I.

The Punjab Shops And Commercial Establishments Act 1958 and Rules
1958.

a. The notice under sub-section (1) of Section 20 of the Act to be exhibited

by the employer in his establishment shall be in Form B.

b. To maintain Registers.- The employer of every establishment about the

business of which persons are employed shall maintain the following
registers, namely:- (1) a register of employees in Form C ; (2) a register of
wages of employees in Form D; and (3) a register of deductions in Form
E.

c. Normally it should not exceed 8 hours per day. If it exceeds 8 hours

then the excess hours worked should be entered as over-time. There is
also a restriction that no person shall be allowed to work for more
than 10 hours/day and 54 hours/week. After updating, signature / initials
of the Officers / staff should be obtained in the column prescribed on the
first working day of the following month.
II.

Minimum Wages Act, 1948 & Minimum Wages [Haryana Rules, 1958
i)Applicability :
To all Scheduled Employments (irrespective of number of employees employed)
as notified by the State / Central government, from time to time.
ii) Duties and Obligations :
a) To pay the minimum rates of wages [Basic + DA] as fixed by the
Government, from time to time to all employees .

III.

Payment of Wages Act 1936 and Punjab Payment of Wages(Procedure)

Rules 1965

IV.

The Maternity Benefit Act, 1961 & Haryana Maternity Benefit Rules 1967

A. Under this Act Muster Roll in Form A as per Rule 3 of Haryana Maternity Benefit
Rules has to be maintained, for which the following particulars are needed in respect of
the women employees who avail the benefits under the Act.
1)Name of the women employee
2)Age
3)Date of giving Notice of pregnancy in Form C
4)Amount of wages paid
5)Period of leave: From
To
The above particulars have to be furnished as and when the beneficiaries apply to avail
the benefits.
B. The employer is bound to supply copies of Forms B, C, D, E, F,G, H
and I, free of cost to every women employee who requests for them as per Rule 13 of
the Haryana Maternity Benefit Rules.
C. All the records so obtained have to be preserved for a period of two years from the
date of preparation.
D. Abstract of the provisions of the Act and Rules in Form O has to be displayed in a
conspicuous place in the establishment.
E. Annual Return in Form KLMN has to be submitted on or before 21 st January
of every year.
V. Equal Remuneration Act, 1976:
A) An Act of Parliament to provide for the payment of equal remuneration to men and
women workers and for the prevention of discrimination on the grounds of sex, against
women in the matter of employment and for matters connected thereunder or incidental
thereto.
All the establishments have to maintain registers in Form-D as per Section 8 of the Act
and make it available for inspection to the appropriate authorities under the Act.
B) For maintenance of Form D the number of men and women employed in each
category / designation, the components of remuneration paid to them such as basic pay /
salary, Dearness Allowance, House Rent Allowance, City Compensatory Allowance, etc.
in respect of each category / designation has to be furnished.

VI. Contract Labour (Regulation & Abolition) Act, 1970:

A)
An Act of Parliament to regulate the employment of contract labour in certain
establishments and to provide for its abolition in certain circumstances and for matters
connected therewith.
B)
If the number of employees proposed to be employed on contract exceeds twenty
the Establishment has to be registered under the Act as Principal Employer. The
application is to be made in Form-I accompanied with the prescribed fee.
C) A Register of Contractors in Form-XII has to be maintained by the Principal
Employer.
D) The Principal Employer should furnish a Certificate in Form-V to the Contractors
engaged.
E)
The Contractor in turn has to apply for issue of licence in Form-IV accompanied
by Licence fees and Security Deposit at the rate of Rs.50/- per contract workmen, he /
she proposes to employ, subject to a minimum of 20 workmen.
F) The Contractors so listed have to maintain the following Registers
Name of the Register

Form No.

Section & Rule

1. Register of Workmen

Form-XIII

Rule 75

2. Muster Roll

Form-XVI

Rule 78(1)(a)

3. Register of Wages

Form-XVII

-do-

4. Wage-cum-Muster Roll

Form-XVIII

-do-

(only if the wage period is less than 15 days)

5. Register of Deductions

Form-XX

6. Register of Fines

-do-

Form-XXI

-do-

7. Register of Advances

Form-XXII

-do-

8. Register of Overtime

Form-XXIII

-do-

G) Returns to be submitted to the Registering / Licensing Authority:

Form No.

Section & Rule

Periodicity

Last date for submission

By Principal Employer
Form No.XXV

Rule 82(2)

Annual

15th February

By Contractor
Form No.XXIV

Rule 82(1)

Half-yearly

30th January /31st July.

