Unauthorized Direct Deposit Changes Through My Social Security: Fill & Download for Free

How to Open a Bank AccountCo-authored by wikiHow Staff | Reader-Approved | 11 ReferencesUpdated: March 29, 2019Explore this Article Opening a Basic Account Using Your Account's Features Setting Up Special Accounts Article Summary Questions & Answers Related ArticlesOpening a bank account isn't as simple as walking up to a teller and handing over your money. Creating a new account requires a bit of preparation and thought. For example, you'll need to decide which type of account you want and how you want to use it. Luckily, while banking jargon can be intimidating, this process isn't difficult once you know a few banking basics. Follow along step-by-step to set up your first account.Part 1Opening a Basic Account1 Make sure you're eligible to open an account. Before you head to the bank, it's wise to check whether you meet all the criteria for opening an account. As a general rule, most banks will require the following: If you're under 18, some banks might require your parents to sign some forms when you make your account. Not all banks do this, so if you don't want your parents to be involved with your banking, try emailing banks before you go into them asking whether they require your parents to sign. You'll need to have valid identification and be willing to share basic information about yourself. In the US, you'll usually need your Social Security number.[1] You'll need to have at least the minimum amount of money for opening account. This can vary based on the bank and account you choose. For example, a basic Bank of America savings account requires a minimum deposit of $300.[2]2 Choose the bank that's best for you. Not all banks are the same, even when it comes to basic personal accounts. It can be very wise to contact the banks in your local area to discuss what exactly you'd get if you opened a basic account. While all banks are different, they can generally be lumped into two general categories: large chain banks and smaller local ones. See below:[3] Large chain banks: Large banks usually have branches in most towns and cities across the country, which means you'll be able to get basically the same service no matter where you go. This wide coverage can help you avoid fees you'll have to pay for using other banks' services (like ATM fees, etc.) Large banks also usually have the resources to offer services like 24-hour help lines for their customers. In addition, these banks tend to have a stable, trusted reputation — they are unlikely to fail or present you with "surprise" difficulties. Smaller local banks: Small banks offer a more personal, human experience. They tend to be friendlier than big banks in several ways — not only will they be willing to offer more personal, one-on-one attention, but they'll often be willing to "work with you" when something goes wrong (like you overdraft from your account). Smaller banks also usually charge smaller fees for using their services. Smaller banks often invest their money into the local community, rather than in national, or multinational large projects that chain banks might be investing in. On the other hand, smaller banks fail more frequently than large banks (this is still very rare, though). In addition, credit unions are another option for banking. Credit unions are not-for-profit financial institutions, often with a mission to be "community-oriented" and "serve people, not profit. Credit unions have successfully made their services more accessible by partnering with other credit unions to offer shared branch banking and ATMs. [4]3 Pick the type of account you want. Most of the time, when someone opens his or her first bank account, it is a regular checking or savings account (or both). Both of these types of accounts allow you to safely store your money with the bank and withdraw it when you need it. However, each type of account is best for different tasks. See below: Checking: A checking account is what most people use for day-to-day purchases. With a checking account, you'll get a checkbook and a debit card that you can use to pay for things with the money in your account. Money in a checking account doesn't change over time — if you want more money, you have to put it in yourself. Savings: As its name suggests, a savings account is best for saving money long-term. Money in a savings account slowly gains interest — in other words, the bank will pay you a small amount for storing your money with it. The more money you have in the account and the longer you save it, the more interest you get. You can still withdraw money from a savings account at banks and ATM, but you can't generally use it for checks and debit card payments. If you have enough money to meet the minimum deposit for both, having both a checking and a savings account is usually best. You can use the checking account for your daily expenses and put extra money in your savings to make interest.4 Visit your bank and ask to open an account. Opening an account