PPT on "Labour Laws in India"

Dear Seniors & Friends,

Sharing the PPT on "Labour Laws in India" with Various Act under the Labour Law. Kindly have a look on the Same & Share your valuable feedback & suggestion. If you found any mistake kindly update me for the modification the same.

Thanks & Regards,
Anshu Shekhar Singh
M- 9999 844 355

2. What‟s Labour Law ???
LabourLawisthe“BodyofLaws,AdministrativeRulings,&Precedents”
whichaddresstheRelationshipbetween&among“Employers,Employees&
LabourOrganizations”,oftendealingwithissuesofPublicLaw.ThetermsLabour
Laws&EmploymentLaws,areofteninterchangedintheusage.Thishasledtoabig
confusionastotheirmeanings.LabourLawsaredifferentfromEmploymentlaws
whichdealonlywithemploymentcontractsandissuesregardingemploymentand
workplacediscrimination&otherPrivateLawissues.
“LabourLaws”harmonizemanyanglesoftheRelationshipbetween“Trade
Unions,Employers&Employees”.Insomecountries(likeCanada),Employment
LawsRelatedtoUnionisedworkplacesaredifferentfromthoserelatingtoparticular
Individuals.Inmostcountrieshowever,nosuchdistinctionismade.
The“FinalGoal”ofLabourLawsistobringboth“Employer&Employee”on
thesameLevel,therebymitigatingthedifferencesbetweenthetwoever-warring
groups.

3. Origins of Labour Laws
“LabourLaws”emergedwhentheEmployerstriedtoRestrictthePowersofWorker‟s
Organisations&keepLabourCostsLow.TheWorkersbeganDemandingbetterConditions
&theRighttoOrganisesoas,toimprovetheirStandardofLiving.Employer‟scostsincreased
duetoworkersdemand.ThisledtoachaoticsituationwhichrequiredtheInterventionof
Government.Inordertoputanend,the“Government”enactedmanyLabourLawsinthe
Country.
TheHistoryofLabourLegislationinIndiacanbetracedbacktotheHistoryofBritish
Colonialism.InthebeginningitwasdifficulttogetenoughRegularIndianworkerstorun
“BritishEstablishments”&henceLawsforcharteringworkersbecamenecessary.Thiswas
obviouslyLabourLegislationinordertoprotecttheinterestsofBritishemployers.
The“FactoriesAct”wasfirstintroducedin1883becauseofthepressurebroughtonthe
BritishParliamentbythetextilemogulsofManchesterandLancashire.ThusweReceived
theFirstStipulationofEight(08)Hoursofwork,theabolitionofChildLabour,&the
RestrictionofWomeninNightemployment,andtheintroductionof“OvertimeWages”for
workbeyondEightHours.
“India”hasVariousLabourLaws,suchasResolutionofIndustrialDisputes,Working
Conditions,LabourCompensation,Insurance,ChildLabour,EqualRemunerationetc.

4. Individual Labour Law
“Contract of Employment & At-will Employement”
TheBasicFeatureof“LabourLaw”inalmostEveryCountryisthatthe“Rights&
Obligations”ofthe“Employee&Employer”betweenOne-anotheraremediatedthroughthe
“ContractofEmployment”betweenthem.Thishasbeenthecasesincethecollapseof
feudalism&isthecorerealityofModernEconomicRelations.Manyterms&conditionsof
thecontractarehoweverimpliedbyLegislationorCommonLaw,insuchawayastorestrict
thefreedomofpeopletoagreetocertainthingstoprotectemployees,andfacilitateafluid
LabourMarket.
Inthe“UnitedStateofAmerica”forexample,MajorityofStateLawsallowforEmployment
tobe“AtWill“meaningtheEmployercanTerminateanEmployeefromaPositionforany
Reason,solongastheReasonisnotan“IllegalReason”,includingaTerminationin
ViolationofPublicPolicy.
InManyCountriesit‟sEmployer‟sDutytoProvideWrittenParticulars(Contract)of
EmploymenttoanEmployee.ThisaimstoallowtheEmployeetoknowconcretelywhatto
expectandisexpected;intermsof“Wages,HolidayRights,Noticeintheeventof
Dismissal,JobDescription”andsoon.AnEmployeemaynotforinstanceagreetoacontract
whichallowsanEmployertodismissthemunfairly.

5. Labour Policy in India
“Labour Policy in India”has been evolving in response to specific needs of the
situation to suit requirements of planned “Economic Development & Social Justice”
has two-fold Objectives, viz., Labour Policies are devised to maintain Economic
Development, Social Justice, Industrial Harmony & Welfare of Labour in the country.
HighlightsofLabourPolicy:-
Creative Measures to attract Public & Private Investment.
Creating New Jobs with New Social Security Schemes for workers.
Unified and Beneficial Management of funds of Welfare Boards.
Model Employee –Employer Relationships with Long Term Settlements.
Vital Industries & Establishments declared as “Public Utilities”.
Special conciliation mechanism for projects with investments of Rs. 150 cror more.
Industrial Relations committees in more sectors.
Labour Law Reforms with Times. Empowered body of experts to suggest required changes.
Statutory amendments for expediting & streamlining the mechanism of Labour Judiciary.
Efficient functioning of Labour Department. More labour sectors under Min. Wages Act.
Modern Medical Facilities for workers. Rehabilitation packages for displaced workers.
Restructuring in functioning of Employment Exchangeswith morden Technology.
Revamping of Curriculum & Course content in Industrial Training.
Joint Cell of Labour & Industries Department to study changes in Laws & Rules.

6. The Apprentices Act -1961
The Payment of Wages Act -1936
The Workmens’ Compensation Act -1923
The Factories Act -1948
The Industrial Disputes Act -1947
The Employees PF & MP Act -1952
The Employees State Insurance Act -1948
The Maternity Benefit Act -1961
The Payment of Bonus Act -1965
The Payment of Gratuity Act -1972

7. TheApprentices Act -1961
ObjectoftheAct:-TheMainObjectivesofApprenticesAct,1961is“Promotion
ofNewManpoweratskills”.Improvement/RefinementofOldSkillsthrough
Theoretical&PracticalTraininginnumberof“Trades&Occupation”.TheScheme
isalsoextendedtoEngineers&DiplomaHolders.
InIndiathe“ApprenticesAct”cameintoforcein1961andwasamendedbytheAct
41of1986.It‟salsoa“StatutoryObligation”onthepartofeveryEmployercovered
undertheAct.
ApplicabilityoftheAct:-The“ApprenticesAct”appliestoallAreas&Industries
asnotifiedbyCentralGovernment.[Sec-1(4)].TheActextendsto“Acrossallover
theIndia”.ItshallcomeintoforceonsuchdateastheCentralGovernmentmay,by
notificationintheOfficialGazette,appoint;anddifferentdatesmaybeappointedfor
differentStates.TheActshallalso“NotApply”toanyAreaorIndustryasperthe
notificationbytheGovt.

