Dear all,
My factory is registered under the Factory Act. Here, we don't have contract labor. Please guide me on how to register the factory under the government labor department.
My factory is registered under the FA Act. We are paying leaves as per the FA Act. I want to know if it is necessary to pay the leaves as per other acts like the Shop & Establishment Act. Please explain the rules regarding SL, PL, and CL leaves.
With regards,
Ramesh
From United States, San Jose
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5My factory is registered under the Factory Act. Here, we don't have contract labor. Please guide me on how to register the factory under the government labor department.
My factory is registered under the FA Act. We are paying leaves as per the FA Act. I want to know if it is necessary to pay the leaves as per other acts like the Shop & Establishment Act. Please explain the rules regarding SL, PL, and CL leaves.
With regards,
Ramesh
From United States, San Jose
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Dear LAWANDE RAMESH,
If you want to deploy Contract Labour in your factory, then first of all, you have to register your unit under the Contract Labour Act. Second, you have to understand the difference between the Factory Act and the Shop and Establishment Act. If you are registered under the Factory Act, then obviously, you have to follow the rules that come under the Factory Act and not any other act. Both acts are totally different. You have to only follow the Factory Act.
From India, Dehra Dun
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If you want to deploy Contract Labour in your factory, then first of all, you have to register your unit under the Contract Labour Act. Second, you have to understand the difference between the Factory Act and the Shop and Establishment Act. If you are registered under the Factory Act, then obviously, you have to follow the rules that come under the Factory Act and not any other act. Both acts are totally different. You have to only follow the Factory Act.
From India, Dehra Dun
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Dear Indrajeet Singh Sir,
Haridwar, UK
Thank you; I appreciate your immediate reply. You have clarified the second point, but I am still confused about the first point. If we are employing direct labor, what is the intimation procedure to the government labor? Is there any ready format for this?
With regards,
Ramesh Lawande
From United States, San Jose
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Haridwar, UK
Thank you; I appreciate your immediate reply. You have clarified the second point, but I am still confused about the first point. If we are employing direct labor, what is the intimation procedure to the government labor? Is there any ready format for this?
With regards,
Ramesh Lawande
From United States, San Jose
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Dear Mr. Ramesh lawande, your unit is already register under factory Act. now you have to see how many employee you can hire, this would be very clear in your factory license.
From India, Dehra Dun
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From India, Dehra Dun
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Dear Friend,
If you are appointing employees directly and you were registered under the Factories Act, there is no need to register with the Labour department. However, you have to maintain all the registers prescribed under acts such as the Attendance Register, Wage Register, Leave Register, Bonus Register, etc., and they will be verified by Labour department officials under the Minimum Wages Act and other related Acts.
If you want to engage contract labor, then you should obtain a Principal Employer License. You can engage Contractors, and they must obtain a Contract Labor License. You should comply with the provisions of the said Act.
AVGN Vara Prasad
From India, Kakinada
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If you are appointing employees directly and you were registered under the Factories Act, there is no need to register with the Labour department. However, you have to maintain all the registers prescribed under acts such as the Attendance Register, Wage Register, Leave Register, Bonus Register, etc., and they will be verified by Labour department officials under the Minimum Wages Act and other related Acts.
If you want to engage contract labor, then you should obtain a Principal Employer License. You can engage Contractors, and they must obtain a Contract Labor License. You should comply with the provisions of the said Act.
AVGN Vara Prasad
From India, Kakinada
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Dear all,
The Factory Act is different from the Shop and Establishment Act. If one goes through the Factories Act, one will understand all the important aspects such as leave, working hours, extra working hours, payment, etc. Leave with wages and safety details are given in detail.
The Contract Labour Regulation and Abolition Act is another Act. If one employs less than 20 contract workers, there is no need for registration but compliance with all regulations is necessary. If there are more than 20 workers, registration under this act is required.
Regards,
R J Rammohan
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The Factory Act is different from the Shop and Establishment Act. If one goes through the Factories Act, one will understand all the important aspects such as leave, working hours, extra working hours, payment, etc. Leave with wages and safety details are given in detail.
The Contract Labour Regulation and Abolition Act is another Act. If one employs less than 20 contract workers, there is no need for registration but compliance with all regulations is necessary. If there are more than 20 workers, registration under this act is required.
Regards,
R J Rammohan
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Mr. Ramesh,
The answer depends on whether you are based in San Jose, California (as your note on the top right indicates) or the United Kingdom (UK) (as your second note says) or Uttaranchal, where Haridwar is situated.
If you are in India anywhere, the factory comes under the Factories Act, and the office comes under the Shops & Establishments Act.
R. Ramamurthy
From India, Bangalore
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The answer depends on whether you are based in San Jose, California (as your note on the top right indicates) or the United Kingdom (UK) (as your second note says) or Uttaranchal, where Haridwar is situated.
If you are in India anywhere, the factory comes under the Factories Act, and the office comes under the Shops & Establishments Act.
R. Ramamurthy
From India, Bangalore
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The Factory Act has its own built-in system. In the case of the Contract Labour (Regulation and Abolition) Act 1970, you have to obtain a Labour License as the Principal Employer if you intend to avail the services of a contractor and their labor if the workforce is 20 or more. With the recommendation of the Principal Employer, the Labour Contractor also has to obtain a license from the Labor Authorities.
Thank you for your understanding.
From India, Nellore
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Thank you for your understanding.
From India, Nellore
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Dear all,
Thank you for your valuable reply. My basic question was, "If we engage only direct labor in the factory without using any agencies, is it binding/necessary/mandatory to inform the government labor department?" If it is necessary, what will be the procedure for it?
Thanks with regards,
Ramesh Lawande
From United States, San Jose
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Thank you for your valuable reply. My basic question was, "If we engage only direct labor in the factory without using any agencies, is it binding/necessary/mandatory to inform the government labor department?" If it is necessary, what will be the procedure for it?
Thanks with regards,
Ramesh Lawande
From United States, San Jose
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Dear Ramesh,
I do not know how it is in the USA from where you seem to be writing, but in India, if the 'labour' are regular employees, they come under the Factories Act. If they are 'Casual Labour' (not permanent), you have to follow the Contract Labour Regulation and Abolition Rules irrespective of whether you engage a Labour contractor or not for the purpose.
R. Ramamurthy
From India, Bangalore
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I do not know how it is in the USA from where you seem to be writing, but in India, if the 'labour' are regular employees, they come under the Factories Act. If they are 'Casual Labour' (not permanent), you have to follow the Contract Labour Regulation and Abolition Rules irrespective of whether you engage a Labour contractor or not for the purpose.
R. Ramamurthy
From India, Bangalore
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