso-ascii-theme-font: minor-latin;">·</span><span lang="EN-US"> Every state government shall mandatorily operate an <a href="https://en.wikipedia.org/wiki/Internet_portal" title="Internet portal">internet portal</a> indicating the registered principal employers, contractors, establishments and interstate workmen details including Adhar card data for general public information and verification. The details of interstate workmen shall be uploaded by the principal employers and contractors promptly. Non compliance by the principal employers or contractors is treated as violation of the Act and liable for punishment. </span></div>
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<span lang="EN-US" style="font-family: Symbol; mso-ascii-font-family: Calibri; mso-ascii-theme-font: minor-latin;">·</span><span lang="EN-US"> No contractor shall deploy the workers outside the state without getting registered in that state. All the details of the interstate workers deployment outside the state shall be made available to the state authorities promptly. </span></div>
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<span lang="EN-US" style="font-family: Symbol; mso-ascii-font-family: Calibri; mso-ascii-theme-font: minor-latin;">·</span><span lang="EN-US"> The state government authorities shall conduct mandatory yearly audit of all employers / contractors in a state regarding deployment of interstate workers and submit yearly compliance status or implementation report to the state assembly for their scrutiny. </span></div>
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<span lang="EN-US" style="font-family: Symbol; mso-ascii-font-family: Calibri; mso-ascii-theme-font: minor-latin;">·</span><span lang="EN-US"> The ongoing <a href="https://en.wikipedia.org/wiki/Finance_Commission_of_India" title="Finance Commission of India">finance commission</a> shall give weight age in devolution of cen</span></div>
<ul type="disc">
<li class="MsoNormal" style="line-height: normal; mso-list: l4 level1 lfo5; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">tral government funds to the states which are giving more employment to interstate workers as they are ahead in <a href="https://en.wikipedia.org/wiki/Demographic_transition" title="Demographic transition">demographic transition</a>. Demographic transition of a state is a real index & status of all round human and economical development.</span></li>
</ul>
<h2>
<span class="mw-headline"><span lang="EN-US">Social problems</span></span></h2>
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<span lang="EN-US">More and more interstate workers deployment is bringing social and cultural tensions in the states which are created on linguistic basis. Interstate workers being under the hold of their employers are scared of associating with local workers in ameliorating their living standards and working conditions. Many times interstate workers are reluctant to learn speaking in local majority language and to understand the local customs. Some times in the guise of interstate workers, interstate thieves / robbers / dacoits commit theft, murders, etc. creating law and order problems.</span></div>
Unknownnoreply@blogger.comtag:blogger.com,1999:blog-3147711346441211059.post-82742332616025716452018-07-30T08:52:00.000-07:002018-07-30T08:52:03.560-07:00BOCW<div dir="ltr" style="text-align: left;" trbidi="on">
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<b><span lang="EN-US" style="font-family: "Times New Roman","serif"; font-size: 13.5pt; mso-fareast-font-family: "Times New Roman";">Introduction<o:p></o:p></span></b></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">There are more than 28 million skilled and unskilled workers engaged in the construction sector in India<sup>.</sup>1 The sector is labour intensive and most of the labourers are unskilled, unorganized and hence tend to work under inhuman and pitiful conditions. To address such inhuman working conditions and poor health and safety standards in the real estate industry, the Government of India enacted the Building and Other Constructions Workers (Regulation of Employment and Conditions of Service) Act, 1996 (hereinafter referred to as the "BOCW Act"). The BOCW Act is a social welfare legislation that aims to benefit workers engaged in building and construction activities across the country. The preamble of the BOCW Act explicates the said purpose:<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">"<i>An Act to regulate the employment and conditions of service of building and other construction workers and to provide for their safety, health and welfare measures and for other matters connected therewith or incidental thereto</i>."<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">The ambit of the BOCW Act is wide, particularly in a country where the infrastructure and construction sectors have seen significant growth. The object of the BOCW Act as well as its framework is analogous to other labour law legislations, but in particular, the BOCW Act is similar to the Factories Act, 1948.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";"><br /></span></div>
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<b><span lang="EN-US" style="font-family: "Times New Roman","serif"; font-size: 13.5pt; mso-fareast-font-family: "Times New Roman";">Conflict of BOCW Act and the Factories Act, 1948<o:p></o:p></span></b></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">The BOCW Act stipulates health, safety and welfare measures applicable to building workers. Building worker is defined in Section 2(e) of the BOCW Act as '<i>a person who is employed to do any skilled, semi- skilled or unskilled, manual, supervisory, technical or clerical work for hire or reward, whether the terms of employment be expressed or implied, in connection with any building or other construction work.'</i> Since a building worker is basically defined as a person involved in building or construction work, the definition of 'building or construction work' is to be looked into.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">As per Section 2(d) of the BOCW Act, 'building or other construction work' includes <i>'the construction, alteration, repairs, maintenance or demolition- of or, in relation to, buildings, streets, roads, railways, tramways, airfields, irrigation, drainage, embankment and navigation works, flood control works (including storm water drainage works), generation, transmission and distribution of power, water works (including channels for distribution of water), oil and gas installations, electric lines, wireless, radio; television, telephone, telegraph and overseas communication dams, canals, reservoirs, watercourses, tunnels, bridges, viaducts, aquaducts, pipelines, towers, cooling towers, transmission towers and such other work as may be specified in this behalf by the appropriate Government, by notification but does not include any building or other construction work to which the provisions of the Factories Act, 1948 (63 of 1948), or the Mines Act, 1952 (35 of 1952), apply.'</i><o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman","serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">Hence, the term "building or other construction work" is defined in a manner that it does not include any building or other construction work to which the provisions of the Factories Act, 1948 apply. This exclusion clause of Section 2 (d) has been used by employers to evade registration and payment of cess under the BOCW Act. Employers covered under the Factories Act, 1948 refuse to come under the purview of the BOCW Act.<o:p></o:p></span></div>
</div>
Unknownnoreply@blogger.comtag:blogger.com,1999:blog-3147711346441211059.post-27337136983006973582018-07-30T08:50:00.002-07:002018-07-30T08:50:49.527-07:00Contract Labour<div dir="ltr" style="text-align: left;" trbidi="on">
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<b><span lang="EN-US" style="font-family: "TimesNewRoman,Bold","serif"; font-size: 12.0pt; line-height: 115%; mso-bidi-font-family: "TimesNewRoman\,Bold";">THE CONTRACT LABOUR (REGULATION AND ABOLITION) ACT, 1970<o:p></o:p></span></b></div>
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<span lang="EN-US" style="font-family: "TimesNewRoman","serif"; font-size: 12.0pt; mso-bidi-font-family: TimesNewRoman;">It applies--<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "TimesNewRoman","serif"; font-size: 12.0pt; mso-bidi-font-family: TimesNewRoman;"><br /></span></div>
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<!--[if !supportLists]--><span lang="EN-US" style="font-family: "TimesNewRoman","serif"; font-size: 12.0pt; mso-bidi-font-family: TimesNewRoman; mso-fareast-font-family: TimesNewRoman;">1.<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="font-family: "TimesNewRoman","serif"; font-size: 12.0pt; mso-bidi-font-family: TimesNewRoman;">(a) To every establishment in which twenty or more workmen are employed or were employed on any day of the preceding twelve months as contract labour;<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "TimesNewRoman","serif"; font-size: 12.0pt; mso-bidi-font-family: TimesNewRoman;">(b) to every contractor who employees or who employed on any day of the preceding twelve months twenty or more workmen:<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "TimesNewRoman","serif"; font-size: 12.0pt; mso-bidi-font-family: TimesNewRoman;">Provided that the appropriate Government may, after giving not less than two months' notice of its intention so to do, by notification in the Official Gazette, apply the provisions of this Act to any establishment or contractor employing such number of workmen less than twenty as may be specified in the notification.<o:p></o:p></span></div>
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<!--[if !supportLists]--><span lang="EN-US" style="font-family: "TimesNewRoman","serif"; font-size: 12.0pt; mso-bidi-font-family: TimesNewRoman; mso-fareast-font-family: TimesNewRoman;">2.<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="font-family: "TimesNewRoman","serif"; font-size: 12.0pt; mso-bidi-font-family: TimesNewRoman;">(a) It shall not apply to establishments in which work only of an intermittent or<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "TimesNewRoman","serif"; font-size: 12.0pt; mso-bidi-font-family: TimesNewRoman;">casual nature is performed.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "TimesNewRoman","serif"; font-size: 12.0pt; mso-bidi-font-family: TimesNewRoman;">(b) If a question arises whether work performed in an establishment is of an intermittent or casual nature, the appropriate Government shall<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "TimesNewRoman","serif"; font-size: 6.5pt; mso-bidi-font-family: TimesNewRoman;">1 </span><span lang="EN-US" style="font-family: "TimesNewRoman","serif"; font-size: 10.0pt; mso-bidi-font-family: TimesNewRoman;">Received assent of the President on 5.9.1970; Published in Gazette of India on 7.9.1970 </span><span lang="EN-US" style="font-family: "TimesNewRoman","serif"; font-size: 12.0pt; mso-bidi-font-family: TimesNewRoman;">decide that question after consultation with the Central Board or, as the case may be, a</span><span lang="EN-US" style="font-family: "TimesNewRoman","serif"; font-size: 10.0pt; mso-bidi-font-family: TimesNewRoman;"> </span><span lang="EN-US" style="font-family: "TimesNewRoman","serif"; font-size: 12.0pt; mso-bidi-font-family: TimesNewRoman;">State Board, and its decision shall be final.<o:p></o:p></span></div>
