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A Project Report

of
“Legal
Compliances”
At
JUSCO,
Jamshedpur
Dissertation Report
Submitted in partial fulfillment of
the Master Of
Business Administration
Submitted
by:
Kishore Kumar
Mahato
Reg.—
1ay09mba73
(HR)
2009-11
Under
supervision of
Prof. …..
Acharya Institute Of Technology,Bangalore.
Acknowledgment

DECLARATION

PREFACE

The subject of my project-work is “measuring


training effectiveness in Legal Compliances.” It
has been done with the purpose of satisfying the
needs of degree course. Legal Compliances is one
of the hottest topic in the Human Resource
Management. Today, in the highly competitive
market, every organization is thriving to achieve
its goal with a minimum cost production. Any
organization aims to produce quality goods and
services at a competitive price so as to achieve
customer’s satisfaction. Not only that, they also
aim to bring customer’s delightment.
This aim can only be
achieved if an organization possesses efficient
human resources. The human resources (the most
vital of all resources) can only be efficient if there
is a proper training and development programme.
A number of research works is being carried out on
the topic of training effectiveness. A number of
techniques have been suggested by the
researchers on increasing the effectiveness. This is
because,; once the training is imparted; it
becomes necessary to have a significant tool to be
used to measure the effectiveness of training.
Otherwise, we can not assess whether the training
imparted was really beneficial to employees or not.
If yes, then up to what extent it was useful for the
employees.

Contents
Chapter 1 .................................................................................................................................................. 7
1.1 Introduction about Legal Compliances
............................................................................................... 8
1.2 Objective of Legal Compliances
......................................................................................................... 8
1.3 Method of study
.................................................................................................................... ……………
10
Chapter -2 ................................................................................................................................................. 11
2.1 Company Profile ................................................................................................................................ 12
JUSCO ..........................................................................................................................
......................... …..12
JUSCO‐
Vision ...........................................................................................................................
........ ……….12
JUSCO-Mission
JUSCO‐ Core
Values ..........................................................................................................................
………12
....................................................................................................................................
.............................. 13
Chapter- 3 ................................................................................................................................................. 14
3.1 The Employment Exchange Act, 1959 & Rules .............................................................................. 15
On monthly
basis: ...........................................................................................................................
.......... 15
Rule‐6 Submission of
returns ................................................................................................... ………………
15
3.2 The EPF & Miscellaneous provisions Act, 1952 ................................................................... ……..16
On yearly
basis: ...........................................................................................................................
.............. 16
Para‐35 Preparation of Contribution
Cards .............................................................................................. 16
Para‐42 Renewal of Contribution
Cards ................................................................................................... 16
On monthly
basis: ...........................................................................................................................
.. ……..16
On 15th or
before ..........................................................................................................................
............ 16
Form‐2 Nomination & Declaration
Form .................................................................................................. 17
Form‐13/13A Application for transfer of EPF
account .............................................................................. 17
Form‐14 Application for financing life Insurance Policy out of the PF
Account .......................... ……………18
Form‐16 Application for advance from the
fund ......................................................................... ……………18
Form‐19 & 20 For claiming of Provident Fund
Accumulation ...................................................... …………..22
Para‐72(5) Payment of Provident
Fund .................................................................................................... 23
Para‐69 (1) (a to
dd) ...............................................................................................................................
.. 23
Register to be maintained
for: ................................................................................................................. 24
3.3 The Payment of Wages Act, 1936 ..................................................................................................... 25
3.4 Equal Remuneration Act, 1976 .............................................................................................. 26
Form‐D register, Rule 6 of Equal Remuneration Rules,
1976 ........................................................... 26
3.5 Employees’ State Insurance Act, 1948 .................................................................................. 27
Registration of
Establishments. ........................................................................................................
27
Register to be maintained
for: .......................................................................................................... 27
Every
month: .........................................................................................................................
........... 27
Yearly: .........................................................................................................................
..................... 28
On
occurrence: ..................................................................................................................
............... 29
3.6 The Maternity Benefits Act, 1961 .......................................................................................... 30
On monthly
basis: ...........................................................................................................................
.. 30
3.7 The payment of Bonus Act, 1965 & Rules ............................................................................ 31
On yearly
basis: ...........................................................................................................................
..... 31
Others: .........................................................................................................................
.................... 31
3.8 The Payment of Gratuity Act, 1972 ....................................................................................... 32
Form ‘A’, ‘B’ & ‘C’‐ Rule 3 of Payment of Gratuity Central rules,
1972............................................. 32
Form ‘F’, ‘G, & ‘H’‐Rule 6 (1), (3) & (4) of Payment of Gratuity Central rules,
1972 ......................... 32
Form‐ ‘I’, ‘J’ & ‘K’, Rule 7 (1), (2) & (3) of Payment of Gratuity Central rules,
1972 ......................... 33
Form‐‘L’ & ‘M’, Rule 8 (1) of Payment of Gratuity Central rules,
1972 ............................................ 33
3.9 Companys & Establishment Act, 1963 (W.B.) ............................................................................. 35
Section‐5 Holiday in companys &
establishments. .............................................................................. 35
Section‐6 Hours of work in
company ...............................................................................................35
Section‐9 Restriction of employment of
children ......................................................................... 36
Section‐10 Restriction of
employment ....................................................................................... 36
Section‐11
Leave .........................................................................................................................
36
Section‐12 Person employed to be entitled to wages for the period of privilege leave
in ........ 36
Section‐13 Wages for overtime
work ......................................................................................... 37
Section‐14 Payment of recovery of
wages .................................................................................. 37
Section‐15 Notice of termination of
service ............................................................................... 37
Section‐16 Registration of companys and
establishment .............................................................38
Section‐18 Persons employed to be furnished with letter of
appointment ............................... 39
Section‐21
Penalties ....................................................................................................................
39
3.10 Weekly Holiday Act, 1942 ...................................................................................................... 40
Section‐ 3 Closing of
companys ........................................................................................................ 40
Section‐4 Weekly holiday in companys, ...................................................... 40
Section‐6 No deduction or abatement to be made from
wages .................................................. 40
Chapter-4 ............................................................................................................................................ 41
4.1 Conclusion ............................................................................................................................... 42
4.2 Suggestion ............................................................................................................................... 42
1. Check Out These Guidelines to See if a Policy Is Needed ................................................... 42
2. Articulate the Goal of the Policy
........................................................................................... 43
4. Develop and Write the Policy
............................................................................................... 43
5. Review the Policy
................................................................................................................. 43
6. Obtain Management Support for the Policy ..........................................................................
43
7. Obtain Legal Review of the Policy
....................................................................................... 44
8. Implement the Policy
............................................................................................................ 44
9. Decide How You Will Communicate the Policy in the Future ............................................. 44
10. Interpret and Integrate the Policy ......................................................................................
44
Risks of Not
Complying ...................................................................................................................
.. 45
4.3 Bibliography ............................................................................................................................ 47
4.4 Annexure ................................................................................................................................. 47

Chapter 1
1.1 Introduction about Legal Compliances
As this legal compliances is a part of a larger part for Human Resources Department called as
HR Legal Compliances An HR-is a Legal compliances by which an organization can measure
where it currently stands and determine what it has to accomplish to improve its human
resources function. It involves systematically reviewing all aspects of human resources, usually
in a checklist fashion, ensuringthat government regulations and company policies are being
adhered to. The key to an Legal Compliances is toremember it is a learning or discovery tool, not
a test. There will always be room for improvement in every organization.

INTRODUCTION
LEGAL COMPLIANCES
Legal Compliance
Ever increasing levels of legislation are affecting organisations across the world. And
the effect is felt even more acutely when an organisation has operations in many
different locations.

The strength of our global team is that we are able to advise clients on the impacts and
requirements of different legislation worldwide; regulations that apply internationally,
regionally and nationally. There are some key benefits from this:

 We can help clients maintain various management system standards, for


example ISO14001, by ensuring they have identified and are compliant with
relevant legislation
 We can help clients identify areas at risk of prosecution
 We identify forthcoming legislation and can help clients prepare to manage the
impacts
 We identify market opportunities that clients can take advantage of as they
comply with new and emerging legislation

Our experience enables us to deliver a balance between business sustainability, best


practice and meeting minimum legislative standards.

We have an excellent track record working with operators, regulators and industry
bodies. This gives us a depth of knowledge and understanding that enables us to offer
very intuitive advice to our clients as we identify their legal obligations and audit
compliance against these obligations

In summary our approach is as follows:

 Identify your legal obligations


 Develop a register of these obligations
 Develop and implement control measures to deliver or improve compliance
 Provide training on specific legal issues and a holistic approach to managing all
obligations
 Tracking impacts of changes and proposed future legislation
 Auditing an organisation's adherence to regulations on a periodic basis

We have expertise across all major areas of environmental and product compliance:
waste management; REACH; industrial permit applications; the future Climate Change
Bill; the list goes on, and this website details many of these specifically.

SUSTAINING LEGAL COMPLIANCE


Strict compliance with all applicable laws, regulations or international
treaties is critical to Thales’s ability to conduct current and future business.
Non-compliance with regulations could expose Thales and its officers to large
fines, criminal or civil sanctions, sales and legal restrictions and reputational
damage.
Thales established a Compliance Programme in 2007 to better incorporate
compliance risk management within its business processes. The objective of
this Group-wide Compliance Programme is to decrease the risk of non-
compliance for Thales by helping to prevent occurrences, detect issues and
limit the consequences of any conduct that may violate the company’s
commitments and internal policies or could lead to civil or criminal liability or
reputational damage.
Thales operates within a far-reaching legal and regulatory framework. The
Compliance Programme pays special attention to areas relating to:
• Company law and delegations
• Competition & commercial laws
• Social rights & employment laws
• Export control
• Anti-bribery laws
• Environmental law
• Occupational health and safety
• National secrecy
• Intellectual property right.etc
To deploy the compliance programme across the organisation, Thales has
given its subsidiary CEOs the responsibility to design, implement and
maintain a satisfactory risk management and internal control system. The
Group has appointed a Compliance Officer in each unit to help CEOs cope
with the complex and constantly evolving legal and regulatory framework.
Thales’s experts also produce self-assessment questionnaires that
complement the internal policies, guidance, training and tools already in
place. They allow Thales subsidiaries to assess the maturity of the measures
in place to prevent legal violations and serve as a baseline for defining
improvement plans when such measures are not deemed adequate.
Throughout the year, the Audit and Internal Control Department monitors
implementation of improvement action plans by subsidiaries and provides
support to better prevent the risk of non-compliance.
Thales requires all subsidiaries under its control to formally report on the
measures and resources in place to secure compliance. CEOs are required to
complete a yearly attestation letter in which they disclose their assessments
and commitments for improvements. Yearly attestation letters flow up
through the organisation and are consolidated in a report that is submitted to
the Executive Committee and Board of Directors and provides :-

We provide following legal support services to Indian limited companies to ensure compliance of
the applicable provisions of the law.

Maintaining registers and records under the Companies Act [On retainer basis]

• Compliance Certificate under the Companies Act


• Certification of ROC e-forms
• Annual filings with ROC
• Registration of charge over assets of company (secured loans) under the Companies Act
• Transfer and Transmission of shares
• Consolidation / sub-division of shares
• Issue of duplicate share certificates
• Change of name
• Change of registered office
• Change of object clause of memorandum of association
• Increase of authorised share capital
• Change of articles of association
• Appointment and resignation of directors, additional directors, alternate directors,
nominee directors
• Change of auditor
• Holding actual board meetings or committee meetings
• Holding actual general meeting of shareholders
• Appointment of Managing Director, whole Time Director or manager
• Payment of remuneration to directors
• Payment of remuneration to relatives of directors
• Loan to directors
• Transactions with directors, relatives of directors, other entities (firm, limited company,
HUF, trust) wherein directors are interested
• Conversion of private limited to public limited
• Accepting deposits / borrowings (unsecured loans)
• Removal of director
• Removal of auditor
• Payment of dividend
• Transfer of funds to Investor Education and Protection Fund

1.2 Objective of Legal Compliances

1)To insure the effective utilization of an organization’s human resources.


2)To review compliance with a myriad of administrative regulations.
3)To instill a sense of confidence in management and the human resources function that it
is well managed and prepared to meet potential challenges.
4)To maintain or enhance the organization’s and the department’s reputation in the
community.
5)To perform a "due diligence" review for shareholders or potential investors/owners.
6)Suggestions for complying with applicable labour legislations for setting up of a new
company or establishment.

7)Identification of all legislations governing the functioning of the company with special
reference to the concerned business segment

8)Implementation of an effective compliance system by providing the necessary


guidance and facilities

9)Educating companies on labour laws governing the filing of returns, maintenance of


registers, records and abstracts.

1)Legal compliance (Covered under this project)


2)Compensation/Salary Administration
3)Employment/Recruiting
4)Orientation
5)Terminations
6)Training and Development
7)Employee Relations
8)Communications
9)Files/Record Maintenance/Technology
10)Policies and procedures (including employee handbook)
In a legal compliances , the company's management team meets with corporate counsel in order
to discuss strategic plans and objectives, review key documents and records, and analyze
and identify current and projected legal needs of the company. The legal audit also lays
the groundwork for the establishment of an ongoing legal compliance and prevention
program in order to ensure that the company's goals, structure and ongoing operations are
consistent with the latest developments in business and corporate law. Finally, the legal
audit helps managers identify the legal issues triggered by changes in strategies, goals or
objectives and allows planning for the legal tasks that must be accomplished as a result of
the issues identified.

