Introduction to Indian Labour Laws

PRACTICAL HANDBOOK FOR MAJOR COMPLIANCES UNDER LABOUR LAWS BY SANTOSH BAGWE

C:santosh/personal/compliance under labour laws

COMPLIANCES UNDER LABOUR LAWS INDEX Sr. No.

Particulars

1

The Apprentices Act,1961

2

The Contract Labour (Regulation & Abolition) Act, 1970

3

The Th e Emp Emplo loye yeee’s Pro Provvide ident Fund Fund & Mi Miscell cellaaneou neouss Pro Provvisio isionns Act Act,, 19 1952

4

The Employees’ State Insurance Act, 1948

5

The Emp The Emplo loym ymeent Excha xchang nges es (Com Compuls pulsoory notifi tifica cati tioon of of va vacanc cancie ies) s) Act, 1959

6

The Equal Remuneration Act, 1976

7

The Factories Act, 1948

8

The Indian Fatal Accidents Act, 1985

9

The Industrial Dispute Act, 1947

10

The In Industri trial E Em mploy loyment (S (Standing Or Orders) Ac Act, 19 1946

11

The Maternity Benefit Act, 1961

12

The Minimum Wages Act, 1948

13

The Payment of Bonus Act, 1965

14

The Payment of Gratuity Act, 1972

15

The Payment of Wages Act, 1936

16

The Workmen’s Compensation Act, 1923


APPROPRIATION OF LABOUR LAWS

Broadly Labour laws can be appropriated as under: 1) Labour Labour laws laws relat related ed to welf welfare are measu measures res 2) Labour Labour laws laws relat related ed to payro payroll ll 3) Labour Labour laws laws related related to to administ administratio rationn 4) Labour Labour laws laws related related to social measures measures 5) Labour Labour laws related related to fire-figh fire-fighting ting role role of Personnel Personnel and HR Manager Manager


Labour Laws relating to welfare measures

Sr. No.

Particulars

1

The Th e Emp Emplo loye yeee’s Pro Provvide ident Fund Fund & Mi Miscell cellaaneou neouss Pro Provvisio isionns Act Act,, 19 1952

2

The Employees’ State Insurance Act, 1948

3

The Maternity Benefit Act, 1961

4

The Payment of Gratuity Act, 1972

5

The Workmen’s Compensation Act, 1923

Labour Laws relating to payroll

Sr. No.

Particulars

1

The Equal Remuneration Act, 1976

2

The Minimum Wages Act, 1948

3

The Payment of Bonus Act, 1965

4

The Payment of Wages Act, 1936

Labour Laws relating to administration

Sr. No.

Particulars

1

The Factories Act, 1948

2

The Indian Fatal Accidents Act, 1985


Labour Laws relating to Social Measures

Sr. No.

Particulars

1

The Apprentices Act,1961

2

The Contract Labour (Regulation & Abolition) Act, 1970

3

The Emp The Emplo loym ymeent Excha xchang nges es (Com Compuls pulsoory Noti Notifi fica cati tioon of of Vac Vacaancie ncies) s) Act, 1959

Labour Laws relating to fire fighting role of Personnel and HR Manager

Sr. No.