in person is usually the best option for first-time account holders. One big advantage of opening an account in person is that you can ask the teller all of your questions and get immediate answers (as opposed to the waiting you'll have to do online or on the phone). Also, because you can sign the forms and receive your confirmation documents on the spot, the process of opening an account is also usually speedier in person. The rest of this section will assume you're opening an account in person. However, depending on your bank, you may also be able open an account over the phone or even online. These options vary from bank to bank — not all banks will let you open your account these ways.5 Ask important questions before you finalize your account. Now is an excellent time to ask for clarification on any issues regarding your account that you don't understand. Below are a few suggestions for questions you may want to ask, but don't be afraid to ask any others that occur to you. Is there a monthly fee for maintaining this account? If so, what is it? Is there a minimum balance that I must keep within this account? If so, what is it? What sorts of fees apply if I go under that limit? What is the interest rate of my savings account? How often does interest generate? Is there a limit to the amount of transactions (deposits/withdrawals, check writing, ATM uses) I have per month? Where can I withdraw cash without paying any fees? What is the fee for using an ATM that doesn't belong to this bank? Is the account I'm applying for insured by a Deposit Guarantee Scheme (DGS)?[5]6 Supply the necessary information to create your account. As noted above, opening a checking account requires a few basic pieces of personal information. You may or may not have to provide documentation to prove this personal information. This depends on the exact bank you're opening an account with. In general, it's a good idea to have: Proof that you are who you say you are: Have a government-issued ID with your photo on it with you (a driver's license or a passport are best). Proof of address: A phone bill, driver's license, or any other official document with your name and address will usually do. Proof you are a registered citizen: The bank will ask for your Social Security number, taxpayer identification number, or employer identification number to ensure that you are "on record" with the government. As long as you know this number, you don't generally need to have your Social Security card, etc. with you.7 Keep the account documents you receive secure. When you finish completing your account, you will receive documents that contain important information about your account. Keep these in a safe place, like a strongbox. Don't let people you don't trust access these documents — they may be able to use them for malicious purposes. If you can, it's a wise idea to commit the following information to memory so that you don't need to rely on the documents in the future: Your four-digit PIN number: You need this to use your debit card for purchases. Your bank account number: You need this for financial tasks like setting up direct deposits Your Social Security number: You need this for various tax and financial tasks in the future If you believe your account information has fallen into the wrong hands, you can always contact your bank and request a "freeze" on your account to prevent unauthorized use.Part 2Using Your Account's Features1 Withdraw money from your account when needed. The biggest benefit of having a bank account is that it's a safe way to store your money. Money in the bank can't be lost or stolen — it's yours until you spend it. Even in the unlikely event that your bank is robbed, your money is insured by the government, so you won't lose it.[6] When you want to get the money in your bank account, you need to make a withdrawal. There are several ways to do this: Visit the bank in person and fill out a withdrawal form. You'll usually need your account number and basic personal information for this. Somewhat time-consuming compared to the other options, but necessary for special tasks like large withdrawals. Use an ATM. See below for more information. Online. In this case, your withdrawals are usually limited to transfers between accounts and payments to other individuals — you can't "get cash" online. See below for more information.2 Get cash from an ATM. ATMs (automatic teller machines) are a convenient way to get cash when you're out and about. ATMs are located at almost all banks. In addition, you can usually find them in areas of commerce, like malls, grocery stores, and some restaurants. To use an ATM, you will need to know your checking account's four-digit PIN number. See our ATM article for detailed instructions. It's always best to use your own bank's ATMs when possible. Usually, you'll have to pay a small fee for using ATMs that don't belong to your bank. Note also that your bank may have a limit on the number of times you may use its own ATMs per month without receiving fees.But before you can use your ATM or Debit card to make any kind of transactions they may be online or offline such as withdrawal of money from your account using an ATM machine you will have to activate your Debit card.