Issues in a Legal Audit (Compliance)

A comprehensive legal audit will examine a wide range of issues which may be as
mundane as whether or not the company is qualified to do business in foreign
jurisdictions or as complex as an analysis of the company's executive compensation and
retirement plans in order to ensure consistency with current tax and employment law
regulations. The topics that must be addressed include: choice and structure of the entity;
recent acts of the board of directors and documentation (or lack thereof) relating to those
decisions; protection of intellectual property; forms and methods of distribution and
marketing; pending and threatened litigation; estate planning; insurance coverage; hiring
and firing practices; employment agreements; securities law compliance; antitrust and
related trade regulations; product liability and environmental law; and a review of sales
and collection practices. Naturally, the extent and complexity of the legal audit will vary
depending on the size and stage of growth of the company, the type of business (such as
service vs. manufacturing), the number of shareholders and employees, the extent to
which the company does business in a "regulated industry," and a host of other factors.
A legal audit may be performed on a periodic basis as part of an ongoing compliance
program or may be performed in connection with a specific event, such as a financial
audit, or in connection with a specific transaction, such as an acquisition or securities
offering. There are also specialized legal audits in specific areas, such as tax; labor and
employment; estate planning/asset protection; government contracts; franchising
compliance; and environmental law.
Implementation of the Post-Audit Recommendations. Once the legal audit team has issued
its post-audit evaluation to the management team, the entrepreneur can implement the
recommendations of the report. What he or she does will vary, depending on the growth
planned by the company, as well as the specific findings of the report. At a minimum, the
entrepreneur should schedule meetings with key personnel to review and discuss the postaudit
recommendations; prepare internal memos to educate the "rank-and-file"
employees; conduct employee seminars to educate employees about proper procedures
and compliance; and in certain cases, develop handbooks and operations manuals for
continued and readily available guidance for the company's staff. If significant problems
are discovered during the audit, counsel should be careful about what is included in the
final written report in order to avoid potential adverse consequences down the road under
the central or state rules of evidence. In addition, the company can establish a "tickler
system" for periodic reporting and key dates/deadlines, as well as a time set for the next
legal audit.

SCOPE OF THE PROJECT


 To carry out a critical analysis of LEGAL COMPLIANCES analysis.

 To find out the area of weakness in the existing Legal Environment control
mechanism.

 To find out opportunity to make large the service market.

 To extrapolate the company’s position with other companies.

RESEARCH METHODLOGY

The whole project has been made by collecting data through primary and
secondary source. Primary source stand for that information i.e. collected by direct
questioner to concerned employees. Secondary source represent that information
that I got through journals, websites, magazines etc.
RESEARCH DESIGN

The study is based on descriptive and applied research. The efficiency and efficacy
of Legal compliances management model of JUSCO LTD. The Legal requirement
as well as planning compliances is thoroughly studies. By using research and
process analysis the result of control mechanism has been summarized which help
in identify the effective of the system under preview to get the conclusion.

DATA INFORMATION SOURCES

COLLECTION OF DATA: Data has been gathered from both primary and
secondary sources.
Primary sources

 It comprises of discussion with concerned person and interview

 Survey questionnaire

 Observation on each and every department

 By interviewing few officers from different Department and division

Secondary sources:

 Annual reports

 Journal and book

 Study of files & office documents

 Different records by account bills section, cost and raw material

 Websites of JUSCO Ltd.


DATA ANALYSIS AND INTERPRETATION

We have determined the process of changes in legal compliances of one foreign


service company and four domestic service companies. We have also found out
Legal obligation for all the companies and few record such as registration,annual
report,establishement,govt.roles,legal requirement for JUSCO Ltd.

LIMITATIONS
1. The topic is a voluminous one for which the time allotted was insufficiently

2. The scope of the study was limited to the problem of JUSCO Ltd.

All department and division.

3. As a policy decision, accessibility of plant wise data was limited for


querying various issues arising out of the study

4. Adaptation to the new environment took its toll.

1.3 Method of study

Method used in this study is consultation with Industrial Law book by P.L.Mallick (vol.1 & vol.2).and
N.D. Kapoor.
Chapter -2

INDUSTRY PROFILE
THE SERVICE INDUSTRY

In Indian Economy, jobs can be categorized into sectors, which can then be split into
divisions, each of which include various industries. There are two major sectors in In
Indian economy, as identified by the Indian Standard Industry Classification System:
the goods-producing sector and the service-producing sector. The goods-producing
sector includes agriculture, forestry, and fishing; mining; construction; and
manufacturing. The service-producing sector includes the divisions of (1)
transportation, communications, and utilities; (2)wholesale trade; (3) retail trade; (4)
finance, insurance, and real estate; (5) public administration; and (6) services. This
sixth group—the services division—includes a number of industries .

Main Groups of Industries in the


Services Division
• Some agricultural services (including landscaping and horticulture)
• Hotels and other places of lodging
• Personal services (including dry cleaning, tax preparation, and hair
cutting)
• Business services (including temporary agencies and business
software developers)
• Automotive services
• Miscellaneous repairs
• Motion pictures
• Amusements and recreation
• Healthcare
• Legal services
• Private education
• Social services
• Museums, zoos, and botanical gardens
• Membership organizations (including houses of worship and clubs)
• Engineering and management services (including consulting)

• Other miscellaneous services

The service sector is difficult to define and to encompass. There are a number of ways to
identify the sector, its divisions, its industries, and the types of jobs within them. The
general category of the service division includes a wide variety of industries, but can be
categorized into primarily consumer-oriented (providing a service directly to a
consumer), primarily business-oriented (providing a service directly to another
business) or mixed (providing services to both businesses and individual consumers).
Alternately, the services division activities can be described by their economic activities
as physical, intellectual, aesthetic, and other experiential activities. Physical activities
involve working with objects; examples include repairing cars, landscaping, cutting hair,
or preparing a meal. Intellectual activities involve providing education or training, such
as at a university or trade school. The aesthetic activities entail providing consumers
with artistic or visual experiences; museums, theater performances, art shows, and
musical performances are examples. Finally, other experiential activities involve
providing customers with recreation, such as in amusement and theme parks, zoos, or
campgrounds.

A final way in which to categorize services is by what is transformed through the service.
A service may transform a physical object, which occurs when something is repaired,
altered, or improved. Having an article of clothing custom-made, a room remodeled, or
an appliance repaired would involve transforming a physical object. Service division
jobs may also change a consumer. Examples of changes to consumers are education,
whereby the consumer learns knowledge or skills; health care, in which a person's
health is improved; or personal services, such as when a hairstylist cuts a consumer's
hair. A change to an organization is a third type of transformation involved in the
service industry. For instance, a management consulting firm may make changes to an
organization's structure or business processes to improve it. The final set of jobs in this
categorization captures those professions in which there is no apparent object. For
example, when an attorney provides legal representation to a client, or in professional
sports competitions a service is provided, even though no specific object can be
identified.

GROWTH IN THE SERVICES INDUSTRY

Services Industry in India – 2009-10 is a better year says CII Survey. According to a
Confederation of India industry Press release the stimulus Package was a Key Driver of Sector.
26th April 2010, New Delhi, The services sector has revived from slowdown and has maintained
higher growth trends during the third and the last quarters of FY 10, according to a survey
conducted by the Confederation of Indian Industry (CII).

CII had undertaken a comprehensive survey based on the responses of more than 350 service
related industry associations, organizations and companies in both the private and public sectors.

“The services sector has performed better during April-March 2009-10 (Estimated) over April-
March 2008-09 mainly on the back of the stimulus package provided by the government and
continuance of the incentive measures including the 10 percent service tax in the recent Union
Budget” according to Mr. Chandrajit Banerjee, Director General, Confederation of Indian
Industry.

Out of 51 sectors surveyed, 13.72 % of the sectors have recorded excellent growth of more than
20% in April-March 2009-10. This is clearly an improvement over April-March 2008-09 during
which only 5.88 % of the sectors had recorded excellent growth rate. The share of the high
growth sectors has also increased to 43.13 % in April-March 2009-10 from 41.17% during the
corresponding period of the previous year. The share of moderate growth rate sectors has
increased from 35.29% to 41.17% indicating substantial improvement. The share of sectors
recording negative growth rate has significantly declined to 1.96 % from 17.65 % and this is a
clear sign of improvement.

According to the survey, Indian Telecom and Mutual Fund industry have emerged as the biggest
contributors in the growth of services industry both recording excellent growth rates.

The high growth category (10 to 20 percent) includes sectors like air passenger traffic, retail
trade, advertising, live entertainment, courier and logistics industry, healthcare, education &
training services, life insurance premium, etc.

Some of the sectors which have recorded moderate growth rate of (0 to 10 percent) include
railway freight traffic, revenue earning passenger traffic, air cargo, cargo handled at major ports,
foreign tourist arrivals, construction, etc.

However sectors like fixed line subscribers still continue to grow at a negative rate as more
consumers can afford wireless services.

The CII survey has also identified some of the general and sector specific issues/constraints
faced by the services industry which need to be addressed to enable the services sector to
maintain higher growth momentum.

The general issues pertain to infrastructure bottleneck, low or no access to credit, high input cost,
security risks for mega projects in sensitive areas.

GDP
Growth Trend of the Services Industry during April-March 2009-10

Period Excellent High Moderate Negative Total


(>20%) Sectors
(10-20%) (0-10%) (<0%)
April-March 2009-10 13.72%(7) 43.13%(22) 41.17%(21) 1.96%(1) 51
April-March 2008-09 5.88% (3) 41.17%(21) 35.29%(18) 17.65%(9) 51
April-Dec 2009 11.76%(6) 39.21%(20) 45.09%(23) 3.92%(2) 51
April-Dec 2008 3.92%(2) 45.09%(23) 39.22%(20) 11.76%(6) 51

Figures in ( ) indicate number of sectors

2.1 Company Profile


TATASTEEL
PROFILE

Established in 1907 by its Founder J N Tata, Tata Steel is Asia's first and
India's largest integrated private sector steel company. Over the years, Tata Steel
has emerged as a thriving, nimble, steel enterprise, due to its ability to transform
itself rapidly to meet the challenges of a highly competitive global economy and
commitment to become a supplier of choice by delighting its customers with
services and products. Constant moderniSation and introduction of state-of-the-art
technology at Tata Steel has enabled it to stay ahead in the industry and
successfully meet the expectations of all sections of stakeholders. Tata Steel's four-
phase Modernisation Programme in the steel works has enabled it to acquire the
most modern steel making facilities in the world. Recently, Tata Steel
commissioned its 1.2 million tonne capacity Cold Rolling Mill complex at 'Global
Speed and Cost'. Its fifth phase of the Modernisation Programme leveraged the
intellectual capabilities of its employees to generate sustainable value for the
stakeholders. Tata Steel is taking better Knowledge Management initiatives to shift
focus from creating new physical assets to utilising them with ingenuity and a
sturdy business sense, the company has been recognised as Asia's Most Admired
Knowledge Enterprise at the World Knowledge Forum, Seoul, Korea. Most recently,
it has embarked on programme for expansion of its existing steel making capacity
by 1million tonne to reach a rated capacity of 5 million tonnes per annum.

Tata Steel's turnover in fiscal 2002-03 was nearly Rs 9800 crores. The
company's profit in the same year was Rs 012 crores, which is its highest ever

Strive relentlessly to
Ruthless cutting of Code of Mutate and
Value improve
build
Under relationship and
wasteful Conduct
Cost Change furiously
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Customerinfluence
expenditure
:: AWARDS AND RECOGNITIONS

JUSCO conferred Most Admired Developer in Water &


» Urban Infrastructure Sector by 3rd KPMG Infrastructure
Today Awards
JUSCO conferred Most Admired Developer in Water &
Urban Infrastructure Sector by 3rd KPMG Infrastructure
Today Awards
~Applauses JUSCO mandate for converting an obligatory
Archives » service into customer focused sustainable entity~

Ja Jamshedpur Utilities and Services Company (JUSCO) has been


conferred Most Admired Developer in Water & Urban
Infrastructure Sector during the 3rd KPMG Infrastructure Today
Awards. JUSCO has over nine decades of experience in
providing infrastructure services and is carved out by Tata Steel
from its Town Services Division in 2004. The award comes as
applause to the mandate for JUSCO to convert an obligatory
service into a customer focused sustainable corporate entity. The
Award was given away by Shri Kama Nath, Hon’ble Minister of
Transport, Road and Highways at New Delhi on 01 December
2010.

The Award was received by Mr Manish Sharma, Managing


Director, JUSCO along with Mr Raghunath Pandey, President,
JUSCO Shramik Union. Speaking while receiving the coveted
award, Mr Manish Sharma, Managing Director, JUSCO said
that the KPMG Infrastructure Today Awards acknowledges an
organization’s landmark achievements in various infrastructure
projects. JUSCO is highly obliged to receive the title of Most
Admired Developer in Water & Urban Infrastructure Sector.
JUSCO will keep on enhancing its services and come up to the
best of the standards set by the industry in times to come.

JUSCO’s expertise in executing projects on BOOT, BOT, EPC,


O&M, Concession and Franchisee models has led it to create a
niche for itself in the growing urban infrastructure services
sector in the country. Today it has presence in various cities and
towns of the country spanning eight states and serving several
urban local bodies and corporations through many landmark
projects. In a short span of time JUSCO has emerged as the
leader in Indian urban water services sector.