8. Guidelines @ Apprentice Act
“Apprentice”meansaPersonwhoisundergoing“ApprenticeshipTraining”in
pursuanceofaContractofApprenticeship.“ApprenticeshipTraining”meansa
CourseofTraininginanyIndustryorEstablishmentundergoneinpursuanceofa
ContractofApprenticeship&underprescribedTerms&Conditionswhichmaybe
differentfordifferentcategoriesofApprentices.
Eligibility&DuitiesofApprentice:
Qualifications:APersonshallnotbeQualifiedforbeingengagedasanApprenticeto
undergoApprenticeshipTraininginanydesignatedtrade,unlessheorshe,
The“Candidate”isnotLessthanFourteen(14)Yrsofage,&hastoSatisfiessuch
Standardsof“Education&PhysicalFitness”asmaybeprescribed.
DurationofTraining:-DurationofApprenticeshipmaybefrom“06Mthsto04Yrs”
dependingontheTrade,asprescribedinRules.
The“Apprentice”hastoLearnhisTradeConcientiously&Diligently.AlsoattendPractical
&TheoreticalclasessRegularly.HastocarryoutallLawfulOrdersofEmployerwith
ContractualObligations.
TheApprenticehastowork42to48Hoursinaweek,butnotallowedtoworkbetween10
pmto06amunlessapprovedby“ApprenticeshipAdvisor”.

9. Guidelines @ Apprentice Act
DutiesofEmployerundertheAct:
ContractwithApprentice:-TheApprenticeappointedhastoexecuteaContract
ofApprenticeshipwiththeEmployer.TheContracthastobeRegisteredwith
ApprenticeshipAdviser.IfApprenticeisMinor,Agreementshouldbesignedbyhis
Guardian.[Sec4(1)].
LeavesforApprentice:-AnApprenticeisentitledtoCasualLeaveof12days,
MedicalLeaveof15days&ExtraordinaryLeaveof10daysinayear.
The“Employer”hastoprovideApprenticetheTraininginhisTrade,&ensure
thatthePersondulyQualifiedisplaceedasIn-charge.ToCarryoutallLegal
ContractualObligations.
PaymenttoApprentice:-TheMinimumRatesofStipendprescribedunderthe
Rulesasfollows.(RevisedRatew.e.f.23rdMar2011).
#GraduateApprentices@Rs:-3560/-p.m.,#SandwichCourse(StudentsfromDegreeInst.)
@Rs:-2530/-p.m.,#TechnicianApprentices@Rs:-2530/-p.m.,#Sandwichcourse
(StudentsfromDiplomaInst.)@Rs:-2070/-p.m.,#Technician(Vocational)Apprentices@
Rs:-1970/-p.m.

10. Payment of Wages Act –1936
ObjectiveoftheAct:-The“PaymentofWagesAct1936”regulates
paymentofwagestoEmployees(Direct&Indirect).TheActisintendedtobea
remedyagainstunauthorizeddeductionsmadebythe“Employer”orunjustified
delayinpaymentofwages.AllEmployeesarecoveredundertheAct,thoseare
drawingAveragewagesRs:-10000/-permonth.
ApplicabilityoftheAct:-The“PaymentofWagesAct1936”isApplicabletoAll
Factories,IndustrialEstablishment,TramwayService,orMotorTransportService
engagedincarryingPassengersorGoodsbothbyroadforhireorreward.Air
TransportService,Dock,WharforJettly,InlandVessel,Machinicallypropelled,
Mines,QuarryorOil-Field,Plantation,WorkshoporotherEstablishement,etc..
MeaningofWages:-“Wages”meansallRemunerationexpressedintermsof
MoneyandincludeRemunerationpayableunderanyAwardorSettlement,Overtime
Wages,WagesforHoliday&anysumpayableonTerminationofEmployment.
However,itdoesnotinclude“Bonus”whichdoesnotformpartofRemuneration
payable,valueofHouseAccommodation,ContributiontoPF&ESI,Traveling
Allowance,orPaymentofGratuity.[section2(vi)]

11. Guidelines @ Wages Act
TimeofWagesPayment:
IftheEmployeestrengthisLessthen“1000”inanyOrganization,thenWagesshallbepaid
beforetheexpiryofthe07
th
Dayofthefollowingmonth.
IftheEmployeestrengthisMorethen“1000”inanyOrganization,thenWagesshallbepaid
beforetheexpiryofthe10
th
Dayofthefollowingmonth.
In case of “Termination”of Employee by the Employer the wages shall be paid before the
expiry of the Second working day from the Date of Termination “DOT”.
DeductionfromWages:-TheMaximumDeductioncanbe50%ofMonthlywages,
However,maximumdeductionupto75%ispermissibleifdeductionispartlymadeforpayment
toCo-operativeSociety.[section7].DeductiononAccountofAbsenceofDuty,Fines,House
AccommodationifprovidedbyOrganization,RecoveryofAdvance,Loansgiven,IncomeTax,
PF,ESIcontribution,LICpremium,amenitiesprovided,deductionbyorderofCourtetc.is
permitted.
DeducationofFines:-TheMaximaumdeducationasFinesfromWagesshouldnotexceed
03%duringthesamewageperiod.Itshouldberecoveredwithin90daysfromthedateitwas
imposed.RoecordofFinesshouldbemaintaininFineRegister(Form-II).

12. Guidelines @ Wages Act
ModeofWagesPayment:
AllwagesshallbepaidinCurrentCoinsorCurrencyNotesorinboth.
EmployerCanalsopaytheWageseitherbychequeorbycreditingtheWagesinEmployee‟s
BankAccountwithEmployee‟sAuthorizationinwritten.
WagescanbepaidonDaily,Weekly,FortnightlyorMonthlybasis,butwageperiodcannotbe
morethanamonth.MostOrganizationpreffredMonthlyPaymentbasis.
RecordsMaintainance:TheEmployerhastomaintainVariousRegisterundertheActi.e.
RegisterofFines(Form-II),RegisterofDeducation(Form-III),RegisterofAdvance(IX),
RegisterofWages(Form-IV&V),MusterRoll-cum-RegisterofWages(Form–VI)&Annual
Return(forAirTransportServices).AlltheabovementionedRegister&Recordsshallbe
maintainedup-to-date.Theattendanceoftheemployeeshallbemarkednotlaterthanonehour
afteremployeestartsworkfortheday.
PenaltytoEmployer:
On Conviction for any Offence & Again
Guilty of Contravention of same provision
Imprisonmentnotlessthanonemonth
Extendableuptosixmonthsandfinenotless
thanRs.2000,ExtendableuptoRs.15000.

