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SUBJECTS WE DEAL IN
 

Employees' Provident Fund

Employees' State Insurance

Contract Labour

Labour Welfare Fund

Shops & Establishments

Factories Act

Payment of Wages

Minimum Wages

Payment of Bonus

Payment of Gratuity

Industrial Disputes

Workmen Compensation

Apprentice

Industrial Standing Orders

Professional Tax

Maternity Benefits

Pay-roll Management

Employment Documents

 
NEWS

Maternity Leave raised to 26 weeks:

Amendment in Maternity Benefit Act has been notified to raise Maternity Leave from 12 weeks to 26 weeks w.e.f. 1st April, 2017.

EPF Wage Ceiling enhanced to Rs. 15,000:

Monthly wage ceiling for coverage under EPF enhanced from Rs. 6,500/- to Rs. 15,000/- w.e.f. 1st September, 2014.

ESI Wage Ceiling enhanced to Rs. 21,000:

Monthly wage ceiling for coverage under ESI enhanced from Rs. 15,000/- to Rs. 21,000/- w.e.f. 1st January, 2017.

EPF Admin Charges reduced and EDLI Admin Charges abolished:

EPFO reduced EPF admin charges to 0.65% from 0.85% and abolished EDLI admin charges w.e.f. 1st April, 2017.

Bonus Eligibility Ceiling enhanced to Rs. 21,000:

Wage ceiling for eligibility under Payment of Bonus Act has been enhanced from Rs. 10,000 to Rs. 21,000 per month retrospectively w.e.f. 1st April, 2014. Although, implementation from retrospective effect has been stayed by various High Courts.

Central & State Specific Labour Laws & Rules
 
Contract Labour (Regulation & Abolition) Act, 1970

Purpose & Object The Contract Labour (Regulation & Abolition) Act, 1970 has been enacted to regulate the employment of contract labour and to bring them at par with directly employed labour with regard to the working conditions and other benefits and also to provide for abolition of contract labour in certain circumstances.
Applicability
  • Contract Labour (Regulation & Abolition) Act, 1970 extends to whole of India.
  • Applicable to all industrial and commercial establishments
Registration / License Registration:
Every establishment to which this Act applies shall get itself register with the registering authority.

License:

Every contractor / sub-contractor to whom this Act applies shall obtain a license from the licensing authority and such contractor / sub-contractor shall undertake or execute work through contract labour in accordance with terms of license issued by the licensing officer.
Obligation of Payment
  • Contractor / Sub-contractor shall be responsible for payment of wages to each worker employed by him as contract labour;
  • Every such payment to contract labour shall be paid in the presence of authorized representative of Principal Employer;
  • In case the Contractor / Sub-contractor fails to make payment of wages within the prescribed period or makes short payment then, the Principal Employer shall be liable to make payment of wages in full or the unpaid balance due, as the case may be, to the contract labour employed by the Contractor / Sub-contractor.

Services We Offer

We are Contract Labour Consultants and at FuturAgeSM, we provide following services in compliance to the provisions of Contract Labour (Regulation & Abolition) Act, 1970:

FuturAge Obtaining Registration of Principal Employer’s Establishment under the Contract Labour Act;
FuturAge Obtaining Labour License for Contractors / Sub-contractors from the licensing authority;
FuturAge Amendments in Principal Employer's Registration / Labour License;
FuturAge Renewal of Labour License from time to time from the licensing authority;
FuturAge Preparation & filing of returns with registering / licensing authority;
FuturAge Preparation & Maintenance of various Registers as provided under the Contract Labour Act like Register of Contractors, Register of Workmen Employed by Contractor, Register of Wages, Register of Overtime, Register of Deductions, Register of Advances, Register of Fines etc.;
FuturAge Assistance in preparation & maintenance of various records like Wage Slip, Muster Roll etc. as provided under the Contract Labour Act;
FuturAge Assistance in ensuring compliance of the provisions of the Contract Labour Act related to disclosures, notices, displays, deductions etc.;
FuturAge Providing day to day consultancy on various issues pertaining to Contract Labour;
FuturAge Representing company in case of rejection / refusal / suspension / revocation of Principal Employer's Registration / Labour License;
FuturAge Obtaining duplicate copy of Certificate of Registration / Labour License;
FuturAge Assistance in issuance of Employment Cards to workmen;
FuturAge Assistance in issuance of Service Certificates to workmen;
FuturAge Providing assistance to the Principal Employer / Contractors in complying the applicable provisions of the Contract Labour Act;
FuturAge Assistance at the time of inspection / search / enquiries conducted under the Contract Labour Act;
FuturAge Correspondence / Liaisoning with Labour Departments.
FuturAge Replying / Satisfying Show Cause Notices issued under the Contract Labour Act;
FuturAge Appearing before the concerned authorities on behalf of the Principal Employer / Contractors in show-cause / adjudication proceedings;
FuturAge Defending Prosecution Proceedings against the Principal Employer / Contractors under the Contract Labour Act;
FuturAge Representing Principal Employer / Contractors before the Appellate Authority under the Contract Labour Act.
   
 
 
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