JUSCO has also achieved international recognitions for its


efforts in water services sector – Biennial 5th Asia Water
Management Excellence Award at Kuala Lumpur, Malaysia and
Global Intelligence Award at London, United Kingdom.
JUSCO’s operations at Jamshedpur have been conferred with
Total Productive Maintenance (TPM) Award by Japan Institute
of Plant Maintenance (JIPM) at Kyoto, Japan, the only company
in services domain in the world to have conferred this
prestigious award. In 2009, JUSCO was conferred with the
National Urban Water Award by the Hon’ble President of India
for ‘Citizen Services and Governance’.

Today JUSCO is India’s only comprehensive urban


infrastructure service provider. It intends to rise to the challenge
of meeting India's need for infrastructure development in a
sustainable manner by anticipating and addressing the country's
growth needs such that the ability of future generations to meet
their own needs is not compromised.

Its services include water, power, municipal solid waste


management, roads & bridges, industrial, civil and structural
construction. JUSCO works alongside civic bodies, large and
small industries, urban local government bodies, communities
and individuals to deliver value through sustainable solutions.
JUSCO has a comprehensive service in the supply of water to
both industrial and domestic customers, which range from
operations & maintenance of the entire water cycle from intake
to treatment, conveyance and distribution. It is integrated with
capabilities such as asset management activities, GIS, billing,
collection and Non Revenue Water reduction programmes.

The selection criteria for the award require various stakeholders


to work together and administer the measure of success. The
approach is based on a perception survey, moderated by a panel
of eminent specialists. Based on the results of the survey,
Jamshedpur Utilities & Services Company
Limited

BOARD OF DIRECTORS
Mr Bushen Lal Raina : Chairman
Mr Varun Kumar Jha : Non Executive Director,
Member, Audit Committee,
Member, Committee Of Board
Mr Narayan Prasad Sinha : Non Executive Director,
Chairman, Committee of Board,
Member, Remuneration Committee,
Member, Audit Committee
Mr Partha Sengupta : Non Executive Director,
Member, Committee of Board
Mr Tapas Kumar Mitra : Non Executive Director,
Member, Remuneration Committee
Mr Shobhit Shukla : Non Executive Director,
Chairman, Audit Committee
Mr Manish Sharma : Managing Director,
Member, Committee of Board
: MANAGEMENT TEAM

Mr Manish Sharma : Managing Director

Mr Ritu Raj Sinha : General Manager


(Business Development & Corporate Services)

Mr K.N. Jha : General Manager


(Planning, Engineering & Construction)

Mr G. S. Basu : General Manager


(Water Management)

Mr Sharad Kumar : General Manager


(Power Services)

Mr P. C. Shukla : General Manager


(Water Services)

Mr Deepak P. Kamath : General Manager


(HR-IR)

Mrs Shakti Sharma : Chief Education

Capt. : Dy. General Manager


Dhananjay Mishra (Jamshedpur Town Services)

Mr Umanath Mishra : Chief Financial Officer

Mrs Preeti Sehgal : Company Secretary

Awards & Recognition »

JUSCO Samachar (vernacular) conferred Gold Award by PRCI


» National Urban Water Award 2009
» TPM Excellence Award - 2008
» 5th Asia Water Management Excellence Award - 2008
» Commendation from Global Water Intelligence Award 2008
First Prize for Excellent Management in the area of Rain WaterHarvesting - 2008
» OHSAS 18001 Certification - 2008
» ISO 17025 to water laboratory by NABL - 2007
» ISO 14001 and 9001 recertification – 2006
PROFILE
In a first of a kind initiative in India, the Jamshedpur Utilities and Services Company (JUSCO)
was carved out of Tata Steel from its Town Services Division in 2004. In JUSCO, the steel major
reposed nine decades of experience and expertise. The mandate for JUSCO was to convert an
obligatory service into a customer focused sustainable corporate entity.

Jamshedpur Utilities & Services Company is today India’s only comprehensive urban
infrastructure service provider. A Tata Enterprise, its services focus on the Tata Group Purpose
“to improve the quality of life of the communities we serve”.

The Group purpose is reflected in JUSCO’s Mission of providing “quality services for life”. Its
services include water, power, infrastructure, public health and horticulture services. JUSCO
works alongside civic bodies, large and small industries, local government bodies, communities
and individuals to deliver value through sustainable solutions.

The Company believes that a clear sense of the Tata Values and Mission allows it to achieve
immense clarity on its role for the future. JUSCO intends to rise to the challenge of meeting
India's need for infrastructure development in a sustainable manner by anticipating and
addressing the country's growth needs such that the ability of future generations to meet their
own needs is not compromised.

:: JAMSHEDPUR LICENSE AREA (POWER)

The Power Services Division is responsible for the purchase, sale and distribution of electricity;
augmenting and maintaining the power distribution infrastructure; as well as for municipal and
town management functions in its service area.

Year after year, JUSCO uses state-of-the-art technology and processes, proactively maintains
and upgrades equipment, to enhance its efficiency. The knowledge and expertise of its engineers
and people, as well as a culture of excellence, allows it to maintain high quality power supply at
possibly the lowest tariff in India. All of these contribute to making it one of the country’s most
efficient power utilities.

Power Availability – ensuring clean and reliable power at the doorstep of every consumer

• Household Consumers – enjoy the highest per capita power consumption in the country.
• Industrial consumers – growth needs are matched by continuously augmenting
infrastructure.
• Municipal Functions.
• Improvement in efficiencies

WATER & WASTE WATER SERVICES

Jamshedpur Utilities & Services Company provides comprehensive services in the supply of
water to both industrial and domestic customers. Our range of services cover operations &
maintenance of the entire water cycle from intake to treatment, conveyance and distribution. We
integrate this service with capabilities such as asset management activities, GIS, billing,
collection and Non Revenue Water reduction programmes. The Company was formed in 2004
and we have since ventured beyond Jamshedpur to create new facilities in water across the
country apart from modernising and maintaining existing ones.

Services offered

• Operation and Maintenance of Water Treatment Plants Sewage Treatment Plants,


distribution networks.
• Build new Water Treatment Plant and Sewage Treatment Plant on EPC or BOOT basis.
• Technical and Management support to improve performance of the Water Treatment
Plants, Sewage Treatment Plants and Distribution Systems.
• Control of Unaccounted for Water (UFW) or Non Revenue Water (NRW).
• Creation of 24 x 7 municipal water supply systems.
• GIS for asset management including updating of existing drawings.
• Customer support services including call centre facilities for prompt handling of
complaints.
:: TATA STEEL

Established in 1907 as Asia's first integrated private sector steel company, Tata Steel, with the
recent acquisition of Corus in 2007 is the world’s sixth largest steel producer.

The Tata Steel Group, as a combined entity, has geographic footprints in India, South East Asia,
UK and Europe with an aggregate crude steel production capacity of around 28 million tonnes
having approximately 82,700 employees across the four continents. Tata Steel’s mines, collieries
and Jamshedpur works are ISO 14001 certified for environment management.

The company’s Jamshedpur steel works along with its Ferro Alloys and Minerals Division, have
been conferred the SA 8000 certification for work conditions and improvements in the
workplace – the first in the world.

Tata Steel which has also set benchmarks in the fields of corporate social responsibility and
corporate governance firmly believes in improving the quality of life of its employees and the
communities it serves.

SWOT ANALYSIS OF JUSCO


A. STRENGTH

• Low cost and efficient labour force.

• Strongly managerial capability.

• Strongly globalised industry and emerging global competitiveness.

• Modern new plants & modernized old plants.

• Stable balance sheet (Low debt to equity ratio).

• Experience of Tata Group in doing global acquisitions.


B. WEAKNESS

• High cost of energy,power and capital investment

• Higher duties and taxes.

• Infrastructure.

• Quality of service.

• Labor laws.

• Dependence on imports for manufacturing equipment’s& technology.

B. OPPURTUNITIES

• Huge infrastructure demand.

• Rapid urbanization.

• Increasing demand for consumer durables.

• Untapped rural demand.

• Consolidation trend in service industry.


• To get exposed to the global Service market (will save time and learning
space for Tata steel).

D.THREATS

• Slow growth in infrastructure development.

• Market fluctuations and china’s export possibilities.

• Global economic slow down.

• Threat of hostile takeover by its competitions

Analysis of each and every


Department from
the Legal Compliances
point of view
DEPARTMEN NATU GOVT. LICENSE MEDICA TIMIN LEA RETURNI VIOLATION WHY
T RE OF DEPT & REG. L- G VE NG & REQ.
WORK CHECKU REPORT
P
ICS Comp
any's
Consum
er
Approval,
licensing
Yes(E.S.
I act
9AM-
5PM
ANN
UAL
Aggrieved
employee
prope protecti and 1948) (8 hrs, LEA
rty on act- registrati To as per VE departmental
maint 1986, on of provide fact. WIT representativ
enanc Compan factories for act) H e
e y act- Making certain no WAG
(resid 1956 applicatio benefits adult ES head of the
ential Factory n to the to worke Ever department
& non act- governme employ r shall y
reside 1948 nt ees in be work Grievance
ntial) (As per case of allowe er Committee.
Company sickness d to who
act.1956 , work has Chief
materni in a work Executive
ty and factor ed
injury y for for Voluntary
during more at Arbitration
employ than least (grievance
ment nine 240 handling
and to hours days procedure……
make in any in a under---
provisio day year industrial
n for will dispute act-
certain be 1947)
other eligi
matters ble
in for
relation leav
thereto. e
with
wag
es
as
und
er if
an
adul
t,)
WATER To FACTOR (Approval (The no As
MANAGEM ensur IES ACT, , followin adult per
ENT es the 1948 licensing g worke fact.
suppl and and benefits r shall Act:-
y of water registrati are be ANN
clean, act on of provide allowe UAL
pure 1974 factories d under d to LEA
drinki Under Making section work VE
ng 1882 - applicatio 46. in a WIT
water The n to the Sicknes factor H
to the Easeme governme s y for WAG
citize nt Act nt benefit more ES
ns of allows ) Materni than Ever
Jamsh private ty nine y
edpur rights benefit hours work
to use a Disable in any er
resourc ment day . who
e that benefit has
is, Depend work
ground ents ed
water, benefit for
by Medical at
viewing benefit least
it as an Funeral 240
attachm expense days
ent to s in a
the )as per year
land. It E.S.I will
also act. be
states eligi
that all ble
surface for
water leav
belongs e
to the with
state wag
and is a es
state as
propert und
y. er if
1897 - an
The adul
Indian t,
Fisherie one
s Act day
establis for
hes two ever
sets of y
penal twe
offences nty
whereb days
y the of
govern work
ment perf
can sue orm
any ed if
person a
who child
uses ,
dynamit one
e or day
other for
explosiv ever
e y
substan fifte
ce in en
any way days
(whethe of
r work
coastal perf
or orm
inland) ed
with
intent
to catch
or
destroy
any fish
or
poisono
us fish
in order
to kill.
1956 -
The
River
Boards
Act
enables
the
states
to enroll
the
central
govern
ment in
setting
up an
Advisor
y River
Board
to
resolve
issues
in inter-
state
coopera
tion.
1970 -
The
Mercha
nt
Shippin
g Act
aims to
deal
with
waste
arising
from
ships
along
the
coastal
areas
within a
specifie
d
radius.
1974 -
The
Water
(Preven
tion and
Control
of
Pollutio
n) Act
establis
hes an
instituti
onal
structur
e for
preventi
ng and
abating
water
pollutio
n. It
establis
hes
standar
ds for
water
quality
and
effluent
.
Pollutin
g
industri
es must
seek
permissi
on to
dischar
ge
waste
into
effluent
bodies.
The
CPCB
(Central
Pollutio
n
Control
Board)
was
constitu
ted
under
this act.
1977 -
The
Water
(Preven
tion and
Control
of
Pollutio
n) Cess
Act
provide
s for the
levy and
collectio
n of
cess or
fees on
water
consumi
ng
industri
es and
local
authorit
ies.
1978 -
The
Water
(Preven
tion and
Control
of
Pollutio
n) Cess
Rules
contains
the
standar
d
definitio
ns and
indicate
the kind
of and
location
of
meters
that
every
consum
er of
water is
required
to affix.
1991 -
The
Coastal
Regulati
on Zone
Notifica
tion
puts
regulati
ons on
various
activitie
s,
includin
g
constru
ction,
are
regulate
d. It
gives
some
protecti
on to
the
backwat
ers and
estuarie
s.
Environ
ment
protecti
onAct-
1986,

PH&HS To
provid
Laws:-
Public
Indian
Public
e free health Health
check- act Associati
up 1955 in on .
and India licensing
preve Model and
ntion public registrati
of health on
health act renewal
, 1987 of
proce India medical
ssing Env.prot practition
of ection ers.
garde act- Registrati
n 1986 on
&muni Society Certificat
cipal registra e from
solid tion the
waste board of Licensing
,segri horticul authority
gation ture- for ...
of 1860 Developm
plasti National ent .reg.
c horticul of
waste ture The
,tree board clinical
planta Health sciences,
tion,r and nutrition,
educti Safety preventiv
on at Work e and
inche Act ( public
mical Occupat health
pestic ional medicine
ide. Safety
at Work
1970
Occupat
ional
Safety
and
Health
Act
Occupat
ional
Health
and
Safety
Act
1991
Occupat
ional
Safety
and
Health
Act
1994
Timeline
of major
U.S.
environ
mental
and
occupati
onal
health
regulati
on
Workpla
ce
Safety
and
Health
Act

DB & GR To LAW:- Food Yes,


provid Food license, medical
e safety Weight test for
accom act- caliber food.
modat 1990,20 license,
ion 06,
&Food 2009
ing of Meat
tata safety
steel act-
emplo 2000,
yees, Env.Poll
govt ution
emplo act-
yees 1986
,
leader
s
booki
ng
throu
gh
tata
steel.
Booki
ng
hotels
throu
gh
easter
n
travell
s.

