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Glance of recent labour law changes in 2017

  • alculated from the date the child is handed over to the said mothers.3

Crèche facilities

  • To be provided by an establishment with 50 or more employees within a prescribed distance. 4 visits in a day to crèche should be allowed.

Option to work from Home

  • Employer to permit a woman to work from home, if the nature of work permits her to do so and the same can be availed after the completion of her maternity leave for a duration mutually decided.4

Employer to inform the woman of maternity benefits

  • Woman to be informed at the time of appointment, of the maternity benefits available, either in writing or electronically.5

 

II.           The Employees' State Insurance (Central) Amendment Rules, 2016

The major changes brought by the various amendments are as under:

Amendments with effect from

Particulars

Change by Amendment

June 14, 2016

Employee exempted from contribution

  • An employee whose average daily wage is upto INR 137 is exempted from contribution (earlier it was INR 100).

October 6, 2016

Rates of employer's and employee's contribution

Act is implemented for the first time,

  • In areas where the Act is implemented for the first time, the rates of contribution for initial 24months:
    Employer - 3% of the wages
    Employee - 1% of the wages.

December 22, 2016

Wage limit for coverage of an employee

  • Wage limit for coverage of an employee has been enhanced from INR 15,000 to 21,000

January 20, 2017

Insured Mother

  • Includes a commissioning mother and an adopting mother.

III. Portability of Employees Provident Fund accounts through Universal Account Number (UAN)

IV. The Payment of Wages (Amendment) Act, 2017

The Payment of Wages (Amendment) Act, 2017 changes the method of payment of wages to the employees. Now the employer can pay wages to its employees by the following modes without obtaining written authorisation (as required earlier):

        i.      in coin or currency notes; or

       ii.      by cheque; or

     iii.      by crediting them into his bank account.

The relevant government may notify establishments, whereby the employer should pay the wages only by cheque or crediting the wages in employees' bank account (and not through cash).15

V. Ease of Compliance Rules, 2017

The Ministry of Labour and Employment has notified the Ease of Compliance rules to maintain registers under various labour laws, which have been in effect since February 21, 2017.

VI. Other initiatives by the Central Government

The Ministry of Labour & Employment has introduced online registration process for the Employees' Provident Fund Origination ("EPFO") and the Employee's State Insurance Corporation ("ESIC"), with no registration cost and manual intervention. Also, on the discretion of the employer, registration for both EPFO and ESIC can be done through the common registration form which is available at the e-Biz Portal of Department of Industrial Policy and Promotion ("DIPP") since March 9, 2016. Establishments can also file online a common Electronic Cum Challan Receipt ("ECR") for both EPFO and ESIC on Shram Suvidha Portal.

The Ministry has also launched common registration service on the e-biz Portal of DIPP for 5 Central Labour Laws including Employees Provident Fund & Miscellaneous Provisions Act, 1952, Employees State Insurance Act, 1948, Building & Other Construction Workers (Regulations of Employment and Conditions of Service) Act, 1996, Contract Labour (Regulation and Abolition) Act, 1970 and Inter-State Migrant Workmen (Regulations of Employment and Conditions of Service) Act, 1979.

Further, single online common Annual Return under 9 Central Labour Acts has been made operational on Shram Suvidha Portal since April 24, 2015 to ensure simplified filings of the single online return by the establishments instead of filing separate returns,  

Launching of unified Shram Suvidha Portal for allotment of a Unique Labour Identification Number (LIN) for establishments, filing of self-certified and simplified Online Annual Return and a transparent Labour Inspection Scheme through computerized systemunder the said 9 Acts.

VII.The Code on Wages 2017

The Code on Wages, 2017 ('Wages Code')1 was introduced in Lok Sabha by the Minister of Labour on August 10, 2017 seeking consolidation of laws relating to wages byreplacing: (i) the Payment of Wages Act, 1936, (ii) the Minimum Wages Act, 1949, (iii) the Payment of Bonus Act, 1965, and (iv) the Equal Remuneration Act, 1976.

VIII.Payment of Wages

Wages will be paid in (i) coins, (ii) currency notes, (iii) by cheque, or (iv) through digital or electronic mode. The wage period will be fixed by the employer as either: (i) daily, (ii) weekly, (iii) fortnightly, or (iv) monthly.

The Wages Code stresses upon payment of wages through cheque or digital/ electronic mode which would not only promote digitization but also extend wage and social security to the worker. 

IX.Amendment to Rule 69 of the Contract Labour (Regulation and Abolition) Central Rules, 1971

The Ministry of Labour and Employment through its Notification dated September 5, 2017 being G.S.R. 1128(E) amended rule 69 of the Contract Labour (Regulation and Abolition) Central Rules, 1971 (as required by section 35 of the Contract Labour (Regulation and Abolition) Act, 1970).

Below is the tabular representation of the amended provision before and after the amendment

Rule 69 (before amendment)

Rule 69 (after amendment

All wages shall be paid in current coin or currency or in both.

All wages shall be paid in current coin or currency notes or by cheque or by crediting the wages in the bank account of the workman:

Provided that the appropriate Government may, by notification in the Official Gazette, specify the establishment or class of establishments, the employer of which shall pay to every workman employed in such establishment or class of establishments, the wages only by cheque or by crediting the wages in his bank account.

Notably, the amendment has been brought about to include option of paying wages to the employee/ workmen by cheque or by crediting the wages directly in the bank account of the workman.

This seems to have been done to bring about transparency in payment of wages to the workmen as this will put a check on any deviation from minimum wages payable.

X.Payment Of Bonus (Amendment) Act, 2015

Amendment of Eligibility Limit

By amending Section 2(13) of the Principal Act, the Amendment Act has now widened the scope of employees eligible for payment of bonus from those drawing salary of INR 10,000 per month, to INR 21,000 per month.

Where the salary or wage of an employee exceeds INR 7,000 per month or the minimum wage for the scheduled employment, the bonus payable to such employee shall be calculated as if his salary or wage were INR 7,000 per month or the minimum wage for the scheduled employment, whichever is higher.

Retrospective Applicability

The Amendment Act is effective from 1 April 2014. Stayed by many high courts

XI.Rights Of Persons With Disabilities Act 2017

 

The Rights of Persons with Disability Act, 2016 received the accent of the President on 27th of December 2016 and came to be published in the official gazette on 28th of December 2016.

 

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