Greetings to all members of the forum. I hope to receive advice soon for the query I posted.
Recently, I joined a factory as a personnel supervisor, which has nearly 200 employees. However, there are no HR practices in place. Approximately 80% of the employees are on a contract basis. Is it that for contract employees, there is no need to maintain any registers? If not, please kindly advise on the registers that need to be maintained in the Personnel Department.
As I am a fresher and there is no HR boss for me, I would greatly appreciate your valuable advice.
With regards,
Naresh
From India, Hyderabad
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1Recently, I joined a factory as a personnel supervisor, which has nearly 200 employees. However, there are no HR practices in place. Approximately 80% of the employees are on a contract basis. Is it that for contract employees, there is no need to maintain any registers? If not, please kindly advise on the registers that need to be maintained in the Personnel Department.
As I am a fresher and there is no HR boss for me, I would greatly appreciate your valuable advice.
With regards,
Naresh
From India, Hyderabad
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Hi,
Please maintain the following records:
1) Register book of employee names with work field - for maintaining employee details.
2) Attendance register book - for monitoring absenteeism.
3) Salary register book.
4) Pay slip register (in case of ESI, PF deductions).
Thank you.
From India, Delhi
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Please maintain the following records:
1) Register book of employee names with work field - for maintaining employee details.
2) Attendance register book - for monitoring absenteeism.
3) Salary register book.
4) Pay slip register (in case of ESI, PF deductions).
Thank you.
From India, Delhi
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Dear friend,
First of all, you need to check whether you have got yourself registered under the Contract Labour Act or not. If yes, the same applies to your contractor for the Labour Licence. The contractor needs to maintain 10-12 registers. Please check and then confirm for further information.
Hitesh
email: dewan@rediffmail.com
From India
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First of all, you need to check whether you have got yourself registered under the Contract Labour Act or not. If yes, the same applies to your contractor for the Labour Licence. The contractor needs to maintain 10-12 registers. Please check and then confirm for further information.
Hitesh
email: dewan@rediffmail.com
From India
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Dear,
Under the Contract Labour (R & A) Act, 1970, the Principal employer has to maintain the Register of Contractors in Form XII Rule 74. Similarly, the Contractor has to maintain the following records:
Register of Workmen employed by Contractor Form XIII Rule 75
Employment Card Form XIV Rule 76
Service Certificate Form XV Rule 77
Muster Roll Form XVI Rule 78(1)(a)(i)
Register of Wages Form XVII Rule 78(1)(a)(i) or Register of Wages-cum-Muster Roll Form XVIII Rule 78(1)(a)(i), where the wage period is fortnight or less.
Wage Slip Form XIX Rule 78(1)(b)
Register of Deductions for damage or loss Form XX Rule 78(1)(a)(ii)
Register of Fines Form XXI Rule 78(1)(a)(ii)
Register of Advances Form XXII Rule 78(1)(a)(ii)
Register of Overtime Form XXIII Rule 78(1)(a)(iii)
Regards
From India, Ludhiana
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Under the Contract Labour (R & A) Act, 1970, the Principal employer has to maintain the Register of Contractors in Form XII Rule 74. Similarly, the Contractor has to maintain the following records:
Register of Workmen employed by Contractor Form XIII Rule 75
Employment Card Form XIV Rule 76
Service Certificate Form XV Rule 77
Muster Roll Form XVI Rule 78(1)(a)(i)
Register of Wages Form XVII Rule 78(1)(a)(i) or Register of Wages-cum-Muster Roll Form XVIII Rule 78(1)(a)(i), where the wage period is fortnight or less.
Wage Slip Form XIX Rule 78(1)(b)
Register of Deductions for damage or loss Form XX Rule 78(1)(a)(ii)
Register of Fines Form XXI Rule 78(1)(a)(ii)
Register of Advances Form XXII Rule 78(1)(a)(ii)
Register of Overtime Form XXIII Rule 78(1)(a)(iii)
Regards
From India, Ludhiana
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Hi Puneet,
Can you give me some guidelines on the Industrial Disputes Act, 1947? I would like to know about the Industrial Tribunal, Labour Court, the process for complaints, the address of the Labour Court, and any other information related to this Act. Additionally, I am interested to understand how the Industrial Disputes Act applies when the manpower of a company is less than 30.
Kind Regards,
Asha Kiran
+919730574186
From India, Pune
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Can you give me some guidelines on the Industrial Disputes Act, 1947? I would like to know about the Industrial Tribunal, Labour Court, the process for complaints, the address of the Labour Court, and any other information related to this Act. Additionally, I am interested to understand how the Industrial Disputes Act applies when the manpower of a company is less than 30.
Kind Regards,
Asha Kiran
+919730574186
From India, Pune
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Dear Kiran,
The Industrial Dispute Act applies to every "industry" defined in the Act.
The purpose of the ID Act is to provide machinery for resolving the "Industrial Disputes". The machinery consists of Conciliation Officers, Labour Court, and Tribunals.
Labour Courts are designated Courts under the control of the "Appropriate Government". Though termed as "Court", they are not the same as defined in the Indian Evidence Act. The strict rules of the Evidence Act, Civil Procedure Code, and Criminal Procedure Code do not apply to the Labour Court.
When any industrial dispute is apprehended or when there is an existing Industrial Dispute, the machinery provided under the Act comes into action.
The disputes are of two types: Individual dispute & Collective dispute.
An individual dispute does not amount to an "Industrial Dispute" until it has the support of a substantial number of employees working in that industry. However, there is an exception to this rule. Under Sec. 2-A, an individual dispute could also become an industrial dispute if the employee's services are terminated.
Collective dispute: It is a dispute raised by a number of employees. (Sec 2(k))
Address of Labour Court: I am located in Ludhiana (Punjab). The address of Labour Court Ludhiana is The Mini Secretariat, District Courts, Ferozepur Road, Ludhiana.
The manpower is not an issue to invoke the provisions of the Act. The question is that the undertaking must be an "Industry", having a systematic activity, plural employment, etc.
Regards
From India, Ludhiana
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The Industrial Dispute Act applies to every "industry" defined in the Act.
The purpose of the ID Act is to provide machinery for resolving the "Industrial Disputes". The machinery consists of Conciliation Officers, Labour Court, and Tribunals.
Labour Courts are designated Courts under the control of the "Appropriate Government". Though termed as "Court", they are not the same as defined in the Indian Evidence Act. The strict rules of the Evidence Act, Civil Procedure Code, and Criminal Procedure Code do not apply to the Labour Court.
When any industrial dispute is apprehended or when there is an existing Industrial Dispute, the machinery provided under the Act comes into action.
The disputes are of two types: Individual dispute & Collective dispute.
An individual dispute does not amount to an "Industrial Dispute" until it has the support of a substantial number of employees working in that industry. However, there is an exception to this rule. Under Sec. 2-A, an individual dispute could also become an industrial dispute if the employee's services are terminated.
Collective dispute: It is a dispute raised by a number of employees. (Sec 2(k))
Address of Labour Court: I am located in Ludhiana (Punjab). The address of Labour Court Ludhiana is The Mini Secretariat, District Courts, Ferozepur Road, Ludhiana.
The manpower is not an issue to invoke the provisions of the Act. The question is that the undertaking must be an "Industry", having a systematic activity, plural employment, etc.
Regards
From India, Ludhiana
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Hi Puneet! Thanks for your guidance! But still I am confused about process for complain and confidentiality of the complainant.Can you refer me some addresses near Pune. Kind Regard, Asha Kiran
From India, Pune
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From India, Pune
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