Acme Group

Entity Audit Report For All Locations

No. ACT SECTION TITLE Forms

1 Bombay Labour Welfare Fund Rule 6-BB Contributions To The Form A-1
Act Labour Welfare Fund

2 Contract Labour Act 7 Registration Of Form IV,

Establishment Under Form B,
Contract Labour Act Affadivate
from
Contractor's

3 Contract Labour Act 7,8,9 Effect Of Non- ----

Registration Under
Contract Labour Act

4 Contract Labour Act 10 Prohibition Of -----

Employment Of
Contract Labour

5 Contract Labour Act 16-20 Welfare And Health -----

Of Contract Labour

6 Contract Labour Act 21 Responsibility For ---

Payment Of Wages
To Contract Labour
7 Contract Labour Act 29(1) Registers 1. Muster
cum wage
register in
Form II udner
MWA Act.

8 Contract Labour Act 29(2) Display Of Notices Notice under

Under The Contract Rule 62
Labour Act

9 Equal Remuneration Act 4 Equal Remuneration -----

for similar work

10 Equal Remuneration Act 5 Gender Discrimination ------

in recruitment

11 Equal Remuneration Act 8, Rule 6 Registers under Equal Form D

Remuneration Act

12 Maternity Benefit Act 19 Display Abstract Of Abstract

Act And Rules

13 Maternity Benefit Act 20 Maintenance Of Form 10 &

Registers And 11.
Records

14 Maharashtra Contract Labour 17,18 Registration Of Form VI

Rules Establishment Under
Contract Labour Act

15 Maharashtra Contract Labour 18 Maximum Number Of ----

Rules Contract Workmen
16 Maharashtra Contract Labour 39-44 Welfare And Health ------
Rules Of Contract Labour

17 Maharashtra Contract Labour 53, 54 Responsibility For -----

Rules Payment Of Wages
To Contract Labour

18 Maharashtra Contract Labour 55 Register of Form VIII

Rules Contractors

19 Maharashtra Contract Labour 61 Maintenance Of Wage

Rules Records and Register,
Registers Muster
Register,
Contractor
Register, etc.

20 Maharashtra Contract Labour 62 Display Of Notices Notice under

Rules Under The Contract Rule 62
Labour Act

21 Maharashtra Contract Labour 63 Annual Return Under ----

Rules The Contract Labour
Act

22 Maharashtra Contract Labour 57 Contractor - Identity

Rules Card

23 Maharashtra Contract Labour 59 Contractor - Muster

Rules Roll and Registers
24 Maharashtra Contract Labour 60 Contractor - Display of
Rules act and rules

25 Maharashtra Maternity Benefit 11 Display Abstract Of

Rules Act And Rules

26 Maharashtra Maternity Benefit 12 Maternity Benefit

Rules Register

27 Maharashtra Maternity Benefit 13 Supply Of Forms

Rules

28 Maharashtra Maternity Benefit 15 Annual Return

Rules

29 Maharashtra Minimum Wages 21 Time and Condition of

Rules Payment of Wages

30 Maharashtra Minimum Wages 23, 25 Weekly Day Of Rest

Rules

31 Maharashtra Minimum Wages 24, 26 Hours Of Work and

Rules Overtime
32 Maharashtra Minimum Wages 27(1) Muster Roll
Rules

33 Maharashtra Minimum Wages 27 (2) Attendance Card cum

Rules Wage Slip

34 Maharashtra Minimum Wages 28 Inspection Book

Rules

35 Maharashtra Minimum Wages 30 Maintenance of

Rules Registers and
Records

36 Maharashtra Gratuity Rules 3 (1) Registration Of

Establishment

37 Maharashtra Gratuity Rules 4 Display Of Notice

38 Maharashtra Gratuity Rules 6 Employee

Nominations

39 Maharashtra Gratuity Rules 20 Display Of Abstract Of

Act And Rules

40 Maharashtra Private Security 18 Not to employ children

Guards Welfare Act as security guards
41 Maharashtra Private Security Sc. 14 Principal Employer:
Guards Welfare Act Registration of
establishment

42 Maharashtra Private Security Sc. 26(1), Principal Employer:

Guards Welfare Act 27 Hire security guards
only from the board

43 Maharashtra Private Security Sc. 26(4), Principal Employer:

Guards Welfare Act 29, 30 Disburse or remit
wages on time

44 Maharashtra Private Security Sc. 26(5), Principal Employer:

Guards Welfare Act 37 To pay levies and
other dues

45 Maharashtra Private Security Sc. 26(9) Principal Employer:

Guards Welfare Act Records

46 Maharashtra Private Security 14, 26-A(1) Employer Agencies:

Guards Welfare Act Registration

47 Maharashtra Private Security 26-A(5) Employer Agencies:

Guards Welfare Act Renewal of
Registration

48 Maharashtra Private Security Sc. 26-A(4) Employer Agencies:

Guards Welfare Act Deploy only with
registered employers

49 Maharashtra Private Security 26-A(6) Employer Agencies -

Guards Welfare Act Registers and
Records
50 Maharashtra Private Security 26-A(7) Employer Agencies:
Guards Welfare Act Police Verification

51 Maharashtra Private Security 26-A(8) Employer Agency:

Guards Welfare Act Uniforms

52 Maharashtra Private Security 26-A(9) Compliance with other

Guards Welfare Act acts

53 Maharashtra Private Security 26-B Principal Employers of

Guards Welfare Act Agencies: Obligations

54 Maharashtra Payment of Wages 8 Notice Of Date Of

Rules Payment

55 Maharashtra Payment of Wages 12-Nov Application In

Rules Respect Of Fines

56 Maharashtra Payment of Wages 13 Posting Of List Of

Rules Acts And Omissions

57 Maharashtra Payment of Wages 18 Advances

Rules

58 Maharashtra Payment of Wages 18 (3) Register Of Advances

Rules

59 Maharashtra Payment of Wages 20 Display Of Rate Of

Rules Wages
60 Bombay Shops and 7, Rules Registration of an
Establishments Act 5,6,7 Establishment

61 Bombay Shops and 7, Rules Renewal Of

Establishments Act 5,6 Registration

62 Bombay Shops and 7(2) Display of

Establishments Act Registration
Certificate
63 Bombay Shops and 10,11,13 Opening & Closing
Establishments Act Hours Of Shops &
Establishment

64 Bombay Shops and 14,63, R. Hours Of Work

Establishments Act 9,10

65 Bombay Shops and 15 Interval For Rest

Establishments Act

66 Bombay Shops and 16,17 Spread Over

Establishments Act

67 Bombay Shops and 18 Weekly Holidays

Establishments Act
68 Bombay Shops and 32 Employment Of
Establishments Act Children

69 Bombay Shops and 33,34 Employment Of

Establishments Act Young Persons

70 Bombay Shops and 33,34-A Employment of

Establishments Act Women

71 Bombay Shops and 35,36,37 Earned Leave

Establishments Act

72 Bombay Shops and 35 (1) (b), Leave Accumulation

Establishments Act (3)

73 Bombay Shops and 35 (4) Additional Holidays

Establishments Act

74 Bombay Shops and 38,38 (A-C) Applicability Of Other

Establishments Act Legislations

75 Bombay Shops and 39, Rule 13 Cleanliness

Establishments Act
76 Bombay Shops and Rule 12 Time And Methods
Establishments Act For Cleaning
Establishments

77 Bombay Shops and 40,41 Ventilation and

Establishments Act Lighting

78 Bombay Shops and 42, Rule 14 Precautions Against

Establishments Act Fire

79 Bombay Shops and 42-A, Rule First Aid Box

Establishments Act 15

80 Bombay Shops and 65 Restriction On Double

Establishments Act Employment

81 Bombay Shops and Rule 20-A Name Board To Be In

Establishments Act Marathi

82 Bombay Shops and Rule 20 Registers And

Establishments Act Records

83 Bombay Shops and Rule Leave Book

Establishments Act 20(5,6)
84 Bombay Shops and Rule 20 Notices
Establishments Act (7,8)

85 Bombay Shops and Rule 20 Visit Book

Establishments Act (13)

86 Minimum Wages Act 2(g),27 Eligibility under the

Minimum Wages Act

87 Minimum Wages Act 11,12 Payment of Minimum

Wages

88 Minimum Wages Act 13,14 Hours of Work and

Overtime

89 Minimum Wages Act 15,16,17 Other Obligations for

Minimum Wage
Workers

90 Minimum Wages Act 18 Registers, Records

And Notices

91 Payment of Bonus Act Rule 4 (a) Allocable Surplus

Computation Register

92 Payment of Bonus Act Rule 4 (b) Set-On/Set Off

Register
93 Payment of Bonus Act Rule 4 (c) Register Showing
Bonus Due To
Employees