13. Workmens‟ Compensation Act -1923
ObjectoftheAct:-ThisisanActtoprovideforthepaymentbycertainclassesof
Employerstotheirworkmen(Employee)ofcompensationforinjurybyaccident
duringthecourseofEmployment.TheActisapplicableallovertheIndia&came
intoforcew.e.f.01
st
July1924.
CoverageofEmployees:-AllEmployeesofAnyCategories/CapacityIrrespective
oftheirStatusorSalarieseitherDirectlyorhiredthroughContractororaperson
recruitedtoworkabroadfortheOrgazition.
Employer‟sLiability@Compensation:
IncaseofDeathorPersonalinjuryresultingintoTotalorPartialDisablmentor
OccupationalDiseasecausedtoaworkman/Employeebyaccidentarisingoutofand
duringthecourseofhisemployment,hisEmployershallbeliabletopay
compensationundertheAct.

14. Guidelines @ Compensation Act
EmployerShallnotbesoLiable:
InRespectofAnyInjurywhichdoesnotResultintheTotalorPartialDisablementofthe
WorkmanforaPeriodExceedingThree(03)days.
InRespectofAnyinjury,notresultinginDeathorPermanentTotalDisablement(PTD),
causedbyanAccidentwhichisdirectlyattributableto;
(i)TheWorkmanhavingbeenatthetimethereofundertheInfluenceofDrinkorDrugs.
(ii)TheWilfulDisobedienceofWorkmantoanorderexpresslygiven,oravoidingsaftyguidilines.
(iii)TheWilfulRemovalorDisregardbytheworkmanofanysafetyguardduringOn-Duty.
PaymentofCompensationAmount:
InCaseofDeathofaWorkmanResultsfromtheInjuryduringtheEmployment.Minimum
CompensationforDeathundertheActisRs:-120000/-oranamountequalto50%(Fiftyper
cent)oftheMonthlywagesoftheWorkman‟smultipliedbytherelevantfactor,whichever
ishigher.(SubjecttoMax.Rs:-8000/-permonthw.e.f.31stMay2010oraspertheMinimum
RatesofwagesoftheState.).
InCaseofPermanentTotalDisablement(PTD)ofaWorkmanResultsfromtheInjury.
MinimumCompensationforPTDundertheActisRs:-140000/-oranamountequalto60%
(Sixtypercent)oftheMonthlywagesoftheInjuredworkman‟smultipliedbytherelevant
factor,whicheverishigher.

15. Guidelines @ Compensation Act
Calculation@CompensationAmount:-CompletelyDependsontheAge:-HighertheAge–
LowertheCompensationAmount.FindouttheRelevantfactorspecifiedinScheduleIVgiving
slabsdependingupontheageoftheconcernedworkman.
Example:IncaseofDeath.
MonthlyWages@Rs:-7700/-,AgeofWorkman:-35Yrs.,RelevantFactoris:-197.06,
ThenCompensationAmtRs:-(50%ofRs:-7700/-*197.06)=Rs:-758681/-
AsitshigherthenMin.CompensationRs:-120000/-,soCompensationAmt.Rs:-758681/-.
IncaseofTotalDisablement(PTD)=(60%ofRs:-7700/-*197.06)=Rs:-910417/-
PermanentPartialDisablement=(%asperScheduleIIof7700/-*RelevantFactor)
TemporaryDisablement=AHalfMonthlyPayment,equalto25%ofMonthlywages.
FuneralExpenses:-EmployershallDepositRs:-2500/-totheCommissionerforthepayment
toEldestDependantoftheWorkman.
ReportofAccidentunderRule11FormEE-ReportofFatalAccidentandSeriousInjury
within7daystotheCommissioner(notapplicationwhenESIActapplies).{Sec-10B}
PenaltytoEmployer:-IncaseofEmployerfounddefaulterthenEmployerhastopay50%of
theCompensationAmount+InteresttotheWorkmanorhisDependentsasthecasemaybe.
{Sec-4A}

16. The Factories Act -1948
ApplicabilityoftheAct:
AnypremiseswhereonTen(10)ormorepersonswiththeAidofPowerorTwenty(20)or
moreWorkerswereworkingwithoutAidofPoweronanydaypreceding12months,wherein
Manufacturingprocessisbeingcarriedon.ItextendstowholeofIndiaandCoversall
Manufacturingprocesses&Establishmentsfallingwithinthedefinitionof“Factory”Sec.2(ii).
ObjectiveoftheAct:
ThisActhasbeencomeintoforcetoConsolidateandAmendtheLawRegulatingtheWorkers
workinginthefactories.ToensuretheSafeguardtheinterestofworkersandProtectthemfrom
exploitation,theActprescribescertainstandardswithregardtoSafety,WelfareandWorking
Hoursofworkers,apartfromotherprovisions.
HistoryofFactoryAct:
TheFactoriesAct1948wasan“ActofParliament”passedinthe“UnitedKingdom”bythe
LabourGovernmentofClementAttlee.Itwaspassedwiththeintentionofsafeguardingthe
healthofworkers.Itextendedtheagelimitsforthemedicalexaminationofpersonsentering
factoryemployment,whilealsoincludingmaleworkersintheregulationsforprovidingseats
andissuingextensivenewbuildingregulations.