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<b><i><span lang="EN-US" style="font-family: "TimesNewRoman,BoldItalic","serif"; font-size: 12.0pt; mso-bidi-font-family: "TimesNewRoman\,BoldItalic";">Explanation.-- </span></i></b><span lang="EN-US" style="font-family: "TimesNewRoman","serif"; font-size: 12.0pt; mso-bidi-font-family: TimesNewRoman;">For the purpose of this sub-section, work performed in an establishment<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "TimesNewRoman","serif"; font-size: 12.0pt; mso-bidi-font-family: TimesNewRoman;">shall not be deemed to be of an intermittent nature-<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "TimesNewRoman","serif"; font-size: 12.0pt; mso-bidi-font-family: TimesNewRoman;">(i) if it was performed for more than one hundred and twenty days in the<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "TimesNewRoman","serif"; font-size: 12.0pt; mso-bidi-font-family: TimesNewRoman;">preceding twelve months, or<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "TimesNewRoman","serif"; font-size: 12.0pt; mso-bidi-font-family: TimesNewRoman;">(ii) if it is of a seasonal character and is performed for more than sixty days in a<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "TimesNewRoman","serif"; font-size: 12.0pt; line-height: 115%; mso-bidi-font-family: TimesNewRoman;">year.</span><b><span lang="EN-US" style="font-family: "TimesNewRoman,Bold","serif"; font-size: 12.0pt; line-height: 115%; mso-bidi-font-family: "TimesNewRoman\,Bold";"><o:p></o:p></span></b></div>
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<b><i><span lang="EN-US" style="font-family: "TimesNewRoman,BoldItalic","serif"; font-size: 12.0pt; mso-bidi-font-family: "TimesNewRoman\,BoldItalic";">Appointment of registering officers.- </span></i></b><span lang="EN-US" style="font-family: "TimesNewRoman","serif"; font-size: 12.0pt; mso-bidi-font-family: TimesNewRoman;">The appropriate Government may, by an order notified in the Official Gazette—<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "TimesNewRoman","serif"; font-size: 12.0pt; mso-bidi-font-family: TimesNewRoman;">(a) appoint such persons, being Gazetted Officers of Government, as it thinks fit to be registering officers for the purposes of this Chapter; and<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "TimesNewRoman","serif"; font-size: 12.0pt; mso-bidi-font-family: TimesNewRoman;">(b) define the limits, within which a registering officer shall exercise the powers conferred on him by or under this Act.<o:p></o:p></span></div>
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<b><i><span lang="EN-US" style="font-family: "TimesNewRoman,BoldItalic","serif"; font-size: 12.0pt; mso-bidi-font-family: "TimesNewRoman\,BoldItalic";">Registration of certain establishments.- </span></i></b><span lang="EN-US" style="font-family: "TimesNewRoman","serif"; font-size: 12.0pt; mso-bidi-font-family: TimesNewRoman;">(1) Every principal employer of an establishment to which this Act applies shall, within such period as the appropriate Government may, by notification in the Official Gazette, fix in this behalf with respect to establishments generally or with respect to any class of them, make an application to the registering officer in the prescribed manner for registration of the establishment: Provided that the registering officer may entertain any such application for registration after expiry of the period fixed in this behalf, if the registering officer is satisfied that the applicant was prevented by sufficient cause from making the application in time.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "TimesNewRoman","serif"; font-size: 12.0pt; mso-bidi-font-family: TimesNewRoman;">(2) If the application for registration is complete in all respects, the registering officer shall register the establishment and issue to the principal employer of the establishment a certificate of registration containing such particulars as may be prescribed.<o:p></o:p></span></div>
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<b><i><span lang="EN-US" style="font-family: "TimesNewRoman,BoldItalic","serif"; font-size: 12.0pt; mso-bidi-font-family: "TimesNewRoman\,BoldItalic";">Appointment of licensing officers<o:p></o:p></span></i></b></div>
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<b><i><span lang="EN-US" style="font-family: "TimesNewRoman,BoldItalic","serif"; font-size: 12.0pt; mso-bidi-font-family: "TimesNewRoman\,BoldItalic";">Licensing of contractors.-<o:p></o:p></span></i></b></div>
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<b><i><span lang="EN-US" style="font-family: "TimesNewRoman,BoldItalic","serif"; font-size: 12.0pt; mso-bidi-font-family: "TimesNewRoman\,BoldItalic";">Revocation, suspension and amendment of licences.<o:p></o:p></span></i></b></div>
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<b><i><span lang="EN-US" style="font-family: "TimesNewRoman,BoldItalic","serif"; font-size: 12.0pt; mso-bidi-font-family: "TimesNewRoman\,BoldItalic";">Inspecting staff<o:p></o:p></span></i></b></div>
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<b><span lang="EN-US" style="font-family: "TimesNewRoman,Bold","serif"; font-size: 12.0pt; mso-bidi-font-family: "TimesNewRoman\,Bold";">WELFARE AND HEALTH OF CONTRACT LABOUR-:<o:p></o:p></span></b></div>
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<b><i><span lang="EN-US" style="font-family: "TimesNewRoman,BoldItalic","serif"; font-size: 12.0pt; mso-bidi-font-family: "TimesNewRoman\,BoldItalic";">Canteens<o:p></o:p></span></i></b></div>
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<b><i><span lang="EN-US" style="font-family: "TimesNewRoman,BoldItalic","serif"; font-size: 12.0pt; mso-bidi-font-family: "TimesNewRoman\,BoldItalic";">Rest-rooms<o:p></o:p></span></i></b></div>
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<b><i><span lang="EN-US" style="font-family: "TimesNewRoman,BoldItalic","serif"; font-size: 12.0pt; mso-bidi-font-family: "TimesNewRoman\,BoldItalic";">First-aid facilities<o:p></o:p></span></i></b></div>
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<b><i><span lang="EN-US" style="font-family: "TimesNewRoman,BoldItalic","serif"; font-size: 12.0pt; mso-bidi-font-family: "TimesNewRoman\,BoldItalic";">Responsibility for payment of wages ETC.<o:p></o:p></span></i></b></div>
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Unknownnoreply@blogger.comtag:blogger.com,1999:blog-3147711346441211059.post-23360377014567339002018-07-30T08:49:00.000-07:002018-07-30T09:37:30.030-07:00Death Cases<div dir="ltr" style="text-align: left;" trbidi="on">
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Unknownnoreply@blogger.comtag:blogger.com,1999:blog-3147711346441211059.post-26435708071051248122018-07-30T08:47:00.003-07:002018-07-30T08:47:53.193-07:00Shops & Establishment<div dir="ltr" style="text-align: left;" trbidi="on">
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THE CHHATTISGARH SHOPS AND ESTABLISHMENTS ACT, 1958 AND THE RULES MADE THEREUNDER-:</h3>
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<span lang="EN-US"> </span><b><span lang="EN-US">Registration of establishments (Section 6) </span></b><span lang="EN-US"><o:p></o:p></span></div>
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<span lang="EN-US">(1) Within thirty days from the date on which this Act applies to an establishment, its employer shall send to the Inspector of the area concerned a statement, in the prescribed form, together with such fees, as may be prescribed, containing <o:p></o:p></span></div>
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<span lang="EN-US">(a) the name of the employer, the manager and the person holding positions of management, if any; <o:p></o:p></span></div>
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<span lang="EN-US">(b) [the postal address of and the date of starting the business by the establishment; <o:p></o:p></span></div>
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<span lang="EN-US">(c) the name, if any, of the establishment; <o:p></o:p></span></div>
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<span lang="EN-US">(d) the category of the establishment, i.e. whether it is a shop, commercial establishment, residential hotel, restaurant, eating-house, theatre, or other place of public amusement or entertainment; and <o:p></o:p></span></div>
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<span lang="EN-US">(e) such other particulars, as may be prescribed. <o:p></o:p></span></div>
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<span lang="EN-US">(2) On receipt of the statement and the fees, the Inspector shall, on being satisfied about the correctness of the statement, register the establishment in the register of establishment in such manner as may be prescribed and shall issue in the prescribed form, a registration certificate to the employer. The registration certificate shall be prominently displayed at the establishment. <o:p></o:p></span></div>
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<span lang="EN-US">(3) The Government may, by notification, require renewal of registration certificate issued under this section at such intervals not being less than five years, and on payment of such fee as may be prescribed. <o:p></o:p></span></div>
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<b><span lang="EN-US" style="font-family: "Times New Roman", serif;">Scope of The Shop and Establishment Act.</span></b><span lang="EN-US" style="font-family: "Times New Roman", serif;"><o:p></o:p></span></div>
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<li class="MsoNormal" style="line-height: normal; mso-list: l2 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US" style="font-family: "Times New Roman", serif;">Employers must send a statement in prescribed form along with a prescribed fee to Inspector of the local area, within 30 days of the commencement of the establishment.<o:p></o:p></span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l2 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US" style="font-family: "Times New Roman", serif;">A state legislation; each state has framed its own rules for the Act.<o:p></o:p></span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l2 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US" style="font-family: "Times New Roman", serif;">The statement contains, i) name of employer or manager if any; ii) the postal address of the establishment; iii) category of the establishment; iv) any other particulars as may be prescribed.<o:p></o:p></span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l2 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US" style="font-family: "Times New Roman", serif;">The establishment may then be registered if the Inspector id satisfied with the correctness of the statement and the Certificate of Registration is issued.<o:p></o:p></span></li>