Particulars

1

The Industrial Dispute Act,

2

The Industri trial Employ loyment (Standing Orders) Act, 1946


The Apprentices Act, 1961 Applicability: Applicability: It is a statutory obligation of every industry/establishment having training facilities according to syllabus in a designated trade under the Apprentices Act, 1961 to train a number of apprentices according to ratio of the trade in their establishment. Major Compliance: 1) Ge Gene nera rall Obl Oblig igat atio ions ns:: a) To provide provide the apprenti apprentice ce with training training in in his trade in in accordance accordance with Act and rules. b) To ensure ensure that a qualified qualified person person is placed placed in charge charge of the the training. training. c) To carry carry out obliga obligation tion under under the contract. contract. 2) Registrati Registration on of contra contract ct of appren apprentices ticeship: hip: To send the apprenticeship advisor the contract of apprenticeship within 3 months of date on which it was signed. 3) Paymen Paymentt to appre apprenti ntice: ce: To pay to every apprentice during the period of apprenticeship such stipend at a rate prescribed under the Act. 4) Worki Working ng hours hours for app appren rentic tice: e: a) Total number number of hour: hour: 42 42 to 48 48 hours hours per per week. week. b) Trade appre apprentice ntice under undergoing going basic basic traini training: ng: 42 hours. hours. nd c) Trade apprentice undergoing 2 year: 42 to 45 hours. d) Trade apprentice undergoing 3 rd and subsequent years: As per the workers in the trade in the same establishment. e) No trade trade apprenti apprentice ce shall shall be engaged engaged betwee betweenn the hours hours of 10 p.m. p.m. to 5 p.m. without the th e permission of Apprenticeship Advisor. Advisor. f) Graduate Graduate or technici technician an apprenti apprentice: ce: Normal Normal hours hours of work work of the dept. dept. 5) Health, Health, welfare welfare and safety safety of apprenti apprentice: ce: as per Factorie Factoriess Act. 6) Compensa Compensation tion for injury: injury: as per per Workmen Workmen Compensa Compensation tion Act. Act. 7) Compensa Compensation tion for terminatio terminationn of apprenticeshi apprenticeship: p: 6 months’ last drawn drawn stipend by both parties Note: Apprentices advisors (Inspector) – Labour Minister – Sion Chunabbhati opp. Priyadarshani Bldg in Mumbai.


The Contract Labour (Regulation & Abolition) Act, 1970 Applicability: Applicable to: 1) every establishment in which 20 or more workmen are employed or were employed on any day of the preceding twelve months as contract labour. 2) every contractor who employs or who employed on any day of the preceding twelve months twenty or more workman. Not applicable to: Establishment which carry on work of a casual nature occasionally. Effect of non-registration: The principal employer cannot employ contract labour in establishment. Major Compliance: 1) It is obligato obligatory ry on every every contracto contractorr not to underta undertake ke or execute execute any any work through contract labour without obtaining a valid licence from the licencing officer. 2) Obligation Obligation to provide provide certain certain ameni amenities: ties: A) Provis Provisio ionn of cante canteen enss B) Re Rest st Room ooms C) Drinking Drinking water water and other other facilities facilities like like latrines latrines and urinals urinals D) FirstFirst-aid aid facili facilitie tiess E) Creaches 3) It is obligatory on principal employer to see that wages of the workers are paid every month on a fixed fixed date and time and on termination of their their nd employment before the expiry of 2 working day after termination. Maintenance of Records: Form Form No. XXIV XXIV Half Half yearly yearly Retur Returnn in dupli duplicat cate e within within 30 30 days days by contr contract actor or Register Particulars Form Form No. No. XII XII Regi Re gist ster er of of Cont Contra ract ctor or - Mai Mainta ntain ined ed by by Prin Princi cipa pall empl employ oyer er for for each establishment Form Form No. No. XII XIII I Mainta Maintaine ined d by by Cont Contra ractor ctor for each each establ establish ishmen mentt Form No. XIV Contractor to issue an employment card to each worker within 3 days of employment Form Form No. No. XV XV A ser servi vice ce cert certif ific icat ate e in in cas case e of of ter termi mina nati tion on of wo wokm kman an XVI-A muster roll, XVII-Register of wages, XX-deduction for damange, XXI – Register of fines, XXII- Register of advances, XXIII-Register of overtime C:santosh/personal/compliance under labour laws

Notes: Company has to register every year 1) In a year labour labour should should not work above 240 workig workig days 2) Every 80 days days employer employer should should break labour labour service service – need to update every every 80 days with the contractor 3) Contractor should pay minimum wages to the labour Documents require: 1) License License with with the contracto contractorr & registrati registration on of the the compan companyy 2) Contra Contracto ctorr – PF no., no., ESIC ESIC no., no., Offices of Labour Laws in Mumbai: 1) Mumbai Mumbai – Labou Labourr office office is at Tardeo Tardeo – AC Market Market 2) Thane Thane – Makh Makhmal malii Talav Talav 3) New Mumbai Mumbai – Khanda Khanda Colony Colony - Panve Panvell


The Employee’s Provident Fund & Miscellaneous Provisions Act,1952 Applicability: 1) Applicable Applicable to to every establi establishme shment nt in which which 20 or more more persons persons are are employed. 2) Every employe employee e drawing drawing wages and and DA upto Rs.6500/Rs.6500/- will will be eligible to become a member. Main Compliance: 1) Declaratio Declarationn by person person taking taking up employm employment ent in writing writing that that whether whether or not he is a member of the fund and his account number, particulars of the last employer. 2) In case of contracto contractor, r, it is the responsibili responsibility ty of the principal principal employer employer to ensure that provisions of this act are complied by Contractors. Payment to be made to PF authorities: Challan No.