17. Duties of Employer under the Act:
TheFactoryshouldbekeptCleanalways.[Section11].AllMachineryshouldbeproperlyFencedtoprotect
WorkerswhenMachineryisinMotion.[Sec-21to27].
ThereshouldbearrangementtoDisposeofWastesand
effluents.[Section12].
HoistsandLiftsshouldbeingoodcondition&tested
Periodically.[Sec-28&29].
ReasonableTemperatureforComfortofemployees
shouldbeMaintained.[Section13].
Pressureofplantsshouldbecheckasperrules.[Sec-31].
Dust&Fumesshouldbecontrolledbelowpermissible
limits.[Section14].
Floor,Stairs&Meansofaccessshouldbeofsound
construction&freeformobstructions.[Sec-32].
ArtificialHumidificationshouldbeatprescribed
standardlevel.[Section15].
SafetyappliancesforEyes,DangerousDusts,Gas,
Fumesshouldbeprovided.[Sec-35&36].
Overcrowdingshouldbeavoided.[Section16]. WorkershouldnotMisuseanyappliance,Convenience
orOtherthingsprovided.[Sec-111].
AdequateLighting,DrinkingWater,Latrines,Urinals&
Spittoonsshouldbeprovided.[Sections17to19].
InCaseofHazardoussubstances,AdditionalSafety
Measureshavebeenprescribed.[Sec-41Ato41H].
AdequateSpittoonsshouldbeprovided.[Section20]. AdequateFireFightingEquipmentshouldbeavailable.
[Section38].
ProperVantilationforAir&LightinsidetheFactory
Building
SafetyOfficershouldbeappointedifnumberof
workersinfactoryare1,000ormore.[Sec-40B].

18. Duties of Employer under the Act:
WelfareofEmployee:
AdequateFacilitiesforWashing,Sitting,StoringofclothsduringOffWorkinghours.[Sec-42].
IfaworkerhastoworkinStandingPosition,SittingArrangementtotakeShortRests.[Sec-44].
AdequateFirstAidBoxesshallbeprovided&Maintainedwithallrequiredmedicines.[Sec-45].
FacilitiesforLargeFactories:
AmbulanceRoomif500orMoreWorkersareEmployedintheFactory.
Canteenif250orMoreworkersareemployed.[Sec-46].
RestRooms/ShelterswithDrinkingWaterwhen150orMoreworkmenareEmployed.[Sec-47]
Crèchesif30orMoreWomenworkersareemployed.[Sec-48]
Fulltime“WelfareOfficer”iffactoryEmploys500orMoreworkers[Sec-49]
WorkingHoursundertheAct:
TheMaximumWorkinghourscan‟tbemorethen48Hoursinaweek.[Sec-51].
TheMaximumDailyWorkingHourscan‟tbemorethen09Hours.[Sec-54].
OneWeeklyHolidayisCompulsorywhichisSunday.IfEmployeeworksonSunday,thenheshould
CompenstewithanyOtherdayoftheWeek.[Sec-52(1)].
AtleastHalfanhourRestshouldbeprovidedafter5hoursofwork.[Sec-55].
Totalperiodofworkinclusiveofrestintervalcannotbemorethan10.5hours.[Sec-56].
AWorkershouldbegivenaWeeklyHoliday.OverlappingofShiftsisnotPermitted.[Sec-58].
NoticeofPeriodofWorkshouldbedisplayed.[Sec-61].

19. Guidelines @ Factories Act
OvertimeWagesundertheAct:-
IfaWorkerworksbeyond09hoursadayor48hoursaweek,OvertimeWagesareDoubletheRateof
Wagesarepayable.[Sec-59(1)].
AWorkmancannotworkintwofactories.ThereisRestrictiononDoubleEmployment.[Sec-60].
However,OvertimeWagesarenotPayablewhentheWorkerisonTour.
TotalWorkingHoursincludingOvertimeshouldnotexceed60HoursinaweekandTotalOvertimeHours
inaquartershouldnotexceed50Hours.Registerofovertimeshouldbemaintained.
EmploymentofYoungPersons:-AnyChildbelowageof14Yrscan‟tbeemployed.[Section
67].Childabove14butbelow15yearsofagecanbeemployedonlyfor4.5hoursperday.
[Section71].Heshouldbecertifiedfitbyacertifyingsurgeon.[Section68].Hecannotbe
employedduringnightbetween10pmto6am.[Sec-71].
AnnualLeave:-AWorkerhavingworkedfor240days@OneDayLeaveforevery20days&
foraChildOneDayLeaveforworkingof15days.Accumulationofleavefor30days.[Section
–79]
DisplayonNoticeBoard:-ANoticeContainingAbstractoftheFactoriesAct&theRules
madethereunder,withName&AddressofFactoriesInspector&CertifyingSurgeonin
English&RegionalLanguageshouldbedisplayedonNoticeBoard.[Sec-108(1)].

20. Guidelines @ Factories Act
NoticeofAccidents,DiseasesEtc.,:-
NoticeofAnyAccidentcausingDisablementofmorethan48hours,DangerousOccurrences&
anyworkercontactingOccupationalDiseaseshouldbeinformedtoFactoriesInspector.[Sec-
88].NoticeofDangerousOccurrences&SpecifiedDiseasesshouldbegiven.[Sec-88A&89].
ObligationRegardingHazardousProcesses:-
Informationabouthazardoussubstances/processesshouldbegiven.WorkersandGeneral
PublicinvicinityshouldbeinformedaboutDangers&HealthHazards.SafetyMeasures&
Emergencyplanshouldbeready.SafetyCommitteeshouldbeappointed.
PenaltiestotheEmployer:-
IfthereisAnyContraventionofanyoftheProvisionsofthisActoranyRules,“Employer&
Manager”willbePunishablewithImprisonmentupto2yearsorfineuptoRs:-1,00,000or
both.(Section–92).PleasecheckthePenaltiesChartforvariouscontraventionundertheAct.

21. The Industrial Disputes Act -1947
ObjectiveoftheAct:-TheMainObjectiveoftheActtomakeProvisionfortheInvestigation&
Settlementof“IndustrialDisputes”betweenEmployer&Employee,andforcertainother
purposes.ThisActextendstothewholeofIndia,w.e.f.01stApril,1947.
DefinationoftheFollowing:
Industry:-HasattainedwiderMeaningthanDefinedexceptforDomesticEmployment,coversfromBarber
shopstoBigSteelcompanies.[Sec-02(I)].
WorksCommittee:-JointCommitteewithequalnumberofEmployers&Employees‟Representativesfor
discussionofcertaincommonproblems.[Sec-03]
Conciliation:-IsanattemptbyaThirdPartyinhelpingtosettlethedisputes.[Sec-04]
Adjudication:-LabourCourt,IndustrialorNationalTribunaltoHear&DecideDispute.[Sec7,7A&7B].
PowerofLabourCourttogiveAppropriateRelief:-LabourCourt/IndustrialTribunalcan
ModifythePunishmentofDismissalorDischargeofWorkmen&giveAppropriateRelief
includingReinstatement.[Sec.-11A]
RightofaWorkmanduringPendencyofProceedingsinHighCourt:-EmployerhastoPay
lastdrawnWagestoReinstatedworkmanwhenproceedingschallengingtheawardofhis
ReinstatementarependingintheHigherCourts.[Sec-17B]

