Greet to all members of forum.i hope soon i'll get advice for posted query,
Recently i joined in a factory as personnel supervisor which consists nearly 200 employees. But there is no Hr practices,here 80% of employees on contract basis,is it for Contract employees need not to maintain any registers,If no pls kindly send what are the registers to be maintained in personnel Dept.Because iam a fresher ,there i no HR boss to me ,pls give your valuable advices.
with regards
naresh
From India, Hyderabad
1Recently i joined in a factory as personnel supervisor which consists nearly 200 employees. But there is no Hr practices,here 80% of employees on contract basis,is it for Contract employees need not to maintain any registers,If no pls kindly send what are the registers to be maintained in personnel Dept.Because iam a fresher ,there i no HR boss to me ,pls give your valuable advices.
with regards
naresh
From India, Hyderabad
dear frnd,
ist of all you need to check whether you have got urself registerd under Contract labour ACt or not, if yes then same for your Contrator for Labour Licence. Contractor need to maintain 10-12 registers
plz check then confirm for further inf.
hitesh
(mail at )
From India
ist of all you need to check whether you have got urself registerd under Contract labour ACt or not, if yes then same for your Contrator for Labour Licence. Contractor need to maintain 10-12 registers
plz check then confirm for further inf.
hitesh
From India
Dear
Under the Contract Labour (R & A ) Act, 1970, the Principal employer has to maintain the Register of Contractors in Form XII Rule 74.
Similarly the Contractor has to maintain the records, which are as under:-
Register of Workmen employed by Contractor Form XIII Rule 75
Employment Card Form XIV Rule 76
Service Certificate Form XV Rule 77
Muster Roll Form XVI Rule 78(1)(a)(i)
Register of Wages Form XVII Rule 78(1)(a)(i) or
Register of Wages-cum-Muster Roll Form XVIII Rule 78(1)(a)(i),
where the wage period is fortnight or less.
Wage Slip Form XIX Rule 78(1)(b)
Register of Deductions for damage or loss Form XX Rule 78(1)(a)(ii)
Register of Fines Form XXI Rule 78(1)(a)(ii)
Register of Advances Form XXII Rule 78(1)(a)(ii)
Register of Overtime Form XXIII Rule 78(1)(a)(iii)
Regards
From India, Ludhiana
Under the Contract Labour (R & A ) Act, 1970, the Principal employer has to maintain the Register of Contractors in Form XII Rule 74.
Similarly the Contractor has to maintain the records, which are as under:-
Register of Workmen employed by Contractor Form XIII Rule 75
Employment Card Form XIV Rule 76
Service Certificate Form XV Rule 77
Muster Roll Form XVI Rule 78(1)(a)(i)
Register of Wages Form XVII Rule 78(1)(a)(i) or
Register of Wages-cum-Muster Roll Form XVIII Rule 78(1)(a)(i),
where the wage period is fortnight or less.
Wage Slip Form XIX Rule 78(1)(b)
Register of Deductions for damage or loss Form XX Rule 78(1)(a)(ii)
Register of Fines Form XXI Rule 78(1)(a)(ii)
Register of Advances Form XXII Rule 78(1)(a)(ii)
Register of Overtime Form XXIII Rule 78(1)(a)(iii)
Regards
From India, Ludhiana
Hi Puneet,
Can you give me some guideline over Industrial Dispute Act, 1947. Something about Industrial Tribunal, Labour Court, process for complain, address of labour court and rest other information related to this Act. Also I would like to know if manpower of a company is less than 30 then how it goes for Industrial Dispute Act to get applied.
Kind Regards,
Asha kiran
+919730574186
From India, Pune
Can you give me some guideline over Industrial Dispute Act, 1947. Something about Industrial Tribunal, Labour Court, process for complain, address of labour court and rest other information related to this Act. Also I would like to know if manpower of a company is less than 30 then how it goes for Industrial Dispute Act to get applied.
Kind Regards,
Asha kiran
+919730574186
From India, Pune
Dear Kiran
The Industrial Dispute Act applies to every "industry" defined in the Act.
The purpose of the ID Act is to provide machinery in resolving the "Industrial Disputes". The machinery consists of Conciliation Officers, Labour Court, Tribunals.
Labour Courts are designated Courts under the control of the "Appropriate Government". They are though termed as "Court" but are not Court as defined in the Indian Evidence Act. The strict rules of evidence Act, Civil Procedure Code and Criminal Procedure Code do not applies to Labour Court.
When any industrial dispute is apprehended or when there is any existing Industrial Dispute, the machinery provided under the Act comes into action.
The disputes are of two type : Individual dispute & Collective dispute
Individual dispute does not amount to an "Industrial Dispute" until it has got espousal from substaintial number of employees working in that industry.
However, there is an exception to this rule. Under Sec. 2-A an individual dispute could also become an industrial dispute, if the services of the employee is terminated.
Collective dispute: it is a dispute raised by number of employees. (Sec 2(k)
Address of LAbour Court : I am located at Ludhiana (Punjab). The address of LAbour Court Ludhiana is The Mini Secretrait, District Courts, Ferozepur Road, Ludhiana.
The manpower is not an issue to invoke the provisions of the Act. The question is that the undertaking must be an "Industry", having a systematic activity, plural of employment etc.
Regards
From India, Ludhiana
The Industrial Dispute Act applies to every "industry" defined in the Act.
The purpose of the ID Act is to provide machinery in resolving the "Industrial Disputes". The machinery consists of Conciliation Officers, Labour Court, Tribunals.
Labour Courts are designated Courts under the control of the "Appropriate Government". They are though termed as "Court" but are not Court as defined in the Indian Evidence Act. The strict rules of evidence Act, Civil Procedure Code and Criminal Procedure Code do not applies to Labour Court.
When any industrial dispute is apprehended or when there is any existing Industrial Dispute, the machinery provided under the Act comes into action.
The disputes are of two type : Individual dispute & Collective dispute
Individual dispute does not amount to an "Industrial Dispute" until it has got espousal from substaintial number of employees working in that industry.
However, there is an exception to this rule. Under Sec. 2-A an individual dispute could also become an industrial dispute, if the services of the employee is terminated.
Collective dispute: it is a dispute raised by number of employees. (Sec 2(k)
Address of LAbour Court : I am located at Ludhiana (Punjab). The address of LAbour Court Ludhiana is The Mini Secretrait, District Courts, Ferozepur Road, Ludhiana.
The manpower is not an issue to invoke the provisions of the Act. The question is that the undertaking must be an "Industry", having a systematic activity, plural of employment etc.
Regards
From India, Ludhiana
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