FLEET Opera Law:- registrati


MANAGEM tio & Under on,
ENT Maint factory permit,
ananc act- taxes,
CENTRE
e of 1948Ap offences,
road proval, constructi
vehicl licensin on,
e&mo g and maintena
bile,m registra nce
isc.eq tion of ---under
uipme factorie motor
nts of s vehicle
all Making act.
dept. applicat LICENSIN
of ion to G OF
jusco the DRIVERS
& govern OF
others ment MOTOR
dept (As per VEHICLES
of Compan .QMS-
tata y certificati
steel, act.195 on
6)
Env
pollutio
n act-
1986
Motor
vehicle
act-
1988,
ministry
of road
transpo
rt,MRTP
-act,
healt &
safety
act-
1995,fir
e safety
act,
traffic
safety
act
EDUCATI To LAW:- The
Facilit EDUCAT Institute
ON ate 4 ION should be
DEPT. eng. ACT, registere
Mediu 1987 d under
m Right to the
school educati Societies
,4 on act Registrati
Hindi 2009, on Act
mediu govern 1860 and
m ment of ...
school India
and act
one 1860 for
inter educati
colleg on ,
e
(throu
gh
JUSCO
EDUC
ATION
MISSI
ON
‘JEM’)

FINANCE Projec Statutor Company


t y Registrati
& evalu paymen on India
ACCOUN ation, t act. is a Well-
TING strata Tds establish
gic paymen ed,
planni t act. Perceptiv
ng Provide e and
and nt fund Discernin
financ act g
ial 1952. Organizat
accou Service ion For ...
nting tax Taxation
maint paymen and
enanc t act. licensing
e of Income services ·
all tax Vat
dpt. paymen Registrati
t act. on ...
Paymen corporate
t of finance,
gratuity accountin
act g, and
1972. various
types of
company
formation
s in India

PLANNING BUILD LAW:- Registere


ENG. & ING Contrac d under
CONSTRUCTI constr t Act, the
ON uction Arbitrati provision
, on and of the
indust Concilia registrati
ry tion Act. on Act.
constr ... Registrati
uction Constru ons under
bridge ction professio
, Plannin n tax act,
mall,r g and registrati
oad Manage ons under
new ment. shops
constr Compan and
uction y act establish
and 1956. ment
maint under act .
ananc the
e, Architec
ts Act,
1972.

BILLING & Charg LAW:- Registrati


CUSTOMER es of Electrici on under
RELATION water ty Bill shops
and Act 2003 and
electr , establish
icity Electrici ment act.
bill as ty Bill Electricit
well Act 1910 y bill in
as IN the name
rent INDIA. of the
of Water concern ,
land bill act Water
along 1974 in Authoritie
with India, s/Municip
munic RTI act al
ipal 2005. Corporati
contri Municip on 33
butio al Act- Reg. ...
n for 1959,18 40
non 72, Registrati
emplo Municip on Under
yees al Labor
in jsr. Corporat Act,
ions Act License
of 1949 , for
Municip Contract
ality Labor .
system Municipal
act Licenses
2000. which are
issued in
.... 12.
fees on
the
registrati
on

POWER Suppl LAW:- Licensing


BUSINESS & y electrici through
DIVISION Maint ty act of (JSERC)
ananc india- and
e 1948,19 (SEB)
And 10. Eligibility
handli Factory for
ng act-1948 obtaining
break Compan Electrical
down y act- Contracto
powe 1956 r's
r Electrici License. .
opera ty Act, ..
tion 2003 Licensing
in Content Committe
Jamsh s. PART I e
edpur Prelimin constitut
. ary. ed under
Throu PART II rule 10 of
gh National the
TATA Electrici Registrati
power ty Policy on and
and and licensing
from Plan. of
DVC. PART III Industrial
NEW Generati Undertaki
CONN on Of ngs .
ECTIO Electrici
N ty. PART
also. IV
Licensin
g ...

Chapter3
3.1 The Employment Exchange Act, 1959 & Rules

On monthly basis:
Form ER-1 (Rule-6)
On 15th January/15th April/ 15 July/ 15th October
Quarterly returns
Sent to the concerned employment officer
Rule6
Submission of returns
An employer shall furnish to the Local employment Exchange, quarterly returns in Form
ER-I and biennial returns in Form ER-II. Quarterly returns shall be furnished within
thirty days of the due dates, namely, 31st March , 30th June,30th September and 31st
December, biennial returns shall be furnished within thirty days of the due date as
notified in the Official Gazette.

3.2 The EPF & Miscellaneous provisions Act, 1952


On yearly basis:

1. On or before 25th of April every year, annual return should be submitted to the concerned
regional officer in Form 3A/6A.
For Form 3A, Paras 35 & 42 of the Employees’ Provident Funds Scheme, 1952; and
For Form 6A, Paras 43 of the Employees’ Provident Funds Scheme, 1952
Para35
Preparation of Contribution Cards
The employer shall prepare a contribution card in Form 3 or in Form 3-A as may be
appropriate, in respect of every employee in his employment at the commencement of
the Scheme or who is taken into employment after that date and who is required or
entitled to become or is a member of the Fund including those who produce an
Account Number and in respect of whom no fresh Declaration Form is prepared :
Provided that in the case of any such employee who has become a member of the
Family Pension Fund under the Employees' Family Pension Scheme, 1971, the
aforesaid Forms shall also contain such particulars as are necessary to comply with
the requirements of that scheme.
Para42
Renewal of Contribution Cards
An employer shall, on or before the expiration of the period of currency of the
contribution card, prepare in respect of each member employed by him a card in
From 3 or Form 3-A as may be appropriate, for the next period of currency :
Provided that in the case of any such employee who has become a member of the
Family Pension Fund under the Employees' Family Pension Scheme , 1971, the
aforesaid form shall also contain such particulars as are necessary to comply with the
requirements of that Scheme.
On monthly basis:
On 15th or before
Challans of remittance of contribution to be submitted to concerned regional officer.
1. On 25th or before
Return of employees qualifying/ leaving & monthly remittance statement as Forms 5, 10
& 12A.
For Form 5, Para 36 (2) (a) of the Employees’ Provident Funds Scheme, 1952;
For Form 10, Para 36 (2) (b) of the Employees’ Provident Funds Scheme, 1952; and
For Form 12A, Para 38 (2) of the Employees’ Provident Funds Scheme, 1952
Para36(
2)(a) & (b) Duties of employer
(2) Every employer shall send to the Commissioner within fifteen days of the close of
each month a return -
(a) In Form 5, of the employees qualifying to become members of the Fund for the
first time during the preceding month together with the declarations in Form 2
furnished by such qualifying employees, and
(b) In such form as the Commissioner may specify, of the employees leaving service
of the employer during the preceding month:
Provided that if there is no employee qualifying to become a member of the Fund for the
first time or there is no employee leaving service of the employer during the preceding
month, the employer shall send a 'NIL' return.
Para38
(2) Mode of payment of contribution
(2) The employer shall forward to the Commissioner within twenty-five days of close
of the month, a monthly abstract in such form as the Commissioner may specify
showing the aggregate amount of recoveries made from the wages of all the members
and the aggregate amount contributed by the employer in respect of all such members
for the month :
Provided that an employer shall send a Nil return, if no such recoveries have been
made from the employees:
Provided further that in the case of any such employee who has become a member of the
Pension fund under the Employees' Pension Scheme, 1995, the aforesaid Form shall
also contain such particulars as are necessary to comply with the requirements of that
scheme.
Others:
Form2
Nomination & Declaration Form
Paragraphs 33 & 61(1) of the Employees’ Provident Funds Scheme, 1952
Para33
Declaration by person already employed at the time of the institution of
the find.

Every person who is required or entitled to become a member of the Fund shall be
asked forthwith by his employer to furnish and shall , on such demand, furnish to him,
for communication to the Commissioner, particulars concerning himself and his
nominee required for the Declaration Form in Form 2. Such employer shall enter the
particulars in the Declaration Form and obtain the signature or thumb-impression of the
person concerned.

Para61(1) Nomination
(1) Each member shall make in his declaration in Form 2, a nomination conferring the
right to receive the amount that may stand to his credit in the Fund in the event of
his death before the amount standing to his credit has become payable, or where the
amount has become payable before payment has been made.
Form13/
13A Application for transfer of EPF account
Paragraph 57 of the Employees’ Provident Fund Scheme, 1952
Para57
Interstate
transfer of members
(1) where a member of the Fund ceases to be employed in one region and secures
employment in another region in an establishment to which this Scheme applies or
which is an exempted establishment or which is not covered under the Act but has a
provident fund scheme of its own, he may apply to the Commissioner within whose
jurisdiction he was previously employed, in such form as the Commissioner may
specify, for transfer of balance of the provident fund in his existing account to his
account in the other region.
(1) Where a member of the fund ceases to be employed in one establishment and
secures employment in another establishment in the same region, he may apply to
the Commissioner of the region, in such form as the Commissioner may specify for
the transfer of balance of the Provident Fund in his previous account to his account in
the new establishment where he takes up the employment.
Form14
Application for financing life Insurance Policy out of the PF
Account
Paragraph 62 of the Employees’ Provident Fund Scheme, 1952
Para62
Financing of members’ Life Insurance Policies
(1) Where a manner desires that premium due on a policy of Life Insurance taken by
him on his own life should be financed from his Provident Fund Account, he may
apply in such from and in such manner as may be prescribed by the Commissioner.
(2) On receipt of such application the Commissioner, or where so authorised by the
Commissioner, any other officer subordinate to him may make payment on behalf of
the member to the Life Insurance Corporation of India towards premium due on his
policy:
Provided that no such payment shall be made unless the premium is payable yearly.
(3) Any payment made under sub-paragraph (2) shall be made out of and debited to
the member's own contribution with interest thereon standing to his credit in the
Fund.
(4) No payment shall be made under sub-paragraph (2) unless the member's own
contribution in his Provident Fund Account with interest thereon is sufficient to pay
the premium; and where the payment is to made on the first premium, sufficient to
pay the premium for two years.
(5) No payment shall be made towards a policy unless it is legally assignable by the
member to the Central Board.
(6) The Commissioner shall before making payment in respect of existing policies,
satisfy himself by reference to the Life Insurance Corporation that no prior
assignment of the policy exists and the policy is free from all encumbrances.
(7) No educational endowment policy or marriage endowment policy shall be financed
from the Fund, if such policy is due for payment in whole or in part before the
member attains the age of 55 years.
Form16
Application for advance from the fund

