audit report.xls
TRANSCRIPT
Acme GroupEntity Audit Report For All Locations
No. ACT SECTION TITLE Forms
1 Rule 6-BB Form A-1
2 Contract Labour Act 7
3 Contract Labour Act 7,8,9 ----
4 Contract Labour Act 10 -----
5 Contract Labour Act 16-20 -----
6 Contract Labour Act 21 ---
Bombay Labour Welfare Fund Act
Contributions To The Labour Welfare Fund
Registration Of Establishment Under Contract Labour Act
Form IV, Form B, Affadivate from Contractor's
Effect Of Non-Registration Under Contract Labour Act
Prohibition Of Employment Of Contract Labour
Welfare And Health Of Contract Labour
Responsibility For Payment Of Wages To Contract Labour
7 Contract Labour Act 29(1) Registers
8 Contract Labour Act 29(2)
9 Equal Remuneration Act 4 -----
10 Equal Remuneration Act 5 ------
11 Equal Remuneration Act 8, Rule 6 Form D
12 Maternity Benefit Act 19 Abstract
13 Maternity Benefit Act 20
14 17,18 Form VI
15 18 ----
1. Muster cum wage register in Form II udner MWA Act.
Display Of Notices Under The Contract Labour Act
Notice under Rule 62
Equal Remuneration for similar work
Gender Discrimination in recruitment
Registers under Equal Remuneration Act
Display Abstract Of Act And Rules
Maintenance Of Registers And Records
Form 10 & 11.
Maharashtra Contract Labour Rules
Registration Of Establishment Under Contract Labour Act
Maharashtra Contract Labour Rules
Maximum Number Of Contract Workmen
16 39-44 ------
17 53, 54 -----
18 55 Form VIII
19 61
20 62
21 63 ----
22 57
23 59
Maharashtra Contract Labour Rules
Welfare And Health Of Contract Labour
Maharashtra Contract Labour Rules
Responsibility For Payment Of Wages To Contract Labour
Maharashtra Contract Labour Rules
Register of Contractors
Maharashtra Contract Labour Rules
Maintenance Of Records and Registers
Wage Register, Muster Register, Contractor Register, etc.
Maharashtra Contract Labour Rules
Display Of Notices Under The Contract Labour Act
Notice under Rule 62
Maharashtra Contract Labour Rules
Annual Return Under The Contract Labour Act
Maharashtra Contract Labour Rules
Contractor - Identity Card
Maharashtra Contract Labour Rules
Contractor - Muster Roll and Registers
24 60
25 11
26 12
27 13 Supply Of Forms
28 15 Annual Return
29 21
30 23, 25 Weekly Day Of Rest
31 24, 26
Maharashtra Contract Labour Rules
Contractor - Display of act and rules
Maharashtra Maternity Benefit Rules
Display Abstract Of Act And Rules
Maharashtra Maternity Benefit Rules
Maternity Benefit Register
Maharashtra Maternity Benefit Rules
Maharashtra Maternity Benefit Rules
Maharashtra Minimum Wages Rules
Time and Condition of Payment of Wages
Maharashtra Minimum Wages Rules
Maharashtra Minimum Wages Rules
Hours Of Work and Overtime
32 27(1) Muster Roll
33 27 (2)
34 28 Inspection Book
35 30
36 Maharashtra Gratuity Rules 3 (1)
37 Maharashtra Gratuity Rules 4 Display Of Notice
38 Maharashtra Gratuity Rules 6
39 Maharashtra Gratuity Rules 20
40 18
Maharashtra Minimum Wages Rules
Maharashtra Minimum Wages Rules
Attendance Card cum Wage Slip
Maharashtra Minimum Wages Rules
Maharashtra Minimum Wages Rules
Maintenance of Registers and Records
Registration Of Establishment
Employee Nominations
Display Of Abstract Of Act And Rules
Maharashtra Private Security Guards Welfare Act
Not to employ children as security guards
41 Sc. 14
42
43
44
45 Sc. 26(9)
46
47 26-A(5)
48
49 26-A(6)
Maharashtra Private Security Guards Welfare Act
Principal Employer: Registration of establishment
Maharashtra Private Security Guards Welfare Act
Sc. 26(1), 27
Principal Employer: Hire security guards only from the board
Maharashtra Private Security Guards Welfare Act
Sc. 26(4), 29, 30
Principal Employer: Disburse or remit wages on time
Maharashtra Private Security Guards Welfare Act
Sc. 26(5), 37
Principal Employer: To pay levies and other dues
Maharashtra Private Security Guards Welfare Act
Principal Employer: Records
Maharashtra Private Security Guards Welfare Act
14, 26-A(1) Employer Agencies: Registration
Maharashtra Private Security Guards Welfare Act
Employer Agencies: Renewal of Registration
Maharashtra Private Security Guards Welfare Act
Sc. 26-A(4)
Employer Agencies: Deploy only with registered employers
Maharashtra Private Security Guards Welfare Act
Employer Agencies - Registers and Records
50 26-A(7)
51 26-A(8)
52 26-A(9)
53 26-B
54 8
55 12-Nov
56 13
57 18 Advances
58 18 (3)
59 20
Maharashtra Private Security Guards Welfare Act
Employer Agencies: Police Verification
Maharashtra Private Security Guards Welfare Act
Employer Agency: Uniforms
Maharashtra Private Security Guards Welfare Act
Compliance with other acts
Maharashtra Private Security Guards Welfare Act
Principal Employers of Agencies: Obligations
Maharashtra Payment of Wages Rules
Notice Of Date Of Payment
Maharashtra Payment of Wages Rules
Application In Respect Of Fines
Maharashtra Payment of Wages Rules
Posting Of List Of Acts And Omissions
Maharashtra Payment of Wages Rules
Maharashtra Payment of Wages Rules
Register Of Advances
Maharashtra Payment of Wages Rules
Display Of Rate Of Wages
60
61
62 7(2)
63 10,11,13
64 Hours Of Work
65 15 Interval For Rest
66 16,17 Spread Over
67 18 Weekly Holidays
Bombay Shops and Establishments Act
7, Rules 5,6,7
Registration of an Establishment
Bombay Shops and Establishments Act
7, Rules 5,6
Renewal Of Registration
Bombay Shops and Establishments Act
Display of Registration Certificate
Bombay Shops and Establishments Act
Opening & Closing Hours Of Shops & Establishment
Bombay Shops and Establishments Act
14,63, R. 9,10
Bombay Shops and Establishments Act
Bombay Shops and Establishments Act
Bombay Shops and Establishments Act
68 32
69 33,34
70 33,34-A
71 35,36,37 Earned Leave
72 Leave Accumulation
73 35 (4) Additional Holidays
74
75 Cleanliness
Bombay Shops and Establishments Act
Employment Of Children
Bombay Shops and Establishments Act
Employment Of Young Persons
Bombay Shops and Establishments Act
Employment of Women
Bombay Shops and Establishments Act
Bombay Shops and Establishments Act
35 (1) (b), (3)
Bombay Shops and Establishments Act
Bombay Shops and Establishments Act
38,38 (A-C)
Applicability Of Other Legislations
Bombay Shops and Establishments Act
39, Rule 13
76 Rule 12
77 40,41
78
79 First Aid Box
80 65
81 Rule 20-A
82 Rule 20
83 Leave Book
Bombay Shops and Establishments Act
Time And Methods For Cleaning Establishments
Bombay Shops and Establishments Act
Ventilation and Lighting
Bombay Shops and Establishments Act
42, Rule 14
Precautions Against Fire
Bombay Shops and Establishments Act
42-A, Rule 15
Bombay Shops and Establishments Act
Restriction On Double Employment
Bombay Shops and Establishments Act
Name Board To Be In Marathi
Bombay Shops and Establishments Act
Registers And Records
Bombay Shops and Establishments Act
Rule 20(5,6)
84 Notices
85 Visit Book
86 Minimum Wages Act 2(g),27
87 Minimum Wages Act 11,12
88 Minimum Wages Act 13,14
89 Minimum Wages Act 15,16,17
90 Minimum Wages Act 18
91 Payment of Bonus Act Rule 4 (a)
92 Payment of Bonus Act Rule 4 (b)
Bombay Shops and Establishments Act
Rule 20 (7,8)
Bombay Shops and Establishments Act
Rule 20 (13)
Eligibility under the Minimum Wages Act
Payment of Minimum Wages
Hours of Work and Overtime
Other Obligations for Minimum Wage Workers
Registers, Records And Notices
Allocable Surplus Computation Register
Set-On/Set Off Register
93 Payment of Bonus Act Rule 4 (c)
94 Gratuity Act 4-A
95 Gratuity Act 4-A(3)
96 Gratuity Act 6
97 Payment of Wages Act 1(6), 2(vi)
98 Payment of Wages Act 4 Wage Periods
99 Payment of Wages Act 5
100 Payment of Wages Act 7 to 13
101 Payment of Wages Act 25 Display Of Notice
21500
Register Showing Bonus Due To Employees
Compulsory Insurance
Registration Of Establishment
Employee Nominations
Eligibility Under Payment Of Wages Act
Time Of Payment Of Wages
Deductions From Wages
213009200
30500
LOAN 11000LIC 4000SAVE 4000FOOD 6500AAI 500CONVE 3000ELEL 1500CABLE 300
30800-300
81330
OBLIGATION Need ACTION AUDIT REQUIREMENT
To pay contributions to the Labour Welfare Fund as precribed
Pay employers and employees contributions to the Labour Welfare Fund every six months before the 15th of July and 15th of January as per the following norms: (i) Employees Contribution at the rate of Rs 6 per employee drawing wages upto Rs 3000 per month and Rs 12 per employee drawing wages exceeding Rs 3000 (ii) Employers Contribution at the rate of Rs 18 per employee drawing wages upto Rs 3000 per month and Rs 36 per employee drawing wages exceeding Rs 3000 (iii) These rates may be increased by notification in the official gazette (iv) The employer can recover the employees contribition be deducting it from the wages. Deductions shall not be made in excess of the amount paid as employees contribution (v) Contributions shall be paid by cheque, money order or cash (vi) The employers contribution cannot be reovered or deducted from the wages of the employee
Have all contributions been paid to the Labour Welfare Fund as prescribed ?
To register an establishment to which this Act applies with the registering officer
If the establishment has not been registered yet, apply for registration in the prescribed form and manner to the registering officer and obtain a certificate of registration from the registering officer
If the Contract Labour Act applies to the establishment, has the establishment been registered with the registering officer ? Has a certificate of registration been obtained ?
To employ no contract labour in the establishment if it has not been registered or the registration has been revoked
Ensure that contract labour are not employed in the establishment if it has not been registered in accordance with the act or if the registration certificate is invalid or has been revoked
If the establishment has not been registered under the Contract Labour Act. have no contract labour been employed ?
To ensure that no contract labour is used for any process, operation or other work which is prohibited by the Government
Ensure that no contract labour is used in any process, operation or other work which has been prohibited by the Government by notificaion in the Official Gazette
Has contract labour been used for any process, operation or other work which is prohibited by the Government ?
To ensure the provision of canteens, rest rooms, first aid and other facilities to contract labour in accordance with the act at the expense of the contractor
To directly provide at the expense of the contractor, or to ensure that the contractor provides a) Canteens in accordance with the Contract Labour Rules if the number of contract workmen ordinarily exceeds 100 b) Where contract labour is required to halt at night, sufficiently lighted and ventilated rest rooms maintained in a clean and comfortable condition c) A sufficient supply of wholesome drinking water d) a sufficient number of latrines and urinals as prescribed in the rules e) washing facilities f) A readily accessible first aid box with the contents prescribed in the rules
Have the requisite welfare and health facilities been provided to all contract labour in the establishment ?
To ensure full payment of wages to all contract employees employed at the establishment
Ensure that the contractor puts up a notice showing the wage period and place and time of disbursement of wages.Nominate a representative to be present at the time of disbursement of wages by the contractor who will certify the amounts paid as wages to each workman. In case wages are not paid in full by the contractor, the employer has to pay the balance amount due and recover the money from the contractor
Are all contract employees paid their full wages in the presence of a representative of the establishment ?
To maintain the prescribed set of registers under the Contract Labour Act
Maintain all registers and records prescribed under the relevant state rules, giving the particulars of contract labour employed, the nature of work performed by the contract labour, rates of wages paid and other such particulars as may be prescribed
Are all prescribed registers and records under the Contract Labour Act being maintained ?
To display notices regarding various details under the Contract Labour Act and state rules
To display all prescribed notices in the appropriate forms in the manner prescribed in the state rules
Are notices with requisite details under the Contract Labour Act being displayed in the prescribed manner ?
To ensure equal remuneration to men and women for work of the same or a similar nature
Establish a policy that ensures that no discrimination in wages is made between men and women for the same work or work of a similar nature strictly on account of the gender of an employee. No employees remuneration can be reduced in order to comply with this obligation.
Is no discrimination made in determining the wage of any type of employee on account of their gender ?
To ensure no discrimination is made while recruiting men and women workers.
Establish a policy that ensures that no discrimination is made against women while recruiting for the same work or work of a similar nature, or in any conditions of service, promotions, training or transfer after recruitment, except where the employment of women is prohibited by law.
