Hi all, Can anybody please tell me the procedure for getting factory licence under Factory Act. Also what are the forms and the fees for getting the licence under factories act. Kapil
From India, Delhi
11From India, Delhi
Dear Mr. Kapil,
In which area you want to apply for a factory licence.You have to submit the followings in the Office of Factories Deptt for grant of Licence:-
1- Form No.I
2- Flow chart,Mfg.Process with details
3- Site Plans,Building plans
4-Questionnaires
5-Form No.2-Stability certificate
6-NOC of pollution Deptt.
7-Form No.4
8-Licence fee challan.
9-List of Directors
10-Memorandum and Article of association.
Lalit Kumar Gupta
From India, Lucknow
In which area you want to apply for a factory licence.You have to submit the followings in the Office of Factories Deptt for grant of Licence:-
1- Form No.I
2- Flow chart,Mfg.Process with details
3- Site Plans,Building plans
4-Questionnaires
5-Form No.2-Stability certificate
6-NOC of pollution Deptt.
7-Form No.4
8-Licence fee challan.
9-List of Directors
10-Memorandum and Article of association.
Lalit Kumar Gupta
From India, Lucknow
Dear Mr. Lalit,
Thanks for the information.
We have to apply for the licence for the factory in Okhla, New Delhi.
If you can also give us the address of the licensing officer it would be great..
Thanks
Kapil
From India, Delhi
Thanks for the information.
We have to apply for the licence for the factory in Okhla, New Delhi.
If you can also give us the address of the licensing officer it would be great..
Thanks
Kapil
From India, Delhi
Dear Seniors
We are coming with a new factory in faridabad. This factory deals with manufacturing of denims.Here samples are prepared, denims are stitched and are sent to another plant for dying, finishing work. we want to obtain the license for this factory. We have both permanent tailors and tailors working on piece rate system.So what is the procedure to get the license, documents required and also whom to approach for this.
Your guidance will be of great help.
Thanks
Anamika
From India, Delhi
We are coming with a new factory in faridabad. This factory deals with manufacturing of denims.Here samples are prepared, denims are stitched and are sent to another plant for dying, finishing work. we want to obtain the license for this factory. We have both permanent tailors and tailors working on piece rate system.So what is the procedure to get the license, documents required and also whom to approach for this.
Your guidance will be of great help.
Thanks
Anamika
From India, Delhi
Dear Anamika,
For approval of Factory building plans & for obtaining factory license you are to approach the office of Additional Labour Commissioner/Additional CIF, NCR Gurgaon.This office is situated in Nehru Yuva Kender near Panchyat Bhawan.
R.N.KHOLA
(M)09810405361
From India, Delhi
For approval of Factory building plans & for obtaining factory license you are to approach the office of Additional Labour Commissioner/Additional CIF, NCR Gurgaon.This office is situated in Nehru Yuva Kender near Panchyat Bhawan.
R.N.KHOLA
(M)09810405361
From India, Delhi
This is limited only under Fact Act-1948, Can someone give list of of licening activities under various legislations Please send Vijay 8698874725
From India, Pune
From India, Pune
Dear Sir
Thanks for your precious advice. our management is slowly and gradually framing different policies and they have asked me to frame a leave policy for my factiry. I have gone through the leave rules mentioned in factory act and THE PUNJAB INDUSTRIAL ESTABLISHMENT (NATIONAL AND FESTIVAL HOLIDAYS & CASUAL AND SICK LEAVE) ACT, 1965 (6.1 – 6.6) (Punjab Act 14 of 1965). but my confusion is that I am still not aware leave policy is to be framed according to which law. In our factory we have employees on roll as well as piece rate workers. so how should i proceed with it. Please help as my increment and appraisal depends lot on framing these policies.
Regards
Anamika
From India, Delhi
Thanks for your precious advice. our management is slowly and gradually framing different policies and they have asked me to frame a leave policy for my factiry. I have gone through the leave rules mentioned in factory act and THE PUNJAB INDUSTRIAL ESTABLISHMENT (NATIONAL AND FESTIVAL HOLIDAYS & CASUAL AND SICK LEAVE) ACT, 1965 (6.1 – 6.6) (Punjab Act 14 of 1965). but my confusion is that I am still not aware leave policy is to be framed according to which law. In our factory we have employees on roll as well as piece rate workers. so how should i proceed with it. Please help as my increment and appraisal depends lot on framing these policies.
Regards
Anamika
From India, Delhi
Dear Anamika,
If you are to allow different kind of leaves to the workers strictly according to the labour laws applicable to your factory as mentioned by you then there is no need of framing any policy. In that case follow the applicable Act & Rules for grant, accumulation & encashment of leaves. Along with these Acts you should also go through Maternity Benefit Act, 1961 if applicable to your unit for finalizing the leaves. This is to inform you that piece rated workers along with other workers are equally entitled to receive all types of leaves & holidays. If your unit is in a position & willing to give some extra number of leaves / holidays then make rules on grant, accumulation & encashment of leaves. Leave policy should not be contrary to the applicable laws.
With Regards,
R.N.KHOLA
Also Sr.Vice President, Labour Law Advisers Association, Gurgaon.