94 Gratuity Act 4-A Compulsory

Insurance

95 Gratuity Act 4-A(3) Registration Of

Establishment

96 Gratuity Act 6 Employee

Nominations

97 Payment of Wages Act 1(6), 2(vi) Eligibility Under

Payment Of Wages
Act
98 Payment of Wages Act 4 Wage Periods

99 Payment of Wages Act 5 Time Of Payment Of

Wages

100 Payment of Wages Act 7 to 13 Deductions From

Wages

101 Payment of Wages Act 25 Display Of Notice

21500
 21300
9200
30500

LOAN 11000
LIC 4000
SAVE 4000
FOOD 6500
AAI 500
CONVE 3000
ELEL 1500
CABLE 300

30800
-300

81330
OBLIGATION
To pay contributions to the
Labour Welfare Fund as
precribed
To register an establishment to
which this Act applies with the
registering officer
To employ no contract labour in
the establishment if it has not
been registered or the
registration has been revoked
To ensure that no contract labour Ensure that no contract labour is used in any process,
is 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 ensure full payment of wages
to all contract employees
employed at the establishment
Need ACTION AUDIT REQUIREMENT
Pay employers and employees contributions to the Labour Have all contributions been paid
Welfare Fund every six months before the 15th of July and
15th of January as per the following norms: (i) Employees to the Labour Welfare Fund as
Contribution at the rate of Rs 6 per employee drawing prescribed ?
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
If the establishment has not been registered yet, apply for If the Contract Labour Act
registration in the prescribed form and manner to the
registering officer and obtain a certificate of registration applies to the establishment,
from the registering officer has the establishment been
registered with the registering
officer ? Has a certificate of
registration been obtained ?
Ensure that contract labour are not employed in the If the establishment has not
establishment if it has not been registered in accordance
with the act or if the registration certificate is invalid or has been registered under the
been revoked Contract Labour Act. have no
contract labour been
employed ?
Has contract labour been used
operation or other work which has been prohibited by the
Government by notificaion in the Official Gazette for any process, operation or
other work which is prohibited
by the Government ?
To directly provide at the expense of the contractor, or to Have the requisite welfare and
ensure that the contractor provides a) Canteens in
accordance with the Contract Labour Rules if the number of health facilities been provided to
contract workmen ordinarily exceeds 100 b) Where contract all contract labour in the
labour is required to halt at night, sufficiently lighted and establishment ?
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
Ensure that the contractor puts up a notice showing the Are all contract employees paid
wage period and place and time of disbursement of
wages.Nominate a representative to be present at the time their full wages in the presence
of disbursement of wages by the contractor who will certify of a representative of the
the amounts paid as wages to each workman. In case establishment ?
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
To maintain the prescribed set of
registers under the Contract
Labour Act
To display notices regarding
various details under the
Contract Labour Act and state
rules
To ensure equal remuneration to
men and women for work of the
same or a similar nature
To ensure no discrimination is
made while recruiting men and
women workers.
To maintain a register in the
prescribed format regarding
workers employed in the
establishment.
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
To maintain such registers and
records as may be prescribed in
the State Rules for the
establishment
To register an establishment to
which this Act applies with the
registering officer
Not to exceed the maximum
number of contract labour as
specified in the certificate of
registration
Maintain all registers and records prescribed under the Are all prescribed registers and
relevant state rules, giving the particulars of contract labour
employed, the nature of work performed by the contract records under the Contract
labour, rates of wages paid and other such particulars as Labour Act being maintained ?
may be prescribed
To display all prescribed notices in the appropriate forms in Are notices with requisite details
the manner prescribed in the state rules
under the Contract Labour Act
being displayed in the
prescribed manner ?
Establish a policy that ensures that no discrimination in Is no discrimination made in
wages is made between men and women for the same
work or work of a similar nature strictly on account of the determining the wage of any
gender of an employee. No employees remuneration can type of employee on account of
be reduced in order to comply with this obligation. their gender ?
Establish a policy that ensures that no discrimination is Do policies ensure that no
made against women while recruiting for the same work or
work of a similar nature, or in any conditions of service, discrimination is made against
promotions, training or transfer after recruitment, except women during recruitment and
where the employment of women is prohibited by law. in service conditions for the
same work or work of a similar
nature ?
Maintain a Register with details of people employed as Is a register of employees under
specified in Form D at the place where the workers are
employed. the Equal Remuneration Rules
being maintained ?
Ensure an abstract of the Maternity Act and rules Is an abstract of the Maternity
thereunder in the language/s of the locality is exhibited
conspicuously in every part of the establishment where Benefits Act displayed
women are employed conspicuously in every area
where women are employed ?
Ensure that all registers and records are maintained as Are all registers and records
required in any State Rules under the Maternity Act
applicable for that region maintained as required in any
State Rules under the Maternity
Act applicable for that region ?
If the establishment has not been registered yet, apply for If the Contract Labour Act
registration in Form I in triplicate to the registering officer
either in person or by registered post, accompanied by a applies to the establishment,
treasury receipt showing registration fees and obtain an has the establishment been
acknowledgment of the application and a certificate of registered with the registering
registration from the registering officer
officer and a certificate of
registration obtained ?
Ensure the maximum number of contract labour employed Has the number of contract
in the establishment does not exceed the number specified
in the certificate of registration labour employed always been
below the number permissible in
the certificate of registration ?
To ensure the provision of
canteens, rest rooms,latrines and accordance with the Contract Labour Rules if the number of health facilities been provided to
urinals. washing facilities and
other facilities to contract labour contract labour is required to halt at night in connection with establishment ?
in accordance with the act at the likely to continue for 3 months or more, provide rest rooms
expense of the contractor
To ensure full payment of wages
to all contract employees
employed at the establishment
To maintain a register of
contractors in respect of each
establishment
To maintain all records and
registers as prescribed
To display notices regarding
various details under the
Contract Labour Act
To file an annual return with the
Registering Officer
To ensure that the contractor
issues an identity card to each
contract labourer employed in
this establishment
To ensure that the contractor
maintains the required registers
for this establishment.
To directly provide at the expense of the contractor, or to Have the requisite welfare and
ensure that the contractor provides a) Canteens in
contract workmen ordinarily exceeds 100 (R 40) b) Where all contract labour in the
the work of the establishment, and in which employment is
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
Ensure that the contractor puts up a notice showing the Are all contract employees paid
wage period and place and time of disbursement of wages.
Nominate a representative to be present at the time of their full wages in the presence
disbursement of wages by the contractor who will certify of a representative of the
with his signature at the end of the Register of Wages, the establishment ?
amounts paid as wages to each workman.
Maintain a register of contractors in Form no VIII in respect Is an upto date register of
of each registered establishment.
contractors maintained in the
appropriate format ?
Ensure that all registers and records under the act and Are all registers and records
rules are (a) Maintained legibly in English, in Hindi or in
Marathi (b) kept at an office or the nearest convenient under the Act and Rules
building within the precincts of the work place or at a place maintained in the prescribed
within a radius of three kilometers. (c) preserved for a manner and for te prescribed
period of 3 calendar years from the date of the last entry
made in them period ?
The contractor or the principal employer to display Are notices with requisite details
conspicuously at the work site, in a clean and legible
condition, a notice in English and in Hindi or Marathi, a under the Contract Labour Act
notice showing the rates of wages, hours of work, wage being displayed conspicuously
periods, dates of payment of wages, names and addresses in English and in Hindi or
of inspectors having jurisdiction and date of payment of
unpaid wages. A copy of the notice is to be sent to the Marathi ?
Inspector, and any changes in the notice have to be
communicated to him.
To file an annual return in duplicate in Form XXI with the Has an annual return under the
registering officer not later than 15th February.
Contract Labour Act been filed
so as to reach not later than the
15th of February ?
Ensure that the contractor issues an indentity card in From Does each contract labourer in
No. X to each worker on the first day of the employment of
the worker. Each worker should carry his identity card while the establishment hold an
employed, and the card shall be maintained up-to-date identity card issued by the
contractor ?
If the establishment is covered under the Payment of Does the contractor maintain all
Wages Act or the Minimum Wages Act, the contractor, in
respect of this establishment, shall maintain in the formats the required registers for this
specified under those acts: (a) Muster Roll;(b) Register of establishment ?
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.
To display an abstract of the acts
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
To maintain a maternity benefits
register
To supply forms under the rules
on application from a woman
employee
To submit an Annual Return
under the Maternity Benefits Act
To pay wages without
unauthorised deductions within
the time period specified in the
Payment of Wages Act.
To allow a rest day, ordinarily on
Sunday to all employees in every
scheduled employment .
To ensure workers covered
under the Minimum Wages Act
are paid overtime for working
beyond the prescribed hours
Ensure that the contractor displays at the place of work, an Is a notice displaying an
abstract of the act and rules in English, and in Hindi or
Marathi in a form approved by the Commissioner of Labor. abstract of the act and rules put
up by the contractor at the place
of work ?
Ensure an abstract of the Maternity Act and Rules, in Form Is an abstract of the Maternity
9, is exhibited conspicuously in every part of the
establishment where women are employed, in the Benefits Act displayed
language/s of the locality conspicuously in every area
where women are employed ?
If women are employed in the establishment, Maintain a Is a Maternity Benefits Register
Maternity Benefits Register in Form 10 and keep it
uptodate. All entries in the register are to be made in ink being maintained up to date
and the register should be kept open for inspection during with all entries made in ink ?
working hours. The register should be rpeserved for a
period of three years commencing from the date of the last
entry.
On an application made by a woman employee, supply her Are all the Forms under the
with copies of any forms other than Forms 9, 10 and 11
Maternity Benefit Rules being
supplied to Woman Employees
on request ?
Submit an Annual Return in Form 11 to the appropriate Has an annual return under the
authority by the 15th of January
Maternity Act been submitted in
Form 11 to the appropriate
authority ?
Ensure Wages are paid before the expiry of : a) The 7th Have all wages been paid within
day where < 1000 people are employed b) the 10th day in
other establishments after the last day of the assigned work the stipulated time without
period. c) If employment is terminated by the employer, unauthorised deductions for
before the expiry of the 2nd day after termination. No employees covered under the
deduction can be made from wages except those listed in
Sec 21 (2) of the Rules Payment of Wages Act ?
In cases of scheduled employment, allow a rest day, Is a day of rest allowed to all the
ordinarily on Sunday to all employees unless any other day
has been fixed as the day of rest. The rest day is to be employees who have worked for
allowed provided the employee has worked for a minimum a continuous period of 6 days in
of 6 continuous days (see Rule 23 (1) (a-c). An employee a Scheduled Employment ?
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.
Ensure that employees covered under the Minimum Wages Are workers covered under the
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 Minimum Wages Act being paid
child. The working day for an adult or adolescent cannot be overtime for working beyond the
spread over more than 12 hours, and 5 hours for a child. prescribed hours ?
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.
Maintain a Muster Roll for all Maintain in Form II, a Muster Roll cum Wage Register for all Is a Muster Roll cum Wage
employees working in scheduled employments under the
employees working in scheduled Minimum Wages Act unless Forms 17 & 19 of the Register being maintained for all
employments under the Minimum Maharashtra Factory Rules and Form II of the Payment of employees working in
Wages Act Wages Rules is being maintained. The register must scheduled employments under
contain the following details for each employee: (a) Gross &
Net Wages For Each Wage Period (b) All Deductions From the Minimum Wages Act ?
Wages (c) Minimum Rate Of Wages Payable (d) Hours of
Overtime worked (e) Amount of Leave with Wages

To issue all employees with an
attendance card cum wage slip
Issue all employees with an attendance card cum wage slip Have all employees covered
and ensure that a person authorised by the employer
makes relevant entries daily and every month. The card under the Minimum Wages Act
shall be in the posession of the employee. been issued with an attendance
card cum wage slip ?

To maintain an inspection book
where Inspectors can record
their observations
To preserve Registers and
Records for a period of 1 year.
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.
Maintain a bound inspection book which is available on Is an Inspection Book
demand to an Inspector
maintained for Inspectors to
note their observations ?
Ensure that all Registers and Records required to be Are all registers, records and
maintained under these rules are being preserved for a
period of 3 Years after the date of last entry made in it. All notices under the act being
registers and records maintained under these rules shall be preserved for a period of 12
produced to an Inspector having jurisdiction over the area months after the date of last
on request.
entry ?
Prepare and Submit Form 'A' (Rules) to register the Is the establishment registered
establishment with the controlling authority under the
Gratuity Act within 30 days of opening of the establishment. with the controlling authority
appointed under the Gratuity
Act
Display a notice at or near the main entrance of Is a notice specifying the name
establishment in bold letters, in English and in a language
understood by the majority of the workmen, specifying the of officer authorised to receive
name of officer with designation authorised by the employer notices under the Act or Rules
to receive notices under the Act or Rules. Ensure that a displayed conspicuously near
fresh notice is displayed immediately after the notice
becomes illegible or requires any change. the entrance of the
establishment ?