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<b><span lang="EN-US" style="font-family: "Times New Roman", serif;">SHOP AND ESTABLISHMENT ACT INDIA:</span></b><span lang="EN-US" style="font-family: "Times New Roman", serif;"><o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman", serif;">One of the important regulation to which most businesses in India are subject to is the Shop and Establishment Act, enacted by every state in India. The Act is designed to regulate payment of wages, hours of work, leave, holidays, terms of service and other work conditions of people employed in shop and commercial establishments. In this article we look at the salient features of the Shop and Establishment Act.<o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman", serif;">The Shop and Establishment Act is regulated by the Department of Labor and regulates premises wherein any trade, business or profession is carried out. The act not only regulates the working of commercial establishments, but also societies, charitable trusts, printing establishments, educational institutions run for gain and premises in which banking, insurance, stock or share brokerage is carried on. This act regulates areas such as working hours, rest interval for employees, opening and closing hours, closed days, national and religious holidays, overtime work, rules for employment of children, annual leave, maternity leave, sickness and casual leave, etc.,<o:p></o:p></span></div>
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<b><span lang="EN-US" style="font-family: "Times New Roman", serif;">Premises Regulated by the Shop & Establishment Act</span></b><span lang="EN-US" style="font-family: "Times New Roman", serif;"><br />The Shop and Establishment Act in India is promulgated by the state and may slight differ from state to state. However, as per the Act, all shops and commercial establishments operating within each state are covered by the respective Shop & Establishments Act. Shops are defined as premises where goods are sold either by retail or wholesale or where services are rendered to customers, and includes an office, a store-room, godown, warehouse or workhouse or work place. Establishments are defined as shop, a commercial establishment, residential hotel, restaurant, eating-house, theatre or other places of public amusement or entertainment. Further, establishments as defined by the act may also include such other establishments as defined by the Government by notification in the Official Gazette. However, factories are not covered by the shops & establishments act and are regulated by the Factories Act, 1948.<o:p></o:p></span></div>
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<b><span lang="EN-US" style="font-family: "Times New Roman", serif;">SHOP AND ESTABLISHMENT ACT LICENSE :</span></b><span lang="EN-US" style="font-family: "Times New Roman", serif;"><o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "Times New Roman", serif;">Any shop or commercial establishment that commences operation must apply to the Chief Inspector for a Shop and Establishment Act License within the prescribed time. The application for license in the prescribed form must contain the name of the employer, address of the establishment, name of the establishment, category of the establishment, number of employees and other relevant details as requested. On submission of the application and review by the Chief Inspector, the shop or commercial establishment will be registered and a registration certificate will be issued to the occupier. The registration certificate must be prominently displayed at the shop or commercial establishment and renewed periodically, as per the act. In case the shop or establishment would like to close down the business, the occupier should notify the Chief Inspector in writing within fifteen days of the closing. The Chief Inspector after reviewing the request for closure can remove the shop or commercial establishment from the register and cancel the registration certificate<o:p></o:p></span></div>
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<b><span lang="EN-US">Change to be communicated to Inspector (Section 7) <o:p></o:p></span></b></div>
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<span lang="EN-US" style="line-height: 115%;">It shall be the duty of an employer to notify to the Inspector, in the prescribed form, any change in respect of any information contained in his statement under section 6 within seven days after the change has taken place. The Inspector shall, on receiving such notice and on being satisfied about its correctness, make the change in the register of the establishment in accordance with such notice and shall amend the registration certificate or issue a fresh registration certificate, if necessary.<b><o:p></o:p></b></span></div>
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<span lang="EN-US"> </span><b><span lang="EN-US">Opening and closing hours (Section 9) </span></b><span lang="EN-US"><o:p></o:p></span></div>
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<span lang="EN-US">(1) No shop or commercial establishment shall on any day <o:p></o:p></span></div>
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<span lang="EN-US">(a) be opened earlier than such hour as may be fixed by the Government by a general or special order in this behalf; <o:p></o:p></span></div>
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<span lang="EN-US">(b) be kept open later than such hour as may be fixed by the Government by general or special order in this behalf: <o:p></o:p></span></div>
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<span lang="EN-US" style="line-height: 115%;">Provide that any custom; who was being served or was waiting to be served at the closing hour so fixed in any shop may be served in such shop during half hour immediately following such hour.</span><span lang="EN-US" style="font-family: Arial, sans-serif; line-height: 115%;"><o:p></o:p></span></div>
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</span><b><span lang="EN-US">No child to work in any establishment (Section 24) </span></b><span lang="EN-US"><o:p></o:p></span></div>
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<span lang="EN-US" style="line-height: 115%;">No child shall be required or allowed to work whether as an employee or otherwise in any establishment notwithstanding that such child is a member of the family of the employer.</span><span lang="EN-US" style="font-family: Arial, sans-serif; line-height: 115%;"><br />
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<b><span lang="EN-US">Young persons and women to work between 7 a.m. to 9 p.m. (Section 25) </span></b><span lang="EN-US"><o:p></o:p></span></div>
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<span lang="EN-US" style="line-height: 115%;">No young person or women shall be required or allowed to work whether as an employee or otherwise in any establishment before 7 a.m. and after 9 p.m. notwithstanding that such young person or women is a member of the family of the employer.<o:p></o:p></span></div>
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<b><span lang="EN-US">Prohibition of employment of young persons and women in dangerous work (Section 25-B) </span></b><span lang="EN-US"><o:p></o:p></span></div>
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<span lang="EN-US" style="line-height: 115%;">No young person or woman working in any establishment, whether as an employee or otherwise, shall be required or allowed to perform such work as may be declared by the State Government, by notification, to be work involving danger to life, health or morals.]<o:p></o:p></span></div>
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<b><span lang="EN-US">Employee's right for casual and privilege leave (Section 26) </span></b><span lang="EN-US"><o:p></o:p></span></div>
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<span lang="EN-US">(1) A person employed in an establishment to which this Act applies shall be entitled <o:p></o:p></span></div>
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<span lang="EN-US">(a) after every 12 month's continuous employment, to privilege leave for a total period of one month; and <o:p></o:p></span></div>
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<span lang="EN-US">(b) in every year to casual leave for a total period not exceeding 14 days: <o:p></o:p></span></div>
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<span lang="EN-US">Provided that the leave under sub-clause (a) shall not at any time accumulate for a total period exceeding 3 months: <o:p></o:p></span></div>
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<span lang="EN-US">Provided further that holidays under sections 13, 18 or 23 falling during the period of such leave shall be included in the leave so granted: <o:p></o:p></span></div>
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<span lang="EN-US">Provided further that casual leave shall not be combined with privilege leave <o:p></o:p></span></div>
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<span lang="EN-US">(2) If any employee entitled to leave under sub-section (1) is discharged by his employer before he has been allowed leave or if, having applied for and been refused the leave, he quits his employment before he has been allowed the leave, the employer shall pay him the amount payable under section 27 in respect of the leave. <o:p></o:p></span></div>
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<span lang="EN-US">(3) If any employee entitled to leave under sub-section (1) is refused the leave, he may give intimation to the Inspector or any other officer authorized in this behalf by the Government regarding such refusal. The Inspector shall enter such information in a register kept in such form as may be prescribed. <o:p></o:p></span></div>
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<span lang="EN-US" style="line-height: 115%;">Explanation — An employee shall be deemed to have completed a period of twelve month's continuous service in an establishment notwithstanding any interruption in the service during those twelve months brought about by sickness accident or authorized leave not exceeding ninety days in the aggregate for all three or by a lockout or by a strike which is not an illegal strike, or by intermittent periods of involuntary unemployment not exceeding thirty days in the aggregate, and authorized leave shall be deemed not include any weekly holiday allowed under this Act which occurs at the beginning or end of an interruption brought about by the leave.<o:p></o:p></span></div>
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<b><span lang="EN-US">Employer to produce registers records, etc. for inspection (Section 43) </span></b><span lang="EN-US"><o:p></o:p></span></div>
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<span lang="EN-US" style="line-height: 115%;">Every employer shall on demand produce for inspection of an Inspector all registers, records and notices required to be kept under and for the purposes of this act.<o:p></o:p></span></div>
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<b><span lang="EN-US">Maintenance of registers and records and display of notices (Rule 20) </span></b><span lang="EN-US"><o:p></o:p></span></div>
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<span lang="EN-US">(1) Every employer shall maintain a register of employees showing attendance, wages over-time work, fines and other deductions an account of wages in respect of each employee under him in Form ‘N’. <o:p></o:p></span></div>
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<span lang="EN-US">(2) Every employer shall exhibit in his establishment a notice in Form O, specifying the day or days on which his employees shall be given a holiday. The notice shall be exhibited before the persons to whom it relate cease work on the Saturday immediately preceding the first week during which it is to have effect. <o:p></o:p></span></div>