Do policies ensure that no discrimination is made against women during recruitment and in service conditions for the same work or work of a similar nature ?
To maintain a register in the prescribed format regarding workers employed in the establishment.
Maintain a Register with details of people employed as specified in Form D at the place where the workers are employed.
Is a register of employees under the Equal Remuneration Rules being maintained ?
To exhibit conspicuously, in every part of the establishment where women are employed, an abstract of the Maternity Act and rules thereunder in the language/s of the locality
Ensure an abstract of the Maternity Act and rules thereunder in the language/s of the locality is exhibited conspicuously in every part of the establishment where women are employed
Is an abstract of the Maternity Benefits Act displayed conspicuously in every area where women are employed ?
To maintain such registers and records as may be prescribed in the State Rules for the establishment
Ensure that all registers and records are maintained as required in any State Rules under the Maternity Act applicable for that region
Are all registers and records maintained as required in any State Rules under the Maternity Act applicable for that region ?
To register an establishment to which this Act applies with the registering officer
If the establishment has not been registered yet, apply for registration in Form I in triplicate to the registering officer either in person or by registered post, accompanied by a treasury receipt showing registration fees and obtain an acknowledgment of the application and a certificate of registration from the registering officer
If the Contract Labour Act applies to the establishment, has the establishment been registered with the registering officer and a certificate of registration obtained ?
Not to exceed the maximum number of contract labour as specified in the certificate of registration
Ensure the maximum number of contract labour employed in the establishment does not exceed the number specified in the certificate of registration
Has the number of contract labour employed always been below the number permissible in the certificate of registration ?
To ensure the provision of canteens, rest rooms,latrines and urinals. washing facilities and other facilities to contract labour in accordance with the act at the expense of the contractor
To directly provide at the expense of the contractor, or to ensure that the contractor provides a) Canteens in accordance with the Contract Labour Rules if the number of contract workmen ordinarily exceeds 100 (R 40) b) Where contract labour is required to halt at night in connection with the work of the establishment, and in which employment is likely to continue for 3 months or more, provide rest rooms or other accomodation as may be required by the Commissioner of Labour. (R 39) c) A sufficient supply of wholesome drinking water (R 43) d) a sufficient number of latrines and urinals (R 41) e) washing facilities (R 42) f) A readily accessible first aid box with the contents prescribed in the rules (R 44) Specifications for these are contained in Chapter V,Rules 39-44 of the Maharashtra Contract Labour Rules, 1971
Have the requisite welfare and health facilities been provided to all contract labour in the establishment ?
To ensure full payment of wages to all contract employees employed at the establishment
Ensure that the contractor puts up a notice showing the wage period and place and time of disbursement of wages. Nominate a representative to be present at the time of disbursement of wages by the contractor who will certify with his signature at the end of the Register of Wages, the amounts paid as wages to each workman.
Are all contract employees paid their full wages in the presence of a representative of the establishment ?
To maintain a register of contractors in respect of each establishment
Maintain a register of contractors in Form no VIII in respect of each registered establishment.
Is an upto date register of contractors maintained in the appropriate format ?
To maintain all records and registers as prescribed
Ensure that all registers and records under the act and rules are (a) Maintained legibly in English, in Hindi or in Marathi (b) kept at an office or the nearest convenient building within the precincts of the work place or at a place within a radius of three kilometers. (c) preserved for a period of 3 calendar years from the date of the last entry made in them
Are all registers and records under the Act and Rules maintained in the prescribed manner and for te prescribed period ?
To display notices regarding various details under the Contract Labour Act
The contractor or the principal employer to display conspicuously at the work site, in a clean and legible condition, a notice in English and in Hindi or Marathi, a notice showing the rates of wages, hours of work, wage periods, dates of payment of wages, names and addresses of inspectors having jurisdiction and date of payment of unpaid wages. A copy of the notice is to be sent to the Inspector, and any changes in the notice have to be communicated to him.
Are notices with requisite details under the Contract Labour Act being displayed conspicuously in English and in Hindi or Marathi ?
To file an annual return with the Registering Officer
To file an annual return in duplicate in Form XXI with the registering officer not later than 15th February.
Has an annual return under the Contract Labour Act been filed so as to reach not later than the 15th of February ?
To ensure that the contractor issues an identity card to each contract labourer employed in this establishment
Ensure that the contractor issues an indentity card in From No. X to each worker on the first day of the employment of the worker. Each worker should carry his identity card while employed, and the card shall be maintained up-to-date
Does each contract labourer in the establishment hold an identity card issued by the contractor ?
To ensure that the contractor maintains the required registers for this establishment.
If the establishment is covered under the Payment of Wages Act or the Minimum Wages Act, the contractor, in respect of this establishment, shall maintain in the formats specified under those acts: (a) Muster Roll;(b) Register of Deductions;(c) Register of Overtime; (d) Register of Fines; (e) Register of Advances. If the establishment is not covered under the above, the contractor shall (a) maintain in respect of this establishment a Muster Roll cum Wage Register as prescribed by Rule 27(2) of the Maharashtra Min. Wages Rules (b) issue wage slips as prescribed by Rule 27(2) of the Maharashtra Min. Wages Rules (c) obtain the signature and thumb ompression of every worker on the register of wages (d) Ensure the entries are authenticated by the contractor or his representative and certified by the employer's representative.
Does the contractor maintain all the required registers for this establishment ?
To display an abstract of the acts and rules
Ensure that the contractor displays at the place of work, an abstract of the act and rules in English, and in Hindi or Marathi in a form approved by the Commissioner of Labor.
Is a notice displaying an abstract of the act and rules put up by the contractor at the place of work ?
To exhibit conspicuously, in every part of the establishment where women are employed, an abstract of the Maternity Act and rules thereunder in the language/s of the locality
Ensure an abstract of the Maternity Act and Rules, in Form 9, is exhibited conspicuously in every part of the establishment where women are employed, in the language/s of the locality
Is an abstract of the Maternity Benefits Act displayed conspicuously in every area where women are employed ?
To maintain a maternity benefits register
If women are employed in the establishment, Maintain a Maternity Benefits Register in Form 10 and keep it uptodate. All entries in the register are to be made in ink and the register should be kept open for inspection during working hours. The register should be rpeserved for a period of three years commencing from the date of the last entry.
Is a Maternity Benefits Register being maintained up to date with all entries made in ink ?
To supply forms under the rules on application from a woman employee
On an application made by a woman employee, supply her with copies of any forms other than Forms 9, 10 and 11
Are all the Forms under the Maternity Benefit Rules being supplied to Woman Employees on request ?
To submit an Annual Return under the Maternity Benefits Act
Submit an Annual Return in Form 11 to the appropriate authority by the 15th of January
Has an annual return under the Maternity Act been submitted in Form 11 to the appropriate authority ?
To pay wages without unauthorised deductions within the time period specified in the Payment of Wages Act.
Ensure Wages are paid before the expiry of : a) The 7th day where < 1000 people are employed b) the 10th day in other establishments after the last day of the assigned work period. c) If employment is terminated by the employer, before the expiry of the 2nd day after termination. No deduction can be made from wages except those listed in Sec 21 (2) of the Rules
Have all wages been paid within the stipulated time without unauthorised deductions for employees covered under the Payment of Wages Act ?
To allow a rest day, ordinarily on Sunday to all employees in every scheduled employment .
In cases of scheduled employment, allow a rest day, ordinarily on Sunday to all employees unless any other day has been fixed as the day of rest. The rest day is to be allowed provided the employee has worked for a minimum of 6 continuous days (see Rule 23 (1) (a-c). An employee has to be informed of the rest day or any changes in the rest day by a display of a notice in a place specified by the Inspector. An employee cannot work on a rest day unless he is given a compensatory rest day for a whole day. The employee needs to be given prior intimation of the rest day and the substituted day. No employee can work more than 10 continuous days without a rest day. Wages for the rest day should be as per the provisions in Rules 23 (3) and (4). If a worker works on a shift which extends beyond midnight, a holiday means a period of 24 consecutive hours after the end of the shift.
Is a day of rest allowed to all the employees who have worked for a continuous period of 6 days in a Scheduled Employment ?
To ensure workers covered under the Minimum Wages Act are paid overtime for working beyond the prescribed hours
Ensure that employees covered under the Minimum Wages Act have a normal working day of not more than 9 hours for an adult, 7 hours for an adolescent and 4 1/2 hours for a child. The working day for an adult or adolescent cannot be spread over more than 12 hours, and 5 hours for a child. No adult or adoloscent can be made to work for more than 5 hours before he has a rest of at least half an hour. Ensure that employees are paid overtime @ minimum of double the basic rate for hours worked beyond 9 hours a day or 48 hours a week.
Are workers covered under the Minimum Wages Act being paid overtime for working beyond the prescribed hours ?
Maintain a Muster Roll for all employees working in scheduled employments under the Minimum Wages Act
Maintain in Form II, a Muster Roll cum Wage Register for all employees working in scheduled employments under the Minimum Wages Act unless Forms 17 & 19 of the Maharashtra Factory Rules and Form II of the Payment of Wages Rules is being maintained. The register must contain the following details for each employee: (a) Gross & Net Wages For Each Wage Period (b) All Deductions From Wages (c) Minimum Rate Of Wages Payable (d) Hours of Overtime worked (e) Amount of Leave with Wages
Is a Muster Roll cum Wage Register being maintained for all employees working in scheduled employments under the Minimum Wages Act ?
To issue all employees with an attendance card cum wage slip
Issue all employees with an attendance card cum wage slip and ensure that a person authorised by the employer makes relevant entries daily and every month. The card shall be in the posession of the employee.
Have all employees covered under the Minimum Wages Act been issued with an attendance card cum wage slip ?
To maintain an inspection book where Inspectors can record their observations
Maintain a bound inspection book which is available on demand to an Inspector
Is an Inspection Book maintained for Inspectors to note their observations ?
To preserve Registers and Records for a period of 1 year.
Ensure that all Registers and Records required to be maintained under these rules are being preserved for a period of 3 Years after the date of last entry made in it. All registers and records maintained under these rules shall be produced to an Inspector having jurisdiction over the area on request.
Are all registers, records and notices under the act being preserved for a period of 12 months after the date of last entry ?
To register the organisation with the controlling authority appointed under the Gratuity Act
Prepare and Submit Form 'A' (Rules) to register the establishment with the controlling authority under the Gratuity Act within 30 days of opening of the establishment.
Is the establishment registered with the controlling authority appointed under the Gratuity Act
To display a notice specifying the name of officer authorised to receive notices under the Act or Rules.
Display a notice at or near the main entrance of establishment in bold letters, in English and in a language understood by the majority of the workmen, specifying the name of officer with designation authorised by the employer to receive notices under the Act or Rules. Ensure that a fresh notice is displayed immediately after the notice becomes illegible or requires any change.
Is a notice specifying the name of officer authorised to receive notices under the Act or Rules displayed conspicuously near the entrance of the establishment ?
Ensure employees file valid nomination forms with the organisation
On completion of one years service, obtain employee nominations for gratuity in Form F (Rules). Check all details in the nomination form for validity and return an attested copy of this Form to the employee. Ensure that only family members are nominated if employee has a family. If an employee acquires a family, a fresh nomination has to be obtained in Form G. The employee is obligated to register any changes in nomination details with the employer in Form H. Nominations are to be valid at all times
Do valid gratuity nominations exist for all employees ?
To display a notice of the abstracts of the Act in English and the language of the majority of the employees at a conspicuous place
Prepare a notice containing the abstracts of the Payment of Gratuity Act and Rules and display this notice In English and in the language understood by a majority of the persons employed in a conspicuous place at or near the main entrance of the establishment
Is a notice of the abstracts of the Act in English and in the language of the majority of the employees, displayed in a conspicuous place ?
Not to employ children as security guards
No child shall be required or allowed to work as a Security Guard. Explanation.- "Child" means a person who has not completed fourteen years of age.
Are no children employed as security guards in the establishment ?
Principal employer to register the establishment with the board
An employer of any establishment coming into existence after the commencement of the Scheme shall apply for registration to the board simultaneously on the commencement of his business. Explanation.- Registration of a principal employer means registration of a specific establishment of the principal employer with respect to a specific area, specified in the registration form; and shall not include any other branches or ancillary establishments of the principal employer unless, they are specifically mentioned by the principal employer at the time of registration with the Board.
Has the establishment and all branches or ancillary establishments of the principal employer been registered with the Security Guards Welfare board ?
Not to employ security guards other than those allotted to them by the board.
A registered principal employer shall not employ a Security Guard other than a Security Guard who has been allotted to him by the board. or security guards registered with the Board or the security guards of the registered employer agency registered with the Board.
Have no security guards been employed other than those allotted by the board or those belonging to registered employer agencies?
To disburse wages to guards or to remit the wages to the board in accordance with the instructions from the board
The wages and other allowances payable to the registered security guards of the Board every month shall be remitted by cheque to Secretary of the Board, within such time after the end of the month, as may be specified by the Board. The Board may, if it thinks fit, and subject to such conditions as may be laid down by it, allow a registered principal employer to pay directly to the registered security guards of the Board the wages and other allowances after making authorised deductions within such time and in such a manner as may be specified by the Board. The employer shall send to the Board a statement of such payment within such time and in such form as may be specified by the Board:
Have all wages of security guards been disbursed or remitted to the board as appropriate ?