Ensure employees file valid
nomination forms with the
organisation
On completion of one years service, obtain employee Do valid gratuity nominations
nominations for gratuity in Form F (Rules). Check all details
in the nomination form for validity and return an attested exist for all employees ?
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

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
Not to employ children as
security guards
Prepare a notice containing the abstracts of the Payment of Is a notice of the abstracts of
Gratuity Act and Rules and display this notice In English
and in the language understood by a majority of the the Act in English and in the
persons employed in a conspicuous place at or near the language of the majority of the
main entrance of the establishment employees, displayed in a
conspicuous place ?
No child shall be required or allowed to work as a Security Are no children employed as
Guard. Explanation.- "Child" means a person who has not
completed fourteen years of age. security guards in the
establishment ?
Principal employer to register the
establishment with the board
Not to employ security guards
other than those allotted to them
by the board.
To disburse wages to guards or
to remit the wages to the board
in accordance with the
instructions from the board
To pay levies and other dues to
the board on direction from the
board
To maintain records related to
registered security guards and
the work upon which they have
been employed
To register an agency employing
security guards with the board
To renew the registration and
exemption every three years.
To deploy security guards 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
An employer of any establishment coming into existence Has the establishment and all
after the commencement of the Scheme shall apply for
registration to the board simultaneously on the branches or ancillary
commencement of his business. Explanation.- Registration establishments of the principal
of a principal employer means registration of a specific employer been registered with
establishment of the principal employer with respect to a
specific area, specified in the registration form; and shall the Security Guards Welfare
not include any other branches or ancillary establishments board ?
of the principal employer unless, they are specifically
mentioned by the principal employer at the time of
registration with the Board.
A registered principal employer shall not employ a Security Have no security guards been
Guard other than a Security Guard who has been allotted to
him by the board. or security guards registered with the employed other than those
Board or the security guards of the registered employer allotted by the board or those
agency registered with the Board. belonging to registered
employer agencies?
The wages and other allowances payable to the registered Have all wages of security
security guards of the Board every month shall be remitted
by cheque to Secretary of the Board, within such time after guards been disbursed or
the end of the month, as may be specified by the Board. remitted to the board as
The Board may, if it thinks fit, and subject to such appropriate ?
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:
A registered principal employer shall pay to the Board in Have all levies and wages and
such manner and at such times as the Board may direct,
the levy payable under Clause 37(1) and the gross wages amounts due to security guards
due to Security Guards and any other amount due to been paid to the board as
Security Guards. directed by them ?
A registered principal employer shall keep such records as Are all records and documents
the Board may require, and shall produce before the Board
upon reasonable notice all such records and any other relating to security guards as
documents of any kind relating to registered Security required by the board, being
Guards and to the work upon which they have been maintained ?
employed and furnish such information as may be ordered
by the Board.
Every employer agency which has directly employed Is the agency registered with
private security guards shall get itself registered with the
Board by applying in the form prescribed by the Board 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.
An employer agency shall apply for renewal of registration Does the agency hold a valid
and exemption after every three years in the like manner
and on payment of like registration fees and process fees at unexpired registration ?
the rate of Rs.100 per security guard for renewal of
registration and exemption granted.
The registered employer agency shall deploy the security Have all security guards been
guards employed by it only in the establishment and
factories of registered principal employers of the Board, and deployed only with registered
as per the list of the registered principal employer submitted principal employers as per the
to the Board. Security guards will be deployed to no other list of principal employers
principal employers.
submitted to the board ?
Registered employer agency shall maintain registers and Are all registers and records
records of security guards in their employment, relating to
payment of wages and leave and other facilities provided to relating to payment of wages
them under the relevant Acts and the same shall be and leave as prescribed under
produced before the competent authorities of the Board, relevant acts being
when directed by the Board.
maintained ?
To conduct a police verification Every registered employer agency shall get done the police Have all security guards been
verification of every security guard on its pay-roll, within a
of each security guard within two period not later than two months, from the date of police verified within two months
months of employment employing the Guard. of employment ?
Not to prescribe uniforms that No registered employer agency shall, at any time, prescribe Do uniforms provided to security
or supply to its security guards, uniform which in any way
resemble army or police uniforms resembles to that of the Indian Army or Police-force. guards not resemble army or
police uniforms ?
To comply with all other labour Every registered employer agency shall comply with the Are all labour legislation
provisions of the Minimum Wages Act, 1948 , the Payment
legislation applicable to the of Wages Act, 1936 , the Payment of Gratuity Act, 1972 , applicable to the agency being
agency the Employees' Provident Funds, and Miscellaneous complied with ?
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.
To submit all information The principal employer of any registered employer agency Is all required information
shall submit all information regarding employment of
regarding employment of security security guards through employer agency, to the Board. In regarding employment of
guards through agencies to the case the registered exempted employer agency fails to security guards to agencies
board and to ensure compliance comply with any of the directions of the board, then the being submitted to the board ?
ultimate liability to comply with such directions shall lie on
of all directions of the board by the registered principal employer in whose establishment or
the agency. factory such security guards supplied by the such
defaulting registered employer agency are deployed.

To display a notice specifying the
date of Payment of Wages
To send an application to Chief
Inspector if the paymaster
wishes to impose fines
Every Paymaster should ensure that a notice specifying the Is the notice giving the date of
days on which wages will be paid is displayed at or near the
main gate of the establishment .The notice should be in Payment of Wages displayed at
English and in the language understood by a majority of the or near the main entrance of the
Workmen, Factory ?
Every paymaster requiring the power to impose fines in Has an application been sent to
respect of any acts and omissions on part of employed
persons should send to the Chief inspector a list in English, the Chief Inspector requesting
in duplicate defining such acts and omissions and in cases the right to impose fines
where the paymaster himself does not intend to be sole alongwith a list of people
person empowered to impose fines, a list in duplicate,
showing those appointments in the Factory the incumbents empowered to impose fines ?
of which may pass orders imposing fines and class of
establishments on which the incumbent of each such
appointment may impose fines.

To post an approved list of acts
and omissions that could lead to
a fine
All advances and repayment
should be according to the
prescribed Rules.
Ensure that a list of acts and omissions that could lead to a Is a list of acts and omissions
fine, approved under Rule 11 and 12, is displayed at or
near the main entrance of the establishment. Further that could lead to a fine
ensure that list is in English together with a literal displayed at or near the main
translation in a language understood by the majority of the entrance of Factory ?
workmen
Ensure that advance of wages not already earned does not Are payment of all advances
exceed an amount equivalent to the wages earned by the
employed person during the preceding 4 calendar months, and repayments of such
or if he has not been employed for that period, the wages advances made in accordance
he is likely to earn during the subsequent 4 calendar with Rule 18 ?
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.

