Kindly guide me about the EL/PL, CL, SL provission under The Govt. Act. Thanks & Regards Umakant
From India, Dehra Dun
Acknowledge(1)
Amend(0)
1From India, Dehra Dun
Acknowledge(1)Amend(0)
Dear Umakant,
The EL/PL is payable as per the Factories Act. When any employee works 240 days in a year, he is entitled to get PL at the rate of 1 day's leave for every 20 days worked.
The provision of CL is under the Industrial Employment (Standing Orders) Act, wherein an employee may be granted 10 days of casual leave, whether paid or unpaid, in a year at the discretion of the management.
Regarding Sick Leave, there is no provision under any act; however, it is a common practice for companies to provide SL to those employees who are not covered under ESIC.
Regards,
Rajendra Bhavsar
From India, Mumbai
Acknowledge(0)Amend(0)
The EL/PL is payable as per the Factories Act. When any employee works 240 days in a year, he is entitled to get PL at the rate of 1 day's leave for every 20 days worked.
The provision of CL is under the Industrial Employment (Standing Orders) Act, wherein an employee may be granted 10 days of casual leave, whether paid or unpaid, in a year at the discretion of the management.
Regarding Sick Leave, there is no provision under any act; however, it is a common practice for companies to provide SL to those employees who are not covered under ESIC.
Regards,
Rajendra Bhavsar
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Uamkant, Please let me know your state where is your company running,becuase CL/SL in some states are different than others. Best REgards Sajid Ansari-Delhi
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
dear Sir, Please give me the detail of Labour Contractor. which form is issue by the Company,what is the responsible of company and Contractor. Thanks & Regards, Dheeraj kr Singh +919818827638
From India, New Delhi
Acknowledge(0)Amend(0)
From India, New Delhi
Acknowledge(0)Amend(0)
Hi Sanjay,
The policy of leave is totally governed by the Shop & Commercial Establishment Act, and different states have different provisions. Therefore, please mention the state in which your establishment is situated.
Advocate Sanjay
From India, Delhi
Acknowledge(0)Amend(0)
The policy of leave is totally governed by the Shop & Commercial Establishment Act, and different states have different provisions. Therefore, please mention the state in which your establishment is situated.
Advocate Sanjay
From India, Delhi
Acknowledge(0)Amend(0)
Dear all, According to Factory Act what is the defination of Skilled worker, Semi skilled and unskilled worker. Regards Atif
From India, Moradabad
Acknowledge(0)Amend(0)
From India, Moradabad
Acknowledge(0)Amend(0)
Dear Umakant,
This is based on the company policy. It depends on how much leave the company wants to give, but there are certain statutory obligations that are mandatory to follow. As per the Factory Act, 1 EL should be given for every 20 days worked. According to the Delhi Shop & Establishment Act, a minimum of 15 EL needs to be given for 1 year of service. Regarding SL/CL, there is no provision in the Factory Act, so one should follow the state Shop & Establishment Act. For holidays, please refer to the website mentioned below:
http://persmin.gov.in <link updated to site home>
Feedback is appreciated.
With Regards,
From India, Gurgaon
Acknowledge(0)Amend(0)
This is based on the company policy. It depends on how much leave the company wants to give, but there are certain statutory obligations that are mandatory to follow. As per the Factory Act, 1 EL should be given for every 20 days worked. According to the Delhi Shop & Establishment Act, a minimum of 15 EL needs to be given for 1 year of service. Regarding SL/CL, there is no provision in the Factory Act, so one should follow the state Shop & Establishment Act. For holidays, please refer to the website mentioned below:
http://persmin.gov.in <link updated to site home>
Feedback is appreciated.
With Regards,
From India, Gurgaon
Acknowledge(0)Amend(0)
Liability of principal employer in certain cases.
20. (1) If any amenity required to be provided under section 16, section 17, section 18 or section 19 for the benefit of the contract labour employed in an establishment is not provided by the contractor within the time prescribed therefor, such amenity shall be provided by the principal employer within such time as may be prescribed.
(2) All expenses incurred by the principal employer in providing the amenity may be recovered by the principal employer from the contractor either by deduction from any amount payable to the contractor under any contract or as a debt by the contractor.
Responsibility for payment of wages.