From India, Delhi
If you are to allow different kind of leaves to the workers strictly according to the labour laws applicable to your factory as mentioned by you then there is no need of framing any policy. In that case follow the applicable Act & Rules for grant, accumulation & encashment of leaves. Along with these Acts you should also go through Maternity Benefit Act, 1961 if applicable to your unit for finalizing the leaves. This is to inform you that piece rated workers along with other workers are equally entitled to receive all types of leaves & holidays. If your unit is in a position & willing to give some extra number of leaves / holidays then make rules on grant, accumulation & encashment of leaves. Leave policy should not be contrary to the applicable laws.
With Regards,
R.N.KHOLA
Also Sr.Vice President, Labour Law Advisers Association, Gurgaon.
From India, Delhi
Dear Sir
management here is very strict in relation to giving any leaves that's why employee are putting pressure to frame a leave policy. So kindly guide that in denim manufacturing firm what no of CL/SL/PL can be provided and what rules guide them. yesterday i have provided my boss with section 79 of factory act, The Punjab Shops and Commercial Establishments Act, 1958 [PUNJAB ACT NO. 15 OF 1958] and THE PUNJAB INDUSTRIAL ESTABLISHMENT (NATIONAL AND FESTIVAL HOLIDAYS & CASUAL AND SICK LEAVE) ACT, 1965 (6.1 – 6.6) (Punjab Act 14 of 1965) for his reference as my boss is foreigner and want to know about laws. he has put forward following question.
1. who is the authority that can confirm me that our company is under the FACTORY ACT for sure ,I do wish to be certain.
2. as rgds to 7 casual leave and 7 sick leave , due AFTER joining as you say , but for my personnal opinion. those 2 type of leave cannot be due until probation period completed and confirmed . Am right or wrong ? I wish to know if those 7 and 7 are paid leave or unpaid leave if the employee asks for them .
3. What is the difference between earned leave and casual leave , How one differs from the others? Employee will request leave mainly for personnal reasons . Are we authorised to group both earned and casual under one single denomination and establish for Gartex one single rule regrouping both after 240 days SERVICE ?
sir kindly help me in framing the policy.ours company name goes like this XYZ CLOTHING EXIM (P) LTD.I am not aware about what legal compliance are to be applicable, what laws will govern our factory etc.
Regards
Anamika
From India, Delhi
management here is very strict in relation to giving any leaves that's why employee are putting pressure to frame a leave policy. So kindly guide that in denim manufacturing firm what no of CL/SL/PL can be provided and what rules guide them. yesterday i have provided my boss with section 79 of factory act, The Punjab Shops and Commercial Establishments Act, 1958 [PUNJAB ACT NO. 15 OF 1958] and THE PUNJAB INDUSTRIAL ESTABLISHMENT (NATIONAL AND FESTIVAL HOLIDAYS & CASUAL AND SICK LEAVE) ACT, 1965 (6.1 – 6.6) (Punjab Act 14 of 1965) for his reference as my boss is foreigner and want to know about laws. he has put forward following question.
1. who is the authority that can confirm me that our company is under the FACTORY ACT for sure ,I do wish to be certain.
2. as rgds to 7 casual leave and 7 sick leave , due AFTER joining as you say , but for my personnal opinion. those 2 type of leave cannot be due until probation period completed and confirmed . Am right or wrong ? I wish to know if those 7 and 7 are paid leave or unpaid leave if the employee asks for them .
3. What is the difference between earned leave and casual leave , How one differs from the others? Employee will request leave mainly for personnal reasons . Are we authorised to group both earned and casual under one single denomination and establish for Gartex one single rule regrouping both after 240 days SERVICE ?
sir kindly help me in framing the policy.ours company name goes like this XYZ CLOTHING EXIM (P) LTD.I am not aware about what legal compliance are to be applicable, what laws will govern our factory etc.
Regards
Anamika
From India, Delhi
Dear Bhusan,
1.the Chief Inspector of Factories, Directorate of Factories is the Final Authority to decide on applicability of the act to your estab. based on his Site Appraisal Committee Registration and Licence will be granted.
2.a probationer will also get all leaves fr which a permanent employee is entitled.
3.difference between cl and el is that
a)cl has to be enjoyed within each calender year and no accumulation beyond that is recorded. Whereas el is accumulated over years and may be encashed at exit time or even yearly, as your company frames the policy. A limit of may accumulation, say upto 300, may be defined..
B) for casual leave avaling prior permission is not necessary and it cant be availed for more than a max 7 days at a stretch, without prefiying, interposing or suffixing sundays or holidays. While fr el prior written permission is to be obtained and grant of it is not right of employee...its management prerogative and discretion, sun/holidays interposed will also count, formal joining report and acceptance of it is must .
thanks & regards
From India, Calcutta
1.the Chief Inspector of Factories, Directorate of Factories is the Final Authority to decide on applicability of the act to your estab. based on his Site Appraisal Committee Registration and Licence will be granted.
2.a probationer will also get all leaves fr which a permanent employee is entitled.
3.difference between cl and el is that
a)cl has to be enjoyed within each calender year and no accumulation beyond that is recorded. Whereas el is accumulated over years and may be encashed at exit time or even yearly, as your company frames the policy. A limit of may accumulation, say upto 300, may be defined..
B) for casual leave avaling prior permission is not necessary and it cant be availed for more than a max 7 days at a stretch, without prefiying, interposing or suffixing sundays or holidays. While fr el prior written permission is to be obtained and grant of it is not right of employee...its management prerogative and discretion, sun/holidays interposed will also count, formal joining report and acceptance of it is must .
thanks & regards
From India, Calcutta
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FACTORY ACT 1948.xls
Amendment of factory act MP rules.pdf