Payment Particulars

Due Date

A/c No.1

Employee and Employer Pf Due

A/c No.2

Admn and Inspection Charge 1.1 % of Salary Pension Fund

15 th of the Following month 15th of the Following month 15 th of the Following month 15th of the Following month 15th of the Following month

A/c No.10 A/c No.21 A/c No.21

Insurance Fund 0.5% of Basic + DA Insurance Fund Inspection and Admn Charge 0.01%


Submission of Returns:

Form No.

Particulars

Due Date

Form 9 Form 2

Details of employees on the 1st day of coverage Nomination Form

Form 5

Addition of members

Form 10

Deletion of members

Form 12

Detail of payments made

Form 3A

A memberwise ledger cards posted monthly Abstract of Form 3A for the year Return of ownership Withdrawal of PF in case of retirement/resignation Transfer of PF Loan (minimum service 5yrs)

Within 1 month of coverage Immediately on joining the fund 15th of the Following month 15th of the Following month 21st of the Following month 31st May Each Year

Form 6A Form 5A Form 19 Form 13 Form 31 Settlement: Settlement:

1) Settlement before completion of 10yrs Form 19 (PF withdrawal) Form 10c (Pension withdrawal) 2) Settlement after completion of 10yrs Form 19 & 10D 3) Death of the Employee Form 20 & 10D


31st May Each Year Once in the beginning

Working Notes: PF contribution by Employer & Employee is 12% on the Basic & DA 6,500/- is a standard amount to calculate pension Salary (Basic + DA) Less than 6,500/6,500/More than 6,500/-

Examples: Salary (Basic + DA) 1. 2,500 2. 3,500 3. 7,500 4. 20,000

Employee - 12% PF A/c 12% 12% 12%

Employee - 12% PF A/c 300 420 900 2,400

Employer - 12% Provident Fund Pension 3.67% 8.33% 3.67% 8.33% (Salary x 12%) 8.33 % of 6,500 – (8.33% of 6,500) Amt in Rupees Employer - 12% Provident Fund Pension 92 208 128 292 359 541 1,859 541

1. Employee Contribution PF = 2,500 x 12% = 300 Employer Contribution PF = 2,500 x 3.67% = 92 Pension = 2,500 x 8.33% = 208 3. Employee Contribution PF = 7,500 x 12% = 900 Employer Contribution PF = (7,500 x 12%) = 900 – 541 = 359 Pension = 6,500 x 8.33% = 541


The Employees’ State Insurance Act, 1948 Applicability: 1) Applicable Applicable to to every establi establishme shment nt in which which 20 or more more persons persons are are employed. 2) Every employee drawing wages and DA upto Rs. 10,500/- will be eligible to become a member. 3) Monthly Challan – 21 st of the next month is the last date of submission Contribution

6.5% of Basic + DA 1.75% deduct from Employee Salary on Basic + DA 4.75% employer contribution

4) Half yearly return – 6A 5) Company should inform within 48 hours to the Factory Inspector and ESIC inspector if any fatal accident (which can be result into death) If the person fail to inform it is being created as a death or murder against a Company


The Employment Exchanges (Compulsory Notification of Vacancies) Vac ancies) Act, 1959 Notification of vacancies to employment exchanges: e xchanges: Employer in every establishment in any sector before filing up any vacancy shall notify that vacancy to employment exchange. But Acts says about only notification and doesn’t impose obligation on employer to recruit any person through the employment exchange. Act not applicable to: a) Agri Agricu cult lture ure Ind Indus ustr tryy b) Dome Domest stic ic Serv Servic icee c) Durati Duration on is is less less than than 3 month monthss d) Unskil Unskilled led office office work work e) Staff of Parliam Parliament, ent, employm employment ent through through UPSC or or like agency agency f) Employment Employment carrie carriess a remunerat remuneration ion less less than Rs.60/ Rs.60/-- per month. month. Time limit for the notification of vacancies: a) Local employ employment ment exchang exchange: e: 15 days before before the date date on which which applicant applicantss will be interviewed. b) Central Central employmen employmentt exchange: exchange: 4 weeks weeks before before the date on on which applicants will be interviewed. Submission of returns: a) Quarterly Quarterly Return: Return: Form Form No. ER-1 ER-1 within within 30days 30days of due dates. dates. b) Biennial Biennial Return: Return: Form No.ERIL No.ERIL within within 30 30 days of due date date as notified notified in the official gazette