[7]The procedure to activate a debit card varies from bank to bank so you should ask your bank about the procedure which is to be followed to activate your debit or ATM card.1 Write checks to pay for purchases. Another way to use your bank account to pay for purchases is to write a check. This is a convenient option when you don't have cash handy. A check is basically an official slip of paper that shows that you promise to pay someone a certain amount of money. When the person you write the check to brings it to the bank, it will use money from your account to pay. See our article on writing checks for more information. Make sure you have enough money in your account to pay for your purchase before you write your check. If you don't, your check will "bounce." This means that the payment won't go through, you'll have to pay a fee, and you'll still be held responsible for the money. Some banks offer "overdraft protection" services for check-writing. In these cases, when you write a check that you don't have enough money to pay for, your bank may "spot" you the money to cover the purchase. You will still have to pay a fee but you won't have to deal with the check bouncing.2 Make a deposit to add more money to your account. When you want to put more money into your bank accounts, you need to make a deposit. As with withdrawals, there are several ways to do this: Bring your money or check to your bank. You will have to fill out a deposit form, which requires you to provide your account number. Use an ATM. Today, many ATMs (especially the ones at banks) allow you to make deposits. You will usually have to do this at one of your own bank's ATMs. Use mobile check deposit services. One relatively new way to deposit checks involves taking a picture of the check with your mobile phone and sending it to the bank. This usually requires you to download your bank's mobile app. For example, click here for instructions for Bank of America's mobile check deposit service. Note that not all banks offer this.3 Try your bank's online banking features. Today, nearly all banks will offer some sort of online options for viewing and managing your bank accounts online. Usually, you are prompted to set these up when you first open your account. These services will differ from bank to bank and account to account. In general, most banks will offer: Secure online login options on the bank's official site The ability to view your accounts' balances The ability to view a record of purchases, withdrawals, and deposits for each account The ability to transfer money between accounts The ability to send money to other individuals4 Set up a direct deposit to make maintaining a balance simpler. Don't want to make a trip to the bank every time you are paid? Most employers offer the option for you to be paid directly into your bank account — this is called "direct deposit." In this case, taxes are withdrawn before the money is added to your account. Talk to your employer's payroll department if you want to set up a direct deposit. This will usually require you to fill out some forms and provide information about your bank account (like your account number).Part 3Setting Up Special Accounts1 Consider linking your checking and savings accounts. "Linking" two separate accounts to each other usually means that the funds from one account are made available to the other for special expenses. For instance, if you link your checking and savings accounts, some banks will let you use the money from the savings account to cover overdrafts on your checking account.[8] Other benefits include: Avoiding some types of minimum-balance fees Receiving one combined account statement rather than two separate ones Allowing easier transfer of money between accounts.2 Consider making a joint account with someone else. When you open any account with another person, it is called a "joint account." Married couples often open one of these accounts, but any two people can do this. You and the co-account opener have equal ownership over all the money in the account, and can take advantage of all the services that come with the account. Either owner can deposit or withdraw money without having to answer to the other holder. For these reasons, it's important only to open a joint account with someone you absolutely trust. For instance, there's nothing the bank can do to stop one owner from taking all the money out of the account without the other's notice.[9] To make a joint account, both account holders must agree to the terms of the account and fill out their own copy of the account creation forms. This means each person will need to provide an ID, Social Security number, etc. Generally, most joint accounts carry "rights of survivorship." This means if one of the joint account owners dies, the surviving owner gets all the money in the account.