To maintain a register of all
advances sanctioned and
payments made
To display rates of wages
payable to employees
Maintain a register in Form IV which contains details of all Is a register of advances being
advances sanctioned and payments made thereof.
Provided that if the employer is maintaining muster roll cum maintained in Form IV ? Are the
wage register in Form II prescribed by the Maharashtra registers being maintained as
Minimum Wages Rules, he need not maintain the register prescribed ?
under this sub-rule. Preserve these registers for a period of
3 Years from the date of the last entry.
Ensure that the paymaster displays a notice specifying the Is a notice displayed regarding
rates of wages payable to all persons employed other than
those employed in a position of supervision and the rates of wages payable to
management 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
To renew the certificate of
registration before it expires
To display the registration
certificate 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 no employee is
allowed to work beyond the
prescribed daily and weekly
hours, and that overtime at
double wages does not exceed
limits
Ensure that no employee is
required to work more than 5
continuous hours without an
interval for rest
Ensure that the total daily period
of work for all employees
inclusive of interval does not
exceed 12 hours
To keep every shop and
commercial establishment closed
once a week
If the establishment has not been registered with the Chief Has the establishment been
Inspector, submit Form A with the prescribed fees
(Schedule I) to the Inspector and obtain a registration registered with and the
certificate in Form D for the establishment. If a registration prescribed fees paid to the
certificate is lost, destroyed or defaced, obtain a duplicate Chief Inspector within 90 days
certificate from the inspector. Also submit a list of weekly
closed days for the balance part of the calendar year. of the date on which the
establishment commences work
?
On expiry of the registration certificate (1-3 Years after the Does the establishment have a
date of issue), make an application in Form B accompanied
by the Registration Fees (Schedule I) for the period of valid registration certificate ?
registration and obtain a registration certificate in Form D. Was the application for renewal
Ensure that application for renewal is made at least 15 days made at least 15 days before
before expiry. Late registration upto 30 days after expiry will
attract a penalty of 50% of the fee. expiry ?
On obtaining a valid registration certificate, arrange for it to Is the registration certificate
be displayed prominently in the establishment
displayed prominently in the
establishment ?
Ensure that the Shops or establishment is not opened Has the establishments opening
/closed before/after the timings as fixed by the government
as follows: (a) Commercial Establishments cannot remain and closing hours been in
open before 8:30 a.m .and after 8:30 p.m. (b) Shops cannot compliance with the timings
remain open before 7 a.m. and after 8:30 p.m. except for specified by the Government ?
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.
To monitor the number of hours worked by all employees Have employees been paid
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 overtime wages for work
week on payment of overtime wages at twice the normal performed beyond normal
rate. An employer may, on not more than 6 days a year on working hours ? Have no
days prescribed by the State Government (Rule 9), require
an employee to work overtime upto a maximum of 24 hours employees worked more
in one year for the purposes of stocktaking, accounts, overtime than the maximum
settlements or other prescribed occasions after submitting a prescribed ?
notice of intention to the Inspector in English, Marathi,
Gujarati and Hindi at least 24 hours before such a day.
Fix a time for an interval of at least one hour (half an hour if Has a time period been
engaged in a manufacturing process) for rest for all
employees such that no employee is required to work more prescribed as an interval for all
than 5 hours at a stretch. In establishments other than a employees such that no
shop the inspector may reduce the intervals for rest to half- employee works more than 5
an-hour on application made with the consent of
employees. hours at a stretch ?
Monitor employee work periods to ensure that the total daily Is the work period inclusive of
period of work for all employees inclusive of interval does
not exceed 11 hours in any establishment or shop. interval not more than the
Provisions For A Shop: If a shop is entirely closed for at prescribed spreadover for all
least 3 hours continuously, the spreadover cannot exceed employees ?
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)
Every Shop and Establishment is to remain closed on one Has the establishment been
day of the week. Where this day of the week is not fixed by
the State Government for this location or class of kept closed on every weekly
establishment, prepare a calendar list of closed days at the close day ?
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
Not to allow any child to work in
any establishment
To ensure young persons are not Do not allow any person between 14 and 17 years of age to Are no young people working
allowed to work beyond
stipulated hours
Not to require women employees
to work beyond the prescribed
times or in dangerous work
To allow all employees their full
earned leave entitlements under
the act
To allow employees to
accumulate their earned leave
To provide additional holidays
with wages on specified days
To apply the provisions of other
employment legislations as
specified in the act
To keep the premises clean and
free from effluvia
Ensure that no person less than 14 years old is employed Are all employees working in
in the establishment even is the child is a member of the
family of the employer the establishment above the
age of 14 ?
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. more than the stipulated hours
No young person can work for more than 3 hours a day of work? Are no young people
without a rest interval of at least half an hour. No young employed in dangerous work ?
person is permitted to be employed in dangerous work. as
defined by the Government in the Official Gazette
Do not allow any woman employee to work before 6 a.m Are no woman employees
and after 8:30 p.m. No woman is permitted to be employed
in dangerous work as defined by the Government in the required to work beyond the
Official Gazette prescribed timings and in
dangerous work ?
Ensure that all employees are allowed to avail leave with Have all employees been
full pay at their request subject to the following: a) Minimum
earned leave of 21 days for an employee who has worked permitted their full entitlement of
at least 240 days in a continuous period of 12 months (b) a) earned leave and paid in
Minimum earned leave of 5 days for every 60 days worked, advance for the period of leave
for an employee who has been employed for not less than
3 months. An employee who has been allowed leave has to if they desired it ?
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
Allow employees to accumulate up to a maximum of 42 Are all employees permitted to
days of earned leave. If an employee is refused leave he is
entitled to, the employee may intimate the Inspector with a accumulate unavailed earned
copy to the employer, and the employee has to be leave upto 42 days ? If
permitted to carry forward the unavailed leave without limit employees are refused leave,
are they permitted to carry it
forward without limit ?
Every employee irrespective of period of employment is Are all employees who are
entitled to additional holidays with full wages on the 26th of
January, 1st May, 15th August and 2nd October every year. required to work on the
Any employees who are required to work on these days specified additional holidays
shall receive double wages as overtime in addition to a provided double the normal
compensatory holiday
wages in addition to a
compensatory holiday ?
(a) The Workmens Compensation Act shall apply to all Are the provisions of all other
employees covered by this act as if they were workmen
under the Workmens Compensation Act (b) The Industrial employment legislations
Standing Orders Act and Bombay Rules, including model prescribed being applied where
standing orders, shall apply to workmen as defined in that relevant to employees in this
act to all establishments where 50 or more employees are
employed (c) The State Government may by order apply establishment ?
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
The premises of every establishment is to be kept clean Have effective measures been
and free from effluvia arising from any drain or privy or
other nuisance. No rubbish, filth or debris should be taken to keep the establishment
allowed to accumulate or remain on the premises such that clean and free from effluvia ?
effluvia can arise from them within the establishment
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
To keep the premises sufficiently
ventilated and well lit during
working hours
To adopt all safety precautions
against fire as prescribed.
To maintain a first aid box with
the prescribed equipment in all
establishments where a
manufacturing process is carried
out
Not to permit double employment
of any employees on leave or
holiday
To display a name board for an
establishment in Marathi
To maintain registers and
records as required under the
Act
To provide every employee with
a Leave Book to maintain the
employees leave details
Maintain a Register in Form F showing dates in which lime Have all parts of the
washing, colour washing, painting or varnishing is carried
out. All the inside walls of the rooms and all the ceilings and establishment been lime
tops of such rooms, whether they are plastered or not, shall washed, colour washed, painted
be lime washed or colour washed at least once every two or varnished at the required
years, and if they are rendered unclean, even earlier if
directed to do so by the local authority. All the beams, frequency, and have the dates
rafter, doors, window frames and other woodwork with the of these processes been
exception of floors, shall be either painted or varnished maintained in the register ?
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
To ensure that all areas of the establishment have sufficient Are the premises sufficiently
provision for ventilation by such methods as may be
prescribed. The premises of every establishment shall be lighted and ventilated during all
sufficiently lighted during all working hours. working hours ?
Adopt all safety precautions against fire as prescribed for Are all safety precautions with
the establishment. Ensure that people are not allowed to
smoke or use a naked light or cause a naked light to be regard to fire being carried out
used in the immediate vicinity of an inflammable material as prescribed ?
If a manufacturing process (as defined in Sec 2(k) of the Is a first aid box with the
Factories Act) is carried on, provide a first aid box with a
book on instructions on first aid and the items of medical specified equipment being
equipment mentioned in Rule 15. maintained in the establishment
if a manufacturing process is
carried out ?
To restrict any employee from working in any other Are no employees who are
establishment on a day or part of a day on which he is
given a holiday or is on leave. leave or holiday from any
establishment under the act
permitted to work in this
establishment on such leave or
holidays ?
Ensure that the name board of the establishment is Is a name board for the
displayed in Marathi in Devanagiri Script. The name board
can be displayed in other languages alongside the Marathi establishment displayed in
version Marathi ?
To maintain a register of employment in Form H or J of the Are a register of
Rules, and a register of leave in Form M of the Rules with
respect to all employees covered under the act. All entries employment,and a register of
are to be made in these registers on the same day and leave being maintained, and
have to be authenticated by the employer or the manager. entries made in them on a daily
Registers have to be maintained in Marathi, Devanagiri
Script or English. All registers and records are to be basis ? Are all registers and
maintained for a period of two years after the last entry. If a records maintained for two
muster roll or wage register is maintained under the years ?
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
Provide every employee with a leave book in Form N. The Has every employee been
book shall always be the property of the employee and it
may not be demanded except to make entries in it, and will provided with a Leave Book ?
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.
To maintain all notices under
these rules in the specified
manner
To maintain an Visit Book for
Inspectors To Record Their
Observations
To check whether any workmen
are covered under the Minimum
Wages Act.
To pay the minimum wage
specified by the Government to
all workers employed in
Scheduled employments
To ensure workers covered
under the Minimum Wages Act
are paid overtime for working
beyond the prescribed hours
To ensure compliance with
Sections 15,16 & 17 of the
Minimum Wages Act with respect classes of work should be paid the minimum rate for each
to Employees covered by the Act of those tasks pro-rated for the time spent on each. c) An
To maintain the prescribed
registers and records
To maintain an Allocable Surplus
Register in the format specified
under the Bonus Act
To maintain a Set-On/Set-Off
Register in the format specified
under the Bonus Act
In a residential hotel, restaurant, eating house, theatre or Is a notice in Form L regarding
other place of public amusement or entertainment, Exhibit a
notice in Form L, specifying the day or days of the week on holidays, displayed in the
which his employees shall be given a holiday (such notice establishment if required ? Are
being exhibited before the employees to whom it relates all notices under these rules
cease work on the Saturday immediately preceding the first
week during which it is to have effect). This notice should maintained in the specified
also be displayed in a shop or commercial establishment manner ?
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
Maintain a Visit Book in which an Inspector visiting the Is a bound visit Book being
establishment may record his remarks regarding
compliance with the Act. The book shall be produced maintained as prescribed ?
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.
Examine the Schedule under Section 2(g) of the act to see Are any employees covered
if any workmen employed fall within the definition listed in
the schedule and obtain a legal opinion on coverage for under the Minimum Wages
each job. Act ?
Examine notifications of scheduled jobs and ensure all Are all workers in scheduled
workers in those employments are paid the minimum wage
as specified in notifications from the Government. Minimum employments being paid at least
Wages are payable in Cash. No unauthorised deductions the minimum wage in cash,
are to be made from the wages. without unauthorised
deductions ?
Ensure that employees covered under the Minimum Wages Are workers covered under the
Act have a normal working day of not more than the
prescribed hours and with the prescribed intervals. Ensure Minimum Wages Act paid
that employees are paid overtime at the prescribed rate for overtime for working beyond the
hours worked beyond the number prescribed. Every worker prescribed hours ?
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.
a) Ensure workers are paid a full days wages if they work Have Sections 15,16 & 17 of
for less than the full day except on account of their
unwillingness to work b) An employee who does 2 or more the Minimum Wages Act been
complied with in respect to
Employees covered by the Act ?
employee who is employed on piece work shall be paid
time rate wages if no piece rate wages are specified in the
act.
Maintain all prescribed registers and records giving such Are All Prescribed Registers,
particulars of employees employed by him, the work
performed by them, the wages paid to them, the receipts Records and Notices being
given by them and any other prescribed particulars. Display maintained ?
all prescribed notices in the manner prescribed. Maintain
wagebooks and issue wage slips as per the guidelines
Maintain a Register showing the computation of the Is an Allocable Surplus Register
allocable surplus for each annum in Form A, Bonus Rules
being maintained in the format
specified under the Bonus Act ?
Maintain a Register showing the set-on and set-off of the Is a Set-On/Set-Off Register
allocable surplus for each annum in Form B, Bonus Rules
being maintained in the format
specified under the Bonus Act ?
To maintain a Bonus Due
Register in the format specified
under the Bonus Act
To obtain insurance in the
prescribed manner for the
financial liability for payment
towards Gratuity
To register the organisation with
the controlling authority
appointed under the Gratuity Act
Ensure employees file valid
nomination forms with the
organisation
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
To pay wages within the time
period specified in the Payment
of Wages Act
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
22550
Maintain a Register showing the details of the amount of Is a Bonus Due Register being
bonus due to each employee in Form C, Bonus Rules
maintained in the format
specified under the Bonus Act ?
Evaluate the organisations liability for payment towards Is there adequate Insurance
gratuity and obtain insurance from the LIC or a prescribed
insurer for this amount or if the organisation already has an Cover/ is the gratuity fund
approved gratuity fund, finance the fund to the extent of the adequately funded for the
liability organisations liability towards
payment of gratuity ?
Register the establishment with the controlling authority Is the establishment registered
under the Gratuity Act in the prescribed manner
with the controlling authority
appointed under the Gratuity
Act
On completion of one years service, obtain employee Do valid gratuity nominations
nominations for gratuity in the prescribed forms. Ensure
that only family members are nominated if employee has a exist in safe custody for all
family. If an employee subsequently acquires a family, a employees ?
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
Check if any employees wages (all remuneration whether Are any employees covered
by way of salary allowances or otherwise) is below Rs 1600
per month under the Payment of Wages
Act ?
Fix wage periods less than one month for all employees Are wage periods of not more
eligible under the Payment of Wages Act
than one month fixed for all
employees eligible under the
Payment of Wages Act ?
Ensure Wages are paid before the expiry of a) The 7th day Have all wages been paid within
where < 1000 people are employed b) the 10th day in other
establishments after the last day of the work period for the stipulated time for
which the wages are payable. On termination of an employees covered under the
employees services, wages are payable within 2 days of Payment of Wages Act ?
the date of termination
Ensure that any deduction or fine made from wages for Are all deductions made from
employees covered under the Payment of Wages Act are
only as specified under Sections 7-13 of the Act. employee wages only as
Deductions should not exceed 75% of the wages prescribed under the Payment
of Wages Act as per Sections 7-
13 of the Act ?
Prepare and display a notice containing the abstracts of the Is a notice of the abstracts of
Payment of Wages Act and the rules made thereunder in
English and in the language of the majority of the persons the Act in English and in the
employed language of the majority of the
employees displayed in the
establishment ?
 9200
31750

2050 6500
22550 9500
22350 31850

save 4000
lic 4000
elelctricity 1500
food 6500
etc home 1000
loan 11000
conve 1000
conv 1500

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

Written Confirmation of
Compliance

Written Confirmation of
Compliance.

Written Confirmation of
Compliance.

Copy of Register.

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
Written Confirmation of
Compliance

Representatives
certification of payments

Copy of register

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

Copies of registers
Written Confirmation of
Compliance

Written Confirmation of
Compliance

Maternity Benefits
Register

Written Confirmation Of
Compliance

Copy of Return

Written Confirmation of
Compliance.