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<span lang="EN-US">(3) Every employer shall exhibit in his establishment a notice specifying the daily hours to be worked and intervals for rest and meals to be allowed to the employees, if any such notice shall be in Form P and shall be exhibited not later than the closing hour on the Saturday immediately preceding the first week in which the hours of work shall be as specified in such notice. It shall continue to be exhibited so long as the hours of work specified in it are observed. <o:p></o:p></span></div>
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<span lang="EN-US">(4) Every establishment shall prominently display in a conspicuous place a notice showing the day of the week on which the establishment shall remain closed. If there is an alteration in such a day the employer shall give notice to the Inspector in Form Q and exhibit a copy of such notice. <o:p></o:p></span></div>
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<span lang="EN-US">(5) If any day notified as holiday under sub-section (1) of section 13 has been substituted being a day of public festival under provisions of sub-section (2) of the said section, the employer shall give notice of the change to the Inspector in Form R and exhibit a copy of such notice. <o:p></o:p></span></div>
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<span lang="EN-US">(6) Every employer shall exhibit in his establishment in English or in the language of the majority of persons employed by him a copy of leave rules applicable to his employees. <o:p></o:p></span></div>
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<span lang="EN-US">(7) Every employer shall maintain a register in which the original copies of inspection notes handed over by the Inspector to the employer under rule 19 shall be incorporated serially in order of dates and he shall produce it whenever required to do so by an Inspector. <o:p></o:p></span></div>
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<b><span lang="EN-US">Misconduct (Rule 14) </span></b><span lang="EN-US"><o:p></o:p></span></div>
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<span lang="EN-US">For the purposes of the proviso to sub-section (1) of section 58, the following acts and omissions shall be treated as misconduct on the part of the employees</span></div>
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<span style="text-indent: 0cm;">(a) willful insubordination to or disobedience of whether alone or in combination with others, any lawful and reasonable order of a superior;</span></div>
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<span lang="EN-US" style="text-indent: 0cm;">(b) theft, fraud or dishonesty in connection with the employer's business or property;</span></div>
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<span lang="EN-US" style="text-indent: 0cm;">(c) willful damage to or loss of employer's goods or property;</span></div>
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<span style="text-indent: 36pt;">(d) taking or giving bribes or any illegal gratification in connection with the employer's business;</span></div>
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<span lang="EN-US" style="text-indent: 0cm;">(e) habitual absence without leave or absence without leave for more than 10 days;</span></div>
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<span lang="EN-US" style="text-indent: 0cm;">(f) habitual late attendance;</span></div>
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<span lang="EN-US" style="text-indent: 0cm;">(g) habitual breach of any law applicable to the establishment;</span></div>
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<span lang="EN-US" style="text-indent: 0cm;">(h) riotous or disorderly behaviour during working hours at the establishment or any act subversive of discipline;</span></div>
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<span lang="EN-US" style="text-indent: 0cm;">(i) habitual negligence or neglect of work;</span></div>
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<span lang="EN-US" style="text-indent: 0cm;">(j) striking work or inciting others to strike work in contravention of the provisions of any law or rule having the force of law.</span></div>
<br /> <div class="Default">
<b style="text-indent: 0cm;"><span lang="EN-US">Overtime (Rule 21)</span></b></div>
<div class="Default">
<span lang="EN-US" style="line-height: 115%; text-indent: 0cm;">The employer shall maintain an account of overtime work taken from the employees from day to day and payments for such overtime in the register in Form N.</span></div>
</div>
Unknownnoreply@blogger.comtag:blogger.com,1999:blog-3147711346441211059.post-1523010832982954932018-07-30T08:43:00.003-07:002018-07-30T09:51:03.538-07:00Labour Welfare Fund (LWF)<div dir="ltr" style="text-align: left;" trbidi="on">
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<span lang="EN-US" style="color: #34495e; font-family: "arial" , "sans-serif"; font-size: 24.0pt; letter-spacing: -0.75pt;">Labour Welfare Fund<o:p></o:p></span></div>
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Labour welfare fund is a statutory contribution managed by individual state authorities. The state labor welfare board determines the amount and frequency of the contribution. The contribution and periodicity of remittance differ with every state. In some states, the periodicity is annual (Andhra Pradesh, Haryana, Karnataka, Tamil Nadu etc) and in some states, it is to be contributed during the month of June & December (Gujarat, Madhya Pradesh, Maharashtra etc).<br />
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<span lang="EN-US" style="color: #333333; font-family: "arial" , sans-serif; font-size: 13.5pt;">The Scope of Labour Welfare Fund Act<span style="font-weight: normal;"><o:p></o:p></span></span></h2>
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The scope of this Act is extended to housing, family care & worker's health service by providing medical examination,a clinic for general treatment, infant welfare, women’s general education, workers activity facilities, marriage, education, funeral etc. State specific Labour Welfare Funds are funded by contributions from the employer, employee and in few states, the government also.<br />
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<span lang="EN-US" style="color: #333333; font-family: "arial" , sans-serif; font-size: 13.5pt;">Applicability of the Act<span style="font-weight: normal;"><o:p></o:p></span></span></h2>
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In order to provide social security to workers, the government has introduced the Labour Welfare Fund Act. This act has been implemented only in 15 states out of 34 states including union territories.<br />
The below table depicts the states in which the Act has been implemented and not implemented:<br />
The Labour Welfare Fund Act is not applicable to all category of employees working in the establishment. It depends upon the wages earned and designation of the employee. Also, one needs to check the total number of employees working before extending this Act to their establishment. The applicability of the Act based on the number of employees may differ depending upon state specific<br />
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<br /></div>
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Act.<br />
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<b><span lang="EN-US" style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-bidi-font-size: 11.0pt; mso-fareast-font-family: "Times New Roman";">Act</span></b><span lang="EN-US" style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span lang="EN-US" style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman";">The Chhattisgarh
Shram Kalyan Nidhi Adhiniyam, 1982<o:p></o:p></span></div>
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<b><span lang="EN-US" style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-bidi-font-size: 11.0pt; mso-fareast-font-family: "Times New Roman";">Rule</span></b><span lang="EN-US" style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span lang="EN-US" style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman";">The Chhattisgarh
Pradesh Shram Kalyan Nidhi Rules, 1984<o:p></o:p></span></div>
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<b><span lang="EN-US" style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-bidi-font-size: 11.0pt; mso-fareast-font-family: "Times New Roman";">Applicability</span></b><span lang="EN-US" style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span lang="EN-US" style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman";">Any
Employer/Establishment employing one or more employees/persons<o:p></o:p></span></div>
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<b><span lang="EN-US" style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-bidi-font-size: 11.0pt; mso-fareast-font-family: "Times New Roman";">Frequency</span></b><span lang="EN-US" style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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<span lang="EN-US" style="color: #333333; font-family: "Arial","sans-serif"; font-size: 10.5pt; mso-fareast-font-family: "Times New Roman";">Half Yearly<o:p></o:p></span></div>
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<span lang="EN-US" style="color: #333333; font-family: "arial" , "sans-serif"; font-size: 13.5pt; font-weight: normal;">Labour Welfare Fund Expenditure-:<o:p></o:p></span></h2>
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In general the money in the Fund may be utilized by the Board to defray expenditure on the following:</div>
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<li>Educational facilities for the children of the workers.</li>
<li>Medical facilities for both private and public-sector employers to facilitate medical facilities for their workers and their families.</li>
<li>Transport facilities to the workers for commuting to work.</li>
<li>Recreational facilities in form of music, dance, drama, games, sports, paintings, etc. are usually offered to the employees to build a wholesome working environment.</li>
<li>Housing facilities under this scheme offer loans to industrial workers for constructing houses at concessional rates.</li>
<li>Excursions, tours and holiday homes.</li>
<li>Home industries and subsidiary occupations for women and unemployed persons.</li>
<li>Reading rooms and libraries.</li>
<li>Vocational training.</li>
<li>· Nutritious food to children of employees.</li>
</ul>
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<b><span lang="EN-US" style="color: #333333; font-family: "arial" , "sans-serif"; font-size: 10.5pt;">Labour Welfare Fund Contribution</span></b><span lang="EN-US" style="color: #333333; font-family: "arial" , "sans-serif"; font-size: 10.5pt;"><o:p></o:p></span></div>
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<b><span lang="EN-US" style="color: #333333; font-family: "arial" , "sans-serif"; font-size: 10.5pt;">Category</span></b><span lang="EN-US" style="color: #333333; font-family: "arial" , "sans-serif"; font-size: 10.5pt;"><o:p></o:p></span></div>
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<b><span lang="EN-US" style="color: #333333; font-family: "arial" , "sans-serif"; font-size: 10.5pt;">Date Of </span></b><b><span lang="EN-US" style="color: #333333; font-family: "arial" , "sans-serif"; font-size: 10.5pt;"><br />
</span></b><b><span lang="EN-US" style="color: #333333; font-family: "arial" , "sans-serif"; font-size: 10.5pt;">Deduction</span></b><span lang="EN-US" style="color: #333333; font-family: "arial" , "sans-serif"; font-size: 10.5pt;"><o:p></o:p></span></div>