To pay levies and other dues to the board on direction from the board
A registered principal employer shall pay to the Board in such manner and at such times as the Board may direct, the levy payable under Clause 37(1) and the gross wages due to Security Guards and any other amount due to Security Guards.
Have all levies and wages and amounts due to security guards been paid to the board as directed by them ?
To maintain records related to registered security guards and the work upon which they have been employed
A registered principal employer shall keep such records as the Board may require, and shall produce before the Board upon reasonable notice all such records and any other documents of any kind relating to registered Security Guards and to the work upon which they have been employed and furnish such information as may be ordered by the Board.
Are all records and documents relating to security guards as required by the board, being maintained ?
To register an agency employing security guards with the board
Every employer agency which has directly employed private security guards shall get itself registered with the Board by applying in the form prescribed by the Board alongwith the process fee at the rate of Rs.100 per security guard at the time of application within a period of two months from the date of employing of a security guard. At the time of registration, the agency, shall file with the Board, the list of their registered principal employers and the names and details of the security guards employed with them, working with the respective registered principal employers.
Is the agency registered with the board ?
To renew the registration and exemption every three years.
An employer agency shall apply for renewal of registration and exemption after every three years in the like manner and on payment of like registration fees and process fees at the rate of Rs.100 per security guard for renewal of registration and exemption granted.
Does the agency hold a valid unexpired registration ?
To deploy security guards only with registered principal employers as per the list of principal employers submitted to the board
The registered employer agency shall deploy the security guards employed by it only in the establishment and factories of registered principal employers of the Board, and as per the list of the registered principal employer submitted to the Board. Security guards will be deployed to no other principal employers.
Have all security guards been deployed only with registered principal employers as per the list of principal employers submitted to the board ?
To maintain and produce registers and records relating to payment of wages and leave as prescribed under relevant acts
Registered employer agency shall maintain registers and records of security guards in their employment, relating to payment of wages and leave and other facilities provided to them under the relevant Acts and the same shall be produced before the competent authorities of the Board, when directed by the Board.
Are all registers and records relating to payment of wages and leave as prescribed under relevant acts being maintained ?
To conduct a police verification of each security guard within two months of employment
Every registered employer agency shall get done the police verification of every security guard on its pay-roll, within a period not later than two months, from the date of employing the Guard.
Have all security guards been police verified within two months of employment ?
Not to prescribe uniforms that resemble army or police uniforms
No registered employer agency shall, at any time, prescribe or supply to its security guards, uniform which in any way resembles to that of the Indian Army or Police-force.
Do uniforms provided to security guards not resemble army or police uniforms ?
To comply with all other labour legislation applicable to the agency
Every registered employer agency shall comply with the provisions of the Minimum Wages Act, 1948 , the Payment of Wages Act, 1936 , the Payment of Gratuity Act, 1972 , the Employees' Provident Funds, and Miscellaneous Provisions Act, 1952 and the Contract Labour (Regulation and Abolition) Act, 1970 or any other Act as may be applicable to them, for the time-being.
Are all labour legislation applicable to the agency being complied with ?
To submit all information regarding employment of security guards through agencies to the board and to ensure compliance of all directions of the board by the agency.
The principal employer of any registered employer agency shall submit all information regarding employment of security guards through employer agency, to the Board. In case the registered exempted employer agency fails to comply with any of the directions of the board, then the ultimate liability to comply with such directions shall lie on the registered principal employer in whose establishment or factory such security guards supplied by the such defaulting registered employer agency are deployed.
Is all required information regarding employment of security guards to agencies being submitted to the board ?
To display a notice specifying the date of Payment of Wages
Every Paymaster should ensure that a notice specifying the days on which wages will be paid is displayed at or near the main gate of the establishment .The notice should be in English and in the language understood by a majority of the Workmen,
Is the notice giving the date of Payment of Wages displayed at or near the main entrance of the Factory ?
To send an application to Chief Inspector if the paymaster wishes to impose fines
Every paymaster requiring the power to impose fines in respect of any acts and omissions on part of employed persons should send to the Chief inspector a list in English, in duplicate defining such acts and omissions and in cases where the paymaster himself does not intend to be sole person empowered to impose fines, a list in duplicate, showing those appointments in the Factory the incumbents of which may pass orders imposing fines and class of establishments on which the incumbent of each such appointment may impose fines.
Has an application been sent to the Chief Inspector requesting the right to impose fines alongwith a list of people empowered to impose fines ?
To post an approved list of acts and omissions that could lead to a fine
Ensure that a list of acts and omissions that could lead to a fine, approved under Rule 11 and 12, is displayed at or near the main entrance of the establishment. Further ensure that list is in English together with a literal translation in a language understood by the majority of the workmen
Is a list of acts and omissions that could lead to a fine displayed at or near the main entrance of Factory ?
All advances and repayment should be according to the prescribed Rules.
Ensure that advance of wages not already earned does not exceed an amount equivalent to the wages earned by the employed person during the preceding 4 calendar months, or if he has not been employed for that period, the wages he is likely to earn during the subsequent 4 calendar months. The advance can be recovered by way of deductions spread over a period of not more than 18 months. No instalment can exceed one-third (one-fourth where wages are 20 Rs or less) of the wages for the wage period in respect of which the deduction is made. The rate of interest shall not exceed 6 1/4% per annum.
Are payment of all advances and repayments of such advances made in accordance with Rule 18 ?
To maintain a register of all advances sanctioned and payments made
Maintain a register in Form IV which contains details of all advances sanctioned and payments made thereof. Provided that if the employer is maintaining muster roll cum wage register in Form II prescribed by the Maharashtra Minimum Wages Rules, he need not maintain the register under this sub-rule. Preserve these registers for a period of 3 Years from the date of the last entry.
Is a register of advances being maintained in Form IV ? Are the registers being maintained as prescribed ?
To display rates of wages payable to employees
Ensure that the paymaster displays a notice specifying the rates of wages payable to all persons employed other than those employed in a position of supervision and management
Is a notice displayed regarding the rates of wages payable to employees ?
To register the establishment in the prescribed form with the Chief Inspector and pay the prescribed fees within 90 days of the date on which the establishment commences work
If the establishment has not been registered with the Chief Inspector, submit Form A with the prescribed fees (Schedule I) to the Inspector and obtain a registration certificate in Form D for the establishment. If a registration certificate is lost, destroyed or defaced, obtain a duplicate certificate from the inspector. Also submit a list of weekly closed days for the balance part of the calendar year.
Has the establishment been registered with and the prescribed fees paid to the Chief Inspector within 90 days of the date on which the establishment commences work ?
To renew the certificate of registration before it expires
On expiry of the registration certificate (1-3 Years after the date of issue), make an application in Form B accompanied by the Registration Fees (Schedule I) for the period of registration and obtain a registration certificate in Form D. Ensure that application for renewal is made at least 15 days before expiry. Late registration upto 30 days after expiry will attract a penalty of 50% of the fee.
Does the establishment have a valid registration certificate ? Was the application for renewal made at least 15 days before expiry ?
To display the registration certificate prominently in the establishment
On obtaining a valid registration certificate, arrange for it to be displayed prominently in the establishment
Is the registration certificate displayed prominently in the establishment ?
Not to keep a shop or establishment open for service beyond the hours specified by the Government in its Notifications/Orders
Ensure that the Shops or establishment is not opened /closed before/after the timings as fixed by the government as follows: (a) Commercial Establishments cannot remain open before 8:30 a.m .and after 8:30 p.m. (b) Shops cannot remain open before 7 a.m. and after 8:30 p.m. except for the shops listed in Rule 10 and Rule 11 These timings are subject to change, generally, and specifically for different classes of shops and establishments and for different areas by the Government by Special Order.
Has the establishments opening and closing hours been in compliance with the timings specified by the Government ?
Ensure that no employee is allowed to work beyond the prescribed daily and weekly hours, and that overtime at double wages does not exceed limits
To monitor the number of hours worked by all employees and ensure they do not exceed 8 hours a day or 48 hours a week. An employee can also work a maximum of 6 hours a week on payment of overtime wages at twice the normal rate. An employer may, on not more than 6 days a year on days prescribed by the State Government (Rule 9), require an employee to work overtime upto a maximum of 24 hours in one year for the purposes of stocktaking, accounts, settlements or other prescribed occasions after submitting a notice of intention to the Inspector in English, Marathi, Gujarati and Hindi at least 24 hours before such a day.
Have employees been paid overtime wages for work performed beyond normal working hours ? Have no employees worked more overtime than the maximum prescribed ?
Ensure that no employee is required to work more than 5 continuous hours without an interval for rest
Fix a time for an interval of at least one hour (half an hour if engaged in a manufacturing process) for rest for all employees such that no employee is required to work more than 5 hours at a stretch. In establishments other than a shop the inspector may reduce the intervals for rest to half-an-hour on application made with the consent of employees.
Has a time period been prescribed as an interval for all employees such that no employee works more than 5 hours at a stretch ?
Ensure that the total daily period of work for all employees inclusive of interval does not exceed 12 hours
Monitor employee work periods to ensure that the total daily period of work for all employees inclusive of interval does not exceed 11 hours in any establishment or shop. Provisions For A Shop: If a shop is entirely closed for at least 3 hours continuously, the spreadover cannot exceed 12 hours. If an employee works overtime, the spreadover cannot exceed 14 hours, and 16 hours on days of special overtime as per Section 14 (3)
Is the work period inclusive of interval not more than the prescribed spreadover for all employees ?
To keep every shop and commercial establishment closed once a week
Every Shop and Establishment is to remain closed on one day of the week. Where this day of the week is not fixed by the State Government for this location or class of establishment, prepare a calendar list of closed days at the beginning of the year, notify the Inspector of this list and display it in a conspicuous place. Ensure the establishment is closed and no employee is allowed to work on the close day. It is not lawful to ask any employee to go to any place in connection with business on the day when the establishment remains closed. No deduction from wages will be made from the employee on account of the close day. Any changes in the close day have to be notified to the inspector at least 7 days in advance
Has the establishment been kept closed on every weekly close day ?
Not to allow any child to work in any establishment
Ensure that no person less than 14 years old is employed in the establishment even is the child is a member of the family of the employer
Are all employees working in the establishment above the age of 14 ?
To ensure young persons are not allowed to work beyond stipulated hours
Do not allow any person between 14 and 17 years of age to work before 6 a.m and after 7 p.m.The maximum number of hours a young person can be required to work is 6 in a day. No young person can work for more than 3 hours a day without a rest interval of at least half an hour. No young person is permitted to be employed in dangerous work. as defined by the Government in the Official Gazette
Are no young people working more than the stipulated hours of work? Are no young people employed in dangerous work ?
Not to require women employees to work beyond the prescribed times or in dangerous work
Do not allow any woman employee to work before 6 a.m and after 8:30 p.m. No woman is permitted to be employed in dangerous work as defined by the Government in the Official Gazette
Are no woman employees required to work beyond the prescribed timings and in dangerous work ?
To allow all employees their full earned leave entitlements under the act
Ensure that all employees are allowed to avail leave with full pay at their request subject to the following: a) Minimum earned leave of 21 days for an employee who has worked at least 240 days in a continuous period of 12 months (b) a) Minimum earned leave of 5 days for every 60 days worked, for an employee who has been employed for not less than 3 months. An employee who has been allowed leave has to be paid half the wages due to him for the period of the leave. An employee entitled to leave, who leaves or is discharged from employment, before being allowed the leave or after being refused leave, shall be paid the wages due in respect of that leave
Have all employees been permitted their full entitlement of earned leave and paid in advance for the period of leave if they desired it ?
To allow employees to accumulate their earned leave
Allow employees to accumulate up to a maximum of 42 days of earned leave. If an employee is refused leave he is entitled to, the employee may intimate the Inspector with a copy to the employer, and the employee has to be permitted to carry forward the unavailed leave without limit
Are all employees permitted to accumulate unavailed earned leave upto 42 days ? If employees are refused leave, are they permitted to carry it forward without limit ?
To provide additional holidays with wages on specified days
Every employee irrespective of period of employment is entitled to additional holidays with full wages on the 26th of January, 1st May, 15th August and 2nd October every year. Any employees who are required to work on these days shall receive double wages as overtime in addition to a compensatory holiday
Are all employees who are required to work on the specified additional holidays provided double the normal wages in addition to a compensatory holiday ?
To apply the provisions of other employment legislations as specified in the act
(a) The Workmens Compensation Act shall apply to all employees covered by this act as if they were workmen under the Workmens Compensation Act (b) The Industrial Standing Orders Act and Bombay Rules, including model standing orders, shall apply to workmen as defined in that act to all establishments where 50 or more employees are employed (c) The State Government may by order apply any or all of the provisions of the Maternity Benefits Act, to women employed in establishments where this Act applies. (d) The State Government may by order apply the provisions of the Payment Of Wages Act for certain classes of establishments, class of employees or local areas
Are the provisions of all other employment legislations prescribed being applied where relevant to employees in this establishment ?
To keep the premises clean and free from effluvia
The premises of every establishment is to be kept clean and free from effluvia arising from any drain or privy or other nuisance. No rubbish, filth or debris should be allowed to accumulate or remain on the premises such that effluvia can arise from them within the establishment
Have effective measures been taken to keep the establishment clean and free from effluvia ?