Written Confirmation of
Compliance

Details of prescribed
working hours and
details of overtime paid
Muster Roll cum Wage
Register

Written Confirmation of
Compliance

Inspection Book

Written Confirmation of
Compliance

Copy of Form
acknowledged by the
appropriate authority

Copy of Notice

Gratuity Nomination
forms for all employees

Written Confirmation of
Compliance

Written Confirmation of
Compliance
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

Copies of registers
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

Written Confirmation of
Compliance

Register of Advances

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
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
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
Written Confirmation of
Compliance

Visit Book

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

Set-On/Set-Off 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 Limited
Entity Audit Report All Locations
No. ACT
1 Bombay Labour Welfare Fund
Act
2 Contract Labour Act
3 Contract Labour Act
4 Contract Labour Act
5 Contract Labour Act
6 Contract Labour Act
SECTIO TITLE OBLIGATION
N
Rule 6- Contributions To The To pay contributions to the
BB Labour Welfare Fund Labour Welfare Fund as
precribed
7 Registration Of To register an establishment to
Establishment Under which this Act applies with the
Contract Labour Act registering officer
7,8,9 Effect Of Non- To employ no contract labour in
Registration Under the establishment if it has not
Contract Labour Act been registered or the
registration has been revoked
10 Prohibition Of To ensure that no contract labour
Employment Of is used for any process,
Contract Labour operation or other work which is
prohibited by the Government
16-20 Welfare And Health To ensure the provision of
Of Contract Labour canteens, rest rooms, first aid
and other facilities to contract
labour in accordance with the act
at the expense of the contractor
21 Responsibility For To ensure full payment of wages
Payment Of Wages to all contract employees
To Contract Labour employed at the establishment
7 Contract Labour Act
8 Contract Labour Act
9 Equal Remuneration Act
10 Equal Remuneration Act
11 Equal Remuneration Act
12 Maternity Benefit Act
13 Maternity Benefit Act
14 Maharashtra Contract Labour
Rules
15 Maharashtra Contract Labour
Rules
29(1) Registers To maintain the prescribed set of
registers under the Contract
Labour Act
29(2) Display Of Notices To display notices regarding
Under The Contract various details under the
Labour Act Contract Labour Act and state
rules
4 Equal Remuneration To ensure equal remuneration to
for similar work men and women for work of the
same or a similar nature
5 Gender Discrimination To ensure no discrimination is
in recruitment made while recruiting men and
women workers.
8, Rule 6 Registers under Equal To maintain a register in the
Remuneration Act prescribed format regarding
workers employed in the
establishment.
19 Display Abstract Of To exhibit conspicuously, in
Act And Rules 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
20 Maintenance Of To maintain such registers and
Registers And records as may be prescribed in
Records the State Rules for the
establishment
17,18 Registration Of To register an establishment to
Establishment Under which this Act applies with the
Contract Labour Act registering officer
18 Maximum Number Of Not to exceed the maximum
Contract Workmen number of contract labour as
specified in the certificate of
registration
16 Maharashtra Contract Labour 39-44 Welfare And Health To ensure the provision of
Rules Of Contract Labour 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

17 Maharashtra Contract Labour 53, 54 Responsibility For To ensure full payment of wages
Rules Payment Of Wages to all contract employees
To Contract Labour employed at the establishment

18 Maharashtra Contract Labour 55 Register of To maintain a register of

Rules Contractors contractors in respect of each
establishment
19 Maharashtra Contract Labour 61 Maintenance Of To maintain all records and
Rules Records and registers as prescribed
Registers

20 Maharashtra Contract Labour 62 Display Of Notices To display notices regarding

Rules Under The Contract various details under the
Labour Act Contract Labour Act

21 Maharashtra Contract Labour 63 Annual Return Under To file an annual return with the
Rules The Contract Labour Registering Officer
Act

22 Maharashtra Contract Labour 57 Contractor - Identity To ensure that the contractor

Rules Card issues an identity card to each
contract labourer employed in
this establishment
23 Maharashtra Contract Labour 59 Contractor - Muster To ensure that the contractor
Rules Roll and Registers maintains the required registers
for this establishment.
24 Maharashtra Contract Labour 60 Contractor - Display of To display an abstract of the acts
Rules act and rules and rules

25 Maharashtra Maternity Benefit 11 Display Abstract Of To exhibit conspicuously, in

Rules Act And Rules 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

26 Maharashtra Maternity Benefit 12 Maternity Benefit To maintain a maternity benefits

Rules Register register

27 Maharashtra Maternity Benefit 13 Supply Of Forms To supply forms under the rules
Rules on application from a woman
employee

28 Maharashtra Maternity Benefit 15 Annual Return To submit an Annual Return

Rules under the Maternity Benefits Act

29 Maharashtra Minimum Wages 21 Time and Condition of To pay wages without

Rules Payment of Wages unauthorised deductions within
the time period specified in the
Payment of Wages Act.

30 Maharashtra Minimum Wages 23, 25 Weekly Day Of Rest To allow a rest day, ordinarily on
Rules Sunday to all employees in every
scheduled employment .

31 Maharashtra Minimum Wages 24, 26 Hours Of Work and To ensure workers covered
Rules Overtime under the Minimum Wages Act
are paid overtime for working
beyond the prescribed hours
32 Maharashtra Minimum Wages 27(1) Muster Roll Maintain a Muster Roll for all
Rules employees working in scheduled
employments under the Minimum
Wages Act

33 Maharashtra Minimum Wages 27 (2) Attendance Card cum To issue all employees with an
Rules Wage Slip attendance card cum wage slip

34 Maharashtra Minimum Wages 28 Inspection Book To maintain an inspection book

Rules where Inspectors can record
their observations
35 Maharashtra Minimum Wages 30 Maintenance of To preserve Registers and
Rules Registers and Records for a period of 1 year.
Records

36 Maharashtra Gratuity Rules 3 (1) Registration Of To register the organisation with

Establishment the controlling authority
appointed under the Gratuity Act

37 Maharashtra Gratuity Rules 4 Display Of Notice To display a notice specifying the

name of officer authorised to
receive notices under the Act or
Rules.

38 Maharashtra Gratuity Rules 6 Employee Ensure employees file valid

Nominations nomination forms with the
organisation

39 Maharashtra Gratuity Rules 20 Display Of Abstract Of To display a notice of the

40 Maharashtra Private Security
Guards Welfare Act
Act And Rules abstracts of the Act in English
and the language of the majority
of the employees at a
conspicuous place
18 Not to employ children Not to employ children as
as security guards security guards
41 Maharashtra Private Security
Guards Welfare Act
42 Maharashtra Private Security
Guards Welfare Act
43 Maharashtra Private Security
Guards Welfare Act
44 Maharashtra Private Security
Guards Welfare Act
45 Maharashtra Private Security
Guards Welfare Act
46 Maharashtra Private Security
Guards Welfare Act
47 Maharashtra Private Security
Guards Welfare Act
48 Maharashtra Private Security
Guards Welfare Act
49 Maharashtra Private Security
Guards Welfare Act
Sc. 14 Principal Employer: Principal employer to register the
Registration of establishment with the board
establishment
Sc. Principal Employer: Not to employ security guards
26(1), 27 Hire security guards other than those allotted to them
only from the board by the board.
Sc. Principal Employer: To disburse wages to guards or
26(4), Disburse or remit to remit the wages to the board
29, 30 wages on time in accordance with the
instructions from the board
Sc. Principal Employer: To pay levies and other dues to
26(5), 37 To pay levies and the board on direction from the
other dues board
Sc. 26(9) Principal Employer: To maintain records related to
Records registered security guards and
the work upon which they have
been employed
14, 26- Employer Agencies: To register an agency employing
A(1) Registration security guards with the board
26-A(5) Employer Agencies: To renew the registration and
Renewal of exemption every three years.
Registration
Sc. 26- Employer Agencies: To deploy security guards only
A(4) Deploy only with with registered principal
registered employers employers as per the list of
principal employers submitted to
the board
26-A(6) Employer Agencies - To maintain and produce
Registers and registers and records relating to
Records payment of wages and leave as
prescribed under relevant acts
50 Maharashtra Private Security
Guards Welfare Act
51 Maharashtra Private Security
Guards Welfare Act
26-A(7) Employer Agencies: To conduct a police verification
Police Verification of each security guard within two
months of employment
26-A(8) Employer Agency: Not to prescribe uniforms that
Uniforms resemble army or police uniforms

52 Maharashtra Private Security 26-A(9) Compliance with other To comply with all other labour
Guards Welfare Act acts legislation applicable to the
agency

53 Maharashtra Private Security 26-B Principal Employers of To submit all information

Guards Welfare Act Agencies: Obligations regarding employment of security
guards through agencies to the
board and to ensure compliance
of all directions of the board by
the agency.

54 Maharashtra Payment of Wages 8 Notice Of Date Of To display a notice specifying the

Rules Payment date of Payment of Wages

55 Maharashtra Payment of Wages 12-Nov Application In To send an application to Chief

Rules Respect Of Fines Inspector if the paymaster
wishes to impose fines

56 Maharashtra Payment of Wages 13 Posting Of List Of To post an approved list of acts

Rules Acts And Omissions and omissions that could lead to
a fine

57 Maharashtra Payment of Wages 18 Advances All advances and repayment

Rules should be according to the
prescribed Rules.

58 Maharashtra Payment of Wages 18 (3) Register Of Advances To maintain a register of all

Rules advances sanctioned and
payments made

59 Maharashtra Payment of Wages 20 Display Of Rate Of To display rates of wages

Rules Wages payable to employees
60 Bombay Shops and 7, Rules Registration of an To register the establishment in
Establishments Act 5,6,7 Establishment the prescribed form with the
Chief Inspector and pay the
prescribed fees within 90 days of
the date on which the
establishment commences work

61 Bombay Shops and 7, Rules Renewal Of To renew the certificate of

Establishments Act 5,6 Registration registration before it expires

62 Bombay Shops and 7(2) Display of To display the registration

Establishments Act Registration
Certificate
63 Bombay Shops and 10,11,13 Opening & Closing
Establishments Act Hours Of Shops &
Establishment
certificate 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

64 Bombay Shops and 14,63, R. Hours Of Work Ensure that no employee is

Establishments Act 9,10 allowed to work beyond the
prescribed daily and weekly
hours, and that overtime at
double wages does not exceed
limits

65 Bombay Shops and 15 Interval For Rest Ensure that no employee is

Establishments Act required to work more than 5
continuous hours without an
interval for rest

66 Bombay Shops and 16,17 Spread Over Ensure that the total daily period
Establishments Act of work for all employees
inclusive of interval does not
exceed 12 hours

67 Bombay Shops and 18 Weekly Holidays To keep every shop and

Establishments Act commercial establishment closed
once a week
68 Bombay Shops and 32 Employment Of Not to allow any child to work in
Establishments Act Children any establishment

69 Bombay Shops and 33,34 Employment Of To ensure young persons are not
Establishments Act Young Persons allowed to work beyond
stipulated hours

70 Bombay Shops and 33,34-A Employment of Not to require women employees

Establishments Act Women to work beyond the prescribed
times or in dangerous work

71 Bombay Shops and 35,36,37 Earned Leave To allow all employees their full
Establishments Act earned leave entitlements under
the act

72 Bombay Shops and 35 (1) Leave Accumulation To allow employees to

Establishments Act (b), (3) accumulate their earned leave

73 Bombay Shops and 35 (4) Additional Holidays To provide additional holidays

Establishments Act with wages on specified days

74 Bombay Shops and 38,38 (A- Applicability Of Other To apply the provisions of other
Establishments Act C) Legislations employment legislations as
specified in the act

75 Bombay Shops and 39, Rule Cleanliness To keep the premises clean and
Establishments Act 13 free from effluvia
76 Bombay Shops and Rule 12 Time And Methods To carry out lime washing, colour
Establishments Act For Cleaning washing, painting or varnishing
Establishments at the prescribed frequency and
maintain a register showing days
when these processes are
carried out

77 Bombay Shops and 40,41 Ventilation and To keep the premises sufficiently
Establishments Act Lighting ventilated and well lit during
working hours
78 Bombay Shops and 42, Rule Precautions Against To adopt all safety precautions
Establishments Act 14 Fire against fire as prescribed.