The Equal Remuneration Act, 1976 Main Compliance: 1) No Employer Employer shall pay to any worker worker at at rates less favourable favourable than than those at which remuneration is paid by him to the workers of the opposite sex for performing the same work or work of a similar nature. 2) No employer employer for complyi complying ng above above provision provision reduce reduce the rate rate of remuneration. 3) No discrimina discrimination tion while while recruitment recruitment against against women women except except where the employment of women is prohibited or restricted under any law. Maintenance of Register: in form no. D relation to the workers employed.


The Indian Fatal Accidents Act, 1985 Object: To Provide compensation to families for loss occasioned by the death of a person caused by actionable wrong. Main Provision: 1) In case case of a death death of a person person by wrongfu wrongfull act, neglect neglect or or default, default, the party responsible shall be liable to an action or suit for damages. 2) Every such such action action or suit suit shall shall be for the benef benefit it of the wife, wife, husband, parent and child of the person whose death shall have been so caused. 3) Not more more than one one action action or suit suit shall be be brought brought in respect respect of same subject - matter of complaint.


The Industrial Employment (Standing Orders ) Act, 1946 Applicability: The Act applied to every industrial establishment which means: 1) Tramw Tramway ay or mot motor or tran transp spor ortt 2) Air transpo transport rt other other than for defense defense purpose purpose 3) Dock Dock-w -wha harf rf or jetty jetty 4) Inla Inland nd ves vesse sell 5) Mine, Mine, quar quarry ry or oil fields fields 6) Plan Planta tati tion on : a) A factor factoryy under under Factor Factories ies Act Act b) A Railw Railway ay under under Rail Railwa ways ys Act Act c) The establi establishmen shmentt who for the the purpose purpose of fulfilli fulfilling ng a contract contract with the owner of any industrial establishment employs workmen. Certification of standing order: 1) Within Within 6 months months from the the date of of applicabil applicability, ity, the employer employer shall shall submit to the Certifying Officer 5 copies of the draft standing orders proposed by him for adoption in his industrial establishment. 2) Such standing standing order order should should be in conformit conformityy with Model Model Standing Standing Order. Order. 3) Encl: A statement statement giving giving prescribe prescribed d particulars particulars of the workmen workmen employed employed and the name of the trade union if any. Posing of Standing order: The certified standing order shall be prominently posted in English and in local language on special boards or near the entrance and in all departments where the workmen are employed. Payment of subsistence allowance: 1) If any workmen workmen is is suspende suspended d pending pending inquiry, inquiry, the the employer employer shall shall pay subsistence allowance to the workers at following rates: a) 1st 90 days: 50% b) 91 to 180 180 day days: s: 75% 75% c) Afte Afterr 180 180 day days: s: 100% 100%


The Maternity Benefit Act, 1961 Applicability: 1) To every every establishme establishment nt being a factory factory,, mine or plantati plantation on including including Govt. Govt. establishment and wherein person are employed for the exhibition of equestrian acrobatic and other performances. 2) To any establishm establishment ent in which which 10 or more person personss are employed employed or were were employed on any day of the preceding 12 months Prohibition of employment by workmen during certain period: During 6 weeks immediately following the day of delivery or miscarriage Prohibition of work by workmen during certain period: During 1 month immediately preceding the period of six week before the date of expected delivery, if the work which is of an arduous nature or which involved long hours of standing or which in any way is likely to interfere with her pregnancy or normal development of the foetus or is likely to cause her miscarriage or to adversely affect her health. Payment of Maternity Benefit: 1) Payment Payment of maternity maternity benefi benefits ts at the rate rate of the avera average ge daily daily wages wages for the period of actual absence. 2) Average Average daily wages: wages: Wages Wages paid during during the period period of 3 calendar calendar months immediately preceding the date of her expected delivery.. 3) The workmen workmen must must have actually actually worked worked for a period period of not less less than 80 days in the twelve months immediately preceding the date of her expected delivery. 4) Maximum Maximum period period entitled: entitled: Maximum Maximum 12 weeks weeks of which which not more than than 6 weeks shall precede the date of her expected delivery. Leave for 1) Miscarriag Miscarriage: e: 6 weeks weeks immediate immediately ly following following the day day of her misca miscarriag rriage e 2) Medical Medical termination termination of pregnanc pregnancy: y: 6 weeks immedia immediately tely following following the day of her pregnancy. 3) Tubectomy Tubectomy operatio operation: n: 2 weeks immedia immediately tely following following the the day of her pregnancy. Nursing Breaks: Every women delivered of a child who returns to duty after such delivery shall be allowed in the course of her daily work two breaks for nursing he child until the child attains the age of 15 months C:santosh/personal/compliance under labour laws