To carry out lime washing, colour washing, painting or varnishing at the prescribed frequency and maintain a register showing days when these processes are carried out
Maintain a Register in Form F showing dates in which lime washing, colour washing, painting or varnishing is carried out. All the inside walls of the rooms and all the ceilings and tops of such rooms, whether they are plastered or not, shall be lime washed or colour washed at least once every two years, and if they are rendered unclean, even earlier if directed to do so by the local authority. All the beams, rafter, doors, window frames and other woodwork with the exception of floors, shall be either painted or varnished once in seven years. These obligations do not apply to (i) rooms that are used only for storage of articles (ii) walls or tops of rooms which are made of galvanised iron, tiles, asbestos sheets, or similar material or glazed bricks
Have all parts of the establishment been lime washed, colour washed, painted or varnished at the required frequency, and have the dates of these processes been maintained in the register ?
To keep the premises sufficiently ventilated and well lit during working hours
To ensure that all areas of the establishment have sufficient provision for ventilation by such methods as may be prescribed. The premises of every establishment shall be sufficiently lighted during all working hours.
Are the premises sufficiently lighted and ventilated during all working hours ?
To adopt all safety precautions against fire as prescribed.
Adopt all safety precautions against fire as prescribed for the establishment. Ensure that people are not allowed to smoke or use a naked light or cause a naked light to be used in the immediate vicinity of an inflammable material
Are all safety precautions with regard to fire being carried out as prescribed ?
To maintain a first aid box with the prescribed equipment in all establishments where a manufacturing process is carried out
If a manufacturing process (as defined in Sec 2(k) of the Factories Act) is carried on, provide a first aid box with a book on instructions on first aid and the items of medical equipment mentioned in Rule 15.
Is a first aid box with the specified equipment being maintained in the establishment if a manufacturing process is carried out ?
Not to permit double employment of any employees on leave or holiday
To restrict any employee from working in any other establishment on a day or part of a day on which he is given a holiday or is on leave.
Are no employees who are leave or holiday from any establishment under the act permitted to work in this establishment on such leave or holidays ?
To display a name board for an establishment in Marathi
Ensure that the name board of the establishment is displayed in Marathi in Devanagiri Script. The name board can be displayed in other languages alongside the Marathi version
Is a name board for the establishment displayed in Marathi ?
To maintain registers and records as required under the Act
To maintain a register of employment in Form H or J of the Rules, and a register of leave in Form M of the Rules with respect to all employees covered under the act. All entries are to be made in these registers on the same day and have to be authenticated by the employer or the manager. Registers have to be maintained in Marathi, Devanagiri Script or English. All registers and records are to be maintained for a period of two years after the last entry. If a muster roll or wage register is maintained under the Minimum Wages Rules, it is not necessary to maintain the register of employment or leave. An employer can apply for exemption from maintaining any register or muster roll if he already maintains all the data required for that register in another register
Are a register of employment,and a register of leave being maintained, and entries made in them on a daily basis ? Are all registers and records maintained for two years ?
To provide every employee with a Leave Book to maintain the employees leave details
Provide every employee with a leave book in Form N. The book shall always be the property of the employee and it may not be demanded except to make entries in it, and will not be kept for more than a week at a time. If an employee loses his leave book, provide him another copy on payment of 50 paise. If an employees wages are below Rs 300, the employer may, with the written consent of the employee, maintain the leave book in his custody. If a muster roll or wage register is maintained under the Minimum Wages Rules, it is not necessary to provide employees with leave books.
Has every employee been provided with a Leave Book ?
To maintain all notices under these rules in the specified manner
In a residential hotel, restaurant, eating house, theatre or other place of public amusement or entertainment, Exhibit a notice in Form L, specifying the day or days of the week on which his employees shall be given a holiday (such notice being exhibited before the employees to whom it relates cease work on the Saturday immediately preceding the first week during which it is to have effect). This notice should also be displayed in a shop or commercial establishment which is entitled to exemption from section 18(1) of the Act subject to the condition that employees concerned are given one day in a week as a holiday and no deductions are made from their wages on account thereof Any notice required to be exhibited under these rules shall be exhibited such that it is readily seen and read by all people whom it affects. Notices should be replaced when they become defaced or are not clearly legible. Every employer shall exhibit in his establishment, a notice containing extracts of the acts and rules in the prescribed manner and in the languages of the majority of its employees
Is a notice in Form L regarding holidays, displayed in the establishment if required ? Are all notices under these rules maintained in the specified manner ?
To maintain an Visit Book for Inspectors To Record Their Observations
Maintain a Visit Book in which an Inspector visiting the establishment may record his remarks regarding compliance with the Act. The book shall be produced whenever required by the Inspector. The Inspection Book should be as per the specifications prescribed in Rule 13 (b). If the book is lost, the loss should be reported immediately to the Inspector and a new book created.
Is a bound visit Book being maintained as prescribed ?
To check whether any workmen are covered under the Minimum Wages Act.
Examine the Schedule under Section 2(g) of the act to see if any workmen employed fall within the definition listed in the schedule and obtain a legal opinion on coverage for each job.
Are any employees covered under the Minimum Wages Act ?
To pay the minimum wage specified by the Government to all workers employed in Scheduled employments
Examine notifications of scheduled jobs and ensure all workers in those employments are paid the minimum wage as specified in notifications from the Government. Minimum Wages are payable in Cash. No unauthorised deductions are to be made from the wages.
Are all workers in scheduled employments being paid at least the minimum wage in cash, without unauthorised deductions ?
To ensure workers covered under the Minimum Wages Act are paid overtime for working beyond the prescribed hours
Ensure that employees covered under the Minimum Wages Act have a normal working day of not more than the prescribed hours and with the prescribed intervals. Ensure that employees are paid overtime at the prescribed rate for hours worked beyond the number prescribed. Every worker shall be allowed a fixed day of rest every week. An employee working on a rest day will be paid at a rate not less than the overtime rate.
Are workers covered under the Minimum Wages Act paid overtime for working beyond the prescribed hours ?
To ensure compliance with Sections 15,16 & 17 of the Minimum Wages Act with respect to Employees covered by the Act
a) Ensure workers are paid a full days wages if they work for less than the full day except on account of their unwillingness to work b) An employee who does 2 or more classes of work should be paid the minimum rate for each of those tasks pro-rated for the time spent on each. c) An employee who is employed on piece work shall be paid time rate wages if no piece rate wages are specified in the act.
Have Sections 15,16 & 17 of the Minimum Wages Act been complied with in respect to Employees covered by the Act ?
To maintain the prescribed registers and records
Maintain all prescribed registers and records giving such particulars of employees employed by him, the work performed by them, the wages paid to them, the receipts given by them and any other prescribed particulars. Display all prescribed notices in the manner prescribed. Maintain wagebooks and issue wage slips as per the guidelines
Are All Prescribed Registers, Records and Notices being maintained ?
To maintain an Allocable Surplus Register in the format specified under the Bonus Act
Maintain a Register showing the computation of the allocable surplus for each annum in Form A, Bonus Rules
Is an Allocable Surplus Register being maintained in the format specified under the Bonus Act ?
To maintain a Set-On/Set-Off Register in the format specified under the Bonus Act
Maintain a Register showing the set-on and set-off of the allocable surplus for each annum in Form B, Bonus Rules
Is a Set-On/Set-Off Register being maintained in the format specified under the Bonus Act ?
22550
To maintain a Bonus Due Register in the format specified under the Bonus Act
Maintain a Register showing the details of the amount of bonus due to each employee in Form C, Bonus Rules
Is a Bonus Due Register being maintained in the format specified under the Bonus Act ?
To obtain insurance in the prescribed manner for the financial liability for payment towards Gratuity
Evaluate the organisations liability for payment towards gratuity and obtain insurance from the LIC or a prescribed insurer for this amount or if the organisation already has an approved gratuity fund, finance the fund to the extent of the liability
Is there adequate Insurance Cover/ is the gratuity fund adequately funded for the organisations liability towards payment of gratuity ?
To register the organisation with the controlling authority appointed under the Gratuity Act
Register the establishment with the controlling authority under the Gratuity Act in the prescribed manner
Is the establishment registered with the controlling authority appointed under the Gratuity Act
Ensure employees file valid nomination forms with the organisation
On completion of one years service, obtain employee nominations for gratuity in the prescribed forms. Ensure that only family members are nominated if employee has a family. If an employee subsequently acquires a family, a fresh nomination has to be obtained . The employee is obligated to register any changes in nomination details with the employer. If a nominee predeceases an employee, the employee has to make a fresh nomination in respect of the portion assigned to that nominee. Nominations are to be valid at all times and are to be kept in safe custody by the employer
Do valid gratuity nominations exist in safe custody for all employees ?
Determine whether any employees are eligible under the Payment of Wages Act
Check if any employees wages (all remuneration whether by way of salary allowances or otherwise) is below Rs 1600 per month
Are any employees covered under the Payment of Wages Act ?
Ensure that wage periods are fixed and do not exceed 1 month for employees covered under the Payment of Wages Act
Fix wage periods less than one month for all employees eligible under the Payment of Wages Act
Are wage periods of not more than one month fixed for all employees eligible under the Payment of Wages Act ?
To pay wages within the time period specified in the Payment of Wages Act
Ensure Wages are paid before the expiry of a) The 7th day where < 1000 people are employed b) the 10th day in other establishments after the last day of the work period for which the wages are payable. On termination of an employees services, wages are payable within 2 days of the date of termination
Have all wages been paid within the stipulated time for employees covered under the Payment of Wages Act ?
Not to make any deductions from wages except those permitted under the Payment of Wages Act
Ensure that any deduction or fine made from wages for employees covered under the Payment of Wages Act are only as specified under Sections 7-13 of the Act. Deductions should not exceed 75% of the wages
Are all deductions made from employee wages only as prescribed under the Payment of Wages Act as per Sections 7-13 of the Act ?
To display a notice of the abstracts of the Act in English and the language of the majority of the employees
Prepare and display a notice containing the abstracts of the Payment of Wages Act and the rules made thereunder in English and in the language of the majority of the persons employed
Is a notice of the abstracts of the Act in English and in the language of the majority of the employees displayed in the establishment ?
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30500
DOCUMENTARY SUPPORT
Written Confirmation of Compliance
Copy of Registration Certificate
Written Confirmation of Compliance
Written Confirmation of Compliance, Copies of Notifications
Written Confirmation of Compliance
Representatives certification of payments to each contract labourer
Copies Of Registers
Copy of Register.
Written Confirmation of Compliance
Written Confirmation of Compliance.
Written Confirmation of Compliance.
Written Confirmation of Compliance
Details of applicable rules and confirmation of compliance
Copy of Registration certificate or Acknowledgment of Application
Details of contract labour permitted and employed
Copy of register
Copies of registers
Written Confirmation of Compliance
Representatives certification of payments
Written Confirmation of Compliance
Written Confirmation of Compliance
Acknowledgment of receipt of return from registering officer with the date duly stamped
Written Confirmation of Compliance
Copy of Return
Written Confirmation of Compliance
Written Confirmation of Compliance
Maternity Benefits Register
Written Confirmation Of Compliance
Written Confirmation of Compliance.
Written Confirmation of Compliance
Details of prescribed working hours and details of overtime paid
Inspection Book
Copy of Notice
Muster Roll cum Wage Register
Written Confirmation of Compliance
Written Confirmation of Compliance
Copy of Form acknowledged by the appropriate authority
Gratuity Nomination forms for all employees
Written Confirmation of Compliance
Written Confirmation of Compliance
Copies of registers
Copy of registration certificate
Written Confirmation of Compliance
Copies of statement of payments
Written Confirmation of Compliance
Written Confirmation of Compliance
Written Confirmation of Compliance
Written Confirmation of Compliance
Written Confirmation of Compliance
Copy Of Notice
Copy of Application
Copy of the Notice
Register of Advances
Written Confirmation of Compliance
Written Confirmation of Compliance
Written Confirmation of Compliance
Written Confirmation of Compliance
Written Confirmation of Compliance
Written Confirmation of Compliance
Written Confirmation of Compliance
Date of issuance of Registration Certificate
Written Confirmation of Compliance
Written Confirmation of Compliance
Details of overtime worked
Written Confirmation of Compliance
Written Confirmation of Compliance
Written Confirmation of Compliance
Leave Records
Leave Records
Written Confirmation of Compliance
Written Confirmation of Compliance
Written Confirmation of Compliance
Written Confirmation of Compliance
Written Confirmation of Compliance
Written Confirmation of Compliance
Register in Form F
Written Confirmation of Compliance
Written Confirmation of Compliance
Details of position of first aid box and its contents
Written Confirmation of Compliance
Written Confirmation of Compliance
Register of Employment, Register of Leave
Written Confirmation of Compliance
Visit Book
Set-On/Set-Off Register
Written Confirmation of Compliance
List of jobs falling under the act and legal opinions for the same.
Details of workers in scheduled employments and their wages.
Details of prescribed working hours and details of overtime paid
Written Confirmation of Compliance.