79 Bombay Shops and 42-A, First Aid Box To maintain a first aid box with
Establishments Act Rule 15 the prescribed equipment in all
establishments where a
manufacturing process is carried
out

80 Bombay Shops and 65 Restriction On Double Not to permit double employment

Establishments Act Employment of any employees on leave or
holiday

81 Bombay Shops and Rule 20- Name Board To Be In To display a name board for an
Establishments Act A Marathi establishment in Marathi

82 Bombay Shops and Rule 20 Registers And To maintain registers and

Establishments Act Records records as required under the
Act

83 Bombay Shops and Rule Leave Book To provide every employee with
Establishments Act 20(5,6) a Leave Book to maintain the
employees leave details
84 Bombay Shops and Rule 20 Notices To maintain all notices under
Establishments Act (7,8) these rules in the specified
manner

85 Bombay Shops and Rule 20 Visit Book To maintain an Visit Book for
Establishments Act (13) Inspectors To Record Their
Observations

86 Minimum Wages Act 2(g),27 Eligibility under the To check whether any workmen
Minimum Wages Act are covered under the Minimum
Wages Act.
87 Minimum Wages Act 11,12 Payment of Minimum To pay the minimum wage
Wages specified by the Government to
all workers employed in
Scheduled employments

88 Minimum Wages Act 13,14 Hours of Work and To ensure workers covered
Overtime under the Minimum Wages Act
are paid overtime for working
beyond the prescribed hours

89 Minimum Wages Act 15,16,17 Other Obligations for To ensure compliance with
Minimum Wage Sections 15,16 & 17 of the
Workers Minimum Wages Act with respect
to Employees covered by the Act

90 Minimum Wages Act 18 Registers, Records To maintain the prescribed

And Notices registers and records

91 Payment of Bonus Act Rule 4 Allocable Surplus To maintain an Allocable Surplus

(a) Computation Register Register in the format specified
under the Bonus Act

92 Payment of Bonus Act Rule 4 Set-On/Set Off To maintain a Set-On/Set-Off

(b) Register Register in the format specified
under the Bonus Act
93 Payment of Bonus Act Rule 4 Register Showing To maintain a Bonus Due
(c) Bonus Due To Register in the format specified
Employees under the Bonus Act

94 Gratuity Act 4-A Compulsory To obtain insurance in the

Insurance prescribed manner for the
financial liability for payment
towards Gratuity

95 Gratuity Act 4-A(3) Registration Of To register the organisation with

Establishment the controlling authority
appointed under the Gratuity Act

96 Gratuity Act 6 Employee Ensure employees file valid

Nominations nomination forms with the
organisation

97 Payment of Wages Act 1(6), 2(vi) Eligibility Under Determine whether any
Payment Of Wages employees are eligible under the
Act Payment of Wages Act
98 Payment of Wages Act 4 Wage Periods Ensure that wage periods are
fixed and do not exceed 1 month
for employees covered under the
Payment of Wages Act

99 Payment of Wages Act 5 Time Of Payment Of To pay wages within the time
Wages period specified in the Payment
of Wages Act

100 Payment of Wages Act 7 to 13 Deductions From Not to make any deductions from
Wages wages except those permitted
under the Payment of Wages Act

101 Payment of Wages Act 25 Display Of Notice 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 Have all contributions been paid Written Confirmation of
Welfare Fund every six months before the 15th of July and
15th of January as per the following norms: (i) Employees to the Labour Welfare Fund as Compliance
Contribution at the rate of Rs 6 per employee drawing prescribed ?
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

If the establishment has not been registered yet, apply for If the Contract Labour Act Copy of Registration
registration in the prescribed form and manner to the
registering officer and obtain a certificate of registration applies to the establishment, Certificate
from the registering officer has the establishment been
registered with the registering
officer ? Has a certificate of
registration been obtained ?
Ensure that contract labour are not employed in the If the establishment has not Written Confirmation of
establishment if it has not been registered in accordance
with the act or if the registration certificate is invalid or has been registered under the Compliance
been revoked Contract Labour Act. have no
contract labour been
employed ?
Ensure that no contract labour is used in any process, Has contract labour been used Written Confirmation of
operation or other work which has been prohibited by the
Government by notificaion in the Official Gazette for any process, operation or Compliance, Copies of
other work which is prohibited Notifications
by the Government ?

To directly provide at the expense of the contractor, or to Have the requisite welfare and Written Confirmation of
ensure that the contractor provides a) Canteens in
accordance with the Contract Labour Rules if the number of health facilities been provided to Compliance
contract workmen ordinarily exceeds 100 b) Where contract all contract labour in the
labour is required to halt at night, sufficiently lighted and establishment ?
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

Ensure that the contractor puts up a notice showing the Are all contract employees paid Representatives
wage period and place and time of disbursement of
wages.Nominate a representative to be present at the time their full wages in the presence certification of payments
of disbursement of wages by the contractor who will certify of a representative of the to each contract
the amounts paid as wages to each workman. In case establishment ? labourer
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
Maintain all registers and records prescribed under the Are all prescribed registers and Copies Of Registers
relevant state rules, giving the particulars of contract labour
employed, the nature of work performed by the contract records under the Contract
labour, rates of wages paid and other such particulars as Labour Act being maintained ?
may be prescribed

To display all prescribed notices in the appropriate forms in Are notices with requisite details Written Confirmation of
the manner prescribed in the state rules
under the Contract Labour Act Compliance
being displayed in the
prescribed manner ?
Establish a policy that ensures that no discrimination in Is no discrimination made in Written Confirmation of
wages is made between men and women for the same
work or work of a similar nature strictly on account of the determining the wage of any Compliance.
gender of an employee. No employees remuneration can type of employee on account of
be reduced in order to comply with this obligation. their gender ?
Establish a policy that ensures that no discrimination is Do policies ensure that no Written Confirmation of
made against women while recruiting for the same work or
work of a similar nature, or in any conditions of service, discrimination is made against Compliance.
promotions, training or transfer after recruitment, except women during recruitment and
where the employment of women is prohibited by law. in service conditions for the
same work or work of a similar
nature ?
Maintain a Register with details of people employed as Is a register of employees under Copy of Register.
specified in Form D at the place where the workers are
employed. the Equal Remuneration Rules
being maintained ?

Ensure an abstract of the Maternity Act and rules Is an abstract of the Maternity Written Confirmation of
thereunder in the language/s of the locality is exhibited
conspicuously in every part of the establishment where Benefits Act displayed Compliance
women are employed conspicuously in every area
where women are employed ?

Ensure that all registers and records are maintained as Are all registers and records Details of applicable
required in any State Rules under the Maternity Act
applicable for that region maintained as required in any rules and confirmation of
State Rules under the Maternity compliance
Act applicable for that region ?

If the establishment has not been registered yet, apply for If the Contract Labour Act Copy of Registration
registration in Form I in triplicate to the registering officer
either in person or by registered post, accompanied by a applies to the establishment, certificate or
treasury receipt showing registration fees and obtain an has the establishment been Acknowledgment of
acknowledgment of the application and a certificate of registered with the registering Application
registration from the registering officer
officer and a certificate of
registration obtained ?
Ensure the maximum number of contract labour employed Has the number of contract Details of contract
in the establishment does not exceed the number specified
in the certificate of registration labour employed always been labour permitted and
below the number permissible in employed
the certificate of registration ?
To directly provide at the expense of the contractor, or to Have the requisite welfare and Written Confirmation of
ensure that the contractor provides a) Canteens in
accordance with the Contract Labour Rules if the number of health facilities been provided to Compliance
contract workmen ordinarily exceeds 100 (R 40) b) Where all contract labour in the
contract labour is required to halt at night in connection with establishment ?
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

Ensure that the contractor puts up a notice showing the Are all contract employees paid Representatives
wage period and place and time of disbursement of wages.
Nominate a representative to be present at the time of their full wages in the presence certification of payments
disbursement of wages by the contractor who will certify of a representative of the
with his signature at the end of the Register of Wages, the establishment ?
amounts paid as wages to each workman.
Maintain a register of contractors in Form no VIII in respect Is an upto date register of Copy of register
of each registered establishment.
contractors maintained in the
appropriate format ?
Ensure that all registers and records under the act and Are all registers and records Written Confirmation of
rules are (a) Maintained legibly in English, in Hindi or in
Marathi (b) kept at an office or the nearest convenient under the Act and Rules Compliance
building within the precincts of the work place or at a place maintained in the prescribed
within a radius of three kilometers. (c) preserved for a manner and for te prescribed
period of 3 calendar years from the date of the last entry
made in them period ?
The contractor or the principal employer to display Are notices with requisite details Written Confirmation of
conspicuously at the work site, in a clean and legible
condition, a notice in English and in Hindi or Marathi, a under the Contract Labour Act Compliance
notice showing the rates of wages, hours of work, wage being displayed conspicuously
periods, dates of payment of wages, names and addresses in English and in Hindi or
of inspectors having jurisdiction and date of payment of
unpaid wages. A copy of the notice is to be sent to the Marathi ?
Inspector, and any changes in the notice have to be
communicated to him.
To file an annual return in duplicate in Form XXI with the Has an annual return under the Acknowledgment of
registering officer not later than 15th February.
Contract Labour Act been filed receipt of return from
so as to reach not later than the registering officer with
15th of February ? the date duly stamped
Ensure that the contractor issues an indentity card in From Does each contract labourer in Written Confirmation of
No. X to each worker on the first day of the employment of
the worker. Each worker should carry his identity card while the establishment hold an Compliance
employed, and the card shall be maintained up-to-date identity card issued by the
contractor ?
If the establishment is covered under the Payment of Does the contractor maintain all Copies of registers
Wages Act or the Minimum Wages Act, the contractor, in
respect of this establishment, shall maintain in the formats the required registers for this
specified under those acts: (a) Muster Roll;(b) Register of establishment ?
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.
Ensure that the contractor displays at the place of work, an Is a notice displaying an Written Confirmation of
abstract of the act and rules in English, and in Hindi or
Marathi in a form approved by the Commissioner of Labor. abstract of the act and rules put Compliance
up by the contractor at the place
of work ?
Ensure an abstract of the Maternity Act and Rules, in Form Is an abstract of the Maternity Written Confirmation of
9, is exhibited conspicuously in every part of the
establishment where women are employed, in the Benefits Act displayed Compliance
language/s of the locality conspicuously in every area
where women are employed ?

If women are employed in the establishment, Maintain a Is a Maternity Benefits Register Maternity Benefits
Maternity Benefits Register in Form 10 and keep it
uptodate. All entries in the register are to be made in ink being maintained up to date Register
and the register should be kept open for inspection during with all entries made in ink ?
working hours. The register should be rpeserved for a
period of three years commencing from the date of the last
entry.
On an application made by a woman employee, supply her Are all the Forms under the Written Confirmation Of
with copies of any forms other than Forms 9, 10 and 11
Maternity Benefit Rules being Compliance
supplied to Woman Employees
on request ?
Submit an Annual Return in Form 11 to the appropriate Has an annual return under the Copy of Return
authority by the 15th of January
Maternity Act been submitted in
Form 11 to the appropriate
authority ?
Ensure Wages are paid before the expiry of : a) The 7th Have all wages been paid within Written Confirmation of
day where < 1000 people are employed b) the 10th day in
other establishments after the last day of the assigned work the stipulated time without Compliance.
period. c) If employment is terminated by the employer, unauthorised deductions for
before the expiry of the 2nd day after termination. No employees covered under the
deduction can be made from wages except those listed in
Sec 21 (2) of the Rules Payment of Wages Act ?

In cases of scheduled employment, allow a rest day, Is a day of rest allowed to all the Written Confirmation of
ordinarily on Sunday to all employees unless any other day
has been fixed as the day of rest. The rest day is to be employees who have worked for Compliance
allowed provided the employee has worked for a minimum a continuous period of 6 days in
of 6 continuous days (see Rule 23 (1) (a-c). An employee a Scheduled Employment ?
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.