[10]3 Consider opening a high-interest account. Looking to earn more interest on the money you're storing long-term in your bank account? Many banks offer special options for starting accounts with higher-than-normal interest rates. This increases your long-term earnings, but you'll usually have to meet certain conditions to keep these accounts. See below for more information: High-interest savings: This account comes with all the benefits of a regular savings account, but has a higher minimum balance (that is, you have to keep more cash sitting in the account). You may also be limited in terms of how often you can withdraw from it. In return, you will earn higher interest. Interest Checking: This account features everything that a regular checking account has (ATM privileges, check writing, etc.), but it includes an interest rate, so it acts a little like a regular savings account. However, the monthly maintenance fees for these accounts are usually higher. This means it's in your interest to keep enough money in your account so that the interest outweighs the monthly charge.4 Consider a certificate of deposit (CD) for long-term gains. When you put your money in a CD, you legally agree to put it away for a certain amount of time. This usually ranges from several months to about five years.[11] During this time, you may not add or remove money from the CD. Because you are agreeing to let the bank have your money "no matter what" for the agreed-upon length of time, CDs usually have higher interest rates than basic savings accounts.

Well, aside from the shop and spend spree, there is the very messy “Identity theft”, and as you can see below, this is no fun:5 Steps to Take Immediately If You’ve Been a Victim of Identity TheftKimberly RotterJanuary 15, 2014; Updated: December 16, 2019[The discovery of identity theft is bound to be one of the most anxious and stressful moments a person can experience. When an identity thief gets his (or her) hands on your personal information, they gain the power to wreak havoc on your finances, credit, and reputation.Minimize the chance that you will fall victim to an identity thief, and find out what to do if you suspect your identity has been compromised. Credit Sesame has created this guide to arm you with knowledge about how and when identity theft can happen, what the warning signs are, what prevention measures you can take, and what you can do to respond to identity theft in your life.What is identity theft?In simple terms, identity theft occurs when someone uses your personal information, such as your name and Social Security number, without your permission. You might think of identity theft as most often related to credit or banking. For example, a thief opens a credit card in your name uses it to make purchases. In reality, the scope is much broader.Tax- and wage-related identity theftmage Source | Redirect NoticeTax- and wage-related fraud is the most common type of identity theft, accounting for 45 percent of all reported cases. Tax identity theft happens when someone steals your identity and files a fraudulent tax return in your name. Wage-related fraud occurs when someone uses your identity to earn and collect wages.2. Financial identity theftFinancial identity theft is the use of your personal information for financial gain. The credit card example above is a good example. Fraudulent access to your bank account is another. The Federal Trade Commission estimates that credit card fraud and bank fraud account for 16 percent and 6 percent, respectively, of all identity theft cases, reported annually.3. Medical identity theftA medical identity thief uses your identity to get healthcare. If you’ve ever received a doctor bill in the mail for treatment that you don’t remember getting, you could be a victim of medical identity theft. Medical identity theft not only leaves a stack of medical bills, it also causes incorrect information to be placed in your medical file.Child identity theftChildren are often targeted by identity thieves. One reason is that children have clean credit files. They haven’t had a chance to let any bill go unpaid. So with careful use, a child’s identity is the ticket to a smorgasbord of credit. Also, in many cases the fraud is not discovered for many years, so the thief has plenty of time to fully leverage the stolen identity. Perpetrators are often relatives. Javelin estimates that in 2015, 1.2 million parents received notifications that their child’s Social Security number had been compromised.5. Driver’s license identity theftWhen an identity thief targets your wallet, he may be looking for more than cash and credit cards. Your driver’s license can be used to hide the criminal’s true identity in the commission of various types of crimes. Imagine the financial and insurance nightmare you’ll face if a fraudster gets speeding tickets or wrecks a car while claiming to be you.6. Criminal identity theftIn an even worse -case scenario, an identity thief could use your information to commit