Written Confirmation of Compliance
Allocable Surplus Register
Bonus Register
Actuarial Evaluation of liability and status of Insurance/Fund Finances
Copy of Form acknowledged by the appropriate authority
Gratuity Nomination forms for all employees
List of employees with wages below Rs 1600 per month
Written Confirmation of Compliance
Written Confirmation of Compliance
Legal Opinion on validity of all deductions from wages
Written Confirmation of Compliance
1350
Infiniti Retails LimitedEntity Audit Report All Locations
No. ACT TITLE OBLIGATION
1
2 Contract Labour Act 7
3 Contract Labour Act 7,8,9
4 Contract Labour Act 10
5 Contract Labour Act 16-20
6 Contract Labour Act 21
SECTION
Bombay Labour Welfare Fund Act
Rule 6-BB
Contributions To The Labour Welfare Fund
To pay contributions to the Labour Welfare Fund as precribed
Registration Of Establishment Under Contract Labour Act
To register an establishment to which this Act applies with the registering officer
Effect Of Non-Registration Under Contract Labour Act
To employ no contract labour in the establishment if it has not been registered or the registration has been revoked
Prohibition Of Employment Of Contract Labour
To ensure that no contract labour is used for any process, operation or other work which is prohibited by the Government
Welfare And Health Of Contract Labour
To ensure the provision of canteens, rest rooms, first aid and other facilities to contract labour in accordance with the act at the expense of the contractor
Responsibility For Payment Of Wages To Contract Labour
To ensure full payment of wages to all contract employees employed at the establishment
7 Contract Labour Act 29(1) Registers
8 Contract Labour Act 29(2)
9 Equal Remuneration Act 4
10 Equal Remuneration Act 5
11 Equal Remuneration Act
12 Maternity Benefit Act 19
13 Maternity Benefit Act 20
14 17,18
15 18
To maintain the prescribed set of registers under the Contract Labour Act
Display Of Notices Under The Contract Labour Act
To display notices regarding various details under the Contract Labour Act and state rules
Equal Remuneration for similar work
To ensure equal remuneration to men and women for work of the same or a similar nature
Gender Discrimination in recruitment
To ensure no discrimination is made while recruiting men and women workers.
8, Rule 6 Registers under Equal Remuneration Act
To maintain a register in the prescribed format regarding workers employed in the establishment.
Display Abstract Of Act And Rules
To exhibit conspicuously, in every part of the establishment where women are employed, an abstract of the Maternity Act and rules thereunder in the language/s of the locality
Maintenance Of Registers And Records
To maintain such registers and records as may be prescribed in the State Rules for the establishment
Maharashtra Contract Labour Rules
Registration Of Establishment Under Contract Labour Act
To register an establishment to which this Act applies with the registering officer
Maharashtra Contract Labour Rules
Maximum Number Of Contract Workmen
Not to exceed the maximum number of contract labour as specified in the certificate of registration
16 39-44
17 53, 54
18 55
19 61
20 62
21 63
22 57
23 59
Maharashtra Contract Labour Rules
Welfare And Health Of Contract Labour
To ensure the provision of canteens, rest rooms,latrines and urinals. washing facilities and other facilities to contract labour in accordance with the act at the expense of the contractor
Maharashtra Contract Labour Rules
Responsibility For Payment Of Wages To Contract Labour
To ensure full payment of wages to all contract employees employed at the establishment
Maharashtra Contract Labour Rules
Register of Contractors
To maintain a register of contractors in respect of each establishment
Maharashtra Contract Labour Rules
Maintenance Of Records and Registers
To maintain all records and registers as prescribed
Maharashtra Contract Labour Rules
Display Of Notices Under The Contract Labour Act
To display notices regarding various details under the Contract Labour Act
Maharashtra Contract Labour Rules
Annual Return Under The Contract Labour Act
To file an annual return with the Registering Officer
Maharashtra Contract Labour Rules
Contractor - Identity Card
To ensure that the contractor issues an identity card to each contract labourer employed in this establishment
Maharashtra Contract Labour Rules
Contractor - Muster Roll and Registers
To ensure that the contractor maintains the required registers for this establishment.
24 60
25 11
26 12
27 13 Supply Of Forms
28 15 Annual Return
29 21
30 23, 25 Weekly Day Of Rest
31 24, 26
Maharashtra Contract Labour Rules
Contractor - Display of act and rules
To display an abstract of the acts and rules
Maharashtra Maternity Benefit Rules
Display Abstract Of Act And Rules
To exhibit conspicuously, in every part of the establishment where women are employed, an abstract of the Maternity Act and rules thereunder in the language/s of the locality
Maharashtra Maternity Benefit Rules
Maternity Benefit Register
To maintain a maternity benefits register
Maharashtra Maternity Benefit Rules
To supply forms under the rules on application from a woman employee
Maharashtra Maternity Benefit Rules
To submit an Annual Return under the Maternity Benefits Act
Maharashtra Minimum Wages Rules
Time and Condition of Payment of Wages
To pay wages without unauthorised deductions within the time period specified in the Payment of Wages Act.
Maharashtra Minimum Wages Rules
To allow a rest day, ordinarily on Sunday to all employees in every scheduled employment .
Maharashtra Minimum Wages Rules
Hours Of Work and Overtime
To ensure workers covered under the Minimum Wages Act are paid overtime for working beyond the prescribed hours
32 27(1) Muster Roll
33 27 (2)
34 28 Inspection Book
35 30
36 Maharashtra Gratuity Rules 3 (1)
37 Maharashtra Gratuity Rules 4 Display Of Notice
38 Maharashtra Gratuity Rules 6
39 Maharashtra Gratuity Rules 20
40 18
Maharashtra Minimum Wages Rules
Maintain a Muster Roll for all employees working in scheduled employments under the Minimum Wages Act
Maharashtra Minimum Wages Rules
Attendance Card cum Wage Slip
To issue all employees with an attendance card cum wage slip
Maharashtra Minimum Wages Rules
To maintain an inspection book where Inspectors can record their observations
Maharashtra Minimum Wages Rules
Maintenance of Registers and Records
To preserve Registers and Records for a period of 1 year.
Registration Of Establishment
To register the organisation with the controlling authority appointed under the Gratuity Act
To display a notice specifying the name of officer authorised to receive notices under the Act or Rules.
Employee Nominations
Ensure employees file valid nomination forms with the organisation
Display Of Abstract Of Act And Rules
To display a notice of the abstracts of the Act in English and the language of the majority of the employees at a conspicuous place
Maharashtra Private Security Guards Welfare Act
Not to employ children as security guards
Not to employ children as security guards
41 Sc. 14
42
43
44
45
46
47 26-A(5)
48
49 26-A(6)
Maharashtra Private Security Guards Welfare Act
Principal Employer: Registration of establishment
Principal employer to register the establishment with the board
Maharashtra Private Security Guards Welfare Act
Sc. 26(1), 27
Principal Employer: Hire security guards only from the board
Not to employ security guards other than those allotted to them by the board.
Maharashtra Private Security Guards Welfare Act
Sc. 26(4), 29, 30
Principal Employer: Disburse or remit wages on time
To disburse wages to guards or to remit the wages to the board in accordance with the instructions from the board
Maharashtra Private Security Guards Welfare Act
Sc. 26(5), 37
Principal Employer: To pay levies and other dues
To pay levies and other dues to the board on direction from the board
Maharashtra Private Security Guards Welfare Act
Sc. 26(9) Principal Employer: Records
To maintain records related to registered security guards and the work upon which they have been employed
Maharashtra Private Security Guards Welfare Act
14, 26-A(1)
Employer Agencies: Registration
To register an agency employing security guards with the board
Maharashtra Private Security Guards Welfare Act
Employer Agencies: Renewal of Registration
To renew the registration and exemption every three years.
Maharashtra Private Security Guards Welfare Act
Sc. 26-A(4)
Employer Agencies: Deploy only with registered employers
To deploy security guards only with registered principal employers as per the list of principal employers submitted to the board
Maharashtra Private Security Guards Welfare Act
Employer Agencies - Registers and Records
To maintain and produce registers and records relating to payment of wages and leave as prescribed under relevant acts
50 26-A(7)
51 26-A(8)
52 26-A(9)
53 26-B
54 8
55 12-Nov
56 13
57 18 Advances
58 18 (3)
59 20
Maharashtra Private Security Guards Welfare Act
Employer Agencies: Police Verification
To conduct a police verification of each security guard within two months of employment
Maharashtra Private Security Guards Welfare Act
Employer Agency: Uniforms
Not to prescribe uniforms that resemble army or police uniforms
Maharashtra Private Security Guards Welfare Act
Compliance with other acts
To comply with all other labour legislation applicable to the agency
Maharashtra Private Security Guards Welfare Act
Principal Employers of Agencies: Obligations
To submit all information regarding employment of security guards through agencies to the board and to ensure compliance of all directions of the board by the agency.
Maharashtra Payment of Wages Rules
Notice Of Date Of Payment
To display a notice specifying the date of Payment of Wages
Maharashtra Payment of Wages Rules
Application In Respect Of Fines
To send an application to Chief Inspector if the paymaster wishes to impose fines
Maharashtra Payment of Wages Rules
Posting Of List Of Acts And Omissions
To post an approved list of acts and omissions that could lead to a fine
Maharashtra Payment of Wages Rules
All advances and repayment should be according to the prescribed Rules.
Maharashtra Payment of Wages Rules
Register Of Advances To maintain a register of all advances sanctioned and payments made
Maharashtra Payment of Wages Rules
Display Of Rate Of Wages
To display rates of wages payable to employees
60
61
62 7(2)
63 10,11,13
64 Hours Of Work
65 15 Interval For Rest
66 16,17 Spread Over
67 18 Weekly Holidays
Bombay Shops and Establishments Act
7, Rules 5,6,7
Registration of an Establishment
To register the establishment in the prescribed form with the Chief Inspector and pay the prescribed fees within 90 days of the date on which the establishment commences work
Bombay Shops and Establishments Act
7, Rules 5,6
Renewal Of Registration
To renew the certificate of registration before it expires
Bombay Shops and Establishments Act
Display of Registration Certificate
To display the registration certificate prominently in the establishment
Bombay Shops and Establishments Act
Opening & Closing Hours Of Shops & Establishment
Not to keep a shop or establishment open for service beyond the hours specified by the Government in its Notifications/Orders
Bombay Shops and Establishments Act
14,63, R. 9,10
Ensure that no employee is allowed to work beyond the prescribed daily and weekly hours, and that overtime at double wages does not exceed limits
Bombay Shops and Establishments Act
Ensure that no employee is required to work more than 5 continuous hours without an interval for rest
Bombay Shops and Establishments Act
Ensure that the total daily period of work for all employees inclusive of interval does not exceed 12 hours
Bombay Shops and Establishments Act
To keep every shop and commercial establishment closed once a week
68 32
69 33,34
70 33,34-A
71 Earned Leave
72 Leave Accumulation
73 35 (4) Additional Holidays
74
75 Cleanliness
Bombay Shops and Establishments Act
Employment Of Children
Not to allow any child to work in any establishment
Bombay Shops and Establishments Act
Employment Of Young Persons
To ensure young persons are not allowed to work beyond stipulated hours
Bombay Shops and Establishments Act
Employment of Women
Not to require women employees to work beyond the prescribed times or in dangerous work
Bombay Shops and Establishments Act
35,36,37 To allow all employees their full earned leave entitlements under the act
Bombay Shops and Establishments Act
35 (1) (b), (3)
To allow employees to accumulate their earned leave
Bombay Shops and Establishments Act
To provide additional holidays with wages on specified days
Bombay Shops and Establishments Act
38,38 (A-C)
Applicability Of Other Legislations
To apply the provisions of other employment legislations as specified in the act
Bombay Shops and Establishments Act
39, Rule 13
To keep the premises clean and free from effluvia
76 Rule 12
77 40,41
78
79 First Aid Box
80 65
81
82 Rule 20
83 Leave Book
Bombay Shops and Establishments Act
Time And Methods For Cleaning Establishments
To carry out lime washing, colour washing, painting or varnishing at the prescribed frequency and maintain a register showing days when these processes are carried out
Bombay Shops and Establishments Act
Ventilation and Lighting
To keep the premises sufficiently ventilated and well lit during working hours
Bombay Shops and Establishments Act
42, Rule 14
Precautions Against Fire
To adopt all safety precautions against fire as prescribed.
Bombay Shops and Establishments Act
42-A, Rule 15
To maintain a first aid box with the prescribed equipment in all establishments where a manufacturing process is carried out
Bombay Shops and Establishments Act
Restriction On Double Employment
Not to permit double employment of any employees on leave or holiday
Bombay Shops and Establishments Act
Rule 20-A
Name Board To Be In Marathi
To display a name board for an establishment in Marathi
Bombay Shops and Establishments Act
Registers And Records
To maintain registers and records as required under the Act
Bombay Shops and Establishments Act
Rule 20(5,6)
To provide every employee with a Leave Book to maintain the employees leave details
84 Notices
85 Visit Book
86 Minimum Wages Act 2(g),27
87 Minimum Wages Act 11,12
88 Minimum Wages Act 13,14
89 Minimum Wages Act
90 Minimum Wages Act 18
91 Payment of Bonus Act
92 Payment of Bonus Act
Bombay Shops and Establishments Act
Rule 20 (7,8)
To maintain all notices under these rules in the specified manner
Bombay Shops and Establishments Act
Rule 20 (13)
To maintain an Visit Book for Inspectors To Record Their Observations
Eligibility under the Minimum Wages Act
To check whether any workmen are covered under the Minimum Wages Act.