Paragraph 68B of the Employees’ Provident Fund Scheme, 1952


Para68B
Withdrawal from the fund for the purchase of a dwelling house/ flat or for
the
construction of a dwelling house including the acquisition of a suitable
site for
the purpose
Withdrawal from the fund for the purchase of a dwelling house/flat or for the
construction of a dwelling house including the acquisition of a suitable site for the
purpose.-
(1) The Commissioner, or where so authorised by the Commissioner, any officer
subordinate to him may on an application from a member in such form as may be
prescribed and subject to the conditions prescribed in this paragraph sanction from the
amount standing to the credit of the member in the Fund, a withdrawal-
(a) for purchasing a dwelling house/flat, including a flat in a building owned jointly
with others (outright or on hire purchase basis), or for constructing a dwelling house
including the acquisition of a suitable site for the purpose from the Central
Government, the State Government, a cooperative society, an institution, a trust , a
local body or a Housing Finance Corporation (hereinafter referred to as the
agency/agencies);or,
(b) for purchasing a dwelling site for the purpose of construction of dwelling house or
a ready-built dwelling house/flat from any individual;
(bb)for purchasing a dwelling house/flat on ownership basis from a promoter governed
by the provisions of any Flats or Apartments Ownership Act or by any other analogous
or similar law of the Central Government or the State Government as may be in force
in any state or area for the time being and who intends to construct or constructs a
dwelling house or block of flats and the member is required to pay to the said
promoter in advance for financing the said construction of the house/flat :
Provided that the member has entered into an agreement with the promoter as may be
required under the Flats or Apartment Ownership Act or any other analogous or similar
law of the Central Government or State Government which may be in force in any
State or any area and the said agreement is registered under the Indian Registration Act,
1908;
(e) for the construction of a dwelling house on a site owned by the member or the
spouse of the member or jointly by the member and the spouse or for
completing/continuing the construction of a dwelling house already commenced by the
member or the spouse, on such site or for purchase of a house/flat in the joint name of
the member and the spouse under clauses (a) and (b) above.
Explanation 1.- In this paragraph, the expression, 'cooperative society ' means a society
registered or deemed to be registered under the Cooperative Societies Act, 1912
(2 of 1912) or under any other law for the time being in force in the State
relating to cooperative societies.
(2)(a) For the purpose of purchase of a site for construction of a house thereon, the
amount of withdrawal shall not exceed the member's basic wages and dearness
allowance for twenty-four months or the member's own share of contributions, together
with the employer's share of contribution, with interest thereon or the actual cost
towards the acquisition of the dwelling site, which ever is the least.
(b) For the purpose of acquisition of a ready-built house/flat or for construction of a
house/flat, the withdrawal shall not exceed the member's basic wages and dearness
allowance for thirty-six months or the member's own share of contributions, together
with the employer's share of contributions, with interest thereon , or the total cost of
construction, whichever is the least.
(3)(a)No withdrawal under this paragraph shall be granted unless-
(i) the member has completed five years' membership of the Fund;
(ii) the member's own share of contributions with interest thereon in the amount
standing to his credit in the fund is not less than one thousand rupees;
(iii) a declaration from the member that the dwelling site or the dwelling house/flat or the
house under construction is free from encumbrances and the same is under title of the
member and/or the spouse:
Provided that where a dwelling site or a dwelling house/flat is mortgaged to any of the
agencies referred to in clause (a) of sub-paragraph (1), solely for having obtained
funds for the purchase of a dwelling house/flat or for the construction of a dwelling
house including the requisition of a suitable site for the purpose, such a dwelling site or
a dwelling house /flat as may be, shall not be deemed to be an encumbered property :
Provided further that a land acquired on a perpetual lease or on lease for a period of
not less than 30 years for constructing a dwelling house/flat, or a house/flat built on
such a leased land, shall also not be deemed to be an encumbered property :
Provided also that where the site of the dwelling house/flat is held in the name of any
agency, referred to in clause (a) of sub-paragraph (1) and the allot tee is precluded
from transferring or otherwise disposing of the house/flat, without the prior approval
of such agency, the mere fact that the allot tee dose not have absolute right of
ownership of the house/flat and the site is held in the name of the agency, shall not be a
bar to the giving of withdrawal under clause (a) of sub-paragraph (1), if the other
conditions mentioned in this paragraph are satisfied.
(b) No withdrawal shall be granted for purchasing a share in a joint property or for
constructing a house on a site owned jointly except on a site owned jointly with the
spouse.
(4)subject to the limitation prescribed in sub-paragraph (2)-
(a) where the withdrawal is for the purchase of a dwelling house/ flat or a dwelling site
from an agency referred to in clause (a) of sub-paragraph (1), the payment of
withdrawal shall not be made to the member but shall be made direct to the agency in
one or more instruments as may be authorised by the member;
(b) where the withdrawal is for the construction of a dwelling house, it may be
sanctioned in such number of installments as the Commissioner or where so
authorised by the Commissioner, any officer subordinate to him, thinks fit;
(d) where the withdrawal is for purchasing a dwelling house/flat on ownership basis
from a promoter as referred to in clause (bb) of sub-paragraph (1), the payment of
withdrawal shall be made to the member in one or more installments as may be
required to be paid by the said promoter and as authorised by the member .
Explanation.- 'Promoter' includes a person who constructs or causes to be constructed
a block or building of flats or apartments for the purpose of selling some or all of
them to other persons or to a company, Cooperative Society or other association of
persons and his assignees and where the person who builds and the person who sells
are different persons the term 'Promoter' includes both.
(5) Where a withdrawal is sanctioned for the construction of a dwelling house, the
construction shall commence within six months of the withdrawal of the first installment
and shall be completed within twelve months of the withdrawal of the final
installments. Where the withdrawal is sanctioned for the purchase of a dwelling
house/flat or for the acquisition of a dwelling site, the purchase or acquisition, as the
case may be, shall be completed within six months of the withdrawal of the amount :
Provided that this provision shall not be applicable in case of purchase of a dwelling
house/flat on hire-purchase basis and in cases where a dwelling site is to be acquired
or houses are to be constructed by a cooperative society on behalf of its members
with a view of their allotment to the members.
(6) Except in the cases specified in sub-paragraph (7) and 7-A, no further withdrawal
shall be admissible to a member under this paragraph.
(7) An additional withdrawal up to twelve months' basic wages and dearness allowance
or the member's own share of contribution with interest thereon, in the amount
standing to his credit in the Fund, whichever is less, may be granted in one
installment only, for additions, substantial alterations or improvements necessary to
the dwelling house owned by the member or by the spouse or jointly by the member
and the spouse :
Provided that the withdrawal shall be admissible only after a period of five years from
the date of completion of the dwelling house.
(7-A) a further withdrawal equivalent to the amount of difference between the amount
of withdrawal admissible to a member under sub-paragraph (2) above as on the date of
fresh application and the amount of withdrawal that was drawn by a member under this
Paragraph any time during the 6 years preceding 3-10-1981,may be granted to such a
member (i) who had availed the earlier withdrawal for purchase of a dwelling site and
has now proposed to construct a dwelling house on the land so purchased, or (ii) who
had availed the earlier withdrawal for making initial payment towards the
allotment/purchase of a house/flat from any agency as referred to in clause (a) of subparagraph
(1) above and has now proposed to avail a withdrawal for completing the
transaction to get the sole ownership of the house/flat so purchased, or (iii) who had
availed the earlier withdrawal for construction of a house but could not complete the
construction in time due to lack of funds.
(7-B) A further withdrawal up to twelve months' basic wages and dearness allowance
or member's own share of contribution with interest thereon in his account, whichever
is the least, may be granted for addition , alteration, improvement or repair of the
dwelling house owned by the member or by the spouse or jointly by the member and
the spouse, after ten years of withdrawal, under sub-paragraph (7).
(9) (a) If the withdrawal granted under this paragraph exceeds the amount actually spent
for the purpose for which it was sanctioned , the excess amount shall be refunded by
the member to the Fund in one lump sum within thirty days of the finalization of the
purchase, or the completion of the construction of, or necessary additions, alterations or
improvement to a dwelling house, as the case may be . The amount so refunded shall
be credited to the employer's share of contribution in the member's account in the Fund
to the extent of withdrawal granted out of the said share and the balance, if any, shall
be credited to the member's share of contributions in his account .
(b) In the event of the member not having been allotted a dwelling site/dwelling
house/flat, or in the event of the cancellation of an allotment made to the member and of
the refund of the amount by the agency, referred to in clause (a) of sub-paragraph (1)
or in the event of the member not being able to acquire the dwelling site or to
purchase the dwelling house/flat from any individual or to construct the dwelling
house, the member shall be liable to refund to the Fund in one lump sum and in such
manner as may be specified by the Commissioner, or where so authorised by the
Commissioner, any officer subordinate to him, the amount of withdrawal remitted under
this paragraph to him or, as then case may be, to the agency referred to in clause (a) of
sub-paragraph (1).
The amount so refunded shall be credited to the employer's share of contributions in
the member's account in the fund , to the extent of withdrawal granted out of the share,
and the balance if any shall be credited to the member's own share of contributions in
his account.
(10) If the Commissioner, or where so authorised by the Commissioner, any officer
subordinate to him is satisfied that the withdrawal granted under this paragraph has
been utilized for a purpose other than that for which it was granted or that the member
refused to accept an allotment or to acquire a dwelling site or that the conditions of
withdrawal have not been fulfilled or that there is reasonable apprehension that they
will not be fulfilled wholly or partly ; or that the excess amount will not be refunded in
terms of clause (a) of sub-paragraph (9) or that the amount remitted back to the member
by any agency referred to in clause (a) of sub-paragraph (1) or that the amount
remitted back to the member by any agency referred to in clause (a) of sub-paragraph
(1), will not be refunded in terms of clause (b) of sub-paragraph (9), the
Commissioner, or where so authorised by the Commissioner, any officer subordinate to
him, shall forthwith take steps to recover the amount due with penal interest thereon at
the rate of two per cent per annum from the wages of the member in such number of
installments as the Commissioner, or where so authorised by the Commissioner, any
officer subordinate to him, may determine. For the purpose of such recovery the
Commissioner or where so authorised by the Commissioner , any officer subordinate to
him may direct the employer to deduct such installment from the wages of the member
and on receipt of such direction, the employer shall deduct accordingly. The amount so
deducted, shall be remitted by the employer to the Commissioner, or where so authorised
by the Commissioner, any officer subordinate to him within such time and in such
manner as may be specified in the direction. The amount so refunded, excluding the
penal interest, shall be credited to the employer's share of contribution in the member's
account in the Fund to the extent of withdrawal granted out of said share and the balance
if any shall be credited to the member's own share of contributions in his account. The
amount of penal interest shall, however, be credited to the Interest Suspense Account.
Provided that the recovery of withdrawal under sub-paragraph (10) shall be restricted to
cases where the recovery has been ordered by the sanctioning authority while the member
in service.
(11) Where any withdrawal granted under this paragraph has been misused by the
member, no further withdrawal shall be granted to him under this paragraph within a
period of three years from the date of grant of the said withdrawal or till the full
recovery of the amount of the said withdrawal, with penal interest thereon, whichever is
later.
Form19& 20
For claiming of Provident Fund
Accumulation
Paragraph 72(5) of the Employees’ Provident Fund Scheme, 1952 (for form19 )
Para72(
5) Payment of Provident Fund
(5) (a) Every employer shall, at the time when a member of the Fund leaves the
service, be required to get the claim application, for payment of Provident Fund in
cases specified in clauses (a) to (dd) of sub-paragraph (1), of Paragraph 69, duly
filled in and attested and to forward the said application within five days of its receipt
to the Commissioner or any other officer authorised by him in this behalf.
(b) Every employer shall, at the time when the member of the fund leaves the service,
be required to get the claim application, for payment of provident fund in cases
specified in clauses (e) of sub-paragraph (1), and in sub-paragraph (2) of paragraph
69, duly filled in and attested, and to give the said application to the member, for
submission, on completion of the period specified in sub-paragraph (2) of Paragraph
69, provided the member continues to remain unemployed in a factory or other
establishment to which the Act applies, either through post or in person with proper
identification, to the Commissioner or any other officer authorised by him in this
behalf.
(c) Every employer shall, on the death of the member and on receipt of an application
for receiving the amount standing to the credit of such member, forward forthwith, but
not later than five days of its receipt, the said application to the Commissioner or
any other officer authorised by him in this behalf.
(d) If the applicant is unable to send the claim application through the employer or
duly attested by him, for any reason whatsoever, he may forward it to the
Commissioner or any other officer authorised by him in this behalf, and wherever
necessary, the Commissioner or any other officer authorised by him in this behalf, may
forward such application to the employer and the employer shall be required to return it
within five days of its receipt.
(e) The Payment may be made, in the option of the person to whom payment is to be
made, (i) by postal money order, or (ii) by deposit in the payee's bank account in any
Scheduled Bank or any Cooperative Bank (including the urban cooperative banks) or
any post office, or (iii) by deposit in the payee's name the whole or part of the amount
in the form of annuity term deposits scheme in any Nationalized Bank, or (iv)
through the employer :
Provided that where the provided fund amount payable by postal money order shall be to
the extent of maximum Rs 2000. Any payment of benefit above Rs 2000 under the
scheme shall be remitted by cheque only. Where the amount payable by postal money
order exceeds Rs 500, it shall be remitted at the cost of the payee.
Para69
(1) (a to dd)
(1) a member may withdraw the full amount standing to his credit in the Fund-
(a) On retirement from service after attaining the age of 55 years:
Provided that a member, who has not attained the age of 55 years at the time of
termination of his service, shall also be entitled to withdraw the full amount standing to
his credit in the Fund if he attains the age of 55 years before the payment is
authorised;
(b) on retirement on account of permanent and total incapacity for work due to bodily
or mental infirmity duly certified by the medical officer of the establishment or where
an establishment has no regular medical officer, by a registered medical practitioner
designated by the establishment;
(c) immediately before migration from India for permanent settlement abroad or for
taking employment abroad;
(d) On termination of service in the case of mass or individual retrenchment:
(dd) on termination of service under a voluntary scheme of retirement framed by the
employer and the employees under a mutual agreement specifying, inter alia, that
notwithstanding the provisions contained in sub-clause (a) of clause (oo) of Section 2
of the Industrial Disputes Act, 1947, excluding voluntary retirements from the scope
of definition of "retrenchments" such voluntary retirements shall for the purpose be
treated as retrenchments by mutual consent of the parties;
Register to be maintained for:
• Eligibility of the employee
• Inspection book
3.3 The Payment of Wages Act, 1936
A register to be maintained for wages, fines, deductions and advances.
3.4 Equal Remuneration Act, 1976
FormD
register, Rule 6 of Equal Remuneration Rules, 1976
Rule6
Register to be maintained by the Employer
Every shall maintain up to date a register in relation to the workers employed by him in
Form 'D' at the place where the workers are employed.
3.5 Employees’ State Insurance Act, 1948
Registration of Establishments.

This is in accordance with the regulation 10B of ESI (Gen.) Regulations, 1950.
Reg. 10BRegistration
of factories or establishments.

(a) The employer in respect of a factory or on establishment to which the Act applies
for the first time and to which an employer's Code Number is not yet allotted, and the
employer in respect of a factory or an establishment to which the Act previously
applied but has ceased to apply for the time being, shall furnish to the appropriate
Regional Office not later than 15 days after the Act becomes applicable, as the case
may be, to the factory or establishment, a declaration of registration in writing in
Form 01 (hereinafter referred to as Employer's Registration Form).
(b) The employer shall be responsible for the correctness of all the particulars and
information required for and furnished on the Employer's Registration form.
(c) The appropriate Regional Office may direct the employer who fails to comply
with the requirements of paragraph (a) of this regulation with the time stated
therein, to furnish to that office employer's Registration Form duly completed within
such further time as may be specified and such employer shall, thereupon, comply
with the instructions, issued by that office in this behalf.
(d) Upon receipt of the completed Employer's Registration Form, the appropriate
Regional Office shall, if satisfied that the factory or the establishment is one to which
the Act applies, allot to it an Employer's Code Number (unless the factory or the
establishment has already been allotted an Employer's Code Number) and shall
inform the employer of that number.
(e)The employer shall enter the Employer's Code Number on all documents prepared or
completed by him in connection with the Act, the rules and these regulations and in
all correspondence with the appropriate office.