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<b><span lang="EN-US" style="color: #333333; font-family: "arial" , "sans-serif"; font-size: 10.5pt;">Last Date For </span></b><b><span lang="EN-US" style="color: #333333; font-family: "arial" , "sans-serif"; font-size: 10.5pt;"><br />
</span></b><b><span lang="EN-US" style="color: #333333; font-family: "arial" , "sans-serif"; font-size: 10.5pt;">Submission</span></b><span lang="EN-US" style="color: #333333; font-family: "arial" , "sans-serif"; font-size: 10.5pt;"><o:p></o:p></span></div>
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<span lang="EN-US" style="color: #333333; font-family: "arial" , "sans-serif"; font-size: 10.5pt;">All employees except those working in managerial or administrative capacity or employed in a supervisory capacity drawing wages exceeding ten thousand per month<o:p></o:p></span></div>
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<span lang="EN-US" style="color: #333333; font-family: "arial" , "sans-serif"; font-size: 10.5pt;">30th June<o:p></o:p></span></div>
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<span lang="EN-US" style="color: #333333; font-family: "arial" , "sans-serif"; font-size: 10.5pt;">15th July<o:p></o:p></span></div>
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<span lang="EN-US" style="color: #333333; font-family: "arial" , "sans-serif"; font-size: 10.5pt;">All employees except those working in managerial or administrative capacity or employed in a supervisory capacity drawing wages exceeding ten thousand per month<o:p></o:p></span></div>
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<span lang="EN-US" style="color: #333333; font-family: "arial" , "sans-serif"; font-size: 10.5pt;">31st December<o:p></o:p></span></div>
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<span lang="EN-US" style="color: #333333; font-family: "arial" , "sans-serif"; font-size: 10.5pt;">15th January<o:p></o:p></span></div>
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<br /></div>
<h2 style="text-align: left;">
<b><span lang="EN-US" style="font-family: "cambria" , serif; font-size: 10pt; line-height: 115%;"><span class="msoIns"><ins>Dues and Penalty</ins></span></span></b></h2>
Any person who is convicted of contravening any of the provision under this act or rules made under it or who obstructs the inspector deliberately in discharging his duties under the act or rules or fails to produce any material necessary for inspection like register of records and documents can be imposed a fine which may extend up to five thousand rupees but, not less than two thousand rupees for committing the offence for the very first time. In case of subsequent or second time offence, he/she can be punished with an imprisonment that may extend to three months or fine extending up to ten thousand rupees while nothing less than three thousand.<br />
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The offence under this Act cannot be tried by any court inferior than that of a 1st class Judicial Magistrate and cognizance can be taken only by the complaint of an inspector.</div>
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Unknownnoreply@blogger.comtag:blogger.com,1999:blog-3147711346441211059.post-39969268205374004332018-07-30T08:37:00.000-07:002018-07-30T10:11:46.228-07:00EPF<div dir="ltr" style="text-align: left;" trbidi="on">
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<span lang="EN-US" style="font-family: "helvetica" , sans-serif; font-size: 17.5pt;">Our Work-:<o:p></o:p></span></div>
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<!--[if !supportLists]--><span lang="EN-US" style="font-family: "helvetica" , sans-serif; font-size: 17.5pt;">1.<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="font-family: "helvetica" , sans-serif; font-size: 17.5pt;">Registration <o:p></o:p></span></div>
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<!--[if !supportLists]--><span lang="EN-US" style="font-family: "helvetica" , sans-serif; font-size: 17.5pt;">2.<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="font-family: "helvetica" , sans-serif; font-size: 17.5pt;">Monthly Challan & Return File</span></div>
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<span lang="EN-US" style="font-family: "helvetica" , "sans-serif"; font-size: 19.5pt;">3</span><span lang="EN-US" style="color: #34495e; font-family: "helvetica" , "sans-serif"; font-size: 19.5pt;">.<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="font-family: "helvetica" , sans-serif; font-size: 17.5pt;">Updation & Correction.</span><u><span lang="EN-US" style="color: #34495e; font-family: "helvetica" , "sans-serif"; font-size: 19.5pt;"><o:p></o:p></span></u></div>
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<u><span lang="EN-US" style="color: #34495e; font-family: "helvetica" , "sans-serif"; font-size: 19.5pt;">What is EPF?<o:p></o:p></span></u></div>
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<span lang="EN-US" style="color: #34495e; font-family: "helvetica" , "sans-serif"; font-size: 10.5pt;">You may know it as that annoying, elusive chunk of your monthly salary that you aren’t able to spend. So what is it, and where does it go?<o:p></o:p></span></div>
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<b><span lang="EN-US" style="color: #34495e; font-family: "helvetica" , "sans-serif"; font-size: 10.5pt;">Employee’s Provident Fund (EPF)</span></b><span lang="EN-US" style="color: #34495e; font-family: "helvetica" , "sans-serif"; font-size: 10.5pt;"> is a retirement benefits scheme that’s available to all salaried employees. This fund is maintained and overseen by the Employees Provident Fund Organisation of India (EPFO) and any company with over 20 employees is required by law to register with the EPFO.<o:p></o:p></span></div>
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<span lang="EN-US" style="color: #34495e; font-family: "helvetica" , "sans-serif"; font-size: 10.5pt;">It’s a savings platform that helps employees save a fraction of their salary every month that can be used in the event that you are rendered unable to work, or upon retirement.<o:p></o:p></span></div>
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<u><span lang="EN-US" style="color: #34495e; font-family: "helvetica" , "sans-serif"; font-size: 19.5pt; font-weight: normal;">Provident Fund Deduction from Salary:<o:p></o:p></span></u></h2>
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<span lang="EN-US" style="color: #34495e; font-family: "helvetica" , "sans-serif"; font-size: 10.5pt;">When you start working, you and your employer both contribute 12% of your basic salary (plus </span><span lang="EN-US"><a href="https://www.bankbazaar.com/tax/dearness-allowance.html" title="Dearness Allowance"><span style="color: #16a085; font-family: "helvetica" , "sans-serif"; font-size: 10.5pt;">dearness allowances</span></a></span><span lang="EN-US" style="color: #34495e; font-family: "helvetica" , "sans-serif"; font-size: 10.5pt;">, if any) into your EPF account. The entire 12% of your contribution goes into your EPF account along with 3.67% (out of 12%) from your employer, while the balance 8.33% from your employer’s side is diverted to your <strong>EPS (Employee’s Pension Scheme)</strong> . It’s important to note that if your basic pay is above Rs. 15,000 per month, your employer can only contribute 8.33% of 15,000 (i.e. Rs. 541) to your EPS and the balance goes into your EPF account.<o:p></o:p></span></div>
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<span lang="EN-US" style="color: #34495e; font-family: "helvetica" , "sans-serif"; font-size: 10.5pt;">These funds are pooled together from many employees like yourself and invested by a trust. This generates an interest of 8% - 12%, which is decided by the government and the central board of trustees. The annual interest rate is available on the official EPF India website and is currently at 8.75%.<o:p></o:p></span></div>
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<span lang="EN-US" style="color: #34495e; font-family: "helvetica" , "sans-serif"; font-size: 10.5pt;">EPF is active every time you receive your pay.<em><b> If you’re changing jobs, it’s important to also update your EPF information with your new company, giving them your EPF number so that they can continue the contribution.</b></em><o:p></o:p></span></div>
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<u><span lang="EN-US" style="color: #34495e; font-family: "helvetica" , "sans-serif"; font-size: 19.5pt; font-weight: normal;">Tax Benefits:<o:p></o:p></span></u></h2>
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<span lang="EN-US" style="color: #34495e; font-family: "helvetica" , "sans-serif"; font-size: 10.5pt;">The employer contribution to your EPF is tax-free, and your contribution is tax-deductible under </span><span lang="EN-US"><a href="https://www.bankbazaar.com/tax/deductions-under-80c.html" title="Section 80C"><span style="color: #16a085; font-family: "helvetica" , "sans-serif"; font-size: 10.5pt;">Section 80C</span></a></span><span lang="EN-US" style="color: #34495e; font-family: "helvetica" , "sans-serif"; font-size: 10.5pt;"> of the Income Tax Act. The money you invest in EPF, the interest earned and the money you eventually withdraw after the mandatory specified period (5 years) are exempt from </span><span lang="EN-US"><a href="https://www.bankbazaar.com/income-tax.html" title="Income Tax"><span style="color: #16a085; font-family: "helvetica" , "sans-serif"; font-size: 10.5pt;">Income Tax</span></a></span><span lang="EN-US" style="color: #34495e; font-family: "helvetica" , "sans-serif"; font-size: 10.5pt;">.<o:p></o:p></span></div>
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<u><span lang="EN-US" style="color: #34495e; font-family: "helvetica" , "sans-serif"; font-size: 19.5pt;">With an Aadhaar card:<o:p></o:p></span></u></div>
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<!--[if !supportLists]--><span lang="EN-US" style="color: #34495e; font-family: "symbol"; font-size: 10.0pt;">·<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="color: #34495e; font-family: "helvetica" , "sans-serif"; font-size: 10.5pt;">Now just by linking the employee’s Aadhaar card to his/her UAN, the whole process of getting the signature of one’s employer has been skipped for good.<o:p></o:p></span></div>
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<!--[if !supportLists]--><span lang="EN-US" style="color: #34495e; font-family: "symbol"; font-size: 10.0pt;">·<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="color: #34495e; font-family: "helvetica" , "sans-serif"; font-size: 10.5pt;">To facilitate a smooth process, employees should make sure that their Aadhaar card details and bank details are embedded in the EPFO’s member portal.<o:p></o:p></span></div>
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<!--[if !supportLists]--><span lang="EN-US" style="color: #34495e; font-family: "symbol"; font-size: 10.0pt;">·<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="color: #34495e; font-family: "helvetica" , "sans-serif"; font-size: 10.5pt;">The employer should have verified both - the Aadhaar card and the bank details.<o:p></o:p></span></div>
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<!--[if !supportLists]--><span lang="EN-US" style="color: #34495e; font-family: "symbol"; font-size: 10.0pt;">·<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="color: #34495e; font-family: "helvetica" , "sans-serif"; font-size: 10.5pt;">The employee has to make sure that his/her UAN has been activated before starting the process of making a withdrawal.<o:p></o:p></span></div>
