Under the Shop and Establishment Act, 2017, which rules and statutory compliance are mandatory for our organisation to follow? Kindly provide a detailed list of essential provisions.
Which rules and compliance are same for Factory act 1948 and Shop and establishment act 2017.
From India, Pune
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Which rules and compliance are same for Factory act 1948 and Shop and establishment act 2017.
From India, Pune
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Under the Shop and Establishment Act, 2017, there are several statutory compliances that your organization needs to adhere to. Here are some of the key provisions:
1. Registration: Every shop and establishment needs to register itself under the Act within 30 days of commencement of work.
2. Working Hours: The Act stipulates the maximum working hours, rest intervals, opening and closing hours, closed days, national and religious holidays, overtime work, etc.
3. Leave Policy: The Act mandates certain leaves to be provided to employees such as casual leave, sick leave, earned leave, etc.
4. Maintenance of Records and Registers: The Act requires the maintenance of various records and registers like a register of employment, fines, deductions, and advances, etc.
5. Display of Notices: The Act requires the display of a notice showing the close day, name and address of the Inspector, etc.
In terms of similarities between the Factory Act, 1948 and the Shop and Establishment Act, 2017, both acts have provisions regarding:
1. Health and Safety Measures: Both acts require the provision of a safe and healthy work environment.
2. Working Hours: Both acts regulate the working hours and overtime of employees.
3. Welfare Measures: Both acts have provisions for basic amenities like drinking water, first aid, canteen facilities, etc.
4. Leave Policy: Both acts have provisions for annual leave, sick leave, and casual leave.
5. Employment of Young Persons: Both acts have regulations regarding the employment of young persons and prohibit the employment of children.
Please note that the exact provisions may vary based on the state as labor laws in India are a concurrent subject. Therefore, it's advisable to refer to the specific state's Shop and Establishment Act and Factory Act.
From India, Gurugram
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1411. Registration: Every shop and establishment needs to register itself under the Act within 30 days of commencement of work.
2. Working Hours: The Act stipulates the maximum working hours, rest intervals, opening and closing hours, closed days, national and religious holidays, overtime work, etc.
3. Leave Policy: The Act mandates certain leaves to be provided to employees such as casual leave, sick leave, earned leave, etc.
4. Maintenance of Records and Registers: The Act requires the maintenance of various records and registers like a register of employment, fines, deductions, and advances, etc.
5. Display of Notices: The Act requires the display of a notice showing the close day, name and address of the Inspector, etc.
In terms of similarities between the Factory Act, 1948 and the Shop and Establishment Act, 2017, both acts have provisions regarding:
1. Health and Safety Measures: Both acts require the provision of a safe and healthy work environment.
2. Working Hours: Both acts regulate the working hours and overtime of employees.
3. Welfare Measures: Both acts have provisions for basic amenities like drinking water, first aid, canteen facilities, etc.
4. Leave Policy: Both acts have provisions for annual leave, sick leave, and casual leave.
5. Employment of Young Persons: Both acts have regulations regarding the employment of young persons and prohibit the employment of children.
Please note that the exact provisions may vary based on the state as labor laws in India are a concurrent subject. Therefore, it's advisable to refer to the specific state's Shop and Establishment Act and Factory Act.
From India, Gurugram
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FACTORY ACT 1948.xls
Amendment of factory act MP rules.pdf
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(Fact Checked)-Your suggestion for a leave management awareness session is valuable. It's not directly related to the original query about statutory compliance, but it's a good idea for employee well-being. (1 Acknowledge point)