Madhu.T.K
Industrial Relations And Labour Laws
+3 Others

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can any one provide complete information about Labour Laws in Detail for Andhra Pradesh.
From India, Hyderabad
Dear Lonecruisader
Read Industrial & Labour legislation of P.B. Malik for Acts
Go through Factory Rules of Andhra pradesh _ www.factories.ap.gov.in
For labour info:Labour Department, Govt A.P,Minimum Rates of wages in Andhra Pradesh,Online Registration & Renewals,Labour Welfare Schemes in A.P
Read AP shops & establishments Act if ur dealing with Services /teritory sector/shops&establishments
Impossible is Nothing!........................only u waana do it
Regards
Kalyan

From India, Jaipur
DEAR ALL,
I AM WORKING FOR AN ORGANISATION WHOSE PROUCTION ACTIVITY CLOSED IN 1998 WE HAVE SURRENDER OUR PF TRUST, GIVEN VRS TO WORKERS.AND NOW WE DON’T HAVE ANY RECORD WITH US. PLS LET ME KNOW FOR HOW MANY YEARS WE HAVE TO RETAIN RECORDS RELATING WORKERS?
KINDLY LET ME KNOW MY EMAIL ID
i

From India, Mumbai
Hello
Crtejaswini

Please go through KARNATAKA factory rules as if u belongs to it
Reference:
AP FACORY RULES 1950_CHAPTER V
RULE PRESCRIBED UNDER SECTION 49