The Minimum Wages Act, 1948 Main Compliance: 1) To make payme payment nt of overtime overtime in in excess excess of number number of hours hours constituti constituting ng normal working day at the rate fixed under the Act or any other law whichever is higher. 2) Minimum Minimum wages wages payable payable shall shall be paid in cash. cash. 3) If the custom custom is to pay wages wages in kind, kind, then wages wages can can be paid in kind. kind. 4) Govt. can authorise authorise supply supply of essentital essentital commoditie commoditiess at concessional concessional rate. rate. 5) In respect respect of any scheduled scheduled employme employment, nt, a notificatio notificationn u/s 5 is in force, then employer shall pay wages at a rate not less than the minimum rate fixed under notification. 6) Any contract contract allowin allowingg to pay wages wages less than than minimum minimum is null and void. void. 7) Sri Dharam Dharam Motor Service Servicess v. Industria Industriall Tribunal, Tribunal, Madrass Madrass : A worker worker can be asked to work for more than 6 days a week provided he is paid extra on the overtime rate.


The Payment of Bonus Act, 1965 Applicability: to every factor and other establishment in which 20 or more persons are employed on any day during an accounting year. Main Compliance: 1) Minimum Minimum Bonus: Bonus: 8.33% 8.33% if salary salary or wages wages earned earned during during account accounting ing year year or Rs.100 whichever is higher, whether or not the employer has any allocable surplus in the accounting year. 2) Maximum Maximum Bonus: Bonus: 20% of salary salary or wages wages only if allocable allocable surplus surplus exceed exceedss the amount of minimum wages bonus payable under the act 3) Time Limit: Limit: Within Within 8 months from from the close close of accounting accounting year. year. 4) Salary Salary or or wage wage calcu calculat lation ion:: Sala Salary ry or or wa wage exceed ceedin ingg Rs. Rs.2 2500 : Rs. Rs.2 2500 Sala Salary ry or wage wagess le less tha than Rs. Rs.2 2500 500 : Act Actua uall Salary or wages: Basic + DA Maintenance of Registers and Returns: Sr.No. 1 2 3

4

Particulars Computation of allocable surplus Set on and Set off the allocation surplus Detail of amount of bonus due to each of the employee, deduction u/s 17 and 18 and actual Amount disbursed Return to be submitted within 30 days after the expiry of the time limit


Register Form A Form B Form c

Form D

The Payment of Gratuity Act, 1972 Applicability: 1) To every every factory factory and other other establis establishment hment in in which which 10 or more more persons persons are employed. 2) Once this this is applicable applicable,, later on even even if employee employeess are reduced reduced to less than, this Act remains applicable. Main Compliance: 1) Duty of employe employerr to give notice notice of of applicatio applicationn of the Act Act to controllin controllingg authority. 2) Paym Paymen entt to Grat Gratui uity ty:: a) Eligibility Eligibility:: Continu Continuous ous 5 years years of servi service ce b) In case case of death death of employee employee,, payment payment has to be made to minor. minor. c) Amou Amount nt of Grat Gratui uity: ty: Normal: Last drawn salary/26*15*no of year of service Seasonal: Last drawn salary/26*7*no of year of service Salary: Basic+ DA d) Maximum amount: Rs.350000 e) Time limit: within within 30 days of form form due due date date 3) Duty of employer employer to determi determine ne the amount amount of gratuity gratuity and give give notive notive in writing to the person to whom the gratuity is payable and to the controlling authority. 4) Duty of the employe employerr to give notice notice of opening, opening, change change or closure closure of establishment 5) Duty of the employe employerr to obtain nominat nominations ions from from the employees. employees.