22. Guidelines @ Industrail Disputes Act
PersonsBoundbySettlement:-WhenintheCourseofConciliationproceedingsetc.,all
PersonsWorkingorJoiningsubsequently.OtherwisethaninCourseofSettlementuponthe
partiestotheSettlement.[Sec-18]
PeriodofOperationofSettlements&Awards:-ASettlementforaperiodasAgreedbythe
Parties,orPeriodofSixMonthsonsigningofSettlement.Anawardforoneyearafterits
enforcement.[Sec-19]
Layoff&PaymentofCompensation:-Failure,RefusalorInabilityofanEmployertoProvide
workDueto:-ShortageofCoal,PowerorRawMaterial,AccumulationofStocks,Breakdownof
Machinery&NaturalCalamity.[Sec.25-C].
NoticeofChange:-IncaseofanychangeabouttheConditionsofServicetheEmployerhasto
give21dayspriorNoticetotheEmployee,asprovidedinIVSchedule.[Sec.9A].
PriorPermissionforLayoff:-Whentherearemorethan100workmenduringproceeding
12months.[Sec.25-M]

23. Guidelines @ Industrail Disputes Act
ProhibitionofStrikes&LockOuts:
WithoutGivingtotheEmployerNoticeofStrike,withinSixweeksbeforeStriking.
WithinFourteendaysofgivingsuchnotice.
BeforetheExpiryoftheDateofStrikespecifiedinanysuchNoticeasaforesaid.
DuringthePendencyofanyConciliationProceedingsbeforeaConciliationOfficer&Sevendaysafterthe
conclusionofsuchproceedings.
DuringthePendencyofConciliationProceedingsbeforeaBoard&SevendaysaftertheConclusionof
suchProceedings.
DuringthePendencyofProceedingsbeforeaLabourCourt,IndustrailorNationalTribunal.
DuringthePendencyofArbitrationProceedingsbeforeanArbitratorandTwoMonthsaftertheConclusion
ofsuchProceedings,whereaNotificationhasbeenissuedunderSub-Section(3A)ofsection10A.
DuringanyperiodinwhichaSettlementorAwardisinOperation,inRespectofanyoftheMatterscovered
bytheSettlementorAward.[Sec–22&23]
RetrenchmentofWorkmenCompensation&Conditions:
Workmanmusthaveworkedfor240days.
RetrenchmentCompensation@15days‟wagesforeveryyear.
OneMonth‟sNoticeorWagesinlieuthereof.
ReasonsforRetrenchment.
ComplyingwithPrincipleof“LastcomeFirstgo”.
SendingFormPtoLabourAuthorities.

24. Employees PF & MP Act, 1952 ???
Obejectives&MissionStatement:-TheMissionofEPFO,istoExtendtheReachandquality
ofpubliclymanagedOld-ageIncomeSecurityprogramsthroughconsistentandever-improving
standardsofcomplianceandbenefitdeliveryinamannerthatwinstheapprovalandconfidence
ofIndians.TheEPF&MPAct,1952wasenactedbyParliamentandcameintoforcew.e.f.04
th
March,1952.Presently,thefollowingthreeschemesareinoperationundertheAct:
Employees‟ProvidentFundScheme,1952.,
Employees‟DepositLinkedInsuranceScheme,1976.
Employees‟PensionScheme,1995.(replacingtheFamilyPensionScheme,1971).
**TheEmployees'ProvidentFundOrganization,India,isoneofthelargestprovidentfundinstitutionsinthe
worldintermsofmembersandvolumeoffinancialtransactionsthatithasbeencarryingon.
ApplicabilityoftheAct:-UnderSection-1(3),EveryFactoriesorEstablishmentsEmploying20
(Twenty)orMorePersonsfromtheDateofitsSetuparecoveredundertheAct.Cinema
Theatresemploying05(Five)ormorePersonsarecoveredundertheAct.
“GovernmentofIndia”aftergivingtwo-monthsnoticemayapplytheprovisionsofthisActto
Establishmentswherelessthan20(Twenty)personsareemployed.ThisActappliestothewhole
India,(exceptJammu&Kashmir).Anyestablishmentemployingevenlessthan20personscan
becoveredvoluntarilyu/s1(4)oftheAct.
**TheexistingWagesceilinglimitforcoverageundertheAct,isRs.6,500/-(Basic+DA)permonthW.e.f:-
01stJune2001,earlieritwasRs:-5000/-.

25. Guidelines @ EPF & MP Act
Employees‟DepositLinkedInsuranceScheme,1976:-EDLIisbasicallyan“LifeInsurance”
forallcoveredemployeesunderEPF&MPAct,since-1976.HereDepositmeansaverage
DepositinEPF.WhenanEmployeedieswhileinservice,hisorherfamilywillgetsome
compensationbasedondepositinEPFAccount(Max.20monthswagesorRs:-130000/-w.e.f:-
May2010).Togettheclaim,theEmployerhastopay0.50%of(Basic+DA)asitsmonthly
premiumwithtotalcontributiononbehalfonEmployees.
Contribution&DueDate:
TotalMonthlyContribution:(Employee+Employer+EDLI+AdminCharges):
(12%+12%+050%+1.10%+0.01%)=25.61%of(Basic+DA).
TotalContribution(Employee‟s&Employer‟sshare)istobedepositedthroughOn-linesubmissionw.e.f.
April2012,ofMonthlyContributiontoEPFOwebsiteinrespctiveA/cNo:-01,2,10,21&22.&Amount
depositinfavorofSBIEPFA/Conorbefore15
th
dayoffollowingmonth.
BenefitsofEPFScheme1948:-Retirement,MedicalCare,Housing,FamilyObligations,
EducationofChildren&FinancingofInsurancePolicy
BenefitsofPensionScheme1995:-MonthlyMember‟sPensionScheme,Widow&Children
Pension,OrphanPension,ReducedPension&DisablementPension.
PenaltiesundertheAct:
Lessthen2months:-@17%p.a.ontotaldueContribution.
02months&above,butlessthenupto04months:-@22%p.a.
04months&above,butlessthenupto06months:-@27%p.a.
06months&above:-@37%p.a.ontotalduecontribution.