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<!--[if !supportLists]--><span lang="EN-US" style="color: #34495e; font-family: "symbol"; font-size: 10.0pt;">·<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="color: #34495e; font-family: "helvetica" , "sans-serif"; font-size: 10.5pt;">Once you have met these conditions, download Form 19- UAN (for making PF withdrawals) and Form 10C- UAN (for making withdrawals from one’s pension scheme).<o:p></o:p></span></div>
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<!--[if !supportLists]--><span lang="EN-US" style="color: #34495e; font-family: "symbol"; font-size: 10.0pt;">·<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="color: #34495e; font-family: "helvetica" , "sans-serif"; font-size: 10.5pt;">Now, enter your name, address, registered mobile number, PAN card number, and the employee’s reason for leaving and date of joining. The employee should make sure that the details match that on one’s Aadhaar card and bank details. Any discrepancies could lead to a rejection of the application or a delay.<o:p></o:p></span></div>
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<!--[if !supportLists]--><span lang="EN-US" style="color: #34495e; font-family: "symbol"; font-size: 10.0pt;">·<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;"> </span></span><!--[endif]--><span lang="EN-US" style="color: #34495e; font-family: "helvetica" , "sans-serif"; font-size: 10.5pt;">Next, the employee should attach a canceled cheque to the form and submit it to the regional EPF office.<o:p></o:p></span></div>
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<u><span lang="EN-US" style="color: #34495e; font-family: "helvetica" , "sans-serif"; font-size: 19.5pt; font-weight: normal;">EPFO digital signature<o:p></o:p></span></u></h2>
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<span lang="EN-US" style="color: #34495e; font-family: "helvetica" , "sans-serif"; font-size: 10.5pt;">To make the process of transfer claims easier and transparent, the EPFO has introduced the digital signature of employers. Now, employers can approve claims by using their digital signatures. When an employer shifts organizations, his transfer claim has to be attested by either his previous employer or the present one, and this is when the digital signature of the employer comes into play. Back then, employers had to fill Form 13 and get it signed by their employers and then submit it to the regional EPF office. Now, the process has been simplified and can be done on the EPFO’s member portal. To have a digital signature, employers have to apply for a digital certificate- which contains their personal details such as name, email ID, APNIC account name, public key and the country of the employer. The digital certificate is issued by the Certifying authority and contains this identification key contains their required details that will be embedded in the EPFO’s member portal.<o:p></o:p></span></div>
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<b><u><span lang="EN-US" style="font-family: "arial" , sans-serif; font-size: 12pt; line-height: 115%;">Tax on early withdrawals</span></u></b><span lang="EN-US" style="font-family: "arial" , sans-serif; font-size: 9pt; line-height: 115%;"><br />
<span style="background: white;">Withdrawing the PF balance without completing five continuous years of service has tax implications. The total employer’s contribution amount along with the interest earned will get taxable in the year of withdrawal. Also, the amount of deduction claimed under Section 80C on one’s own contribution will be added to one’s income in the year of withdrawal. In addition, the interest earned on one’s own contribution will also be subject to tax.<o:p></o:p></span></span></div>
<span lang="EN-US">On 1 October 2014, Prime Minister of India <a href="https://en.wikipedia.org/wiki/Narendra_Modi" title="Narendra Modi">Narendra Modi</a> launched <a href="http://epfindia.gov.in/site_en/UAN_Services.php">Universal Account Number</a> for Employees covered by EPFO to enable PF number portability.</span><br />
<h2>
<span lang="EN-US">Contents</span></h2>
<ul type="disc">
<li class="MsoNormal" style="line-height: normal; mso-list: l1 level1 lfo2; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US"><span class="tocnumber">1</span> <span class="toctext"><span style="color: windowtext; text-decoration-line: none;">Origin of the Scheme</span></span></span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l1 level1 lfo2; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US"><span class="tocnumber">2</span> <span class="toctext"><span style="color: windowtext; text-decoration-line: none;">Provident Fund</span></span></span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l1 level1 lfo2; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US"><span class="tocnumber">3</span> <span class="toctext"><span style="color: windowtext; text-decoration-line: none;">Appeals</span></span></span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l1 level1 lfo2; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US"><span class="tocnumber">4</span> <span class="toctext"><span style="color: windowtext; text-decoration-line: none;">Structure</span></span></span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l1 level1 lfo2; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US"><span class="tocnumber">5</span> <span class="toctext"><span style="color: windowtext; text-decoration-line: none;">Universal Account Number</span></span></span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l1 level1 lfo2; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US"><span class="tocnumber">6</span> <span class="toctext"><span style="color: windowtext; text-decoration-line: none;">PF Forms</span></span></span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l1 level1 lfo2; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US"><span class="tocnumber">7</span> <span class="toctext"><span style="color: windowtext; text-decoration-line: none;">Longevity Risk</span></span></span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l1 level1 lfo2; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US"><span class="tocnumber">8</span> <span class="toctext"><span style="color: windowtext; text-decoration-line: none;">References</span></span></span></li>
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<h2>
<span class="mw-headline"><span lang="EN-US">Origin of the Scheme</span></span></h2>
<span lang="EN-US">The question of providing for the future of industrial workers after their retirement or for their dependents, in the event of their premature death, engaged the attention of the Central Government for a long time. The first Provident Fund Act passed in 1925 for regulating the provident funds of some private concerns was limited in scope. In 1929 the Royal Commission on Labour stressed the need for formulating schemes for instituting provident funds for industrial workers. In the Indian Labour Conference held in 1948, it was generally agreed that the introduction of a statutory provident fund scheme for industrial workers might be undertaken. To test such a scheme in a restricted field the Coal Mines Provident Fund Scheme was launched in 1948. The success of this Scheme led to the demand for its expansion to other industries. </span><br />
<span lang="EN-US">Accordingly, close of the year 1951 witnessed the promulgation of the Employees' Provident Funds Ordinance. The Ordinance promulgated on 15 November 1951 was replaced by the Employees' Provident Funds Act, 1952 which extended to the whole of India except Jammu and Kashmir. The Employees' Provident Funds Scheme, 1952 framed under section 5 of the Act was brought into force by stages and was enforced in its entirety by 1 November 1952. </span><br />
<h2>
<span class="mw-headline"><span lang="EN-US">Provident Fund</span></span></h2>
<span lang="EN-US">The Employees' Provident Funds and Miscellaneous Provisions Act, 1952 came into effect on 4 March 1952. Six industries namely Cigarettes, Electrical, mechanical or general engineering products, Iron and Steel, Paper and Textiles (made wholly or in part of cotton, wool or jute or silk, whether natural or artificial) came under implementation of the Act wef 1 November 1952 The organisation is administered by a Central Board of Trustees, composed of representatives of the Government of India, State governments, Employers and Employees. The board is chaired by the Union Labour Minister of India. The Chief Executive of the EPFO, the Central Provident Fund Commissioner, reports to the Union Labour Minister through the Secretary of Labour and Employment in the ministry. The headquarters of the organisation is in <a href="https://en.wikipedia.org/wiki/New_Delhi" title="New Delhi">New Delhi</a>. </span><br />
<span lang="EN-US">The <a href="https://en.wikipedia.org/wiki/Constitution_of_India" title="Constitution of India">Constitution of India</a> under "Directive Principles of State Policy" provides that the State shall within the limits of its economic capacity make effective provision for securing the right to work, to education and to public assistance in cases of unemployment, old-age, sickness & disablement and undeserved want. The EPF & MP Act, 1952 was enacted by the <a href="https://en.wikipedia.org/wiki/Parliament_of_India" title="Parliament of India">Parliament of India</a> and came into force with effect from 4 March 1952 as part of a series of legislative interventions made in this direction. Presently, the following three schemes are in operation under the Act: </span><br />
<ol start="1" type="1">
<li class="MsoNormal" style="line-height: normal; mso-list: l3 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">Employees' Provident Fund Scheme, 1952</span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l3 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">Employees' Deposit Linked Insurance Scheme, 1976</span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l3 level1 lfo3; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">Employees' Pension Scheme, 1995 (replacing the Employees' Family Pension Scheme, 1971)</span></li>
</ol>
<span lang="EN-US">Retirement fund body EPFO on 21 February 2018 lowered the rate of interest on employees provident fund to 8.55% for 2017-18<a href="https://en.wikipedia.org/wiki/Employees%27_Provident_Fund_Organisation#cite_note-6"><sup>[6]</sup></a>, from 8.65%<a href="https://en.wikipedia.org/wiki/Employees%27_Provident_Fund_Organisation#cite_note-7"><sup>[7]</sup></a> in the previous fiscal. </span><br />
<h2>
<span class="mw-headline"><span lang="EN-US">Appeals</span></span></h2>
<span lang="EN-US">The orders of the Department can be appealed to Employees' Provident Fund Appellate Tribunal<a href="https://en.wikipedia.org/wiki/Employees%27_Provident_Fund_Organisation#cite_note-8"><sup>[8]</sup></a> at <a href="https://en.wikipedia.org/wiki/New_Delhi" title="New Delhi">New Delhi</a> or at Bangalore if the employer is situated in states of Karnataka, Tamil Nadu, Kerala, Andhra Pradesh, Telangana, Goa and Union Territories of Andaman and Nicobar Islands and Puducherry. The Delhi Tribunal is located at Scope Tower, Laxmi Nagar-sss, New Delhi and is presided by Presiding Officer who is a member of Judicial Service and by a Registrar who is deputed from the other central government cadres. </span><br />