Ensure that employees covered under the Minimum Wages Are workers covered under the Details of prescribed
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 Minimum Wages Act being paid working hours and
child. The working day for an adult or adolescent cannot be overtime for working beyond the details of overtime paid
spread over more than 12 hours, and 5 hours for a child. prescribed hours ?
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.
Maintain in Form II, a Muster Roll cum Wage Register for all Is a Muster Roll cum Wage Muster Roll cum Wage
employees working in scheduled employments under the
Minimum Wages Act unless Forms 17 & 19 of the Register being maintained for all Register
Maharashtra Factory Rules and Form II of the Payment of employees working in
Wages Rules is being maintained. The register must scheduled employments under
contain the following details for each employee: (a) Gross &
Net Wages For Each Wage Period (b) All Deductions From the Minimum Wages Act ?
Wages (c) Minimum Rate Of Wages Payable (d) Hours of
Overtime worked (e) Amount of Leave with Wages
Issue all employees with an attendance card cum wage slip Have all employees covered Written Confirmation of
and ensure that a person authorised by the employer
makes relevant entries daily and every month. The card under the Minimum Wages Act Compliance
shall be in the posession of the employee. been issued with an attendance
card cum wage slip ?

Maintain a bound inspection book which is available on Is an Inspection Book Inspection Book
demand to an Inspector
maintained for Inspectors to
note their observations ?
Ensure that all Registers and Records required to be Are all registers, records and Written Confirmation of
maintained under these rules are being preserved for a
period of 3 Years after the date of last entry made in it. All notices under the act being Compliance
registers and records maintained under these rules shall be preserved for a period of 12
produced to an Inspector having jurisdiction over the area months after the date of last
on request.
entry ?
Prepare and Submit Form 'A' (Rules) to register the Is the establishment registered Copy of Form
establishment with the controlling authority under the
Gratuity Act within 30 days of opening of the establishment. with the controlling authority acknowledged by the
appointed under the Gratuity appropriate authority
Act
Display a notice at or near the main entrance of Is a notice specifying the name Copy of Notice
establishment in bold letters, in English and in a language
understood by the majority of the workmen, specifying the of officer authorised to receive
name of officer with designation authorised by the employer notices under the Act or Rules
to receive notices under the Act or Rules. Ensure that a displayed conspicuously near
fresh notice is displayed immediately after the notice
becomes illegible or requires any change. the entrance of the
establishment ?

On completion of one years service, obtain employee Do valid gratuity nominations Gratuity Nomination
nominations for gratuity in Form F (Rules). Check all details
in the nomination form for validity and return an attested exist for all employees ? forms for all employees
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
Prepare a notice containing the abstracts of the Payment of Is a notice of the abstracts of Written Confirmation of
Gratuity Act and Rules and display this notice In English
and in the language understood by a majority of the the Act in English and in the Compliance
persons employed in a conspicuous place at or near the language of the majority of the
main entrance of the establishment employees, displayed in a
conspicuous place ?
No child shall be required or allowed to work as a Security Are no children employed as Written Confirmation of
Guard. Explanation.- "Child" means a person who has not
completed fourteen years of age. security guards in the Compliance
establishment ?
An employer of any establishment coming into existence Has the establishment and all Copy of registration
after the commencement of the Scheme shall apply for
registration to the board simultaneously on the branches or ancillary certificate
commencement of his business. Explanation.- Registration establishments of the principal
of a principal employer means registration of a specific employer been registered with
establishment of the principal employer with respect to a
specific area, specified in the registration form; and shall the Security Guards Welfare
not include any other branches or ancillary establishments board ?
of the principal employer unless, they are specifically
mentioned by the principal employer at the time of
registration with the Board.
A registered principal employer shall not employ a Security Have no security guards been Written Confirmation of
Guard other than a Security Guard who has been allotted to
him by the board. or security guards registered with the employed other than those Compliance
Board or the security guards of the registered employer allotted by the board or those
agency registered with the Board. belonging to registered
employer agencies?
The wages and other allowances payable to the registered Have all wages of security Copies of statement of
security guards of the Board every month shall be remitted
by cheque to Secretary of the Board, within such time after guards been disbursed or payments
the end of the month, as may be specified by the Board. remitted to the board as
The Board may, if it thinks fit, and subject to such appropriate ?
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:
A registered principal employer shall pay to the Board in Have all levies and wages and Written Confirmation of
such manner and at such times as the Board may direct,
the levy payable under Clause 37(1) and the gross wages amounts due to security guards Compliance
due to Security Guards and any other amount due to been paid to the board as
Security Guards. directed by them ?
A registered principal employer shall keep such records as Are all records and documents Written Confirmation of
the Board may require, and shall produce before the Board
upon reasonable notice all such records and any other relating to security guards as Compliance
documents of any kind relating to registered Security required by the board, being
Guards and to the work upon which they have been maintained ?
employed and furnish such information as may be ordered
by the Board.
Every employer agency which has directly employed Is the agency registered with Written Confirmation of
private security guards shall get itself registered with the
Board by applying in the form prescribed by the Board the board ? Compliance
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.
An employer agency shall apply for renewal of registration Does the agency hold a valid Written Confirmation of
and exemption after every three years in the like manner
and on payment of like registration fees and process fees at unexpired registration ? Compliance
the rate of Rs.100 per security guard for renewal of
registration and exemption granted.
The registered employer agency shall deploy the security Have all security guards been Written Confirmation of
guards employed by it only in the establishment and
factories of registered principal employers of the Board, and deployed only with registered Compliance
as per the list of the registered principal employer submitted principal employers as per the
to the Board. Security guards will be deployed to no other list of principal employers
principal employers.
submitted to the board ?
Registered employer agency shall maintain registers and Are all registers and records Copies of registers
records of security guards in their employment, relating to
payment of wages and leave and other facilities provided to relating to payment of wages
them under the relevant Acts and the same shall be and leave as prescribed under
produced before the competent authorities of the Board, relevant acts being
when directed by the Board.
maintained ?
Every registered employer agency shall get done the police Have all security guards been Written Confirmation of
verification of every security guard on its pay-roll, within a
period not later than two months, from the date of police verified within two months Compliance
employing the Guard. of employment ?
No registered employer agency shall, at any time, prescribe Do uniforms provided to security Written Confirmation of
or supply to its security guards, uniform which in any way
resembles to that of the Indian Army or Police-force. guards not resemble army or Compliance
police uniforms ?
Every registered employer agency shall comply with the Are all labour legislation Written Confirmation of
provisions of the Minimum Wages Act, 1948 , the Payment
of Wages Act, 1936 , the Payment of Gratuity Act, 1972 , applicable to the agency being Compliance
the Employees' Provident Funds, and Miscellaneous complied with ?
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.
The principal employer of any registered employer agency Is all required information Written Confirmation of
shall submit all information regarding employment of
security guards through employer agency, to the Board. In regarding employment of Compliance
case the registered exempted employer agency fails to security guards to agencies
comply with any of the directions of the board, then the being submitted to the board ?
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.

Every Paymaster should ensure that a notice specifying the Is the notice giving the date of Copy Of Notice
days on which wages will be paid is displayed at or near the
main gate of the establishment .The notice should be in Payment of Wages displayed at
English and in the language understood by a majority of the or near the main entrance of the
Workmen, Factory ?
Every paymaster requiring the power to impose fines in Has an application been sent to Copy of Application
respect of any acts and omissions on part of employed
persons should send to the Chief inspector a list in English, the Chief Inspector requesting
in duplicate defining such acts and omissions and in cases the right to impose fines
where the paymaster himself does not intend to be sole alongwith a list of people
person empowered to impose fines, a list in duplicate,
showing those appointments in the Factory the incumbents empowered to impose fines ?
of which may pass orders imposing fines and class of
establishments on which the incumbent of each such
appointment may impose fines.
Ensure that a list of acts and omissions that could lead to a Is a list of acts and omissions Copy of the Notice
fine, approved under Rule 11 and 12, is displayed at or
near the main entrance of the establishment. Further that could lead to a fine
ensure that list is in English together with a literal displayed at or near the main
translation in a language understood by the majority of the entrance of Factory ?
workmen
Ensure that advance of wages not already earned does not Are payment of all advances Written Confirmation of
exceed an amount equivalent to the wages earned by the
employed person during the preceding 4 calendar months, and repayments of such Compliance
or if he has not been employed for that period, the wages advances made in accordance
he is likely to earn during the subsequent 4 calendar with Rule 18 ?
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.
Maintain a register in Form IV which contains details of all Is a register of advances being Register of Advances
advances sanctioned and payments made thereof.
Provided that if the employer is maintaining muster roll cum maintained in Form IV ? Are the
wage register in Form II prescribed by the Maharashtra registers being maintained as
Minimum Wages Rules, he need not maintain the register prescribed ?
under this sub-rule. Preserve these registers for a period of
3 Years from the date of the last entry.
Ensure that the paymaster displays a notice specifying the Is a notice displayed regarding Written Confirmation of
rates of wages payable to all persons employed other than
those employed in a position of supervision and the rates of wages payable to Compliance
management employees ?
If the establishment has not been registered with the Chief Has the establishment been Written Confirmation of
Inspector, submit Form A with the prescribed fees
(Schedule I) to the Inspector and obtain a registration registered with and the Compliance
certificate in Form D for the establishment. If a registration prescribed fees paid to the
certificate is lost, destroyed or defaced, obtain a duplicate Chief Inspector within 90 days
certificate from the inspector. Also submit a list of weekly
closed days for the balance part of the calendar year. of the date on which the
establishment commences work
?
On expiry of the registration certificate (1-3 Years after the Does the establishment have a Date of issuance of
date of issue), make an application in Form B accompanied
by the Registration Fees (Schedule I) for the period of valid registration certificate ? Registration Certificate
registration and obtain a registration certificate in Form D. Was the application for renewal
Ensure that application for renewal is made at least 15 days made at least 15 days before
before expiry. Late registration upto 30 days after expiry will
attract a penalty of 50% of the fee. expiry ?
On obtaining a valid registration certificate, arrange for it to Is the registration certificate Written Confirmation of
be displayed prominently in the establishment
displayed prominently in the Compliance
establishment ?
Ensure that the Shops or establishment is not opened Has the establishments opening Written Confirmation of
/closed before/after the timings as fixed by the government
as follows: (a) Commercial Establishments cannot remain and closing hours been in Compliance
open before 8:30 a.m .and after 8:30 p.m. (b) Shops cannot compliance with the timings
remain open before 7 a.m. and after 8:30 p.m. except for specified by the Government ?
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.
To monitor the number of hours worked by all employees Have employees been paid Details of overtime
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 overtime wages for work worked
week on payment of overtime wages at twice the normal performed beyond normal
rate. An employer may, on not more than 6 days a year on working hours ? Have no
days prescribed by the State Government (Rule 9), require
an employee to work overtime upto a maximum of 24 hours employees worked more
in one year for the purposes of stocktaking, accounts, overtime than the maximum
settlements or other prescribed occasions after submitting a prescribed ?
notice of intention to the Inspector in English, Marathi,
Gujarati and Hindi at least 24 hours before such a day.
Fix a time for an interval of at least one hour (half an hour if Has a time period been Written Confirmation of
engaged in a manufacturing process) for rest for all
employees such that no employee is required to work more prescribed as an interval for all Compliance
than 5 hours at a stretch. In establishments other than a employees such that no
shop the inspector may reduce the intervals for rest to half- employee works more than 5
an-hour on application made with the consent of
employees. hours at a stretch ?
Monitor employee work periods to ensure that the total daily Is the work period inclusive of Written Confirmation of
period of work for all employees inclusive of interval does
not exceed 11 hours in any establishment or shop. interval not more than the Compliance
Provisions For A Shop: If a shop is entirely closed for at prescribed spreadover for all
least 3 hours continuously, the spreadover cannot exceed employees ?
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)
Every Shop and Establishment is to remain closed on one Has the establishment been Written Confirmation of
day of the week. Where this day of the week is not fixed by
the State Government for this location or class of kept closed on every weekly Compliance
establishment, prepare a calendar list of closed days at the close day ?
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
Ensure that no person less than 14 years old is employed Are all employees working in Written Confirmation of
in the establishment even is the child is a member of the
family of the employer the establishment above the Compliance
age of 14 ?
Do not allow any person between 14 and 17 years of age to Are no young people working Written Confirmation of
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. more than the stipulated hours Compliance
No young person can work for more than 3 hours a day of work? Are no young people
without a rest interval of at least half an hour. No young employed in dangerous work ?
person is permitted to be employed in dangerous work. as
defined by the Government in the Official Gazette
Do not allow any woman employee to work before 6 a.m Are no woman employees Written Confirmation of
and after 8:30 p.m. No woman is permitted to be employed
in dangerous work as defined by the Government in the required to work beyond the Compliance
Official Gazette prescribed timings and in
dangerous work ?
Ensure that all employees are allowed to avail leave with Have all employees been Leave Records
full pay at their request subject to the following: a) Minimum
earned leave of 21 days for an employee who has worked permitted their full entitlement of
at least 240 days in a continuous period of 12 months (b) a) earned leave and paid in
Minimum earned leave of 5 days for every 60 days worked, advance for the period of leave
for an employee who has been employed for not less than
3 months. An employee who has been allowed leave has to if they desired it ?
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