Register to be maintained for:


i. Register of employee contribution
ii. Accident register
iii. Inspection book.
Every month:
On or before 21st day of every month challans of remittance of contribution should be
submitted at concerned regional office of ESI.
Yearly:
1. 31st January
This is in accordance with the regulation 10C of ESI (Gen.) Regulations, 1950.
10C Submission
of annual information by the establishments.
The employer in respect of an establishment to which this acts applies and to whom a
code number has already been allotted, shall furnish to the appropriate regional office or
sub-regional office or divisional office, by 31st of January every year, a return in Form
01A. The employer shall be responsible for correctness of all particulars and information
furnished in Form 01A.2. 12th May & 12th November
This is in accordance with the section 44 of the ESI Act, 1948 & regulation 26 of ESI
(Gen.) Regulations, 1950.
Sec44
Employer to furnish returns and maintain registers in certain cases.
(1) Every principal and immediate employer shall submit to the Corporation or to such
officer of the Corporation as it may direct such returns in such form and containing such
particulars relating to persons employed by him or to any factory or establishment in
respect of which he is the principal or immediate employer as may be specified in
regulations made in this behalf.
(2) Where in respect of any factory or establishment the Corporation has reason to
believe that a return should have been submitted under sub-section (1) but has not been
so submitted, the Corporation may require any person in charge of the factory, or
establishment to furnish such particulars as it may consider necessary for the purpose of
enabling the Corporation to decide whether the factory or establishment is a factory or
establishment to which this Act applies.
(3) Every principal and immediate employer shall maintain such registers or records in
respect of his factory or establishment as may be required by regulations made in this
behalf.)
Reg26
Return of contributions to be sent to appropriate office
(1) Every employer shall send a return of contributions in quadruplicate in
Form 6 along with receipted copies of challans for the amounts deposited in
the Bank, to the appropriate office by registered post or messenger, in respect
of all employees for whom contributions were payable in a contribution
period, so as to reach that office-
(a) within 42 days of the termination of the contribution period to which it relates;
(b) within 21 days of the date of permanent closure of the factory or establishment as
the case may be;
(c) within 7 days of the date of receipt of requisition in that behalf from the
appropriate office.
(2) For the purposes of Section 77 of the Act, the due date by which the evidence of
contribution having been paid must reach the Corporation shall be the last of the days
respectively specified in clauses (a), (b) & (c) of sub-regulation (1).
On occurrence:
1. This is in the compliance with the regulation 68 of ESI (Gen.) Regulations, 1950.
Reg68
Report of accident by an employer
Every employer shall send a report in Form 16 to the nearest Local Office and to
the nearest Insurance Medical Officer-
(i) immediately if the injury is serious, i.e., it is likely to cause death or permanent
disablement or loss of a member; and
(ii) in any other case within 24 hours after the receipt of the notice under
Regulation 65 or of the time when the accident came to the notice of the
employer or of a foreman or other official under whose supervision the insured
person was employed at the time of the accident or any other person designated for
the purpose by the employer:
Provided that in case of a serious injury, and particularly when the injury results
in death at the place of employment , the report to the Insurance Medical Officer
and the Local Office shall be sent through a special messenger, or otherwise, as
speedily as may be practicable under the circumstances:
Provided further that where a report of the accident is made by the employer under
the Factories Act, 1948, the report to the Local Office and to the Insurance
Medical Officer may be made in the same form as is prescribed under the
Factories Act 1948, provided that all the additional information under Form 16
is added thereto:
Provided further that it shall not be necessary for the employer to send a report in
Form 16 if an employment injury is caused by an Occupational Disease specified
in Scheme III to the Workmen's Compensation Act, 1923; but the employer shall
furnish on demand to the appropriate Local Office, within such reasonable period
as may be specified, such information and particulars as shall be required of the
nature of an other relevant circumstances relating to any employment specified in
Schedule III to the Workmen's Compensation Act, 1923.
3.6 The Maternity Benefits Act, 1961
On monthly basis:
On or before 21st of January
Form L, M, N& O (Rule 16(1))
Annual return and detail of payment for year ending 31st December of the previous year
Sent to competent authority under this act
Rule16(
1) Annual returns
The employer of every establishment on or before the 21st day of January in each year
submit to the competent authority a return in each of the forms ‘L’, ‘M’, ‘N’ & ‘O’
giving information as to the particulars specified in respect of the preceding year.

3.7 The payment of Bonus Act, 1965 & Rules


On yearly basis:
On or before December 30
Form D, Rule 5
Annual return
To be sent to the concerned inspector in the act.
Rule5
Annual returns
Every employer shall send a return in Form D to the Inspector so as to reach him within
30 days after the expiry of the time limit specified in Section 19 for payment of bonus.
Others:
Form A, Rule (4(a))
Form B, Rule (4(b))
Form C, Rule (4c))
Rule4
(a), (b) & (c) Maintenance of registers
Every employer shall prepared and maintain the following registers, namely:-
(a) a register showing the computation of the allocable surplus referred to in clause (4) of
section 2, in form A;
(b) a register showing the set-on and set-off of the allocable surplus, under section 15, in
form B;
(c) a register showing the details of the amount of bonus due to each of the employees,
the deductions under sections 17 and 18 and the amount actually disbursed, in form C.
* Section 2 clause 4-
(4) "allocable surplus" means-
(a) in relation to an employer, being a company (other than banking company) which has
not made the arrangements prescribed under the Income-tax Act for the declaration and
payment within India of the dividends payable out of its profits in accordance with the
provisions of Section 194 of that Act, sixty-seven per cent of the available surplus in an
accounting year ;
(b) in any other case, sixty per cent of such available surplus;
3.8 The Payment of Gratuity Act, 1972
Form ‘A’, ‘B’ & ‘C’Rule
3 of Payment of Gratuity Central rules, 1972
Rule3
Notice of opening, change or closure of the establishment
(1) Within thirty days of the rules becoming applicable to an establishment, a notice in
Form 'A' shall be submitted by the employer to the controlling authority of the area.
(2) A notice in Form `B' shall be submitted by the employer to the controlling authority
of the area within thirty days of any change in the name, address, employer or nature of
business.
(3) Where an employer intends to close down the business he shall submit a notice in
Form 'C' to the controlling authority of the area at least sixty days before the intended
closure.
Form ‘F’, ‘G, & ‘H’Rule
6 (1), (3) & (4) of Payment of Gratuity Central rules,
1972
Rule6
Nominations
(1) A nomination shall be in Form 'F' and submitted in duplicate by personal service by
the employee, after taking proper receipt or by sending through registered post
acknowledgement due to the employer,-
(i) In the case of an employee who is already in employment for a year or more on the
date of commencement of these rules, ordinarily within ninety days from such date, and
(ii) in the case of an employee who completes one year of service after the date of
commencement of these rules, ordinarily, within thirty days of the completion of one year
of service:
Provided that nomination in Form 'F' shall be accepted by the employer after the
specified period, if filed with reasonable grounds for delay, and no nomination so
accepted shall be invalid merely because it was filed after the specified period.
(2) Within thirty days of the receipt of a nomination in Form 'F' under sub rule (1), the
employer shall get the service particulars of the employee, as mentioned in the form of
nomination, verified with reference to the records of the establishment and return to the
employee, after obtaining a receipt thereof, the duplicate copy of the nomination in Form
'F' duly attested either by the employer or an officer authorised in this behalf by him, as a
token of recording of the nomination by the employer and the other copy of the
nomination shall be recorded.
(3) An employee who has no family at the time of making a nomination shall, within
ninety days of acquiring a family, submit in the manner specified in sub-rule (1), a fresh
nomination, as required under sub-section (4) of section 6, in duplicate in Form 'G' to the
employer, and thereafter the provisions of sub-rule (2) shall apply mutatis mutandis as if
it was made under sub-rule (1).
(4) A notice of modification of a nomination, including cases where a nominee
predeceases an employee, shall be submitted in duplicate in Form 'H', to the employer in
the manner specified in sub-rule (1), and thereafter the provisions of sub-rule (2) shall
apply mutatis mutandis as if it was made under sub-rule (1).
(5) A nomination or a fresh nomination or a notice of modification of nomination shall be
signed by the employee or, if illiterate, shall bear his thumb impression, in the presence
of two witnesses, who shall also sign a declaration to that effect in the nomination, fresh
nomination or notice of modification of nomination, as the case may be.
(6) A nomination, fresh nomination or notice of modification of nomination shall take
effect from the date of receipt thereof by the employer.
Form‘
I’, ‘J’ & ‘K’, Rule 7 (1), (2) & (3) of Payment of Gratuity Central
rules,
1972
Rule7
Application for Gratuity
(1) An employee who is eligible for payment of gratuity under the Act, or any person
authorised in writing, to act on his behalf, shall apply, ordinarily within thirty days from
the date the gratuity became payable, in Form I to the employer:
Provided that where the date of superannuation or retirement of an employee is known,
the employee may apply to the employer before thirty days of the date of superannuation
or retirement.
(2) A nominee of an employee who is eligible for payment of gratuity under the second
proviso to sub-section (1) of section 4 shall apply, ordinarily within thirty days from the
date the gratuity became payable to him, in Form 'I' to the employer:
Provided that an application on plain paper with relevant particulars shall also be
accepted. The employer may obtain such other particulars as may be deemed necessary
by him.
(3) A legal heir of an employee who is eligible for payment of gratuity under the second
proviso to sub-section (1) of section 4 shall apply, ordinarily within one year from the
date the gratuity became payable to him in Form 'K' to the employer.
Form‘
L’ & ‘M’, Rule 8 (1) of Payment of Gratuity Central rules, 1972
Rule8
Notice for Payment of Gratuity
(1) Within fifteen days of the receipt of an application under rule 7 for payment of
gratuity, the employer shall -
(i) if the claim is found admissible on verification, issue a notice in Form "L" to the
applicant employee, nominee or legal heir, as the case may be, specifying the amount of
gratuity payable and fixing a date, not being later than the thirtieth day after the date of
receipt of the application, for payment thereof, or
(ii) If the claim for gratuity is not found admissible, issue a notice in Form 'M' to the
applicant employee, nominee or legal heir, as the case may be, specifying the reasons
why the claim for gratuity is not considered admissible.
In either case a copy of the notice shall be endorsed to the controlling authority.
(2) In case payment of gratuity is due to be made in the employer's office, the date fixed
for the purpose in the notice in Form 'L' under clause (i) of sub-rule(1) shall be re-fixed
by the employer, if a written application in this behalf is made by the payee explaining
why it is not possible for him to be present in person on the date specified.
(3) If the claimant for gratuity is a nominee or a legal heir, the employer may ask for such
witness or evidence as may be deemed relevant for establishing his identity or
maintainability of his claim as the case may be. In that case the time limit specified for
issuance of notices under sub-rule (1) shall be operative with effect from the date such
witness or evidence, as the case may be, called for by the employer is furnished to the
employer.
(4) A notice in Form 'L' or Form 'M' shall be served on the applicant either by personal
service after taking receipt or by registered post with acknowledgement due.
(5) A notice under sub-section (2) of Section 7 shall be in Form 'L'.

3.9 Companys & Establishment Act, 1963 (W.B.)

An Act to regulate holidays, hours of work, payment of wages and leave of person
employed in companys & establishment.
Section5
Holiday in companies & establishments.
1. In each week.
Every company or commercial establishment shall remain entirely closed on, and
b. Every person employed in a company or an establishment shall be allowed as holiday,
At least one and a half day next preceding or following such day.
2. No deduction on account of any holiday allowed under sub-section (1) shall be made
from the wages of any person employed in a company or an establishment and even if such
person is employed on the basis of ‘no work’, ‘no pay’. He shall be paid for such holiday
the wages which he would have been entitled to had he not been allowed the holiday.
3. The day and the half day during which a company or an establishment shall be entirely closed
in each week under clause (a) of sub-section (1) shall, subject to the provision of subsection
(6), be determined from time to time by the companykeeper or the employer, as the
case may be, and shall be, specified by him in a notice, which shall be displayed in a
conspicuous place in the company or the establishment:
Provided that the day and the half day so determined shall not be altered more than once
in a year.
4. The State government may, if it thinks fit to do in the public interest, by notification,
specify any particular area and the day or both the day and the half day during which all
or any class or classes of company or establishments in such area shall be entirely closed
under clause (a) of sub-section (1), and thereupon the day or both the day and the half
day, as the case may be, so specified, shall be deemed to have been determined under
sub-section (3) by the companykeeper or the employer of every company or establishment of
such
class or classes in such area, and the provisions of the act shall accordingly apply.
Section6
Hours of work in company
1. In company shall the hour of opening be earlier than eight o’clock anti meridiem or the hours
of closing be later than eight o’clock post meridiem.
Provided that if the state govt. or any other officer empowered in this behalf by the state
govt. thinks fit so to do in public interest , change such limits of the opening and closing
companys, either generally or for any particular area or fix uniform hours of opening and
closing of all or any class or classes of companys in any particular area.
2. No person employed in a company shall be required or permitted to work in such stop for
more than eight hours and a half if any one day or for more than forty eight hours in any
one week or after the hours of closing of such companys.
Provided that in any day and in any week in which stock taking, making up accounts or
such other business operations as may be prescribed takes place in any company, a person
employed in the company may be required or permitted to work overtime in such company,
however, thati.
The total number of hours of his work including overtime work shall not exceed
ten hours in any one day, and
ii. The total number of hours worked overtime by him shall not exceed one hundred
and twenty hours in any one year.
3. No person employed in a company shall be required or permitted to work in such company of
more than five hours and a half in any on day, unless he has been allowed an interval for
rest of at least one hour.
4. The period of work and intervals for rest every person employed in a company shall be
arranged by the companykeeper so that together they do not extend over more than ten hours
and a half in any one day.
Section9
Restriction of employment of children
No child who has not completed the age of twelve year shall be employed in any company or
establishment.
Section10
Restriction of employment
No young person shall be required be required or permitted to work in any company or
establishment after eight o’clock post meridiem and no women shall be allowed or
permitted to work –

i) In company or commercial establishment, after eight o’clock post meridiem.


