Hi All,
I would like to understand what laws govern the ITES sector around:
- Hours of Work (How many hours an employee can be made to work in a day)
- Days of Work (How many days can an employee be made to work in a week)
Also, is the ITES sector governed by the Industrial Labor Law, or is there something that has been specifically written for the industry by itself? I do understand from going through a couple of threads that the below-mentioned labor laws are applicable for the ITES sector, but is there a place I can go to in order to read through these acts and get a better understanding of them?
1. Shops and Establishments Act
2. Payment of Wages Act
3. Minimum Wages Act
4. Workmen Compensation Act
5. Contract Labour Act
6. Employees State Insurance Act
7. Employees Provident Fund Miscellaneous Provisions Act
8. Employment Exchanges Compulsory Notification of Vacancies Act
9. Payment of Gratuity Act
10. Equal Remuneration Act
Regards,
Mithran
From United States
1I would like to understand what laws govern the ITES sector around:
- Hours of Work (How many hours an employee can be made to work in a day)
- Days of Work (How many days can an employee be made to work in a week)
Also, is the ITES sector governed by the Industrial Labor Law, or is there something that has been specifically written for the industry by itself? I do understand from going through a couple of threads that the below-mentioned labor laws are applicable for the ITES sector, but is there a place I can go to in order to read through these acts and get a better understanding of them?
1. Shops and Establishments Act
2. Payment of Wages Act
3. Minimum Wages Act
4. Workmen Compensation Act
5. Contract Labour Act
6. Employees State Insurance Act
7. Employees Provident Fund Miscellaneous Provisions Act
8. Employment Exchanges Compulsory Notification of Vacancies Act
9. Payment of Gratuity Act
10. Equal Remuneration Act
Regards,
Mithran
From United States
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In addition to the above, the Industrial Disputes Act is also applicable to ITES establishments. Also, in some states, the Industrial Employment (Standing Orders) Act is made applicable to commercial establishments.
Regarding exemptions, state rules have provided some exemptions to IT and ITES companies. However, this does not mean that these Acts are not applicable to them. Exemptions such as flexible timing, Sunday working (subject to the condition that employees will receive compensatory weekly holidays), and exemptions from filing returns are available. But there is no exemption from granting holidays, leaves, ESi, PF, etc. Therefore, employees should not be required to work for more than 48 hours a week, there should be at least one day off every week, and the maximum spread over should not exceed 10 1/2 hours a day. If the establishment operates only five days a week, that is acceptable.
Madhu.T.K
From India, Kannur
Regarding exemptions, state rules have provided some exemptions to IT and ITES companies. However, this does not mean that these Acts are not applicable to them. Exemptions such as flexible timing, Sunday working (subject to the condition that employees will receive compensatory weekly holidays), and exemptions from filing returns are available. But there is no exemption from granting holidays, leaves, ESi, PF, etc. Therefore, employees should not be required to work for more than 48 hours a week, there should be at least one day off every week, and the maximum spread over should not exceed 10 1/2 hours a day. If the establishment operates only five days a week, that is acceptable.
Madhu.T.K
From India, Kannur
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