Allow employees to accumulate up to a maximum of 42 Are all employees permitted to Leave Records
days of earned leave. If an employee is refused leave he is
entitled to, the employee may intimate the Inspector with a accumulate unavailed earned
copy to the employer, and the employee has to be leave upto 42 days ? If
permitted to carry forward the unavailed leave without limit employees are refused leave,
are they permitted to carry it
forward without limit ?
Every employee irrespective of period of employment is Are all employees who are Written Confirmation of
entitled to additional holidays with full wages on the 26th of
January, 1st May, 15th August and 2nd October every year. required to work on the Compliance
Any employees who are required to work on these days specified additional holidays
shall receive double wages as overtime in addition to a provided double the normal
compensatory holiday
wages in addition to a
compensatory holiday ?
(a) The Workmens Compensation Act shall apply to all Are the provisions of all other Written Confirmation of
employees covered by this act as if they were workmen
under the Workmens Compensation Act (b) The Industrial employment legislations Compliance
Standing Orders Act and Bombay Rules, including model prescribed being applied where
standing orders, shall apply to workmen as defined in that relevant to employees in this
act to all establishments where 50 or more employees are
employed (c) The State Government may by order apply establishment ?
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

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 Written Confirmation of
taken to keep the establishment Compliance
clean and free from effluvia ?
Maintain a Register in Form F showing dates in which lime Have all parts of the Register in Form F
washing, colour washing, painting or varnishing is carried
out. All the inside walls of the rooms and all the ceilings and establishment been lime
tops of such rooms, whether they are plastered or not, shall washed, colour washed, painted
be lime washed or colour washed at least once every two or varnished at the required
years, and if they are rendered unclean, even earlier if
directed to do so by the local authority. All the beams, frequency, and have the dates
rafter, doors, window frames and other woodwork with the of these processes been
exception of floors, shall be either painted or varnished maintained in the register ?
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

To ensure that all areas of the establishment have sufficient Are the premises sufficiently Written Confirmation of
provision for ventilation by such methods as may be
prescribed. The premises of every establishment shall be lighted and ventilated during all Compliance
sufficiently lighted during all working hours. working hours ?
Adopt all safety precautions against fire as prescribed for Are all safety precautions with Written Confirmation of
the establishment. Ensure that people are not allowed to
smoke or use a naked light or cause a naked light to be regard to fire being carried out Compliance
used in the immediate vicinity of an inflammable material as prescribed ?
If a manufacturing process (as defined in Sec 2(k) of the Is a first aid box with the Details of position of first
Factories Act) is carried on, provide a first aid box with a
book on instructions on first aid and the items of medical specified equipment being aid box and its contents
equipment mentioned in Rule 15. maintained in the establishment
if a manufacturing process is
carried out ?

To restrict any employee from working in any other Are no employees who are Written Confirmation of
establishment on a day or part of a day on which he is
given a holiday or is on leave. leave or holiday from any Compliance
establishment under the act
permitted to work in this
establishment on such leave or
holidays ?
Ensure that the name board of the establishment is Is a name board for the Written Confirmation of
displayed in Marathi in Devanagiri Script. The name board
can be displayed in other languages alongside the Marathi establishment displayed in Compliance
version Marathi ?
To maintain a register of employment in Form H or J of the Are a register of Register of Employment,
Rules, and a register of leave in Form M of the Rules with
respect to all employees covered under the act. All entries employment,and a register of Register of Leave
are to be made in these registers on the same day and leave being maintained, and
have to be authenticated by the employer or the manager. entries made in them on a daily
Registers have to be maintained in Marathi, Devanagiri
Script or English. All registers and records are to be basis ? Are all registers and
maintained for a period of two years after the last entry. If a records maintained for two
muster roll or wage register is maintained under the years ?
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

Provide every employee with a leave book in Form N. The Has every employee been Written Confirmation of
book shall always be the property of the employee and it
may not be demanded except to make entries in it, and will provided with a Leave Book ? Compliance
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.
In a residential hotel, restaurant, eating house, theatre or Is a notice in Form L regarding Written Confirmation of
other place of public amusement or entertainment, Exhibit a
notice in Form L, specifying the day or days of the week on holidays, displayed in the Compliance
which his employees shall be given a holiday (such notice establishment if required ? Are
being exhibited before the employees to whom it relates all notices under these rules
cease work on the Saturday immediately preceding the first
week during which it is to have effect). This notice should maintained in the specified
also be displayed in a shop or commercial establishment manner ?
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
Maintain a Visit Book in which an Inspector visiting the Is a bound visit Book being Visit Book
establishment may record his remarks regarding
compliance with the Act. The book shall be produced maintained as prescribed ?
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.
Examine the Schedule under Section 2(g) of the act to see Are any employees covered List of jobs falling under
if any workmen employed fall within the definition listed in
the schedule and obtain a legal opinion on coverage for under the Minimum Wages the act and legal
each job. Act ? opinions for the same.
Examine notifications of scheduled jobs and ensure all Are all workers in scheduled Details of workers in
workers in those employments are paid the minimum wage
as specified in notifications from the Government. Minimum employments being paid at least scheduled employments
Wages are payable in Cash. No unauthorised deductions the minimum wage in cash, and their wages.
are to be made from the wages. without unauthorised
deductions ?
Ensure that employees covered under the Minimum Wages Are workers covered under the Details of prescribed
Act have a normal working day of not more than the
prescribed hours and with the prescribed intervals. Ensure Minimum Wages Act paid working hours and
that employees are paid overtime at the prescribed rate for overtime for working beyond the details of overtime paid
hours worked beyond the number prescribed. Every worker prescribed hours ?
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.
a) Ensure workers are paid a full days wages if they work Have Sections 15,16 & 17 of Written Confirmation of
for less than the full day except on account of their
unwillingness to work b) An employee who does 2 or more the Minimum Wages Act been Compliance.
classes of work should be paid the minimum rate for each complied with in respect to
of those tasks pro-rated for the time spent on each. c) An Employees covered by the Act ?
employee who is employed on piece work shall be paid
time rate wages if no piece rate wages are specified in the
act.
Maintain all prescribed registers and records giving such Are All Prescribed Registers, Written Confirmation of
particulars of employees employed by him, the work
performed by them, the wages paid to them, the receipts Records and Notices being Compliance
given by them and any other prescribed particulars. Display maintained ?
all prescribed notices in the manner prescribed. Maintain
wagebooks and issue wage slips as per the guidelines
Maintain a Register showing the computation of the Is an Allocable Surplus Register Allocable Surplus
allocable surplus for each annum in Form A, Bonus Rules
being maintained in the format Register
specified under the Bonus Act ?

Maintain a Register showing the set-on and set-off of the Is a Set-On/Set-Off Register Set-On/Set-Off Register
allocable surplus for each annum in Form B, Bonus Rules
being maintained in the format
specified under the Bonus Act ?
Maintain a Register showing the details of the amount of Is a Bonus Due Register being Bonus Register
bonus due to each employee in Form C, Bonus Rules
maintained in the format
specified under the Bonus Act ?

Evaluate the organisations liability for payment towards Is there adequate Insurance Actuarial Evaluation of
gratuity and obtain insurance from the LIC or a prescribed
insurer for this amount or if the organisation already has an Cover/ is the gratuity fund liability and status of
approved gratuity fund, finance the fund to the extent of the adequately funded for the Insurance/Fund
liability organisations liability towards Finances
payment of gratuity ?
Register the establishment with the controlling authority Is the establishment registered Copy of Form
under the Gratuity Act in the prescribed manner
with the controlling authority acknowledged by the
appointed under the Gratuity appropriate authority
Act
On completion of one years service, obtain employee Do valid gratuity nominations Gratuity Nomination
nominations for gratuity in the prescribed forms. Ensure
that only family members are nominated if employee has a exist in safe custody for all forms for all employees
family. If an employee subsequently acquires a family, a employees ?
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
Check if any employees wages (all remuneration whether Are any employees covered List of employees with
by way of salary allowances or otherwise) is below Rs 1600
per month under the Payment of Wages wages below Rs 1600
Act ? per month
Fix wage periods less than one month for all employees Are wage periods of not more Written Confirmation of
eligible under the Payment of Wages Act
than one month fixed for all Compliance
employees eligible under the
Payment of Wages Act ?

Ensure Wages are paid before the expiry of a) The 7th day Have all wages been paid within Written Confirmation of
where < 1000 people are employed b) the 10th day in other
establishments after the last day of the work period for the stipulated time for Compliance
which the wages are payable. On termination of an employees covered under the
employees services, wages are payable within 2 days of Payment of Wages Act ?
the date of termination
Ensure that any deduction or fine made from wages for Are all deductions made from Legal Opinion on validity
employees covered under the Payment of Wages Act are
only as specified under Sections 7-13 of the Act. employee wages only as of all deductions from
Deductions should not exceed 75% of the wages prescribed under the Payment wages
of Wages Act as per Sections 7-
13 of the Act ?
Prepare and display a notice containing the abstracts of the Is a notice of the abstracts of Written Confirmation of
Payment of Wages Act and the rules made thereunder in
English and in the language of the majority of the persons the Act in English and in the Compliance
employed language of the majority of the
employees displayed in the
establishment ?
Croma - Croma - Croma - Croma - Croma - CBD Croma - Croma -
Andheri Juhu Malad Dahisar Belapur (Navi Hadapsar Yerawada
(Mumbai) (Mumbai) (Mumbai) (Mumbai) Mumbai) (Pune) (Pune)

1 1 1 1 1 1 1

1 1 1 1 1 1 1

0 0 0 0 0 0 0

0 0 0 0 0 0 0

0 0 0 0 0 0 0

0 0 0 0 0 0 0
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1 1 1 1 1 1 1

0 0 0 0 0 0 0
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0 0 0 0 0 0 0

0 0 0 0 0 0 0

0 0 0 0 0 0 0

0 0 0 0 0 0 0

0 0 0 0 0 0 0

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