26. Forms for Employer
“PerformaRegistrationForm”toRegister
theOrganizationundertheEPFAct.
Form-5A,fordetailsof“Directors/
Proprietors”oftheOrganization.
Form-9,forallCoveredEmployeeDetails
atthetimeofRegistration.
Form-11,DeclarationFormtofindthePF
EligibilityofNewJoinees.
Form-2,NominationFormwithdetailsof
Employees,Nominee&PFA/cNo.
“CombinedOnlineGeneratedChallan”
forSubmissionofPFContributiuon.In
OnlineprocessthereisNoNeedtofile
Monthly&AnnualReturntoEPFO.
Forms for Employee
Form-19:-WithdrawalFormfor
ProvidentFundAmount.
Form-10C:-WithdrawalFormfor
PensionSchemeAmount.
Form-13:-FormforTransferof
ProvidentFund/PensionSchemeinNew
PFAccount.
From-31:-FormforApplicationof
AdvancefromProvidentFund.
Form-20:-ApplicationFormfor
ProvidentFund(IncaseofEmployee‟sDeath).
Form-10D:-ApplicationFormfor
PensiontoNominee.(IncaseofEmployee‟sDeath).
Form-5(IF):-EDILClaimAmount
Form.(IncaseofEmployee‟sDeath).
Form–8:-ForChangetheNominee.
Form–ASR:-ToReceivetheClaim
chequesagainofSettleAccount.
(IncaseoffirstchequeRejectedbyBanktoEPFO)

27. Employees State Insurance Act -1948
MissionStatement:-ToProvideforCertainBenefitstoEmployeesincaseofSickness,
MaternityandEmploymentInjury&tomaketheProvisionsforRelatedMatters.
ObjectiveoftheAct:-TheESISchemeisanIntegratedMeasureof“SocialInsurance”come
totheLifethroughthe“Employees'StateInsuranceAct–1948”,andisDesignedto
completethetaskofProtecting„Employees'asdefinedintheESIAct–1948,againstthe
HazardsofSickness,Maternity,DisablementorDeathduetoEmploymentInjury&toprovide
fullMedicalCaretoInsuredPersons(IP)&theirFamilies.TheESIActisapplicableacrossthe
lengthandbreadthoftheIndia.
ApplicabilityoftheAct:
UnderSection-2(12)ofTheAct,ESIisapplicabletotheallFactoriesemploying10(Ten)orMore
PersonsirrespectiveofwhetherPowerisusedinprocessofManufacturingornot.
UnderSection-1(5)ofTheAct,theSchemehasbeenExtendedtoShops,Hotels,Restaurants,
CinemasincludingPreviewTheatre,RoadMotorTransportundertakings&Newspaper
Establishmentemploying20(Twenty)orMorepersons.
Further,UnderSection-1(5)oftheAct,theSchemehasbeenExtendedtoPrivateMedical&
EducationalInstitutionsemploying20(Twenty)orMorepersonsincertainStates.
TheExistingWage-LimitforCoverageundertheAct,isRs.15,000/-permonth.(Excluding
RemunerationforOvertime)w.e.f:-May01,2010.
“AtanAveragetheESICorporationmakes40LacsIndividualPaymentseachyearAmountingtoaboutRs.
300croresthroughitswidespreadnetworkofbranchOfficesintheimplementedareas”.

28. ESI Contribution
Employer's
contribution
(4.75% of gross
salary)
Employee's
contibution
(1.75% of gross
salary)
Total Esi
contributi
on (6.5%
of gross
salary)
Due Date, Contribution & Benefit Period
TheContribution‟sAmount(Employee‟s&
Employer‟sShare)istobeDepositedatStateBank
ofIndiathroughOnlineGeneratedChallanfrom
ESICWebsiteviaEmployer‟sID,onorbefore21
st
dayoffollowingmonth.
“Employers”coveredundertheESIAct,are
requiredtoPayContributiontowardstheschemeon
aMonthlybasis.ThereareTwoContribution
PeriodseachofSixMonthsandTwoCorresponding
BenefitPeriodsalsoofSixMonthsdurationlinked
witheachother.
Contribution Period Benefit Period
1
st
April to 30
th
Sep. 1
st
Jan to 30
th
June
(of the following year)
1
st
Oct to 31
st
Mar. 1
st
July to 31
st
Dec.
IP&hisfamilywillreceivetheMedical&Others
BenefitsofESIasperhisContributionduringthe
ContributionPeriodwithtotalcontributiondays
requiredforSpecificBenefits.

29. Guidelines @ ESI Act
BenefitsofESI:-MedicalBenefit,SicknessBenefit,MaternityBenefit,DisablementBenefit,
DependentsBenefit,FuneralExpenses&OthersBenefits.
ObligationoftheEmployers:
Deducate&DeposittheESIContributionwithOwnShareMonthly.
GeneratedtheTIC&HandovertoEmployeeforSmartCard.
SubmittheAccidentReportinForm–16within24hoursoftheAccident.
GrantLeavetoInsuredEmployeesonthebasisofSicknessCertificates.
RecordsMaintenance:
MaintaintheRegisterofEmployeesinForm-6(underReg.:-32).
MaintaintheAccidentBookinForm-11(underReg.:-66).
MaintaintheInspectionBook(underReg.:-102A).
MaintaintheForm–32ofContributionDetailsofEmployees.
FileallthecopiesofReturnofContribution,Challans,etc.
FilealltheGeneralCorrespondence&CopiesofAccidentReports.
DelayinContributionPayment RateofDamagesonDueAmount
i).Uptolessthan2months 05%
ii).2monthsandabovebutlessthan4months 10%
iii).4monthsandabovebutlessthan6months 15%
iv).6monthsandabove 25%

30. The Maternity Benefit Act -1961
“An act to Regulate the Employment of Women in certain Establishment for certain
period before and after Child-Birth & to provide for Maternity Benefit & Certain other
benefits”.
ObjectiveoftheAct:-
TheMaternityLeave&BenefitActistoProtecttheDignityofMotherhoodbyprovidingthe
Complete&HealthyCaretotheWomen&HerChild,whensheisnotabletoperformherduty
duetoherhealthcondition.Inthemordenworld,astheparticipationofWomenEmployeesis
growinginEveryIndustry,sotheneedoftheMaternityLeave&otherBenefitsarebecoming
increasinglycommon.
ApplicabilityoftheAct:-TheActextendstowholeofIndia.Inthefirstinstance,toevery
establishmentbeingaFactory,MineorPlantationinwhich10orMorepersonsareorwere
employedonanydayofthepreceding(12)Twelvemonths.(includinganysuchestablishment
belongingtoGovernment&toeveryestablishmentwhereinpersonsareemployedforthe
exhibitionofequestrian,acrobaticandotherperformances.exceptemployeescoveredunderthe
“ESIAct1948”.
RightofMaternityBenefit:-EveryPregnantworkingwomeninanyEstablishmentareEligible
forMaternityBenefit,providedtheyhaveServedintheEstablishmentforatleast80daysin(12)
Twelvemonthsbeforetheexpecteddateofdelivery.However,ifawomanisearninglessthan
Rs:-15,000/-shemaybeofferedESIschemebyheremployer&shewillreceivetheMaternity
BebefitunderESIScheme.