Payment of Minimum Wages
To pay the minimum wage specified by the Government to all workers employed in Scheduled employments
Hours of Work and Overtime
To ensure workers covered under the Minimum Wages Act are paid overtime for working beyond the prescribed hours
15,16,17 Other Obligations for Minimum Wage Workers
To ensure compliance with Sections 15,16 & 17 of the Minimum Wages Act with respect to Employees covered by the Act
Registers, Records And Notices
To maintain the prescribed registers and records
Rule 4 (a)
Allocable Surplus Computation Register
To maintain an Allocable Surplus Register in the format specified under the Bonus Act
Rule 4 (b)
Set-On/Set Off Register
To maintain a Set-On/Set-Off Register in the format specified under the Bonus Act
93 Payment of Bonus Act
94 Gratuity Act 4-A
95 Gratuity Act 4-A(3)
96 Gratuity Act 6
97 Payment of Wages Act
98 Payment of Wages Act 4 Wage Periods
99 Payment of Wages Act 5
100 Payment of Wages Act 7 to 13
101 Payment of Wages Act 25 Display Of Notice
Rule 4 (c)
Register Showing Bonus Due To Employees
To maintain a Bonus Due Register in the format specified under the Bonus Act
Compulsory Insurance
To obtain insurance in the prescribed manner for the financial liability for payment towards Gratuity
Registration Of Establishment
To register the organisation with the controlling authority appointed under the Gratuity Act
Employee Nominations
Ensure employees file valid nomination forms with the organisation
1(6), 2(vi)
Eligibility Under Payment Of Wages Act
Determine whether any employees are eligible under the Payment of Wages Act
Ensure that wage periods are fixed and do not exceed 1 month for employees covered under the Payment of Wages Act
Time Of Payment Of Wages
To pay wages within the time period specified in the Payment of Wages Act
Deductions From Wages
Not to make any deductions from wages except those permitted under the Payment of Wages Act
To display a notice of the abstracts of the Act in English and the language of the majority of the employees
ACTION AUDIT REQUIREMENT DOCUMENTARY SUPPORT
Pay employers and employees contributions to the Labour Welfare Fund every six months before the 15th of July and 15th of January as per the following norms: (i) Employees Contribution at the rate of Rs 6 per employee drawing wages upto Rs 3000 per month and Rs 12 per employee drawing wages exceeding Rs 3000 (ii) Employers Contribution at the rate of Rs 18 per employee drawing wages upto Rs 3000 per month and Rs 36 per employee drawing wages exceeding Rs 3000 (iii) These rates may be increased by notification in the official gazette (iv) The employer can recover the employees contribition be deducting it from the wages. Deductions shall not be made in excess of the amount paid as employees contribution (v) Contributions shall be paid by cheque, money order or cash (vi) The employers contribution cannot be reovered or deducted from the wages of the employee
Have all contributions been paid to the Labour Welfare Fund as prescribed ?
Written Confirmation of Compliance
If the establishment has not been registered yet, apply for registration in the prescribed form and manner to the registering officer and obtain a certificate of registration from the registering officer
If the Contract Labour Act applies to the establishment, has the establishment been registered with the registering officer ? Has a certificate of registration been obtained ?
Copy of Registration Certificate
Ensure that contract labour are not employed in the establishment if it has not been registered in accordance with the act or if the registration certificate is invalid or has been revoked
If the establishment has not been registered under the Contract Labour Act. have no contract labour been employed ?
Written Confirmation of Compliance
Ensure that no contract labour is used in any process, operation or other work which has been prohibited by the Government by notificaion in the Official Gazette
Has contract labour been used for any process, operation or other work which is prohibited by the Government ?
Written Confirmation of Compliance, Copies of Notifications
To directly provide at the expense of the contractor, or to ensure that the contractor provides a) Canteens in accordance with the Contract Labour Rules if the number of contract workmen ordinarily exceeds 100 b) Where contract labour is required to halt at night, sufficiently lighted and ventilated rest rooms maintained in a clean and comfortable condition c) A sufficient supply of wholesome drinking water d) a sufficient number of latrines and urinals as prescribed in the rules e) washing facilities f) A readily accessible first aid box with the contents prescribed in the rules
Have the requisite welfare and health facilities been provided to all contract labour in the establishment ?
Written Confirmation of Compliance
Ensure that the contractor puts up a notice showing the wage period and place and time of disbursement of wages.Nominate a representative to be present at the time of disbursement of wages by the contractor who will certify the amounts paid as wages to each workman. In case wages are not paid in full by the contractor, the employer has to pay the balance amount due and recover the money from the contractor
Are all contract employees paid their full wages in the presence of a representative of the establishment ?
Representatives certification of payments to each contract labourer
Copies Of Registers
Copy of Register.
Maintain all registers and records prescribed under the relevant state rules, giving the particulars of contract labour employed, the nature of work performed by the contract labour, rates of wages paid and other such particulars as may be prescribed
Are all prescribed registers and records under the Contract Labour Act being maintained ?
To display all prescribed notices in the appropriate forms in the manner prescribed in the state rules
Are notices with requisite details under the Contract Labour Act being displayed in the prescribed manner ?
Written Confirmation of Compliance
Establish a policy that ensures that no discrimination in wages is made between men and women for the same work or work of a similar nature strictly on account of the gender of an employee. No employees remuneration can be reduced in order to comply with this obligation.
Is no discrimination made in determining the wage of any type of employee on account of their gender ?
Written Confirmation of Compliance.
Establish a policy that ensures that no discrimination is made against women while recruiting for the same work or work of a similar nature, or in any conditions of service, promotions, training or transfer after recruitment, except where the employment of women is prohibited by law.
Do policies ensure that no discrimination is made against women during recruitment and in service conditions for the same work or work of a similar nature ?
Written Confirmation of Compliance.
Maintain a Register with details of people employed as specified in Form D at the place where the workers are employed.
Is a register of employees under the Equal Remuneration Rules being maintained ?
Ensure an abstract of the Maternity Act and rules thereunder in the language/s of the locality is exhibited conspicuously in every part of the establishment where women are employed
Is an abstract of the Maternity Benefits Act displayed conspicuously in every area where women are employed ?
Written Confirmation of Compliance
Ensure that all registers and records are maintained as required in any State Rules under the Maternity Act applicable for that region
Are all registers and records maintained as required in any State Rules under the Maternity Act applicable for that region ?
Details of applicable rules and confirmation of compliance
If the establishment has not been registered yet, apply for registration in Form I in triplicate to the registering officer either in person or by registered post, accompanied by a treasury receipt showing registration fees and obtain an acknowledgment of the application and a certificate of registration from the registering officer
If the Contract Labour Act applies to the establishment, has the establishment been registered with the registering officer and a certificate of registration obtained ?
Copy of Registration certificate or Acknowledgment of Application
Ensure the maximum number of contract labour employed in the establishment does not exceed the number specified in the certificate of registration
Has the number of contract labour employed always been below the number permissible in the certificate of registration ?
Details of contract labour permitted and employed
Copy of register
Copies of registers
To directly provide at the expense of the contractor, or to ensure that the contractor provides a) Canteens in accordance with the Contract Labour Rules if the number of contract workmen ordinarily exceeds 100 (R 40) b) Where contract labour is required to halt at night in connection with the work of the establishment, and in which employment is likely to continue for 3 months or more, provide rest rooms or other accomodation as may be required by the Commissioner of Labour. (R 39) c) A sufficient supply of wholesome drinking water (R 43) d) a sufficient number of latrines and urinals (R 41) e) washing facilities (R 42) f) A readily accessible first aid box with the contents prescribed in the rules (R 44) Specifications for these are contained in Chapter V,Rules 39-44 of the Maharashtra Contract Labour Rules, 1971
Have the requisite welfare and health facilities been provided to all contract labour in the establishment ?
Written Confirmation of Compliance
Ensure that the contractor puts up a notice showing the wage period and place and time of disbursement of wages. Nominate a representative to be present at the time of disbursement of wages by the contractor who will certify with his signature at the end of the Register of Wages, the amounts paid as wages to each workman.
Are all contract employees paid their full wages in the presence of a representative of the establishment ?
Representatives certification of payments
Maintain a register of contractors in Form no VIII in respect of each registered establishment.
Is an upto date register of contractors maintained in the appropriate format ?
Ensure that all registers and records under the act and rules are (a) Maintained legibly in English, in Hindi or in Marathi (b) kept at an office or the nearest convenient building within the precincts of the work place or at a place within a radius of three kilometers. (c) preserved for a period of 3 calendar years from the date of the last entry made in them
Are all registers and records under the Act and Rules maintained in the prescribed manner and for te prescribed period ?
Written Confirmation of Compliance
The contractor or the principal employer to display conspicuously at the work site, in a clean and legible condition, a notice in English and in Hindi or Marathi, a notice showing the rates of wages, hours of work, wage periods, dates of payment of wages, names and addresses of inspectors having jurisdiction and date of payment of unpaid wages. A copy of the notice is to be sent to the Inspector, and any changes in the notice have to be communicated to him.
Are notices with requisite details under the Contract Labour Act being displayed conspicuously in English and in Hindi or Marathi ?
Written Confirmation of Compliance
To file an annual return in duplicate in Form XXI with the registering officer not later than 15th February.
Has an annual return under the Contract Labour Act been filed so as to reach not later than the 15th of February ?
Acknowledgment of receipt of return from registering officer with the date duly stamped
Ensure that the contractor issues an indentity card in From No. X to each worker on the first day of the employment of the worker. Each worker should carry his identity card while employed, and the card shall be maintained up-to-date
Does each contract labourer in the establishment hold an identity card issued by the contractor ?
Written Confirmation of Compliance
If the establishment is covered under the Payment of Wages Act or the Minimum Wages Act, the contractor, in respect of this establishment, shall maintain in the formats specified under those acts: (a) Muster Roll;(b) Register of Deductions;(c) Register of Overtime; (d) Register of Fines; (e) Register of Advances. If the establishment is not covered under the above, the contractor shall (a) maintain in respect of this establishment a Muster Roll cum Wage Register as prescribed by Rule 27(2) of the Maharashtra Min. Wages Rules (b) issue wage slips as prescribed by Rule 27(2) of the Maharashtra Min. Wages Rules (c) obtain the signature and thumb ompression of every worker on the register of wages (d) Ensure the entries are authenticated by the contractor or his representative and certified by the employer's representative.
Does the contractor maintain all the required registers for this establishment ?
Copy of Return
Ensure that the contractor displays at the place of work, an abstract of the act and rules in English, and in Hindi or Marathi in a form approved by the Commissioner of Labor.
Is a notice displaying an abstract of the act and rules put up by the contractor at the place of work ?
Written Confirmation of Compliance
Ensure an abstract of the Maternity Act and Rules, in Form 9, is exhibited conspicuously in every part of the establishment where women are employed, in the language/s of the locality
Is an abstract of the Maternity Benefits Act displayed conspicuously in every area where women are employed ?
Written Confirmation of Compliance
If women are employed in the establishment, Maintain a Maternity Benefits Register in Form 10 and keep it uptodate. All entries in the register are to be made in ink and the register should be kept open for inspection during working hours. The register should be rpeserved for a period of three years commencing from the date of the last entry.
Is a Maternity Benefits Register being maintained up to date with all entries made in ink ?
Maternity Benefits Register
On an application made by a woman employee, supply her with copies of any forms other than Forms 9, 10 and 11
Are all the Forms under the Maternity Benefit Rules being supplied to Woman Employees on request ?
Written Confirmation Of Compliance
Submit an Annual Return in Form 11 to the appropriate authority by the 15th of January
Has an annual return under the Maternity Act been submitted in Form 11 to the appropriate authority ?
Ensure Wages are paid before the expiry of : a) The 7th day where < 1000 people are employed b) the 10th day in other establishments after the last day of the assigned work period. c) If employment is terminated by the employer, before the expiry of the 2nd day after termination. No deduction can be made from wages except those listed in Sec 21 (2) of the Rules
Have all wages been paid within the stipulated time without unauthorised deductions for employees covered under the Payment of Wages Act ?
Written Confirmation of Compliance.
In cases of scheduled employment, allow a rest day, ordinarily on Sunday to all employees unless any other day has been fixed as the day of rest. The rest day is to be allowed provided the employee has worked for a minimum of 6 continuous days (see Rule 23 (1) (a-c). An employee has to be informed of the rest day or any changes in the rest day by a display of a notice in a place specified by the Inspector. An employee cannot work on a rest day unless he is given a compensatory rest day for a whole day. The employee needs to be given prior intimation of the rest day and the substituted day. No employee can work more than 10 continuous days without a rest day. Wages for the rest day should be as per the provisions in Rules 23 (3) and (4). If a worker works on a shift which extends beyond midnight, a holiday means a period of 24 consecutive hours after the end of the shift.
Is a day of rest allowed to all the employees who have worked for a continuous period of 6 days in a Scheduled Employment ?
