Industrial Relations And Labour Laws
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Thread Started by #rajmore22

Dear All
Ours is a manufacturing unit and we are since 18 years. We were not having a female employee in our organization before but with the new policy we are recruiting Female employees henceforth.
I we have been following all acts and laws, only thing now after recruiting the female employee what do i have to do ? What procedures i have to follow by informing to which dept. ( Labour / Factory inspt ). any forms i have to fill up.
Request you to guide me.
Thanks in advance
10th August 2011 From India
For recruiting female employees no approval of any kind is required. Only thing is that when you have female employed, the Maternity Benefit Act will become applicable to you though the claim for maternity benefits will start only later (since for eligibility one has to be in service for at least 80 days) Similarly, you are not supposed to discriminate female from male while fixing salary, granting of promotions etc as per Equal Remuneration Act. Again, female employees should not be asked to work during night unless your kind of industry is exempted from this provision and if so also you have to engage them in groups only.
10th August 2011 From India, Kannur
Dear Raj
I second the guidance given by Mr. Madhu T.K. Further I would like to tell you few more necessities, i.e., Toilet Facilities, Rest room/creach facility for their breast feeding kids,
For further details I am enclosing the Maternity Benefit Act, 1961 for your easy reference. Refer the Act and make necessary Formats, Registers and further you can start forwarding the returns as required by the authorities.
All the best
10th August 2011 From India, Kumbakonam

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File Type: doc Maternity Benefit Act 1961.doc (108.0 KB, 933 views)

Hi Raj,

Thats good that you are ready to employ Women/Female employee but there is nothing to be worry about and Mr. Bhaskar has also give you a doc which will help you in this regard.

Well basically the same prescriptions will apply to recruiting female workers that will apply to recruiting male workers because the things you are doing for Male employees have to do for Female employees though there are few guidelines that you have to follow which are laid down by the Govt/ Labor Law of India for Woman specially such as “A woman worker cannot be employed beyond the hours 6 a.m. to 7.00 pm. State Government can grant exemption to any factory or group or class of factories, but no woman can be permitted to work during 10 PM to 5 AM. Shift change can be only after weekly or other holiday and not in between. [Section 66]”

Well for full guideline and the Handbook of Labour Law Act have enclosed for you. Also you can go for the weblink posted here for more Acts and Laws of India..


10th August 2011 From India, Gurgaon

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File Type: doc Hand Book -labourlaws.doc (571.5 KB, 1484 views)

Dear All,
I do agree with the senior's views...
and I would like to add some thing on Crèches Under factories Act, which is an exclusive provision for women employees (Sec 48 ) .
As Mr.Madhu indicated, please prepare Polices on women employment and Sexual Harassment.
For Reference, go through the files attached..
Excellent HR Services,
10th August 2011 From India, Coimbatore

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File Type: doc FACTORIES_ACT.doc (264.0 KB, 841 views)
File Type: pdf sexual harassment act.pdf (274.1 KB, 1027 views)
File Type: ppt SC Guidelines.ppt (41.5 KB, 853 views)

Dear all,
Thanks for very good discussion.Very useful posting by Mr. S.Sethupathy and Mr. Anil Arora .In same context I add creches that needs after 50 female workers as per factory Act,1948 that vary state to state.
12th August 2011 From India, Bangalore
Dear Sir, I would like to correct that creche is required when 30 female have been employed in any industry. It may vary on the less than this not more than 30. Thanks & Regards, S.P.Bhardwaj
12th August 2011 From India, Delhi
Dear All
I agree to a large extend what other learned members have mentioned. But then there are certain classification of work and industries wherein employment of females are restricted by law, for these work or industries are considered too hazardous for females and require very high level of expertise, acquired over a period of time or by training.
For understanding which work and industry are covered under such act, you will have to follow various Labour laws.
12th August 2011 From India, Mumbai
Also go through the "Supreme Court guidelines on Vishakha Case" for sexual harassment guidelines. it is compulsory to be followed at work place.
12th August 2011 From India, New Delhi
Dear All,
As Saunee pointed out it is mandatory to constitute a complaints committee. It should be headed by a woman employee and more than half of the members should be women.
Please go through the files and get clear picture about this Vishakha judgment and aftermath of it.
Excellent HR Services,
12th August 2011 From India, Coimbatore

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File Type: doc 1-Case Study – Vishaka v. State of Rajasthan.doc (38.5 KB, 635 views)
File Type: pdf 2-Full judgement -VisakaVsRajasthan_1997.pdf (95.1 KB, 279 views)
File Type: pdf 3-The Supreme Court Guide lines.pdf (19.6 KB, 336 views)
File Type: doc 4-Prevention Of Sexual Harassment at the Work Place.doc (30.0 KB, 718 views)

Hii, I am preparing code of conduct can anybody let me know what should be mentioned in sexual harrasment topic in simple & clear language
29th December 2011 From India, Pune
I am repeating a draft of Policy Against Sexual harassment at Workplace which I had prepared and posted some two years back. Hope it will help you to prepare your policy. You can make changes according to your establishment.
2nd January 2012 From India, Kannur

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File Type: doc Policy against Sexual Harassment.doc (58.5 KB, 332 views)

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