31. Guidelines @ Maternity Act
NoticetotheEmployer:-Ten(10)weeksbeforethedateofherexpecteddelivery,shemayask
theEmployertogiveherlightworkforaMonth.SheshouldgivewrittenNoticetothe
EmployeraboutSeven(07)weeksbeforethedateofherdeliverythatshewillbeonMaternity
LeaveforSixweeksbefore&afterherdelivery.
BenefitsundertheAct:-
LeavewithAveragePayforTwelveWeeks(03Mths),06weeksBefore&Afterthedelivery.
ShecantakethePayforthefirstSix(06)weeksbeforestartofMaternityleave.
ShewillgetPayfortheSix(06)weeksafterchild-birthwithin48hoursofRequest.
AMedicalBonusofRs.1,000/-,iftheEmployerdoesnotprovidefreeMedicalCare.
AnAdditionalleavewithpayuptoonemonthifthewomanshowsProofofIllness.
IncaseofMiscarriage,Six(06)weeksleavewithaveragepayw.e.f:-DateofMiscarriage.
ForTubectomyOperation:Leavewithwages@ofmaternitybenefitforaperiodof2weeks.
NodeductionfromNormal&UsualDailywagesofawomanentitledtomaternitybenefit.
LightworkforTen(10)weeksbeforethedateofherexpecteddelivery,ifsheasksforit.
TwoNursingbreaksinherdailyworkuntilthechildis(15)fifteenmonthsold.
NoDischargeorDismissalwhilesheisonMaternityLeave.(Section5)
NochargetoherDisadvantageinanyconditionsofheremployment.

32. Guidelines @ Maternity Act
UnderthisAct,“NoEmployer”canknowinglyemployawomaninhisestablishmentduring
theSixweeksfollowingthedayofherdeliveryorhermiscarriage.
DismissalduringAbsenceofPregnancy:-Whenawomanabsentsherselffromworkin
accordancewiththeprovisionsofthisAct,itshallbeunlawfulforherEmployerto
“DischargeorDismiss”herduringoronaccountofsuchabsence.
ForfeitureofMaternityBenefit:-IncaseofGrossMisconducttheEmployerinwrittencan
communicateaboutdeprivingsuchbenefit.Within60daysfromdateofdeprivationof
maternitybenefit,Womencanappealtotheauthorityprescribedbylaw.
AbstractofAct&Rules:-AnAbstractoftheProvisionsofthisAct&Rulesmadethereunder
inthelanguageorlanguagesofthelocalityshallbeexhibitedinaconspicuousplacebythe
EmployerinEstablishmentinwhichwomenareemployed.
RecordsManagment:-Everyemployershallprepareandmaintainsuchregisters,recordsand
muster-rollsandinsuchmannerasmaybeprescribedundertheMaternityAct.
PenaltyforContraventionofAct:-IfanyEmployerfailstopayanyamountofmaternity
benefittoawomanentitledunderthisActordischargesordismissessuchwomanduringoron
accountofherabsencefromworkinaccordancewiththeprovisionsofthisAct,theemployer
shallbepunishablewithimprisonmentwhichshallnotbelessthan(03)threemonthsbut
whichmayextendto(01)oneyearandwithfinewhichshallnotbelessthanRs:-2000/-,
whichmayextendtoRs:-5000/-.

33. Payment of Bonus Act –1965
ObjectiveoftheAct:-AnActtoProvideforthe“PaymentofBonus”toPersonsemployedin
certainEstablishmentsonthebasisofProfitsoronthebasisofProductionorProductivity&for
mattersconnectedtherewith.
HistoryofBonus:-“Bonus”isreallyaRewardforGoodworkorShareofProfitoftheunit
wheretheEmployeeisworking.ThepracticeofPayingBonusinIndiaappearstohave
Originatedduring1
st
WorldWarwhencertaintextilemillsgranted10%ofwagesasWar
Bonustotheirworkersin1917.IncertaincasesofIndustrialDisputesDemandforPaymentof
Bonuswasalsoincluded.In1950,theFullBenchoftheLabourAppellateevolvedaformulafor
determinationofbonus.
ApplicabilityoftheAct:-TheActisapplicabletoanyFactoryemploying10orMorepersons
whereanyprocessingiscarriedoutwithAidofPower&alsotoOtherEstablishments
(establishedforpurposeofprofit)employing20orMorepersons.ThisActextendstothewhole
ofIndia,w.e.f–1965.
EligibilityforBonus:-EveryEmployeesdrawingwagesuptoRs:-10000/-,shallbeentitledfor
Bonuswithminimum30(Thirty)DaysworkedperformedbyEmployeeduringtheAccounting
period.{Sec–08}.

34. Guidelines @ Bonus Act
DisqualificationforBonus:-AnEmployeeshallbeDisqualifiedfromReceivingtheBonus
underthisAct,ifheisDismissedfromservicefor“Fraud,RiotousorViolentBehaviour”
whileonthePremisesoftheEstablishment;orTheft,MisappropriationorSabotageofany
PropertyoftheEstablishment.
PaymentRate&CalculationofBonus:
PaymentRate@Bonus:Minimum8.33%&Maximumupto20%ofthesalaryorRs.100(on
completionof5yearsafter1
st
AccountingyearevenifthereisNoprofit).{Sec.10.}
ForCalculationpurposesRs:-3500/-permonthmaximumwillbetakenevenifanEmployeeis
drawinguptoRs:-3500/-permonth.(Sec.12)
TimeLimitforPaymentofBonus:Within08MonthsfromtheCloseofAccountingyear.
MostlyOrganizationpaidtheBonusbeforetheDiwali(Sec.19)
Computationofgrossprofits:Forbankingcompany,asperSchedule-I.Others,asper
Second-II
Set-offandSet-on:AsperScheduleIV.Sec.15
SubmissionofReturn:InFormDtotheinspectorwithin30daysoftheexpiryoftimelimit
underSection19.Rule5