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<span class="mw-headline"><span lang="EN-US">Structure</span></span></h2>
<span lang="EN-US">The EPFO has the dual role of being the enforcement agency to oversee the implementation of the <a href="http://biblehr.com/the-employees-provident-fund-and-miscellaneous-provisions-act-1952-epf-act/">EPF & MP Act</a> and as a service provider for the covered beneficiaries throughout the country. </span><br />
<span lang="EN-US">The Act is administered by Central Board of Trustees, EPF a Statutory Board constituted by the Central Government under Section 5A of the Act. The CBT, as the Board is informally called, consists of a Chairman, a Vice Chairman, 5 Central Government Representatives, 15 State Government Representatives, 10 Employees' Representatives, 10 Employers' Representatives with Central P.F Commissioner and the Member Secretary to the Board. The Executive Committee of the CBT is constituted from among the members of the CBT to assist the Central Board in the discharge of its function related to Administrative matters. </span><br />
<span lang="EN-US">The officials of the organization in the Cadre of Commissioners are appointed by the Central Board under Section 5D for the efficient administration of the Act and Schemes. To this end, the Commissioners of the Organization are vested with vast powers under the statute conferring quasi-judicial authority for assessment of financial liability on the employer, search and seizure of records, levy of damages, attachment and auction of a defaulter's property, prosecution and arrest and detention of defaulters in civil prison etc. </span><br />
<span lang="EN-US">EPS (Employees’ Pension Scheme) with any of the following official's attestation to EPFO office in which their EPF account is maintained. </span><br />
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<li class="MsoNormal" style="line-height: normal; mso-list: l2 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">Any gazetted officer</span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l2 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">The Magistrate</span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l2 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">The Post/ Sub Postmaster</span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l2 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">President of the Village Union</span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l2 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">President of the Village Panchayat where there is no Union Board</span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l2 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">Chairman/ Secretary/ Member of the Municipal/ District Local Board</span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l2 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">Member of the Parliament or Legislative Assembly</span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l2 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">Manager of the Bank in which your savings Bank Account is currently maintained</span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l2 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">Head of Educational Institution which is recognized by Government</span></li>
<li class="MsoNormal" style="line-height: normal; mso-list: l2 level1 lfo4; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; tab-stops: list 36.0pt;"><span lang="EN-US">Any authorized official, as may be approved by the commissioner</span></li>
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Unknownnoreply@blogger.comtag:blogger.com,1999:blog-3147711346441211059.post-85312593384893882972018-07-16T05:19:00.000-07:002018-07-30T08:31:43.838-07:00Payroll Services<div dir="ltr" style="text-align: left;" trbidi="on">
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<strong style="box-sizing: border-box;">Our Work in -:</strong></h3>
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<ol style="text-align: left;">
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<li><span style="color: #373737; font-family: "open sans" , sans-serif;"><b>CLRA Registers</b></span></li>
<li><span style="color: #373737; font-family: "open sans" , sans-serif;"><b>ISMW Registers</b></span></li>
<li><span style="color: #373737; font-family: "open sans" , sans-serif;"><b>BOCW Registers</b></span></li>
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<strong style="box-sizing: border-box;">Simplify Payroll with a Service You Can Trust</strong></h3>
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Don't risk fines, penalties, and headaches.</div>
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Attempting to do payroll on your own for your small business could put you at risk of facing IRS penalties and fines, late tax filings, and unhappy employees. A payroll service allows you to simply enter your employees’ basic hours and wages, and the filings, calculations, forms and other headaches are taken care of for you.</div>
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<strong style="box-sizing: border-box;">The Basics of Payroll</strong></h3>
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When you pay a W-2 employee, you owe a certain percentage of their income to federal, state and local tax agencies. You also have to match what they pay in Social Security and Medicare taxes, as well as paying FUTA (Federal Unemployment Tax Act) and SUI (state unemployment insurance).</div>
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<a href="https://www.surepayroll.com/resources/blog/how-to-calculate-payroll-taxes" style="background: transparent; box-sizing: border-box; color: #0c71b7; text-decoration-line: none; transition: all, 0.3s, ease-in;">Calculating payroll taxes can become complicated</a> and if run into trouble doing it by yourself, who are you going to call?</div>
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A payroll service takes care of this burden for you.</div>
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And those pesky forms you have to put together at the end of the year? W-2s? 1099s? We prepare those for you and your employees.</div>
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<strong style="box-sizing: border-box;">Stop Working on Payroll and Let Us Do the Work for You</strong></h3>
<ul style="box-sizing: border-box; margin: 20px 0px 0px; padding-left: 1.5em;">
<li style="box-sizing: border-box;"><strong style="box-sizing: border-box;">Get an affordable price</strong> – don’t pay for any more services than you need. We specialize in providing service to small businesses with 1 to 10 employees.</li>
<li style="box-sizing: border-box;"><strong style="box-sizing: border-box;">Run payroll on your schedule</strong> – you can pay your employees from any device or location. No paperwork, no downloads, no hassles.</li>
<li style="box-sizing: border-box;"><strong style="box-sizing: border-box;">Help when you need it</strong> – we pride ourselves on making payroll and payroll taxes automatically. However, when you have questions, we’re here to answer them six days a week with our award-winning.</li>
</ul>
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</div>
Unknownnoreply@blogger.comtag:blogger.com,1999:blog-3147711346441211059.post-11715737164920012482018-07-16T05:11:00.000-07:002018-07-16T05:11:28.540-07:00Labour statutory compliances<div dir="ltr" style="text-align: left;" trbidi="on">
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<b><u>Is your Payroll Statutory Compliant?</u></b></h2>
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Statutory compliance in HR refers to the legal framework which organizations must abide by with respect to the treatment of their employees. Most of your company’s time and money goes into ensuring compliance with these laws. Everything to being compliant to the payment of minimum wages to provident fund or maternity benefits needs not a just whole lot of time but also experts who can guide on all of these statutory compliance measures.<br /><br />Therefore, dealing with statutory compliance requires for companies to be well-versed with the various labor regulations in India.<br /><br />The Quikchex Team works with 350+ Indian businesses all across India helping with everything from payroll to attendance to compliance management. Thus we decided to create a checklist to help you easily analyze if your Payroll is statutory compliant.</div>
<h3 style="text-align: left;">
1. Is my organization to adhering to Minimum Wages?</h3>
Minimum Wages are fixed under the Minimum Wages Act, 1948. The minimum wage rates are determined by both the Central Government & State Government. The rates are also determined on occupation, sector, and type of employee.<br /><br />According to the Minimum Wage Act, the employer is obliged to pay wages on a timely basis at least once a month. Wage period may be fixed on the daily, weekly or monthly basis.<br /><br />You can view your Minimum Wages Rates for you or State <b><a href="http://www.paycheck.in/main/salary/minimumwages">here</a>.</b><br /><br /><h3 style="text-align: left;">
2. Is my company registered for Provident Fund?</h3>
The Provident Fund is a saving tool that helps employees save a part of their income. The PF is a corpus of funds built through regular, monthly contributions made by an employee and his/her employer.<br /><br />To stay compliant to the EPFO’s rules and regulations, any company that has grown to a number of 20 or more employees is required to be registered for Provident Fund. Failure to comply with EPFO’s norms, the company will be charged with heavy penalties.<br /><br />You can read more about how to get started on company registration for Provident Fund <b><a href="https://quikchex.in/provident-fund-registration-made-easy/">here</a>.</b><br /><br /><h3 style="text-align: left;">
3. Is my company registered for ESIC?</h3>
The ESIC social security scheme brings affordable healthcare to not just employees but also their dependent family members. As per the Employees’ State Insurance Corporation Act, all companies with more than 20 employees whose monthly gross salary falls under Rs, 21000 must be registered under the ESIC Act.<br /><br />Thus, if your company falls under the ESIC Act’s eligibility then the Employees’ CTC needs to be restructured including the ESIC employee and employer contribution.<br /><br /><h3 style="text-align: left;">
4. Have I included Gratuity as part of my employees’ CTC?</h3>
As per the Payment of the Gratuity Act, 1972, Gratuity is applicable to all establishments including NGOs, educational institutes and hospitals with an employee size of 10 or more. Since gratuity is a fixed contribution from the company’s side, it is shown as part of the CTC. Thus making Gratuity part of the employees’ CTC is necessary. To read more on gratuity you can click<b> <a href="https://quikchex.in/gratuity-calculation-eligibility/">here</a>.</b><br /><br /><h3 style="text-align: left;">
5. Have I made necessary deductions such as TDS and Professional Taxes</h3>
