Man power license in maharashtra

Man power license in maharashtra

     Indian man power(labour contract) law refers to laws regulating labour in India.Traditionally, Indian governments at federal and state level have sought to ensure a high degree of protection for workers, but in practice, this differs due to form of government and because labour(man) is a subject in the concurrent list of the Indian constitution.

Contract and rights

Scope of  protection:

     Indian man power law makes a distinction between people who work in “organised” sectors and people working in “unorganised sectors”. The laws list the editors to which various man rights apply. People who do not fall within these sectors, the ordinary law of man power contracts applies.

      India’s man power laws underwent a major update in the Industrial Disputes Act of 1947.Since then, an additional 45 national laws expand or intersect with the 1948 act, and another 200 state laws control the relationships between the worker and the company. These laws mandate all aspects of employer-employee interaction, such as companies must keep 6 attendance logs, 10 different accounts for overtime wages, and file 5 types of annual returns. The scope of man power laws extend from regulating the height of urinals in workers’ washrooms to how often a work space must be lime-washed. Inspectors can examine working space anytime and declare fines for violation of any man power laws and regulations.

Employment contracts

       Among the employment contracts that are regulated in India, the regulation involves significant government involvement which is rare in developed countries. The Industrial acts requires that employers have terms including working hours, leave, productivity goals, dismissal procedures or worker classifications, approved by a government body.

       The man power contract aims at regulating employment of contract man power so as to place it at par with man employed directly. Women are now permitted to work night shifts too (10 pm to 6 am).

      The Latin phrase ‘dies non’ is being widely used by disciplinary authorities in government and industries for denoting the ‘unauthorised absence’ to the delinquent employees. According to Shri R. P. Saxena, chief engineer, Indian Railways, dies-non is a period which neither counted in service nor considered as break in service A person can be marked dies-non, if

  • absent without proper permission
  • when on duty left without proper permission
  • while in office but refused to perform duties

 

Wage regulation

      The wages requires that employees receive wages, on time, and without any unauthorised deductions. Section 6 requires that people are paid in money rather than in kind. The law also provides the tax with holdings the employer must deduct and pay to the central or state government before distributing the wages.

      The wages act sets wages for the different economic sectors that it states it will cover. It leaves a large number of workers unregulated. Central and state governments have discretion to set wages according to kind of work and location, and they range between as much as ₹ 143 to 1120 per day for work in the so-called central sphere. State governments have their own minimum wage schedules.

        The payment  gratuity applies to establishments with 10 or more workers. Gratuity is payable to the employee if he or she resigns or retires. The Indian government mandates that this payment be at the rate of 15 days salary of the employee for each completed year of service subject to a maximum of ₹ 2000000.

Health and safety

         The workmans compisation acts 1923 requires that compensation is paid if workers are injured in the course of employment for injuries, or benefits to dependants. The rates are low.

Pensions and insurance

  • Indira Gandhi national old age pension scheme
  • national pension scheme
  • public providence fund(india)