35. Guidelines @ Bonus Act
MaintenanceofRegisters:
MaintainaRegistershowingthecomputationoftheallocableSurplusreferredtoinclause
(4)ofsection2,inFormA.
MaintainaRegistershowingtheSet-on&Set-offoftheallocableSurplus,undersection15,
inFormB.
MaintainaRegistershowingtheDetailsoftheAmountofBonusduetoeachofthe
Employees,thedeductionsundersection17&18andtheamountactuallydisbursed,in
FormC.Sec.26,Rule4
RightsofEmployee:
RighttoClaimBonusPayableundertheAct&tomakeanApplicationtotheGovernment,
fortherecoveryofBonusdue&unpaidbyEmployer,withinoneyear.
EmployeehastheRighttoreferanyDisputetotheLabourCourt/Tribunal.
RighttoSeekClarification&ObtaininformationfromaccountsoftheEstablishment.
TheBonusActis“NotApplicable”tocertainEmployeesofLIC,GeneralInsurance,DockYards,RedCross,
Universities&EducationalInstitutions,ChambersofCommerce,SocialWelfareInstitutions&Building
Contractors,etc.{Sec.32}.
PenaltyundertheAct:-ForContraventionoftheprovisionsoftheActorRulesthePenaltyisImprisonment
upto6months,orfineuptoRs:-1000,orboth.
ForFailuretoComplywiththedirectionsorrequisitionsmadethepenaltyisImprisonmentupto6months,or
fineuptoRs:-1000,orboth.

36. Payment of Gratuity Act -1972
ObjectiveoftheAct:-AnacttoProvideforaSchemeforthePaymentofGratuityto
Employeesengagedin“Factories,Mines,Oilfields,Plantations,Ports,RailwayCompanies,
ShopsorOtherEstablishments”andformattersconnectedtherewithorincidentalthereto,sofar
asitRelatesto“Ports&Plantations”itdoesnotapplytotheStateofJammuandKashmir.This
ActExtendstothewholeofIndia.
ApplicabilityoftheAct:-TheActshallapplytoEvery“Factory,Mine,Oilfield,Plantation,
Port,RailwayCompanies,EveryShoporEstablishmentwithintheMeaningofanyLawforthe
timebeinginforceinRelationtoShops&EstablishmentsinaState,inwhichTen(10)orMore
personsareemployed,orwereemployed,onanydayofthepreceding01year.TheActis
applicableto“AllEmployees”,irrespectiveofthesalary.
MeaningofGratuity:-The“PaymentofGratuityAct1972”isaSocialSecurityenactment.It
isderivedfromtheword“Gratuitous”whichmeans„Gift‟or„Present‟.“TheGratuity”isa
LumpSumPaymenttoEmployeewhenhe/sheRetiresorLeavestheService.ItisBasicallya
“RetirementBenefit”toanEmployeeso,thathe/shecanLiveLifeComfortablyafter
Retirement.However,underthe“GratuityAct”,gratuityispayableeventoanemployeewho
Resignsaftercompletingatleast“5years”ofservice.Incaseuninterruptedcontinuousservice
of„04years&240days‟alsobeconsiderforGratuityPayment.

37. Guidelines @ Gratuity Act
EmployeesEligibleforGratuity:-“Employee”meansanyPerson(otherthanApprentice)
employedonwagesinanyEstablishment,Factory,Mine,Oilfield,Plantation,Port,Railway
CompanyorShop,todoanySkilled,Semi-skilledorUnskilled,Manual,Supervisory,Technical
orClericalwork,whethertermsofsuchEmploymentareexpressorimplied,andwhethersuch
PersonisEmployedinaManagerialorAdministrativecapacity.
TimeofGratuityPayment:-GratuityisPayabletoaPersonon(a)Resignation(b)Termination
onaccountofDeathorDisablementduetoAccidentorDisease(c)Retirement(d)Death.
Normally,GratuityispayableonlyafteranEmployeecompletesFiveYearsofContinuous
service.“IncaseofDeathandDisablement,theconditionofminimum5years‟serviceisnot
applicable”.[Section4(1)].
AmountofGratuityPayable:-GratuityisPayable@15dayswagesforEveryyearof
Completedservice.Inthelastyearofservice,iftheemployeehascompletedmorethan6
months,itwillbetreatedasfullyearforpurposeofgratuity.“IncaseofseasonalEstablishment,
GratuityisPayable@7dayswagesforeachseason.”[Section4(2)].
“Wages”shallconsistofBasicplusD.A,asperLastdrawnsalary.However,allowanceslike
Bonus,Commission,HRA,Overtimeetc.arenottobeconsideredforcalculationsofGratuity
PayableAmount.[Section2(s)].

38. Guidelines @ Gratuity Act
MaximumGratuity:-TheMaximumGratuityLimitasperSection4(3)hasbeenraisedfrom
“3.5lakhsto10lakhs”.ThiswillgiveadvantagetobothPrivate&Publicsectoremployees.
CompulsoryInsuranceforGratuityLiability:-EveryEmployerhastoObtainanInsurancein
themannerprescribed,forhisLiabilityforpaymenttowardstheGratuityunderthisAct,from
theLifeInsuranceCorporationofIndiaestablishedundertheLICofIndiaAct,1956(31of
1956)oranyOtherprescribedInsureroftheCountry.
NominationundertheAct:-EachEmployeewhohascompletedoneyearofserviceisrequired
tomakeanominationforthepurposesofgratuityincaseofhisdeath.Therecanbemorethan
onenomineein–“FormF”.Nomineesmaybechangedatanytimebytheemployee,bygiving
awrittennoticetotheemployer.(FormH).
Payment@Gratuity:-LastDrawnBasicSalary+DA*15*TotalServicePeriod
26Days
ForfeitureofGratuity:-Gratuitycanbeforfeited{Sec4(6)}whereanemployeehasbeenterminated:(A)
Foranyact,willfulomissionornegligencecausinganydamageorlosstoordestructionofanyproperty
belongingtotheemployer.
(B)Forriotousordisorderlyconductoranyactofviolenceonhispart.
(C)Foranyactwhichconstitutesanoffenceinvolvingmoralturpitude,providedtheoffencehasbeen
committedbyhiminthecourseofhisemployment.