Section11
Leave
A person employed in a company or an establishment shall be entitleda.
For every completed year of continuous service, to privilege leave on full pay for
fourteen days,
b. In every year, to sick leave on half pay for fourteen days on medical certificate obtained
from a medical practitioner registered under the Bengal Medical Act, 1914 or any other
law for the time being in force,
c. In every year, to casual leave on full pay for ten days,
d. In case of women, to maternity leave in accordance with such rules as may be prescribed:
Provided that-
(i) Privilege leave admissible under clause (a) may be accumulated upto a maximum of not
more than twenty-eight days;
(ii) Sick leave admissible under clause (b) may be accumulated upto a maximum of not more
than fifty-six days; and
(iii) Casual leave admissible under clause (c) shall not be accumulated.
Section12

Person employed to be entitled to wages for the period of


privilege leave in case of termination of service.
Any person employed in a company or an establishment whose services are terminated by or
under the order of the company-keeper or the employer shall be entitled to wages for the
period of privilege leave due to his credit at the time of such termination.
Section13
Wages for overtime work
When any person employed in a company or an establishment is require or permitted to work
overtime in such company or establishment, the wages payable to such person in respect to
such overtime shall be calculated at twice the ordinary rate of wages payable to him, and
such ordinary rates of wages shall be calculated in such a manner as may be prescribed:
Provided that this section shall not operate in the prejudice of any higher rate of overtime
wages granted under any agreement, award, custom or convention.

Section14
Payment of recovery of wages
1. All wages payable to a person employed in a company or an establishment shall be paid not
later than the tenth day of the month immediately succeeding that in respect of which
such wages are payable.

Section15
Notice of termination of service
1. The service of a person employed in any company or establishment, who has been in
continuous service for not less than one year in such company or establishment, shall not be
terminated without giving him one month notice, in writing showing the reason of such
termination and until the period of notice has expired or until he has been paid, in lieu of
such notice, wages for the period of such notice.
2. The person aforesaid shall have the right to appeal to such authority and within such
period as may be prescribed, either on the ground that there is no reasonable cause for
terminating his services or on the ground that he has not been guilty of any misconduct,
provided his services have been terminated on such ground.
3. The decision of the appellate authority on such appeal shall be final.
Continuous service means:
1. A workman shall be said to be in continuous service for a period if he is, for that period,
in uninterrupted service, including service which may be interrupted on account of
sickness or authorized leave or an accident or a strike which is not illegal, or a lock out or
cessation of work which is not due to any fault on the part of the workman.
2. Where a workman is not in continuous service within the meaning of clause (1) for a
period of one year or six months, he shall be deemed to be in continuous service under an
employera.
For a period of one year, if the workman, during a period of twelve calendar months,
proceeding the date with reference to which calculation is to be made has actually
worked under the employer for not less than:
i. Two hundred and forty days.
b. For a period of six months, if the workman, during a period of six calendar months
preceding the date with reference to which calculation is to be made, has actually
worked under the employer for not less than:
i. One hundred and twenty days, in any other case.
For clause (2), the number of days on which a workman has actually worked under an
employer shall include the days on whichi.
He has been laid-off under an agreement or as permitted by standing orders made
under the Industrial Employment (standing orders) Act, 1945, or under this act or
under any other law applicable to the industrial establishment;
ii. He has been on leave with full wages, earned in the previous year;
iii. He has been absent due to temporary disablement caused by accident arising out
of and in the course of his employment; and
iv. In the case of a female employee, she has been on maternity leave; so however
that the total period of the maternity leave does not exceed twelve weeks.

Section18
Persons employed to be furnished with letter of
appointment
Every employer shall furnish every person employed in his
establishment with a letter of appointment in such form as may be prescribed.
Section21

Penalties
1. Whoever contravenes any of the provisions of this act, shall, or conviction, be punishable
with the fine which may extend to five hundred rupees for the first offence.
1a whoever contravenes, after the first the first offence, any of the provision of this act, shall
be punishable with imprisonment for a term which may extend to one thousand rupees, or
with both:
Provided that for the purpose of this sub-section, no cognizance shall be taken of any
conviction upon complaint of an inspector appointed under section 19, made more than
two years before the date on which the commission of the offence, which is being
punished, came to knowledge of such inspector.
2. Whoever makes or causes or allows to be made in any register, records, document or
notice required to be maintained and kept or displayed under this act or rules thereunder
any entry which is to his knowledge false in any material particular, or willfully omits or
cause or allows to be omitted from any such register, records, document or notice an
entry required to be made therein, shall, on conviction, be punishable with imprisonment
of either description for a term which may extend to three months or with fine which may
extend to one thousand rupees, or with both.

3.10 Weekly Holiday Act, 1942


An Act to provide for the grant of weekly holidays to persons employed in a company.
Section3
Closing of company
(1) Every company shall remain entirely closed on one day of the week, which day shall be
specified by the company-keeper in a notice permanently exhibited in a conspicuous place in
the company.
(2) The day so specified shall not be altered by the employer more often than once in
three months.

Section4

Weekly holiday in company


Every person employed otherwise than in a confidential capacity or in a position of
management in any company shall be allowed in each week a holiday of
one whole day:
PROVIDED that nothing in this section shall apply to any person whose total period of
employment in the week including any days spent on authorized leave is less than six
days or entitle to an additional holiday a person employed in a company who has been
allowed a whole holiday on the day on which the company has remained closed in pursuance
of section 3.

Section6
No deduction or abatement to be made from
wages
No deduction or abatement of the wages of any person employed in an establishment to
which this Act applies shall be made on account of any day or part of a day on which the
establishment has remained closed or a holiday has been allowed in accordance with
sections 3,4 and 5, and if such person is employed on the basis that he would not
ordinarily receive wages for such day or a part of a day he shall nonetheless be paid for
such day or part of a day the wages he would have drawn had the establishment not
remained closed or the holiday not been allowed on that day or part of a day.

Chapter4
4.1 Conclusion
As Indian industrial laws are pro-employees, so it important and must for any
organization to submit all the required returns within the time limit to avoid any kind of
penalties and legal action. In this project it is tried to provide all the legal information,
forms & guidelines which are useful for the HR Department to carry out its and
organizational functions smoothly. The check list provided is a useful tool by which HRD
will be able to submit all returns within stipulated time-frame.
This is an attempt to streamline all the legal (Law) activities performed by the
HRD. This is useful for both the parties, the employer and the employees. If at one side
the employer is being benefited by complying these laws by means of reducing the
confrontation with the Government and Legal agencies, and at the other hand the
employees are also benefited because if the employer is complying the norms for
employee benefits and facilities. We can see it from different point of view viz. if an
employer is confirming to the norms, means that employer is aware about its corporate
governance functioning and responsibility, which will in return increases employees
morale and loyalty towards their employer. If an employee is loyal toward their employer
means he/she is satisfied with their employer and a satisfied employee is motivated to
accomplish its tasks positively resulting in the increased employee performance. So, in
this Dynamic environment if an employer is able to win their employees’ confidence,
then that employer is considered to be an good employer to work with, the organization is
considered to be a good place to work and the employees are considered as motivated and
satisfied employees.

4.2 Suggestion

1. Check Out These Guidelines to See if a Policy Is Needed


A policy is necessary:
• if the actions of employees indicate confusion about the most appropriate way to behave
(dress codes, email and Internet policies, cell phone use),
• if guidance is needed about the most suitable way to handle various situations (standards
of conduct, travel expenditures, purchase of company merchandise),
• when needed to protect the company legally (consistent investigation of charges of
harassment, non-discriminatory hiring and promotion),
• to keep the company in compliance with governmental policies and laws,
• to establish consistent work standards, rules, and regulations (progressive discipline,
safety rules, break rules, smoking rules), and
• to provide consistent and fair treatment for employees (benefits eligibility, paid time off).
There may be other reasons, additionally, for why you may want to develop a policy.
Remember, though, that one employee's poor behavior should not require a policy that will
affect all other employees.
2. Articulate the Goal of the Policy
Once you’ve determined that a policy is necessary, determine the goal you want to
accomplish in writing the particular policy. When possible, you will want to tell employees
why the policy is being implemented. You need enough details in the policy to make the
company’s position clear, yet you can never hope to cover every potential situation addressed
by the policy.
Consequently, my goal with a policy is short and simple. I recognize this may not be possible
with policies about areas such as the company's approach to the Family Medical and Leave
Act, discrimination or complaint investigation, or the progressive discipline system. But, how
much can you really say about driving while talking on a cell phone? So, use common sense
as you determine the outcome you want from your policy.
3. Gather Information
Gather information about the practices and procedures of the business in which you are
involved. What are the key areas, to which attention should be paid at the time of
formulation of policy, viz. which Acts are applicable to your business, how many kind of
returns the organization have to filled. Categorize them on the basis of function, so that,
there is an overall participation by all the departments.
4. Develop and Write the Policy
With goals and samples in hand, write the policy using simple words and concepts. Speak
directly to the people who will be reading, enforcing, and living by the policy. After each
paragraph, ask yourself "what if" questions to make certain the policy is covering the
basics and the normal exceptions and questions. Do not obsess over this, however; as
stated, no policy ever covers every possible contingency.
5. Review the Policy
Select several employees, or even a small pilot group, to read the policy and ask any
questions they might have about the policy. This review provides feedback that
employees will be able to understand and follow the policy. Rewrite the policy based on
the feedback.
6. Obtain Management Support for the Policy
Review the policy with the managers who will have to lead and put into effect the policy.
You will want to have their support and ownership of the policy. You will have started
this process much earlier, even as early as when you identified the need for the policy,
but management support as you implement the policy is crucial.
7. Obtain Legal Review of the Policy
If the policy has legal implications, is litigious by its nature, has personal implications for
employees (such as security procedures), you will want to have your attorney review the
policy before you distribute the policy further. Make sure you communicate to your
attorney that you do not want the policy rewritten in "legalese." You want the policy
reviewed for legal implications and appropriate wording.
8. Implement the Policy
In small groups, individually, or in a company meeting, depending generally on the
controversial nature of the policy and the ease with which it will be understood, distribute
and review the new policy. Give employees a chance to ask questions.
The policy should always consist of the policy on a piece of paper with the employee sign
off on a second sheet. Employees can sign off that they have received and understand the
policy, yet retain a copy for their own files.
This is a sample signoff statement to use:
I acknowledge receipt of and understanding of the (Your Company) Policy. The policy is
effective (Date) until further notice.
_______________________________________________________
Employee Signature
_______________________________________________________
Employee Name (Please Print)
________________________________
Date:
9. Decide How You Will Communicate the Policy in the Future
Include the policy in your employee handbook. You may also want the policy to become
part of your New Employee Orientation. Some companies place policies in their Intranet
or in a policy folder on the computer network's common drive. Determine whether you
will want to distribute the policy by additional methods.
10. Interpret and Integrate the Policy
No matter what you write in the policy, your later policy application and work practices
will determine the real meaning of the policy. Think "consistent" and "fair" as you
interpret the policy over time. When you find your practices differing from the written
policy, it is time to review and rewrite the policy and the cycle starts again.

Risks of Not Complying

The failure to have an independent legal audit performed by qualified legal counsel can
have a significant adverse impact on the company and its founders. The risks of noncompliance
with these many laws and regulations include:
• Failure to keep proper books and records or mixing personal assets with business
assets could lead to the ability by third parties to "pierce the corporate veil,"
thereby removing the limited liability protection of a corporation or even to
litigation among co-owners.
• Failure to obtain all proper permits and licenses could lead to fines, penalties, and,
in some cases, even closure of the business by governmental agencies.
• Failure to comply with certain laws and regulations may lead to problems under
Central law.
• Failure to have employment applications, personnel handbooks and general
employment policies reviewed periodically could give rise to governmental and
civil liability.
• Failure by the directors of the company to keep accurate records and minutes of
its decision-making procedures, such as proving that directors are exercising
informed judgment, could subject the company and its board to liability to its
shareholders and investors.
• Failure to monitor the company's reporting requirements may put the company
into default with lenders or investors.
The process of going through a legal Compliances isn't easy, but the risks associated with
avoiding the issue are too high for any company to bear. Doing so is not only necessary,
but beneficial. It is the entrepreneurial company's reality check.
In India, where laws are primarily meant to protect the interests of employees/workers, if
any organization fails to comply with the norms and guidelines established by law/govt.
then consequences are inevitable, and it may lead to the closure of the
business/organization.
JUSCO is engaged the specialized services to carry out its business smoothly at national level it
is obligatory to the organization that its all functional units comply to the acts and rules
whichever is applicable to them. Now a days when Human Resource (HR) department
plays a strategic role in accomplishing organizational goals and objectives, it is also
became imperative to the HR dept. that they know what are the central and state laws are
applicable to them. HR should know all the legalities which can create problems in the
application of its HR-Policy manual. Are the policies of the organization complying with
the laws concerned? If no, then it needs immediate attention of the HR dept, but if the
answer is yes, then how they are being implemented in the organization.