a more serious crime, or hurt someone.How much do identity thieves steal?Identity theft is one of the fastest-growing crimes in the U.S. Between 2014 and 2015, identity theft complaints to the Federal Trade Commission increased by 47 percent. According to Javelin Strategy & Research’s 2016 Identity Fraud Study, identity thieves stole $15 billion from 13.1 million U.S. consumers in 2015. Collectively, identity thieves made off with $112 billion over the past six years, which breaks down to $35,600 stolen every minute.The Javelin study revealed that one type of identity theft increased by 113 percent in 2015: new account fraud. This spike is in response to the nationwide implementation of the EMV Compliance Mandate, which places fraud liability on businesses that fail to upgrade their point-of-sale systems to accommodate EMV chip credit cards. Overall, new account fraud accounts for 20 percent of all fraud losses.Identity theft can happen anywhere. Here in the U.S., Missouri has the highest per capita rate of identity theft reports, according to the Federal Trade Commission’s Consumer Sentinel Network Data Book, followed by Connecticut and Florida.Identity theft and your creditYour credit score is a primary consideration when lenders evaluate your application for a credit card, car loan, mortgage or other credit product. Identity theft can impact your score in a big way.Generally speaking, credit scores are based on a handful of factors, including:Payment historyHow much of your available credit you’re usingThe age of your credit accountsThe types of credit you’re usingHow often you apply for new creditIdentity theft can affect all of these factors and bring your score down in the process. For instance, if a thief opens three new credit cards in your name, the inquiries will each lower your score, your overall file age will go down (and your score with it), the balances will affect your utilization ratio, and the payment history (or failure to pay) will have a big impact on your credit rating. o affects the average age of your credit history.The key thing to remember is that identity theft hurts your credit the most when it goes unnoticed. Once you catch on, you can take steps to shut down fraudulent accounts and clean up your credit. More on that in a minute.Are you legally responsible for fraudulent charges?When you find out that someone has racked up debt in your name, the first thing you may wonder is whether you’ll be on the hook to pay it back. When identity theft involves a debit or credit card, your losses are limited under the Fair Credit Billing Act and the Electronic Fund Transfer Act.Liability for fraudulent credit card chargesThe Fair Credit Billing Act caps your liability for unauthorized credit card purchases at $50, and many credit card issuers lower this to $0. If you report a lost or stolen card before it is used, your liability is always zero. Also, if someone steals your credit card number but not the card itself, you’re not liable for any unauthorized use.Liability for ATM and debit card fraudFor stolen ATM and debit cards, your liability depends on how quickly you report the loss or theft.Your liability is $0 if you report a lost or stolen card before any unauthorized charges are made. Your liability is $50 if you report within two business days after you learn of the loss or theft. If you wait more than two but less 60 days to report a lost or stolen debit card, your liability is $500. After 60 days, your liability has no upper limit. Report identity theft as soon as you suspect it.What to do when your identity is stolenIf you suspect identity theft, act quickly to minimize any negative consequences. Below are some key steps to take to stop an identity thief in their tracks.The first thing you should do is to sign up for Credit Sesame’s credit monitoring service now before you become a victim. Credit Sesame membership is 100% free, and no credit card is required to sign up. All Credit Sesame members get $50,000 in free identity theft insurance and live support through the process of identity restoration.1. Put a fraud alert on your credit reportsA fraud alert puts a red flag on your credit report and notifies lenders and creditors that they should take extra steps to verify your identity before extending credit. To place a 90-day fraud alert on all three of your credit reports, you only need to contact one of the three credit reporting agencies (Experian, Equifax, or TransUnion). When you place the initial alert, the agency will automatically notify the other two for you.When you place a fraud alert on your credit reports, you’re entitled to a free copy of your credit report from each of the three agencies. Be sure to obtain them. If you find fraudulent items on your credit report(s), the simplest way to begin the dispute process is to click the dispute button while viewing your credit report online. Some items must be disputed in writing and with supporting documentation. Hard inquiries cannot be disputed but may give you a clue as to where