VII. Payment of Gratuity Act, 1972

A)
An Act of parliament to provide for a scheme for the payment of gratuity to
employees. Presently all employees are eligible to receive gratuity under the Act.
For the purposes of the Act, continuous service means any period of uninterrupted service
which would exclude service which may be interrupted on account of sickness, accident,
leave, absence from duty without leave (not being absence in respect of which an order
treating the absence as break in service has been passed in accordance with service rules
or regulations), lay-off, strike or lockout or cessation of work not due to any fault of the
employee (clause 1, Section 2-A).
Gratuity under the Act is payable to an employee on the termination of his employment
after he has rendered continuous service of not less than five years or on his
superannuation or on his retirement or resignation, or on his death or disablement due to
accident or disease [Section 4(1)].
In the case of death or disablement the completion of continuous service of five
years is not necessary.
For every completed year of service or part thereof in excess of six months, the employee
is entitled to gratuity at the rate of fifteen days' wages based on the rate of wages last
drawn by him [Section 4(2)].
The fifteen days' wages is to be calculated by dividing the monthly rate of wages last
drawn by the employee by twenty-six and multiplying the quotient by fifteen.
The amount of gratuity payable to an employee under the Act shall not exceed three lakhs
and fifty thousand rupees.
Section 4(6) deals with forfeiture of gratuity under certain circumstances.
In view of Section 4(5) employee eligible to receive better terms of gratuity under any
award or agreement or contract with the employer shall do so and nothing in the Act shall
affect his rights as above.
The following forms shall be maintained /sent to the controlling authority as and when required:

Form 'A'- Notice of opening

Form 'B'- Notice of change
Form 'C'- Notice of closure

Form 'F'- Nomination

Form 'G'- Fresh Nomination
Form 'H'- Modification of nomination
Form 'I'- Application of gratuity by an employee
Form 'J'- Application for gratuity by a nominee
Form 'K'- Application for gratuity by a legal heir
Form 'L '- Notice for payment of gratuity
Form 'M'- Notice rejecting claim for payment of gratuity
Form 'U'- Abstract of the Act and Rules
Return in Form-L, should be sent to the Assistant Labour commissioner, Chennai, as and
when payment of gratuity is made to any employee of the organization.
VIII. Payment of Bonus Act, 1965
An Act of Parliament to provide for payment of bonus to persons employed in certain
establishments on the basis of profits or on the basis of production or productivity.
In terms of Section 10 of the Act, every employer is bound to pay every employee
eligible to receive bonus in respect of every accounting year a minimum bonus of 8.33
percent of the salary or wage earned by the employee during the accounting year or one
hundred rupees, whichever is higher whether or not the employer has any allocable
surplus in the accounting year. In terms of Section 2(13) of the Act, it is only those
employees whose salary or wage does not exceed three thousand and five hundred rupees
per mensem who are eligible to receive bonus. Section 2(21) gives the various
components of wages, which are to be reckoned for computing bonus payable. Where the
salary or wage of an employee exceed two thousand and five hundred rupees per
mensem, the bonus payable is to be calculated as if his salary or wage were two thousand
and five hundred rupees per mensem.
I. Registers to be maintained under the Act:
Form No.
1) Form A

Section & Rule

Name Of Register

Section 2(4) read with

Register showing computation

Rule 4(a).

of Allocable surplus.

2) Form B

3) Form C

Section 15 read with

Register showing Set on &

Rule 4(b)

Set off of the Allocable Surplus

Section 17 & 18 read

Register showing amount of

with Rule 4(c).

Bonus due to each employee,

deductions, etc.

II. Return in Form D shall be sent to the inspector concerned within 30 days.
.IX. Workmen's Compensation Act, 1923 :
An Act of Parliament to provide for the payment of compensation for injury or death by
accident to workmen.
Section 2(n) of the Act brings workmen employed in any capacity as is specified in
Schedule II within its provisions. Employees who are engaged in the operation, repair or
maintenance of a lift, in the maintenance of buildings, in operation & maintenance of
generators, in the maintenance of electrical fittings and accessories, employed as
watchmen or drivers, etc. are covered by the Act.
Section 4 of the Act deals with the amount of compensation payable where death or
permanent total/partial disablement results from injury sustained in the course of
employment.
.X. Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959:
An Act of Parliament.
Returns to be submitted to the Local Employment Exchange:
Form No.
Form No.ER-1

Periodicity
Quarterly

Last date for submission

Within 30 days of the quarters ending
March 31st, June 30th, September 30th
and December 31st.

Form No.ER-2

Biennial

31st January.

XI. Punjab Labour Welfare Fund Act 1965 and Rules 1966- Applicable to State of
Punjab & Haryana
A. Under the provisions of the Act, the employer should recover from the wages payable
for the month of December, of every employee on rolls who had worked for not less than
30 days during the year, employees contribution @ Rs 10/- and remit the same along
with employers contribution of Rs20/- to the Labour Welfare Fund.
B. A register of wages in Form- A and a register of consolidated unclaimed Wages and
Fines in Form -B to be maintained as per Rule 22 of the Punjab Labour Welfare Fund
Rules.
XII.BOCW ACT & Rules