4.3 Bibliography

1. P.L.Mallick- Industrial Law (volume 1 & 2).


2. Law Journal.
3. mercantile Law-N.D.Kapoor

WEBLIOGRAPHY

0. www.legalguru.com
1. http://WWW.tatasteel.com

2. http://WWW.juscoltd.com.com

3. http://WWW.jindalsteelworks.com

4. http://WWW.google.com

5. http://WWW.carerating.com/archive/3/1991.pdf
6. http://WWW.marketmonitor.com/steel.htm

7. http://WWW.wikipedia.com

8. http://WWW.steelguru.com/news/index/2010/02/12/ODU%3D

9. http://WWW.moneycontrol.com

10. http://WWW.rncos.com

11. http://WWW.marti-tech.com/.../steel%20industry

12. http://WWW.azom.com

13. http://WWW.usitc.gov/ind econ ana/product/steel/index.htm

14. http://WWW.tatabluescopesteel.com

15. http://WWW.corusgroup.com

16. http://WWW.dhamraport.com

17. http://WWWnatsteel.com

18. http://WWW.tatatinplate.com

19. http://WWW.tayo.com

20. http://WWW.tatasponge.com

21. http://WWW.tataref.com

22. http://WWW.tatametaliks.com

23. http://WWW.jamipol.com

24. http://WWW.tmilltd.com

25. http://WWW.mjunction.com

26. http://WWW.juscoltd.com

27. http://WWW.encyclopediaofcredit.com

28. http://WWW.steelguru.com/news/index/2009

29. http://WWW.tata.com/company/re;eases/inside
4.4 Annexure

Annexure
Sl.
No.
Name of the Act
Registers to be
Maintained for
Yearly returns Monthly returns On Occurrence
Form /due date/reference Form /due date/reference Form /due date/reference

Bare Acts

The All-India Institute of Medical Science Act,1956

The All-India Services Regulations (Indemnity) Act, 1975


The All India Council for Technical Education Act, 1987
The Acquisition of Certain Area at Ayodhya Act, 1993
The Advocates Act,1961
The Advocate's Welfare Fund Act, 2001
The Agriculturists' Loans Act, 1884
The Air (Prevention and Control of Pollution) Act, 1981
TheAir (Prevention and Control of Pollution) Rules, 1982
The Anand Marriage Act, 1909
The Anti-Hijacking Act, 1982
The Ancient Monument And Archeological Sites And Remains Act, 1958
The Ancient Monuments Preservation Act, 1904
The Airports Authority of India Act, 1994
The Ancient Monuments and Archaeological Sites and Remains Act, 1958
The Antiquities and Art Treasures Act, 1972
The Arbitration and Conciliation Act, 1996
The Architects Act, 1972
The Arms Act, 1959
The Arya Marriage Validation Act, 1937
The Bonded Labour System (Abolition) Act, 1976
The Banking Companies (Acquisition and Transfer of Undertaking) Act, 1969
The Banking Companies (Legal Practitioners' Clients' Account) Act, 1949
The Banking Regulation (Companies) Rules, 1949
The Banker's Books Evidence Act, 1891
The Banking Regulation Act, 1949
The Benami Transactions (Prohibition) Act, 1988
The Bhopal Gas Leak Disaster (Processing of Claims) Act, 1985
The Bonded Labour System (Abolition) Act, 1976
The Bombay High Court (Letters Patent) Act, 1866
The Bharat Petroleum Corporation Limited Act, 1988
The Bombay Re-organisation act, 1960
The Building And Other Construction Workers' Welfare Cess Act, 1996
The Cable Television Network (Regulation) Act, 1995
The Bureau of Indian Standard Act, 1986
The Carriers Act, 1865
The Caste Disabilities Removal Act, 1850
The Central Board of Direct Taxes (Validation of Proceedings) Act, 1971
The Central Boards of Revenue Act, 1963
The Census Act, 1948
The Certifying Authorities Rules, 2000
The Christian Marriage Act,1872
The Charitable and Religious Trusts Act
The Charitable Endowments Act, 1890
The Child Labour (Prohibition and Regulation ) Act, 1986
The Child Marriage Restraint Act, 1980
The Chit Funds Act
The Cattle-Trespass Act 1871
This Central Provinces Laws Act, 1875
The Cigarettes (Regulations of Production, Supply and Distribution), Act, 1975
The Citizenship Act, 1955
The Civil Procedure Code, 1908
The Commission of Enquiries Act, 1952
The Commercial Documents Evidence Act, 1939
The Contempt Of Courts Act, 1971
The Constitution of India
The Consumer Protection Act, 1986
The Copyright Act 1957
The Court Fees Act
The Customs Act,1962
The Cinematograph Act, 1952
The Commission of Sati (Prevention) Act, 1987
The Commission of Sati (Prevention) Rules, 1988
The Conservation of Foreign Exchange And Prevention Of Smuggling Activities Act, 1974
The Cyber Regulations Appellate Tribunal (Procedure) Rules
The Criminal Law Amendment Act, 1908
The Criminal Law Amendment Act, 1932
The Criminal Law Amendment Act, 1938
The Criminal Law Amendment Act, 1946
The Criminal Law Amendment Act, 1961
The Criminal Law Amendment Ordinance, 1944
The Departmental Inquires (Enforcement of Attendance of Witnesses and Production
of Documents) Act, 1972
The Depositories Act, 1996
The Decrees and Orders Validating Act.1936
The Delhi (Control of Building Operations) Continuance Act, 1956
The Delhi Apartment Ownership Act, 1986
The Debts Recovery Appellate Tribunal (Procedure) Rules
The Delhi High Court Act, 1966
The Delhi Special Police Establishment Act, 1946
The Dissolution Of Muslim Marriage act, 1939
The Dowry Prohibition Act, 1961
The Dowry Prohibition Act, 1985
The Drug and Cosmetics Act, 1940
The Drugs and Magic Remedies (Objectionable Advertisements) Act, 1954
The Drugs (Control) Act, 1950
The Easement Act, 1882
The Electricity Act, 1910
The Emblems and Names Act, 1950
The Environment (Protection) Act, 1986
The Essential Commodities Act, 1955
The Essential Services Maintenance Act, 1981
The Family Courts Act, 1984
The Explosive Substances Act, 1908
The Explosive Act, 1908
The Fatal Accidents Act, 1855
The Foreign Contribution (Regulation) Act, 1976
The Foreign Exchange Management Act, 1999
The Foreign Marriage Act, 1969

The Foreign Trade (Regulation) Rules, 1993


The Foreigners Act, 1946
The Fatal Accidents Act, 1855
The Forest (Conservation Act, 1980)
The General Clauses Act, 1897
The Guardians and Wards Act,1890
The Hazardous Wastes (Management and Handling) Rules, 1989
The Hindu Adoptions and Maintenance Act, 1956
The Hindu Disposition Of Property Act, 1916.
The Hindu Marriage Act, 1955
The Hindu Minority and Guardianship Act, 1956
The Hindu Succession Act, 1956
The Hire Purchase Act, 1972
The Identification of Prisoners Act, 1920
The Immoral Traffic (Prevention) Act, 1956
THE Iidecent Representation of Women (Prohibition) Act, 1986
Indian Contract Act
Indian Divorce Act, 1869
Indian Evidence Act
Indian Forest Act, 1927
Indian Partnership Act, 1932
Indian Penal Code
The Indian Stamp Act, 1899
The Inflammable Substances Act, 1952
The Industrial Disputes Act, 1947
The Industrial Disputes (Central) Rules
The Industrial Employment (Standing Orders) Act, 1946
The The Industrial Tribunal (Central Procedure) Rules
The Information Technology Act
The Interest Act, 1978
The Interest on Delayed Payments to Small Scale and Ancillary Industrial Undertaking Act, 1993
The Juvenile Justice (Care And Protection of Children), Act 2000
The Land Acquisition Act, 1894
The Limitation Act, 1963
The Major Port Trusts Act, 1963
The Maternity Benefit Act, 1961
Minimum Wages Act, 1948
Merchant Shipping Act, 1958
Monopolies and Restrictive Trade Practices Act, 1969
Monopolies and Restrictive Trade Practices Rules, 1970
The Motor Vehicle Act, 1988
The Multimodal Transportation of Goods Act, 1993
The Muslim Personal Law (Shariat) Application Act, 1993
The Muslim Women (Protection of Rights on Divorce) Act, 1986
The Negotiable Instruments Act, 1881
The Narcotic Drugs And Psychotropic Substances (Execution of Bond by Convicts
or Addicts) Rules, 1985
The Notaries Act, 1952
The Oaths Act, 1969
The Parsis Marriage and Divorce Act, 1936
The Official Secrets Act, 1923
The Official Trustees Act, 1913
The Passport Act, 1967
The Place of Worship(Special Provision) Act, 1991
The Patents Act, 1970
The Payment of Bonus Act
The Payment of Gratuity Act
The Payment of Wages Act
The Police Act, 1861
The Police Act, 1849
The Police Act, 1888
The Police (Incitement To Disaffection) Act, 1922
The Police Forces (Restrictions Of Rights) Act, 1966
The Power of Attorney Act, 1882
The Prevention of Black Marketing and Maintenance of Supplies of Essential Commodities Act, 1980
The Prevention of Cruelty to Animals Act, 1960
The Prevention of Insults to National Honour Act, 1971
The Prevention of Corruption Act,1988
The Prevention of Damage to Public Property Act, 1984
The Prevention of Illicit Traffic In Narcotic Drugs And Psychotropic Substances Act, 1988
The Prevention of Terrorism Act, 2002
The Prisoners Act, 1900
The Prisoners (Attendance In Courts) Act, 1955
The Probation of Offenders Act, 1958
The Protection of Civil Right Act, 1955
The Protection Human Rights Act, 1993
The Provincial Insolvency Act, 1920
The Public Provident Fund Act, 1968
The Railways Act, 1989
The Public Servants (Inquiries) Act, 1850
The Public Gambling Act, 1867
The Poisons Act,1919
The Public Premises (Eviction of Unauthorised Occupants) Act, 1971
The Public Liability Insurance Act, 1991
The Passport Entry into India Act, 1920
The Railway Property (Unlawful Possession) Act, 1966
The Recovery of Debts due to Banks and Financial Institutions Act
The Registration Act, 1908
The Registration of Foreigners Act, 1939
The Religious Socities Act,1880
The Religious Endowments Act, 1863
The Religious Institutions (Prevention Of Misuse) Act 1988
The Reserve Bank of India Act
The Sale of Goods Act, 1930
The Sick Industrial Companies (Special Provisions) Act, 1985
The Societies Registration Act, 1860
The Suits Valuation Act, 1887
The Specific Relief Act, 1963
The Smugglers And Foreign Exchange Manipulators Forfeiture of Property Act, 1976
The Small Coins (Offences) Act, 1971
The Scheduled Castes and The Scheduled Tribes (Prevention of Atrocities) Act, 1989
The Spirituous Preparations (Inter-State Trade And Commerce) Control Act, 1955
The Special Marriage Act
The State Financial Corporations Act, 1951
The Terrorist Affected Areas (Special Courts) Act, 1984
The Terrorist and Disruptive Activities (Prevention) Act, 1987
The Telegraph Wires (Unlawful Possession) Act, 1950
The Trade Marks Act, 1999
The Transplantation of Human Organs Act, 1994
The Transfer of Property Act
The Indian Trusts Act, 1882
The Terrorist Affected Areas (Special Courts) Act, 1984
The Unlawful Activities (Prevention) Act, 1967
The Urban Land (Ceiling And Regulation Repeal Act, 1999
The Water (Prevention and Control of Pollution) Act
The Water (Prevention & Control of Pollution) Cess Act, 1977
The Water (Prevention and Control of Pollution) Rules, 1975
The Wild Life (Protection) Act
The Workmen's Compensation Act, 1923

1. ESI Act,1948
Employee contribution
Accident register
Inspection book
Form‐01A/31st Jan/Regulation‐10C
Form‐6/12th May /Regulation‐26
Form‐6/12th Nov./Regulation‐26
Challans */21st day Form 16/within 24 hrs./ Reg.68

2.EPF & MP
Act,1952
Eligibility register
Inspection book
Form‐3A/25thApril/Paras 35 & 42
Form‐6A/25thApril/Para 43
Challans*/15th day
Form‐5/25thday/Para 36(2)(a)
Form‐10/25thday/Para 36(2)(b)
Form‐12A/25thday/Para 38(2)
Form‐2/Para 33 & 61(1)
Form‐13,13A/Para‐57
Form‐19,20/Para‐72(5)

3.Emp. Exchange
(CNV) Act,1959
Form‐ER‐1/15th Jan, 15th April, 15th
July & 15th Oct/Rule‐6
Requisition form/before 15 days
or 60 days as the case may be

4.Equal
remuneration
Act,1976
Form‐D register, rule‐6

5.Industrial
Disputes Act,1947
Notice of change/section‐9A

6.Maternity
benefits Act,1961
Form‐L, M, N & O/21st Jan
/Rule16(1)
7.Minimum wages
Act,1948
Form I, Rule21 (4)
Form II, Rule 21 (4)
Form IV, Rule 25 (2)
Form V, Rule 26 (5)
Form X, Rule 26 (1)
Form XI, Rule 26 (2)
Form‐III/1st Feb/Rule 21 (4A)

8.Payment of
bonus Act,1965
Form‐A, Rule 4(a)
Form‐B, Rule 4(b)
Form‐C, Rule 4(c)
Form‐D/30th Dec/Rule‐5

9.Payment of
gratuity Act,1972
Form‐A, B & C/Rule‐3
10.Payment of
wages Act,1936
Wages, fines,
Deductions &
advances
* remittance of contribution. Rules, Regulation & Para are from rules of the
respective Acts & sections are from Acts.

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