a thief has applied for credit in your name.Initial fraud alerts are free and remain in place for 90 days. In some cases, extended fraud alerts incur a small fee, but under most circumstances, fraud alert services are free to victims of identity theft.Another option—and a more effective identity theft prevention measure—is to place a security freeze on each of your credit reports. A freeze prevents creditors (except those with whom you already do business) from accessing your credit report(s) at all. Most new applications will automatically be declined because, without access to your file, the creditor will have no way to evaluate your credit. With a security freeze in place, you will need to take extra steps if you wish to apply for new credit. Each agency has a procedure for temporarily “thawing” your file in order to allow a legitimate application to be processed. Unlike a fraud alert, you’ll need to contact each credit reporting agency individually to place a freeze on your files. See more information about credit freezes here:Not every state allows credit freezes to be placed by consumers who are not victims of identity theft, but every state allows identity theft victims to freeze their files. Some states charge a fee to freeze the file, and another fee to thaw it.2. Contact any institution directly affectedIf you know your credit card was stolen, report the theft to the credit card issuer. If your checkbook or debit card was stolen, contact your bank.For this step, it’s really helpful if you’ve prepared a list of institutions and phone numbers in advance. Don’t write down account numbers, PINs or passwords — that would be just one more way for a thief to gain access to your personal information. But know what you’ve got. Keep a list of what’s in your wallet, along with the contact information for each item. The best place to keep this list is on an encrypted secure online file storage site.3. Contact the Federal Trade Commission (FTC)File an Identity Theft Affidavit and a police report (see #4 below), and create an Identity Theft Report. You can file your report online, by phone (toll-free): 1-877-ID THEFT (877-438-4338); TDD (toll-free): 1-866-653-4261, or by mail — 600 Pennsylvania Ave., Washington DC 20580.The FTC will provide you with information about what to do next, depending on what type of fraud was (or may have been) committed.4. File a police reportTo complete the Identity Theft Report, you’ll need to contact your local law enforcement office and report the theft. Be sure to get a copy of the police report and/or the report number. Both your police report and the FTC Identity Theft Affidavit combine to create your Identity Theft Report. Your Identity Theft Report will help you when working with the credit reporting agencies or any other entities the identity thief may have contacted to open accounts in your name.5. Protect your Social Security numberIf your social security number was or may have been compromised, contact the Social Security Administration (800-269-0271) and the Internal Revenue Service (800-829-0433).It’s important to talk to the SSA and the IRS if you have reason to believe your Social Security number has been compromised, even if you don’t yet see any evidence of financial fraud. A thief could be planning to swipe your tax refund or to obtain employment or health care in your name.. Contact the Post OfficeIf you have reason to believe the identity thief may have submitted a fraudulent change-of-address to the post office or has used the U.S. mail to commit the fraud against you, contact the Postal Inspection Service, which is the law enforcement and security branch of the post office. Fill out the online form.This list is not exhaustive. These are only the first few steps. Indeed, clearing the wreckage of identity theft can be a laborious and complex process. For more information about how to prevent or recover from identity theft, the U.S. Department of Justice and the Federal Trade Commission offer a wealth of information and will walk you through the steps.Preventing identity theftThe best defense against identity theft is a good offense. The more proactive you are about preventing identity theft, the better. Here are some things you can do to minimize the risk that you’ll fall, a victim.Lockdown your Social Security number. Carrying your Social Security card in your wallet is a big no-no. Store it in a safe or a bank safe deposit box if you have one, or in a place at home where no one will stumble across it. Be very cautious about who you share your Social Security number with. Many people who ask for it routinely – including your doctor or dentist – do not need to have it. Your social security number should never be used as a form of ID. If you’re not applying for credit, keep it private. Never give out your SSN over the phone (unless you are 100% of the identity of the caller) or via email.Steer clear of phishing emails. Technology has made it possible for hackers, scammers and identity thieves to find their way into your