21. (1) A contractor shall be responsible for payment of wages to each worker employed by him as contract labour end such wages shall be paid before the expiry of such period as may be prescribed.
(2) Every principal employer shall nominate a representative duly authorised 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 as may be prescribed.
(3) It shall be the duty of the contractor to ensure the disbursement of wages in the presence of the authorised representative of the principal employer.
(4) In case the contractor fails to make payment of wages within the pre¬scribed period or makes short payment, then the principal employer shall be liable to make payment of wages in full or the unpaid balance due, as the case may be, to the contract labour employed by the contractor and recover the amount so paid from the contractor either by deduction from any amount payable to the contractor under any contract or as a debt payable by the contractor.
From India, Ranchi
Acknowledge(0)Amend(0)
20. (1) If any amenity required to be provided under section 16, section 17, section 18 or section 19 for the benefit of the contract labour employed in an establishment is not provided by the contractor within the time prescribed therefor, such amenity shall be provided by the principal employer within such time as may be prescribed.
(2) All expenses incurred by the principal employer in providing the amenity may be recovered by the principal employer from the contractor either by deduction from any amount payable to the contractor under any contract or as a debt by the contractor.
Responsibility for payment of wages.
21. (1) A contractor shall be responsible for payment of wages to each worker employed by him as contract labour end such wages shall be paid before the expiry of such period as may be prescribed.
(2) Every principal employer shall nominate a representative duly authorised 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 as may be prescribed.
(3) It shall be the duty of the contractor to ensure the disbursement of wages in the presence of the authorised representative of the principal employer.
(4) In case the contractor fails to make payment of wages within the pre¬scribed period or makes short payment, then the principal employer shall be liable to make payment of wages in full or the unpaid balance due, as the case may be, to the contract labour employed by the contractor and recover the amount so paid from the contractor either by deduction from any amount payable to the contractor under any contract or as a debt payable by the contractor.
From India, Ranchi
Acknowledge(0)Amend(0)
The particular definition of skilled and unskilled workers, as you asked, is not given. Still, I am sending you the definition of a worker:
From India, Ranchi
Acknowledge(0)Amend(0)
"Worker" means a person employed, directly or by or through any agency (including a contractor) with or without the knowledge of the principal employer, whether for remuneration or not, in any manufacturing process, or in cleaning any part of the machinery or premises used for a manufacturing process, or in any other kind of work incidental to, or connected with, the manufacturing process, or the subject of the manufacturing process but does not include any member of the armed forces of the Union:
From India, Ranchi
Acknowledge(0)Amend(0)
Dear Seniors,
Can anyone help me out in knowing about the number of CLs, ELs, and SLs to be provided in Andhra Pradesh, India? Kindly assist me as I need to formulate a policy regarding the same at the earliest.
Thank you.
VENKAT
From India, Hyderabad
Acknowledge(0)Amend(0)
Can anyone help me out in knowing about the number of CLs, ELs, and SLs to be provided in Andhra Pradesh, India? Kindly assist me as I need to formulate a policy regarding the same at the earliest.
Thank you.
VENKAT
From India, Hyderabad
Acknowledge(0)Amend(0)
Dear Venkat,
First, examine under which of the Acts your unit is covered, i.e., The Factories Act, 1948, or the State Shops & Commercial Establishment Act before finalizing the leave policy. One must keep in mind the minimum number of statutory leaves to be granted under different heads.
Regards,
R.N. Khola
Skylark Associates, Gurgaon (Haryana)
(Labour Law & Legal Consultants)
09810405361
From India, Delhi
Acknowledge(0)Amend(0)
First, examine under which of the Acts your unit is covered, i.e., The Factories Act, 1948, or the State Shops & Commercial Establishment Act before finalizing the leave policy. One must keep in mind the minimum number of statutory leaves to be granted under different heads.
Regards,
R.N. Khola
Skylark Associates, Gurgaon (Haryana)
(Labour Law & Legal Consultants)
09810405361
From India, Delhi
Acknowledge(0)Amend(0)
dear all, can any boday guide me how to calculate bonus / about the rules and regulations ob bonus calculation. regards Atif
From India, Moradabad
Acknowledge(0)Amend(0)
From India, Moradabad
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Employee Benefits.doc
Employee Benefits.zip