Written Confirmation of Compliance
Ensure that employees covered under the Minimum Wages Act have a normal working day of not more than 9 hours for an adult, 7 hours for an adolescent and 4 1/2 hours for a child. The working day for an adult or adolescent cannot be spread over more than 12 hours, and 5 hours for a child. No adult or adoloscent can be made to work for more than 5 hours before he has a rest of at least half an hour. Ensure that employees are paid overtime @ minimum of double the basic rate for hours worked beyond 9 hours a day or 48 hours a week.
Are workers covered under the Minimum Wages Act being paid overtime for working beyond the prescribed hours ?
Details of prescribed working hours and details of overtime paid
Inspection Book
Copy of Notice
Maintain in Form II, a Muster Roll cum Wage Register for all employees working in scheduled employments under the Minimum Wages Act unless Forms 17 & 19 of the Maharashtra Factory Rules and Form II of the Payment of Wages Rules is being maintained. The register must contain the following details for each employee: (a) Gross & Net Wages For Each Wage Period (b) All Deductions From Wages (c) Minimum Rate Of Wages Payable (d) Hours of Overtime worked (e) Amount of Leave with Wages
Is a Muster Roll cum Wage Register being maintained for all employees working in scheduled employments under the Minimum Wages Act ?
Muster Roll cum Wage Register
Issue all employees with an attendance card cum wage slip and ensure that a person authorised by the employer makes relevant entries daily and every month. The card shall be in the posession of the employee.
Have all employees covered under the Minimum Wages Act been issued with an attendance card cum wage slip ?
Written Confirmation of Compliance
Maintain a bound inspection book which is available on demand to an Inspector
Is an Inspection Book maintained for Inspectors to note their observations ?
Ensure that all Registers and Records required to be maintained under these rules are being preserved for a period of 3 Years after the date of last entry made in it. All registers and records maintained under these rules shall be produced to an Inspector having jurisdiction over the area on request.
Are all registers, records and notices under the act being preserved for a period of 12 months after the date of last entry ?
Written Confirmation of Compliance
Prepare and Submit Form 'A' (Rules) to register the establishment with the controlling authority under the Gratuity Act within 30 days of opening of the establishment.
Is the establishment registered with the controlling authority appointed under the Gratuity Act
Copy of Form acknowledged by the appropriate authority
Display a notice at or near the main entrance of establishment in bold letters, in English and in a language understood by the majority of the workmen, specifying the name of officer with designation authorised by the employer to receive notices under the Act or Rules. Ensure that a fresh notice is displayed immediately after the notice becomes illegible or requires any change.
Is a notice specifying the name of officer authorised to receive notices under the Act or Rules displayed conspicuously near the entrance of the establishment ?
On completion of one years service, obtain employee nominations for gratuity in Form F (Rules). Check all details in the nomination form for validity and return an attested copy of this Form to the employee. Ensure that only family members are nominated if employee has a family. If an employee acquires a family, a fresh nomination has to be obtained in Form G. The employee is obligated to register any changes in nomination details with the employer in Form H. Nominations are to be valid at all times
Do valid gratuity nominations exist for all employees ?
Gratuity Nomination forms for all employees
Prepare a notice containing the abstracts of the Payment of Gratuity Act and Rules and display this notice In English and in the language understood by a majority of the persons employed in a conspicuous place at or near the main entrance of the establishment
Is a notice of the abstracts of the Act in English and in the language of the majority of the employees, displayed in a conspicuous place ?
Written Confirmation of Compliance
No child shall be required or allowed to work as a Security Guard. Explanation.- "Child" means a person who has not completed fourteen years of age.
Are no children employed as security guards in the establishment ?
Written Confirmation of Compliance
Copies of registers
An employer of any establishment coming into existence after the commencement of the Scheme shall apply for registration to the board simultaneously on the commencement of his business. Explanation.- Registration of a principal employer means registration of a specific establishment of the principal employer with respect to a specific area, specified in the registration form; and shall not include any other branches or ancillary establishments of the principal employer unless, they are specifically mentioned by the principal employer at the time of registration with the Board.
Has the establishment and all branches or ancillary establishments of the principal employer been registered with the Security Guards Welfare board ?
Copy of registration certificate
A registered principal employer shall not employ a Security Guard other than a Security Guard who has been allotted to him by the board. or security guards registered with the Board or the security guards of the registered employer agency registered with the Board.
Have no security guards been employed other than those allotted by the board or those belonging to registered employer agencies?
Written Confirmation of Compliance
The wages and other allowances payable to the registered security guards of the Board every month shall be remitted by cheque to Secretary of the Board, within such time after the end of the month, as may be specified by the Board. The Board may, if it thinks fit, and subject to such conditions as may be laid down by it, allow a registered principal employer to pay directly to the registered security guards of the Board the wages and other allowances after making authorised deductions within such time and in such a manner as may be specified by the Board. The employer shall send to the Board a statement of such payment within such time and in such form as may be specified by the Board:
Have all wages of security guards been disbursed or remitted to the board as appropriate ?
Copies of statement of payments
A registered principal employer shall pay to the Board in such manner and at such times as the Board may direct, the levy payable under Clause 37(1) and the gross wages due to Security Guards and any other amount due to Security Guards.
Have all levies and wages and amounts due to security guards been paid to the board as directed by them ?
Written Confirmation of Compliance
A registered principal employer shall keep such records as the Board may require, and shall produce before the Board upon reasonable notice all such records and any other documents of any kind relating to registered Security Guards and to the work upon which they have been employed and furnish such information as may be ordered by the Board.
Are all records and documents relating to security guards as required by the board, being maintained ?
Written Confirmation of Compliance
Every employer agency which has directly employed private security guards shall get itself registered with the Board by applying in the form prescribed by the Board alongwith the process fee at the rate of Rs.100 per security guard at the time of application within a period of two months from the date of employing of a security guard. At the time of registration, the agency, shall file with the Board, the list of their registered principal employers and the names and details of the security guards employed with them, working with the respective registered principal employers.
Is the agency registered with the board ?
Written Confirmation of Compliance
An employer agency shall apply for renewal of registration and exemption after every three years in the like manner and on payment of like registration fees and process fees at the rate of Rs.100 per security guard for renewal of registration and exemption granted.
Does the agency hold a valid unexpired registration ?
Written Confirmation of Compliance
The registered employer agency shall deploy the security guards employed by it only in the establishment and factories of registered principal employers of the Board, and as per the list of the registered principal employer submitted to the Board. Security guards will be deployed to no other principal employers.
Have all security guards been deployed only with registered principal employers as per the list of principal employers submitted to the board ?
Written Confirmation of Compliance
Registered employer agency shall maintain registers and records of security guards in their employment, relating to payment of wages and leave and other facilities provided to them under the relevant Acts and the same shall be produced before the competent authorities of the Board, when directed by the Board.
Are all registers and records relating to payment of wages and leave as prescribed under relevant acts being maintained ?
Copy Of Notice
Copy of Application
Copy of the Notice
Register of Advances
Every registered employer agency shall get done the police verification of every security guard on its pay-roll, within a period not later than two months, from the date of employing the Guard.
Have all security guards been police verified within two months of employment ?
Written Confirmation of Compliance
No registered employer agency shall, at any time, prescribe or supply to its security guards, uniform which in any way resembles to that of the Indian Army or Police-force.
Do uniforms provided to security guards not resemble army or police uniforms ?
Written Confirmation of Compliance
Every registered employer agency shall comply with the provisions of the Minimum Wages Act, 1948 , the Payment of Wages Act, 1936 , the Payment of Gratuity Act, 1972 , the Employees' Provident Funds, and Miscellaneous Provisions Act, 1952 and the Contract Labour (Regulation and Abolition) Act, 1970 or any other Act as may be applicable to them, for the time-being.
Are all labour legislation applicable to the agency being complied with ?
Written Confirmation of Compliance
The principal employer of any registered employer agency shall submit all information regarding employment of security guards through employer agency, to the Board. In case the registered exempted employer agency fails to comply with any of the directions of the board, then the ultimate liability to comply with such directions shall lie on the registered principal employer in whose establishment or factory such security guards supplied by the such defaulting registered employer agency are deployed.
Is all required information regarding employment of security guards to agencies being submitted to the board ?
Written Confirmation of Compliance
Every Paymaster should ensure that a notice specifying the days on which wages will be paid is displayed at or near the main gate of the establishment .The notice should be in English and in the language understood by a majority of the Workmen,
Is the notice giving the date of Payment of Wages displayed at or near the main entrance of the Factory ?
Every paymaster requiring the power to impose fines in respect of any acts and omissions on part of employed persons should send to the Chief inspector a list in English, in duplicate defining such acts and omissions and in cases where the paymaster himself does not intend to be sole person empowered to impose fines, a list in duplicate, showing those appointments in the Factory the incumbents of which may pass orders imposing fines and class of establishments on which the incumbent of each such appointment may impose fines.
Has an application been sent to the Chief Inspector requesting the right to impose fines alongwith a list of people empowered to impose fines ?
Ensure that a list of acts and omissions that could lead to a fine, approved under Rule 11 and 12, is displayed at or near the main entrance of the establishment. Further ensure that list is in English together with a literal translation in a language understood by the majority of the workmen
Is a list of acts and omissions that could lead to a fine displayed at or near the main entrance of Factory ?
Ensure that advance of wages not already earned does not exceed an amount equivalent to the wages earned by the employed person during the preceding 4 calendar months, or if he has not been employed for that period, the wages he is likely to earn during the subsequent 4 calendar months. The advance can be recovered by way of deductions spread over a period of not more than 18 months. No instalment can exceed one-third (one-fourth where wages are 20 Rs or less) of the wages for the wage period in respect of which the deduction is made. The rate of interest shall not exceed 6 1/4% per annum.
Are payment of all advances and repayments of such advances made in accordance with Rule 18 ?
Written Confirmation of Compliance
Maintain a register in Form IV which contains details of all advances sanctioned and payments made thereof. Provided that if the employer is maintaining muster roll cum wage register in Form II prescribed by the Maharashtra Minimum Wages Rules, he need not maintain the register under this sub-rule. Preserve these registers for a period of 3 Years from the date of the last entry.
Is a register of advances being maintained in Form IV ? Are the registers being maintained as prescribed ?
Ensure that the paymaster displays a notice specifying the rates of wages payable to all persons employed other than those employed in a position of supervision and management
Is a notice displayed regarding the rates of wages payable to employees ?
Written Confirmation of Compliance
If the establishment has not been registered with the Chief Inspector, submit Form A with the prescribed fees (Schedule I) to the Inspector and obtain a registration certificate in Form D for the establishment. If a registration certificate is lost, destroyed or defaced, obtain a duplicate certificate from the inspector. Also submit a list of weekly closed days for the balance part of the calendar year.
Has the establishment been registered with and the prescribed fees paid to the Chief Inspector within 90 days of the date on which the establishment commences work ?
Written Confirmation of Compliance
On expiry of the registration certificate (1-3 Years after the date of issue), make an application in Form B accompanied by the Registration Fees (Schedule I) for the period of registration and obtain a registration certificate in Form D. Ensure that application for renewal is made at least 15 days before expiry. Late registration upto 30 days after expiry will attract a penalty of 50% of the fee.
Does the establishment have a valid registration certificate ? Was the application for renewal made at least 15 days before expiry ?
Date of issuance of Registration Certificate
On obtaining a valid registration certificate, arrange for it to be displayed prominently in the establishment
Is the registration certificate displayed prominently in the establishment ?
Written Confirmation of Compliance
Ensure that the Shops or establishment is not opened /closed before/after the timings as fixed by the government as follows: (a) Commercial Establishments cannot remain open before 8:30 a.m .and after 8:30 p.m. (b) Shops cannot remain open before 7 a.m. and after 8:30 p.m. except for the shops listed in Rule 10 and Rule 11 These timings are subject to change, generally, and specifically for different classes of shops and establishments and for different areas by the Government by Special Order.
Has the establishments opening and closing hours been in compliance with the timings specified by the Government ?
Written Confirmation of Compliance
To monitor the number of hours worked by all employees and ensure they do not exceed 8 hours a day or 48 hours a week. An employee can also work a maximum of 6 hours a week on payment of overtime wages at twice the normal rate. An employer may, on not more than 6 days a year on days prescribed by the State Government (Rule 9), require an employee to work overtime upto a maximum of 24 hours in one year for the purposes of stocktaking, accounts, settlements or other prescribed occasions after submitting a notice of intention to the Inspector in English, Marathi, Gujarati and Hindi at least 24 hours before such a day.
Have employees been paid overtime wages for work performed beyond normal working hours ? Have no employees worked more overtime than the maximum prescribed ?
Details of overtime worked
Fix a time for an interval of at least one hour (half an hour if engaged in a manufacturing process) for rest for all employees such that no employee is required to work more than 5 hours at a stretch. In establishments other than a shop the inspector may reduce the intervals for rest to half-an-hour on application made with the consent of employees.
Has a time period been prescribed as an interval for all employees such that no employee works more than 5 hours at a stretch ?
Written Confirmation of Compliance
Monitor employee work periods to ensure that the total daily period of work for all employees inclusive of interval does not exceed 11 hours in any establishment or shop. Provisions For A Shop: If a shop is entirely closed for at least 3 hours continuously, the spreadover cannot exceed 12 hours. If an employee works overtime, the spreadover cannot exceed 14 hours, and 16 hours on days of special overtime as per Section 14 (3)
Is the work period inclusive of interval not more than the prescribed spreadover for all employees ?