Ex. If the salary salary (Bonus + DA) = 5,000 5,000 5000/26 (working days) x 15 (days service) x nos of year service completed


The Payment of Wages Act, 1936 Person Responsible under the Act: Nature of Employer

Person Responsible

Factory Industrial Establishment

Manager under Factories Act, 1948 A person responsible to the employer for supervision and control of the Industrial Establishment Railway Administration

Railway Major Compliance:

1) Authorised Authorised perso persons ns have to fix the wage wage period period which which should should not not be more than 1 month. 2) Time Time Limit Limit for for paymen paymentt of wages wages Particulars Time limit Less than 1000 persons More than 1000 persons Termination of employee

Before expiry of 7 th working day of wage period Before expiry of 10 th working day of wage period Before expiry of 2nd working day of termination

3) Wages Wages must be paid paid in current current coin and and currency currency note or cheque cheque or crediting in Bank account (provided for cheque and credit subject to written authorization) 4) Obliga Obligatio tionn for impos imposing ing fine fine:: a) Previous Previous approval approval of authori authority ty of State Govt. Govt. b) Notice Notice to be be exhibi exhibited ted in in premis premises es c) Opportuni Opportunity ty of showin showingg cause against against fine fine to employe employee e d) Total fine fine should should not not exceed exceed 3 % of wages wages payable payable e) Age of of employee employee must be be more more than than 15 years years f) Fine can’t can’t be recov recovered ered in in installmen installmentt and after after the expiry expiry of 60 60 days on which it was imposed. g) Fine recove recovered red must must be applied applied for for purposes purposes benefic beneficial ial to the persons employed in the factory.


The Workmen’s Compensation Act, 1923 Employer’s liability for compensation: 1) Employer Employer is liable liable to pay pay compensat compensation ion as per per Chapter Chapter II in case case of personal injury by accident arising out of and in the course of employment. 2) In followin followingg cases, cases, employe employerr is not not liable: liable: a) if injury injury doesn’t doesn’t result result in total total or partial partial disable disablement ment for a perio period d not exceeding 3 days b) if injury injury has not not resulted resulted in death death and and is caused caused by acciden accidentt because of following : i) influence of drink or drugs, or ii) willful disobedience of an order expressly given or a ruled framed for the purpose of securing safety of workmen, or iii) willful removal of any safety guard or other device provided for the purpose of securing the safety of workman. 3) Occupatio Occupational nal disease disease shall shall be deemed deemed to an injury injury if it is proved proved that a) continuous service Nature of employment Continous Service Part A of Schedule III NA Part B of Schedule III 6 months Part C of Schedule III CG will specify b) the disease disease has has arisen arisen out of and in the course course of the employ employment. ment. 4) More than than one employer employer in case case of part C, then then payment payment of compens compensation ation will be in proportion as commissioner may decide. Amount of Compensation: Particulars of Injury Death from Injury Permanent total di disablement Permanent partial disablement a) Injury in Part II of Schedule I b) No specified in injury in Schedule I Temporary disablement whether partial or total

Amount of Compensation 50 % of monthly wages* relevant factor or Rs.50000/- whichever is more 60 % of monthly wages* relevant factor or Rs.65000/- whichever is more % specified in schedule % decided by qualified medical practioner Half monthly payment equivalent to 25% of monthly wages paid as per provision of Act


Method of calculating wages: Continuous period of employment preceding the accident Not less than 12 months Less than 1 month

In other case where it is not possible to calculate monthly wages

Wages 1/12th of the payment in last 12 months a) Average monthly amount during 12 month earned by a workman on same work by same employer or b) if there was no workman, then by a workman on same work in same locality Total wages earned immediately preceding the accident/no accident/no of day day * 30

Reports and Returns: 1) Commissio Commissioner ner may ask ask statemen statementt in the prescr prescribed ibed form form within within 30 days days of notice about the opinion of employer whether he is or not liable to deposit compensation. 2) Employer Employer is liable liable to report report about fatal fatal accidents accidents and and serious serious bodily bodily injuries within 7 days of death or serious bodily injury. 3) SG may direct direct any employer employer to send send a return return specifying specifying the number number of injuries in respect of which compensation has been paid by employer during the previous year.


Introduction to Indian Labour Laws

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