TDS (Tax Deducted at Source) is deducted is a means of indirect tax collection according to the Income Tax Act, 1961. This TDS rule directs employers to deduct a certain amount of tax before full payment to the receiver. TDS rule is applicable only if an employee falls under the Income Tax Slab.<br /><br />Thus these necessary TDS deductions have to be made before payroll is run. Similar to TDS deductions, Professional Tax is collected by the employers from the monthly salaries of the employees. Penalties are charged if there is a failure in collecting or failing to pay professional taxes. The professional Tax amount is different for all states. You read more about Professional Taxes <a href="https://www.bankbazaar.com/tax/professional-tax.html"><b>here</b></a>.</div>
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Unknownnoreply@blogger.comtag:blogger.com,1999:blog-3147711346441211059.post-64012279307741832832018-07-15T10:30:00.000-07:002018-07-30T09:59:59.583-07:00ESIC Registration – Process, Benefits, Documents Required<div dir="ltr" style="text-align: left;" trbidi="on">
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgPOlONqKC111Ih3diPs7tge1uT-RVnDdTHIZr5dHxg4sHwqbypJI7B1cOz1J4UxciM4dLVHGrjVCHRlQpifDTP-l8g-eOdgfgeIJ0zjxNbwpU5KDtv-od58r0Q62vFY5-IhuGFEoaZNW4p/s1600/ESI.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="180" data-original-width="180" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgPOlONqKC111Ih3diPs7tge1uT-RVnDdTHIZr5dHxg4sHwqbypJI7B1cOz1J4UxciM4dLVHGrjVCHRlQpifDTP-l8g-eOdgfgeIJ0zjxNbwpU5KDtv-od58r0Q62vFY5-IhuGFEoaZNW4p/s1600/ESI.png" /></a></div>
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<h3>
Our Work-:</h3>
<ol style="text-align: left;">
<li>Registration</li>
<li>Monthly Challan & Return File</li>
<li>TIC Generation</li>
<li>Updation & Correction.</li>
</ol>
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<span style="box-sizing: border-box;">ESI stands for Employee State Insurance managed by the Employee State Insurance Corporation which is an autonomous body created by the law under the Ministry of Labour and Employment, Government of India. This scheme is started for Indian workers. Under this scheme, the workers are provided with a huge variety of medical, monetary and other benefits by the employer. Any Company having more than 10 employees (in some states it is 20 employees) who have the maximum salary of Rs. 21000/- has to mandatorily register itself with the ESIC. </span></div>
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<span style="box-sizing: border-box;">Under this scheme, the employer needs to contribute an amount of 4.75% of the total monthly salary payable to the employee whereas the employee needs to contribute only 1.75% of his monthly salary every month of the year. The only exemption to the employee in paying his contribution is whose salary is less than Rs. 100/- per day.</span></div>
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<span style="box-sizing: border-box;"><br /></span></div>
<h2 id="benefits" style="background-color: white; box-sizing: border-box; color: #333333; font-family: "Source Sans Pro", sans-serif; font-size: 30px; font-weight: 500; line-height: 1.1; margin-bottom: 10px; margin-top: 20px;">
<span style="box-sizing: border-box; font-weight: 700;">What are the benefits of ESI registration?</span></h2>
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<span style="box-sizing: border-box;">The benefits of registering under this scheme are varied. Some of them are:</span></div>
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<li style="box-sizing: border-box;"><span style="box-sizing: border-box;">Sickness benefits at the rate of 70% (in the form of salary), in case of any certified illness certified and which lasts for a maximum of 91 days in any year</span></li>
<li style="box-sizing: border-box;"><span style="box-sizing: border-box;">Medical Benefits to an employee and his family members</span></li>
<li style="box-sizing: border-box;"><span style="box-sizing: border-box;">Maternity Benefit to the women who are pregnant (paid leaves)</span></li>
<li style="box-sizing: border-box;"><span style="box-sizing: border-box;">If the death of the employee happens while on work – 90% of salary is given to his dependents every month after the death of the employee</span></li>
<li style="box-sizing: border-box;"><span style="box-sizing: border-box;">Same as above in case of disability of the employee</span></li>
<li style="box-sizing: border-box;"><span style="box-sizing: border-box;">Funeral expenses</span></li>
<li style="box-sizing: border-box;"><span style="box-sizing: border-box;">Old age care medical expenses</span></li>
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<h2 id="entities" style="background-color: white; box-sizing: border-box; color: #333333; font-family: "Source Sans Pro", sans-serif; font-size: 30px; font-weight: 500; line-height: 1.1; margin-bottom: 10px; margin-top: 20px;">
<span style="box-sizing: border-box; font-weight: 700;">Which are the entities covered by the ESI?</span></h2>
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<span style="box-sizing: border-box;">As per the government notification dated Sec 1(5) of the ESI Act the following entities are covered:</span></div>
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<li style="box-sizing: border-box;"><span style="box-sizing: border-box;">Shops</span></li>
<li style="box-sizing: border-box;"><span style="box-sizing: border-box;">Restaurants or Hotels only engaged in sales.</span></li>
<li style="box-sizing: border-box;"><span style="box-sizing: border-box;">Cinemas</span></li>
<li style="box-sizing: border-box;"><span style="box-sizing: border-box;">Road Motor Transport Establishments;</span></li>
<li style="box-sizing: border-box;"><span style="box-sizing: border-box;">Newspaper establishments.(which is not covered under the factory act)</span></li>
<li style="box-sizing: border-box;"><span style="box-sizing: border-box;">Private Educational Institutions</span></li>
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<h2 id="documents" style="background-color: white; box-sizing: border-box; color: #333333; font-family: "Source Sans Pro", sans-serif; font-size: 30px; font-weight: 500; line-height: 1.1; margin-bottom: 10px; margin-top: 20px;">
<span style="box-sizing: border-box; font-weight: 700;">What are the documents required for registration?</span></h2>
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<span style="box-sizing: border-box;">The documents required for the registration are –</span></div>
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<span style="box-sizing: border-box;">1. A registration certificate obtained either under the:</span></div>
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<span style="box-sizing: border-box;"><span style="box-sizing: border-box; font-weight: 700;">a.</span> Factories Act</span></div>
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<span style="box-sizing: border-box;"><span style="box-sizing: border-box; font-weight: 700;">b.</span> Shops and Establishment Act</span></div>
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2. Certificate of Registration in case of Company, and Partnership deed in case of a Partnership</div>
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3. Memorandum of Association and Articles of Association of the Company</div>
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4. A list of all the employees working in the Establishment</div>
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5. PAN Card of the Business Entity as well as all the Employees working under the entity</div>
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6. The compensation details of all the employees</div>
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7. A cancelled cheque of the Bank Account of the Company</div>
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8. List of Directors of the Company</div>
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9. List of the Shareholders of the Company</div>
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<span style="box-sizing: border-box;">10. Register containing the attendance of the employees</span></div>
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<span style="box-sizing: border-box;">After collecting all the above-mentioned documents the following procedure is to be followed for the registration of the ESI:</span></div>
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<span style="box-sizing: border-box;"><span style="box-sizing: border-box; font-weight: 700;">a.</span> Form No – 1 (Employers Registration Form) is to be downloaded and filled.</span></div>
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<span style="box-sizing: border-box;"><span style="box-sizing: border-box; font-weight: 700;">b.</span> After downloading the PDF version of the form and filling it, it has to be submitted <a href="http://www.esic.nic.in/" style="background-color: transparent; box-sizing: border-box; color: #337ab7; text-decoration-line: none;">on the website</a> itself along with the above-mentioned documents.</span></div>
<h2 id="verification" style="background-color: white; box-sizing: border-box; color: #333333; font-family: "Source Sans Pro", sans-serif; font-size: 30px; font-weight: 500; line-height: 1.1; margin-bottom: 10px; margin-top: 20px;">
<span style="box-sizing: border-box; font-weight: 700;">What is the process after the form verification?</span></h2>
<ol style="background-color: white; box-sizing: border-box; color: #333333; font-family: "Source Sans Pro", sans-serif; font-size: 16px; margin-bottom: 10px; margin-top: 0px;">
<li style="box-sizing: border-box;"><span style="box-sizing: border-box;">After verification of the form, the government will issue a 17 digit unique number.</span></li>
<li style="box-sizing: border-box;"><span style="box-sizing: border-box;">The employee who is registered under this scheme will provide the employer with the filled form and photographs of his own family members as a part of the process of registration and will get an ESI card after registration.</span></li>
<li style="box-sizing: border-box;"><span style="box-sizing: border-box;">Any change in the Company or its employees will be intimated to the ESIC.</span></li>
</ol>
<h2 id="How" style="background-color: white; box-sizing: border-box; color: #333333; font-family: "Source Sans Pro", sans-serif; font-size: 30px; font-weight: 500; line-height: 1.1; margin-bottom: 10px; margin-top: 20px;">
<span style="box-sizing: border-box; font-weight: 700;">How many returns are filed every year after the registration is finalised?</span></h2>
<div style="background-color: white; box-sizing: border-box; color: #333333; font-family: "Source Sans Pro", sans-serif; font-size: 16px; margin-bottom: 10px;">
<span style="box-sizing: border-box;">After the registration ESI Returns have to be filed twice a year. The following documents are required for the filing of the returns:</span></div>
<ol style="background-color: white; box-sizing: border-box; color: #333333; font-family: "Source Sans Pro", sans-serif; font-size: 16px; margin-bottom: 10px; margin-top: 0px;">
<li style="box-sizing: border-box;"><span style="box-sizing: border-box;">Register of Attendance of the Employees</span></li>
<li style="box-sizing: border-box;"><span style="box-sizing: border-box;">Form 6 – Register</span></li>
<li style="box-sizing: border-box;"><span style="box-sizing: border-box;">Register of wages</span></li>
<li style="box-sizing: border-box;"><span style="box-sizing: border-box;">Register of any accidents which have happened on the premises of the business</span></li>
<li style="box-sizing: border-box;"><span style="box-sizing: border-box;">Monthly returns and challans</span></li>
</ol>
</div>
</div>
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