Written Confirmation of Compliance
Every Shop and Establishment is to remain closed on one day of the week. Where this day of the week is not fixed by the State Government for this location or class of establishment, prepare a calendar list of closed days at the beginning of the year, notify the Inspector of this list and display it in a conspicuous place. Ensure the establishment is closed and no employee is allowed to work on the close day. It is not lawful to ask any employee to go to any place in connection with business on the day when the establishment remains closed. No deduction from wages will be made from the employee on account of the close day. Any changes in the close day have to be notified to the inspector at least 7 days in advance
Has the establishment been kept closed on every weekly close day ?
Written Confirmation of Compliance
Leave Records
Leave Records
Ensure that no person less than 14 years old is employed in the establishment even is the child is a member of the family of the employer
Are all employees working in the establishment above the age of 14 ?
Written Confirmation of Compliance
Do not allow any person between 14 and 17 years of age to work before 6 a.m and after 7 p.m.The maximum number of hours a young person can be required to work is 6 in a day. No young person can work for more than 3 hours a day without a rest interval of at least half an hour. No young person is permitted to be employed in dangerous work. as defined by the Government in the Official Gazette
Are no young people working more than the stipulated hours of work? Are no young people employed in dangerous work ?
Written Confirmation of Compliance
Do not allow any woman employee to work before 6 a.m and after 8:30 p.m. No woman is permitted to be employed in dangerous work as defined by the Government in the Official Gazette
Are no woman employees required to work beyond the prescribed timings and in dangerous work ?
Written Confirmation of Compliance
Ensure that all employees are allowed to avail leave with full pay at their request subject to the following: a) Minimum earned leave of 21 days for an employee who has worked at least 240 days in a continuous period of 12 months (b) a) Minimum earned leave of 5 days for every 60 days worked, for an employee who has been employed for not less than 3 months. An employee who has been allowed leave has to be paid half the wages due to him for the period of the leave. An employee entitled to leave, who leaves or is discharged from employment, before being allowed the leave or after being refused leave, shall be paid the wages due in respect of that leave
Have all employees been permitted their full entitlement of earned leave and paid in advance for the period of leave if they desired it ?
Allow employees to accumulate up to a maximum of 42 days of earned leave. If an employee is refused leave he is entitled to, the employee may intimate the Inspector with a copy to the employer, and the employee has to be permitted to carry forward the unavailed leave without limit
Are all employees permitted to accumulate unavailed earned leave upto 42 days ? If employees are refused leave, are they permitted to carry it forward without limit ?
Every employee irrespective of period of employment is entitled to additional holidays with full wages on the 26th of January, 1st May, 15th August and 2nd October every year. Any employees who are required to work on these days shall receive double wages as overtime in addition to a compensatory holiday
Are all employees who are required to work on the specified additional holidays provided double the normal wages in addition to a compensatory holiday ?
Written Confirmation of Compliance
(a) The Workmens Compensation Act shall apply to all employees covered by this act as if they were workmen under the Workmens Compensation Act (b) The Industrial Standing Orders Act and Bombay Rules, including model standing orders, shall apply to workmen as defined in that act to all establishments where 50 or more employees are employed (c) The State Government may by order apply any or all of the provisions of the Maternity Benefits Act, to women employed in establishments where this Act applies. (d) The State Government may by order apply the provisions of the Payment Of Wages Act for certain classes of establishments, class of employees or local areas
Are the provisions of all other employment legislations prescribed being applied where relevant to employees in this establishment ?
Written Confirmation of Compliance
The premises of every establishment is to be kept clean and free from effluvia arising from any drain or privy or other nuisance. No rubbish, filth or debris should be allowed to accumulate or remain on the premises such that effluvia can arise from them within the establishment
Have effective measures been taken to keep the establishment clean and free from effluvia ?
Written Confirmation of Compliance
Register in Form F Maintain a Register in Form F showing dates in which lime washing, colour washing, painting or varnishing is carried out. All the inside walls of the rooms and all the ceilings and tops of such rooms, whether they are plastered or not, shall be lime washed or colour washed at least once every two years, and if they are rendered unclean, even earlier if directed to do so by the local authority. All the beams, rafter, doors, window frames and other woodwork with the exception of floors, shall be either painted or varnished once in seven years. These obligations do not apply to (i) rooms that are used only for storage of articles (ii) walls or tops of rooms which are made of galvanised iron, tiles, asbestos sheets, or similar material or glazed bricks
Have all parts of the establishment been lime washed, colour washed, painted or varnished at the required frequency, and have the dates of these processes been maintained in the register ?
To ensure that all areas of the establishment have sufficient provision for ventilation by such methods as may be prescribed. The premises of every establishment shall be sufficiently lighted during all working hours.
Are the premises sufficiently lighted and ventilated during all working hours ?
Written Confirmation of Compliance
Adopt all safety precautions against fire as prescribed for the establishment. Ensure that people are not allowed to smoke or use a naked light or cause a naked light to be used in the immediate vicinity of an inflammable material
Are all safety precautions with regard to fire being carried out as prescribed ?
Written Confirmation of Compliance
If a manufacturing process (as defined in Sec 2(k) of the Factories Act) is carried on, provide a first aid box with a book on instructions on first aid and the items of medical equipment mentioned in Rule 15.
Is a first aid box with the specified equipment being maintained in the establishment if a manufacturing process is carried out ?
Details of position of first aid box and its contents
To restrict any employee from working in any other establishment on a day or part of a day on which he is given a holiday or is on leave.
Are no employees who are leave or holiday from any establishment under the act permitted to work in this establishment on such leave or holidays ?
Written Confirmation of Compliance
Ensure that the name board of the establishment is displayed in Marathi in Devanagiri Script. The name board can be displayed in other languages alongside the Marathi version
Is a name board for the establishment displayed in Marathi ?
Written Confirmation of Compliance
To maintain a register of employment in Form H or J of the Rules, and a register of leave in Form M of the Rules with respect to all employees covered under the act. All entries are to be made in these registers on the same day and have to be authenticated by the employer or the manager. Registers have to be maintained in Marathi, Devanagiri Script or English. All registers and records are to be maintained for a period of two years after the last entry. If a muster roll or wage register is maintained under the Minimum Wages Rules, it is not necessary to maintain the register of employment or leave. An employer can apply for exemption from maintaining any register or muster roll if he already maintains all the data required for that register in another register
Are a register of employment,and a register of leave being maintained, and entries made in them on a daily basis ? Are all registers and records maintained for two years ?
Register of Employment, Register of Leave
Provide every employee with a leave book in Form N. The book shall always be the property of the employee and it may not be demanded except to make entries in it, and will not be kept for more than a week at a time. If an employee loses his leave book, provide him another copy on payment of 50 paise. If an employees wages are below Rs 300, the employer may, with the written consent of the employee, maintain the leave book in his custody. If a muster roll or wage register is maintained under the Minimum Wages Rules, it is not necessary to provide employees with leave books.
Has every employee been provided with a Leave Book ?
Written Confirmation of Compliance
Visit Book
Set-On/Set-Off Register
In a residential hotel, restaurant, eating house, theatre or other place of public amusement or entertainment, Exhibit a notice in Form L, specifying the day or days of the week on which his employees shall be given a holiday (such notice being exhibited before the employees to whom it relates cease work on the Saturday immediately preceding the first week during which it is to have effect). This notice should also be displayed in a shop or commercial establishment which is entitled to exemption from section 18(1) of the Act subject to the condition that employees concerned are given one day in a week as a holiday and no deductions are made from their wages on account thereof Any notice required to be exhibited under these rules shall be exhibited such that it is readily seen and read by all people whom it affects. Notices should be replaced when they become defaced or are not clearly legible. Every employer shall exhibit in his establishment, a notice containing extracts of the acts and rules in the prescribed manner and in the languages of the majority of its employees
Is a notice in Form L regarding holidays, displayed in the establishment if required ? Are all notices under these rules maintained in the specified manner ?
Written Confirmation of Compliance
Maintain a Visit Book in which an Inspector visiting the establishment may record his remarks regarding compliance with the Act. The book shall be produced whenever required by the Inspector. The Inspection Book should be as per the specifications prescribed in Rule 13 (b). If the book is lost, the loss should be reported immediately to the Inspector and a new book created.
Is a bound visit Book being maintained as prescribed ?
Examine the Schedule under Section 2(g) of the act to see if any workmen employed fall within the definition listed in the schedule and obtain a legal opinion on coverage for each job.
Are any employees covered under the Minimum Wages Act ?
List of jobs falling under the act and legal opinions for the same.
Examine notifications of scheduled jobs and ensure all workers in those employments are paid the minimum wage as specified in notifications from the Government. Minimum Wages are payable in Cash. No unauthorised deductions are to be made from the wages.
Are all workers in scheduled employments being paid at least the minimum wage in cash, without unauthorised deductions ?
Details of workers in scheduled employments and their wages.
Ensure that employees covered under the Minimum Wages Act have a normal working day of not more than the prescribed hours and with the prescribed intervals. Ensure that employees are paid overtime at the prescribed rate for hours worked beyond the number prescribed. Every worker shall be allowed a fixed day of rest every week. An employee working on a rest day will be paid at a rate not less than the overtime rate.
Are workers covered under the Minimum Wages Act paid overtime for working beyond the prescribed hours ?
Details of prescribed working hours and details of overtime paid
a) Ensure workers are paid a full days wages if they work for less than the full day except on account of their unwillingness to work b) An employee who does 2 or more classes of work should be paid the minimum rate for each of those tasks pro-rated for the time spent on each. c) An employee who is employed on piece work shall be paid time rate wages if no piece rate wages are specified in the act.
Have Sections 15,16 & 17 of the Minimum Wages Act been complied with in respect to Employees covered by the Act ?
Written Confirmation of Compliance.
Maintain all prescribed registers and records giving such particulars of employees employed by him, the work performed by them, the wages paid to them, the receipts given by them and any other prescribed particulars. Display all prescribed notices in the manner prescribed. Maintain wagebooks and issue wage slips as per the guidelines
Are All Prescribed Registers, Records and Notices being maintained ?
Written Confirmation of Compliance
Maintain a Register showing the computation of the allocable surplus for each annum in Form A, Bonus Rules
Is an Allocable Surplus Register being maintained in the format specified under the Bonus Act ?
Allocable Surplus Register
Maintain a Register showing the set-on and set-off of the allocable surplus for each annum in Form B, Bonus Rules
Is a Set-On/Set-Off Register being maintained in the format specified under the Bonus Act ?
Bonus Register Maintain a Register showing the details of the amount of bonus due to each employee in Form C, Bonus Rules
Is a Bonus Due Register being maintained in the format specified under the Bonus Act ?
Evaluate the organisations liability for payment towards gratuity and obtain insurance from the LIC or a prescribed insurer for this amount or if the organisation already has an approved gratuity fund, finance the fund to the extent of the liability
Is there adequate Insurance Cover/ is the gratuity fund adequately funded for the organisations liability towards payment of gratuity ?
Actuarial Evaluation of liability and status of Insurance/Fund Finances
Register the establishment with the controlling authority under the Gratuity Act in the prescribed manner
Is the establishment registered with the controlling authority appointed under the Gratuity Act
Copy of Form acknowledged by the appropriate authority
On completion of one years service, obtain employee nominations for gratuity in the prescribed forms. Ensure that only family members are nominated if employee has a family. If an employee subsequently acquires a family, a fresh nomination has to be obtained . The employee is obligated to register any changes in nomination details with the employer. If a nominee predeceases an employee, the employee has to make a fresh nomination in respect of the portion assigned to that nominee. Nominations are to be valid at all times and are to be kept in safe custody by the employer
Do valid gratuity nominations exist in safe custody for all employees ?
Gratuity Nomination forms for all employees
Check if any employees wages (all remuneration whether by way of salary allowances or otherwise) is below Rs 1600 per month
Are any employees covered under the Payment of Wages Act ?
List of employees with wages below Rs 1600 per month
Fix wage periods less than one month for all employees eligible under the Payment of Wages Act
Are wage periods of not more than one month fixed for all employees eligible under the Payment of Wages Act ?
Written Confirmation of Compliance
Ensure Wages are paid before the expiry of a) The 7th day where < 1000 people are employed b) the 10th day in other establishments after the last day of the work period for which the wages are payable. On termination of an employees services, wages are payable within 2 days of the date of termination
Have all wages been paid within the stipulated time for employees covered under the Payment of Wages Act ?
Written Confirmation of Compliance
Ensure that any deduction or fine made from wages for employees covered under the Payment of Wages Act are only as specified under Sections 7-13 of the Act. Deductions should not exceed 75% of the wages
Are all deductions made from employee wages only as prescribed under the Payment of Wages Act as per Sections 7-13 of the Act ?
Legal Opinion on validity of all deductions from wages
Prepare and display a notice containing the abstracts of the Payment of Wages Act and the rules made thereunder in English and in the language of the majority of the persons employed
Is a notice of the abstracts of the Act in English and in the language of the majority of the employees displayed in the establishment ?
Written Confirmation of Compliance
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