76-B. Welfare Officers
(1) Number of Welfare Officers:- The occupier of every factory where 500 or more workers, are employed, shall appoint at least one Welfare Officer:
Provided that where a group of factories in close proximity belong to the same management, the Chief Inspector may exempt the said factories from this rule in so far as it requires the appointment of a separate Welfare
Officer in respect of each such factory subject to such conditions as he may impose:
Provided further that where the number of workers exceeds, 2,000 one additional Welfare Officer shall be appointed for every additional 2,000 workers or fraction thereof over 500; and where there are more than one Welfare Officer, one of them shall be called the Chief Welfare Officer and the others Assistant Welfare Officers.
(2) Qualifications..- A person shall not be eligible for appointment as Welfare Officer unless he possesses-
(a) a Degree in Arts/Science/Commerce or in Law of any University;
(b) a Degree or Diploma in Industrial Relations and Personnel Management covering Labour Welfare, as special subject, of not less than two years duration, conducted or recognised by a University of the State of Andhra Pradesh, Provided that the one year Post Graduate Diploma Course in Industrial Relations and Personnel Management awarded by the Osmania University, Hyderabad upto the academic year 1991-92 shall be treated as recognised and equivalent qualification to the Diploma in Industrial Relations and Personnel Management covering Labour Welfare, and
(c) adequate knowledge of Telugu Language,
Provided that the State Government may grant exemption in suitable cases from the condition of possessing the qualification of a Degree or a Diploma in Social Science from a recognised Institution.
(3) Recruitment of Welfare Officers
(i) The post of Welfare Officer shall be advertised in two newspapers having a wide circulation in the State, one of which should be an English newspaper.
(ii) Selection for appointment of the post of Welfare Officer shall be made from among the candidates applying for the post by a committee appointed by the occupier of the factory.
(iii) The appointment when made shall be notified by the occupier to the Chief Inspector giving the details of the qualifications, age, pay, previous experience and other relevant particulars of the
Officer appointed and the terms and conditions of his service.
(iv) The required number of Welfare Officers shall be appointed within 120 days from the date on which such appointments are due to be made under sub-rule (1) of Rule 76-B or from the date of resignation/ dismissal /termination of services of any Welfare Officer.
TOP
(4) Conditions of service of Welfare Officers
(i) Welfare Officers shall be given appropriate status corresponding to the status of a member of the Executive Staff of the Factory and shall be fixed in a scale of pay which shall not be less than,-
(a) Rs. 4400-8700-Revised Scale of 1993 (Plus such allowances as applicable to similar pay scale) obtaining in the concerned factory/ establishment in the case of Chief Welfare Officer; and
(b) Rs.3110-6380-Revised scale of 1993 (Plus such allowances as applicable to similar pay scale) obtaining in the concerned factory/ establishment in the case of Welfare Officer.
(ii) The conditions of service of Welfare Officer shall be the same as those of the other members of the executive staff of corresponding status in the factory.
(iii) The services of a Welfare Officer shall not be dispensed with, nor he shall be reverted, without the written concurrence of the Director of Factories, Hyderabad who shall record reasons therefor.
(iv) No punishment such as withholding of increments, including stoppage at any efficiency bar, reduction to a lower stage in the time scale, suspension dismissal or termination of service, except censure shall be imposed by the management on a Welfare Officer, except with the previous concurrence of the Director of Factories.
(v) A Welfare Officer, who has been dismissed from service or whose services have been terminated in any other manner than as provided in clause (iv) above may within 30 days from the date of receipt of the order by him, appeal to the State Government against the order of punishment made by the management with the concurrence of the Director of Factories and the decision of the State Government thereon shall be final :
Provided that when the management terminates the service or probation of a Welfare Officer the reasons for such a termination of service or probation shall be reported to the State Government or such authority, as may be, empowered by them in this behalf.
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(5) Duties of Welfare Officers:- The duties of a Welfare Officer sing be-
(i) to establish contacts and hold consultations with a view to maintaining harmonious relations between the factory management and workers
(ii) to bring to the notice of factory management, the grievances of workers, individual as well as collective, with a view to securing their expeditious redress and to act as a Liaison Officer between
the management and labour
(iii) to study and understand the point of view of labour in order to help the factory management to shape and formulate labour policies and to interpret these policies to the workers in language they can understand
(iv) to advise on the fulfilment by the concerned departments of the factory management of obligations statutory or otherwise concerning the application of the provisions of the Factories Act, 1948 and the rules made thereunder and to establish liaison with the Inspector of Factories, and the medical services concerning medical examination of employees, health records, supervision of hazardous jobs, sick visiting and convalescence, accident prevention and supervision of safety committees, systematic plant inspection, safety education, investigation of accidents, maternity benefits and workmen's compensation;
(v) to advise on fulfilment by the management and the concerned departments of the factory of their obligations, statutory or otherwise, concerning regulation of working hours, maternity benefit, compensation for injuries and sickness and other welfare and social benefit measures ;
(vi) to advise and assist the management in the fulfilment of its obligations, statutory or otherwise concerning prevention of personal injuries and maintaining a safe work environment, in such factories where a Safety Officer is not required to be appointed under the enabling provisions under Section 40-B
(vii) to encourage the fonnation of works and joint production committees, co-operative societies, and welfare committees and to supervise their work
(viii) to encourage provision of amenities such as canteens, shelters for rest, creches, adequate latrine facilities, ~rig water, sickness and benevolent scheme payments, pension and superannuation funds, gratuity, payments, granting of loans and legal advice to workers
(ix) to help the factory management in regulating the grant of leave with wages and explain to workers the provisions relating to leave with wages and other leave privileges and to guide the workers in the matter of submission of applications for regulating authorised absence;
(x) to advise on provision of welfare facilities such as housing facilities food-stuffs, social and recreational facilities and sanitation and on individual personal problems and on the education of children;
(xi) to advise the factory management on questions relating to training of new starters, apprentices, workers on transfer and promotion, instructors and supervisors; supervision and control of
notice board and information bulletins; to further the education of workers and encourage their attendance at technical institutes;
(xii) to suggest measures which will serve to raise the standard of living of workers and in general, promote their well being;
(xiii) Welfare Officers not to deal with disciplinary cases or appear on behalf of the management against workers.,- No Welfare Officer shall deal with any disciplinary case against a worker or
appear before a conciliation office, or in a Court or Tribunal on behalf of the Factory management against any worker or workers.
(6) Powers of exemption:- The State Government may by notification in the Official Gazette exempt any factory or class or description of factories from the operation of all or any of the provisions of this Rule subject to
compliance with such alternative arrangements, as may be approved by the State Government.

Regards
kalyan

From India, Jaipur
Can any one tell if the employer is not paying for the extra hours worked by the employeefor many days.What help can a employee get from the labour department.
From India, Hyderabad
HI dear friend
Labour laws are classified in to two
1. Labour welfare
2. Social Security
Labou welfare laws are to increase standard of living and to promote well being of an individual and his family and society,
In such laws employee need not to pay any contribution from his side for ex: Maternity Benefit act, Gratuity act etc
Social security is to help an individual and his family and society when mets certain insecurities in life in this employees has to pay their part of contributions, for ex: ESI , PF acts
The main object of Labour Law is to promote well being and to increase standard of living of an individual, family and society........
I hope this will be useful
Vasanth

From India, Bangalore
Search in Labour and Employee Relations itself, you will get it. I had posted a PPT on Labour Laws just a couple of weeks back. Similarly some MCQs on labour enactments are also available. Please get it.
Regards,
Madhu.T.K

From India, Kannur
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