inbox. You might receive a seemingly legitimate email from your bank or credit card issuer asking you to click on a link to verify your account information. When you click on it, however, you inadvertently give an identity thief access to your login details. Always verify the source of emails and double-check the URL on any website where you log in or enter personal details. Don’t download files unless you are sure of the sender.Be smart about mobile banking and shopping. Shopping and banking from your phone or mobile device are convenient but it will lead to headaches if an identity thief is able to intercept your personal information. If you use a shopping or banking app in a public place, don’t log in through public Wi-Fi. Also, shelter your entries from the view of anyone nearby who may be able to see your screen.Use complex, unique passwords and change them regularly. Security experts agree across the board that we shouldn’t use the same user ID or password for multiple accounts. Otherwise, an identity thief who cracks the code can access all of those accounts. Instead, use different passwords to update them every few months. The passwords you use should include letters, numbers, and symbols. Use a random password generator to create unique, complex passwords for each account, and keep them in an online password safe so that you won’t have to worry about remembering them.]

BACKGROUND"Labour" is a subject in the "Concurrent List" under the Constitution of India where both the Central and State Governments are competent to enact legislations subject, however, to reservation of certain matters for the Central Government. The constitutional status of labour jurisdiction has been explained in the following table:Union List(Central Government)Concurrent List(Central as well as State Government)Entry No. 55Regulation of labour and safety in mines and oil fieldsEntry No. 22Trade unions, industrial and labour disputesEntry No. 61Industrial disputes concerning Union employeesEntry No. 23Social security and insurance, employment and unemploymentEntry No. 65Union agencies and institutions for "... vocational ... training ..."Entry No. 24Welfare of labour including conditions of work, provident funds, employers' invalidity and old-age pension and maternity benefitsThe Ministry of Labour and Employment seeks to protect and safeguard the interests of workers in general and those who constitute the poor, deprived and disadvantaged sections of the society, in particular, with due regard to creating a healthy work environment for higher production and productivity, and developing and coordinating vocational skill training and employment services. Government's attention is also focused on promotion of welfare activities and providing social security to the labour force both in the organised and unorganised sectors, in tandem with the process of liberalisation. These objectives are sought to be achieved through enactment and implementation of various labour laws, which regulate the terms and conditions of service and employment of workers.The following are the thrust areas of the Government concerning labour laws:Labour policy and legislation;Safety, health and welfare of labour;Social security of labour;Policy relating to special target groups such as women and child labour;Industrial relations and enforcement of labour laws in the central sphere;Adjudication of industrial disputes through Central Government Industrial Tribunals-cum-Labour Courts and National Industrial Tribunals;Workers' education;Labour and employment statistics;Emigration of labour for employment abroad;Employment services and vocational training;Administration of central labour and employment services; andInternational cooperation in labour and employment matters.India has a number of labour laws that govern almost all the aspects of employment such as payment of wages, minimum wages, payment of bonus, payment of gratuity, contributions to provident fund and pension fund, working conditions, accident compensations, etc. The Government has enacted certain central legislations, viz, the Employees Provident Fund and Miscellaneous Provisions Act, Employees State Insurance Act, Payment of Wages Act, Minimum Wages Act, Equal Remuneration Act, Maternity Benefits Act, etc.In addition, at the State level, the State Governments usually have a separate Labour Ministry, which seeks to ensure compliance with State labour laws (viz, State Shops and Establishments Act, Labour Welfare Fund Act, etc) through its Labour Department, which is generally operational at the district level.The various labour legislations enacted by the Central Government can be classified into the following different broad categories:Laws relating to Industrial Relations-Industrial Disputes Act, 1947Trade Unions Act, 1926Laws relating to WagesMinimum Wages Act, 1948Payment of Wages Act, 1936Payment of Bonus Act, 1965Laws relating to Social SecurityEmployees' Provident Funds and Miscellaneous Provisions Act, 1952Employees' State Insurance Act, 