No Tags Found!

RAHUL KUNWAR
10

The Factories (Maharashtra Amendment) Act, 2015
This amendments by Maharashtra State Government to the Principal Act, 1948 are a welcome step.
- Permitting women employees to work in factories during night shifts will not only promote gender equality but will lead to women empowerment.
- The relaxation of compliance with respect to Sections 51(Weekly hours), 52 (Weekly holidays), 54(Daily hours), 56(Spread over) during exceptional press of work will bring the much needed flexibility in the functioning of the factories.
- The factory workers would become entitled to leave by working only for 90 days instead of the longer period of 240 days.
Read more :-
Street HR - Labour Law Diary: The Factories (Maharashtra Amendment) Act, 2015 - Highlights

From India, Kolkata
RAHUL KUNWAR
10

The Factories (Maharashtra Amendment) Act, 2015
This amendments by Maharashtra State Government to the Principal Act, 1948 are a welcome step.
- Permitting women employees to work in factories during night shifts will not only promote gender equality but will lead to women empowerment.
- The relaxation of compliance with respect to Sections 51(Weekly hours), 52 (Weekly holidays), 54(Daily hours), 56(Spread over) during exceptional press of work will bring the much needed flexibility in the functioning of the factories.
- The factory workers would become entitled to leave by working only for 90 days instead of the longer period of 240 days.
Read more :-
Street HR - Labour Law Diary: The Factories (Maharashtra Amendment) Act, 2015 - Highlights

From India, Kolkata
saswatabanerjee
2392

There is no relaxation on 51,52,54,55 There is only a provision that the relaxation can be made. We need to wait and see if and when and to what extent such relaxation will be notified
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.





Contact Us Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2024 CiteHR ®

All Copyright And Trademarks in Posts Held By Respective Owners.