1948Labour Welfare Fund Act (of respective States)Payment of Gratuity Act, 1972Employee's Compensation Act, 1923Laws relating to Working Hours, Conditions of Services and EmploymentFactories Act, 1948Industrial Employment (Standing Orders) Act, 1946Shops and Commercial Establishments Act (of respective States)Contract Labour (Regulation and Abolition) Act, 1970Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979Weekly Holiday Act, 1942National and Festival Holidays Act (of respective States) 1963The Plantation Labour Act, 1951The Mines Act, 1952The Dock Workers (Safety, Health & Welfare) Act, 1986Laws relating to Equality and Empowerment of WomenEqual Remuneration Act, 1976Maternity Benefits Act, 1961Prohibitive Labour LawsBonded Labour System (Abolition), Act, 1976Child Labour (Prohibition & Regulation) Act, 1986The Beedi and Cigar Workers (Conditions of Employment) Act, 1966The Sexual Harassment at the Workplace (Prevention, Prohibition and Redressal) Act, 2013Laws relating to Employment and TrainingApprentices Act, 1961Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959LAWS RELATING TO INDUSTRIAL RELATIONSIndustrial Disputes Act, 1947The Industrial Disputes Act, 1947 (the "ID Act") has been enacted for the investigation and settlement of industrial disputes in any industrial establishment.The Industrial Disputes Act defines "Industrial dispute" as a dispute or difference between workmen and employers or between workmen and workmen, which is connected with employment or non-employment or the terms of employment or with the conditions of labour. Dismissal of an individual workman is deemed to be an industrial dispute.The ID Act provides for the constitution of the Works Committee, consisting of employers and workmen, to promote measures for securing and preserving amity and good relations between the employer and the workmen and, to that end, endeavours to resolve any material difference of opinion in respect of such matters.The ID Act provides for the appointment of Conciliation Officers, Board of Conciliation, Courts of Inquiry, Labour Courts, Tribunals, and National Tribunals for settlement of disputes. Another method recognised for settlement of disputes is through arbitration. The Industrial disputes Act provides a legalistic way of settling disputes. The goal of preventive machinery as provided under the Act is to create an environment where the disputes do not arise at all. The ID Act prohibits unfair labour practices which are defined in the Fifth Schedule—strikes and lockouts (except under certain defined conditions and with proper notice). It also provides for penalties for illegal strikes and lockouts and unfair labour practices and provisions regarding lay off and retrenchment as well as compensation payable thereof.The ID Act provides that an employer who intends to close down an industrial establishment shall obtain prior permission at least ninety days before the date on which he intends to close down the industrial establishment, giving the reasons thereof.Trade Unions Act, 1926The Trade Unions Act, 1926 (the "Trade Unions Act") seeks to provide for the registration of Trade Unions in India and for the protection of the same. Further, the Trade Unions Act also in certain respects defines the law relating to registered Trade Unions like mode of registration, application for registration, provisions to be contained in the rules of a Trade Union, minimum requirement for membership of a Trade Union, rights and liabilities of registered Trade Unions, etc.LAWS RELATING TO WAGESMinimum Wages Act, 1948The Minimum Wages Act, 1948 (the Minimum Wages Act) provides for fixing of minimum rates of wages in certain employments. The minimum wages are prescribed by States through notifications in the State's Gazette under the Minimum Wages Rules of the specific State.In terms of the provisions of the Minimum Wages Act, an employee means (i) any person who is employed for hire or reward to do any work, skilled or unskilled manual or clerical, in a scheduled employment in respect of which minimum rates of wages have been fixed; (ii) an outworker, to whom any articles or materials are given out by another person to be made up, cleaned, washed, altered, ornamented, finished, repaired, adapted or otherwise processed for sale for the purposes of the trade or business of that other person; and (iii) an employee declared to be an employee by the appropriate Government.The term "wages" has been defined to mean all remuneration capable of being expressed in terms of money which would, if the terms of the contract of employment express or implied were fulfilled, be payable to a person employed in respect of his employment or work done in such an employment and includes house rent allowance but does not include:The value of:Any house accommodation or supply of light, water and medical attendance; orAny other amenity or any service excluded by general or special order of the appropriate Government;Any contribution paid by the employer to any personal fund or provident fund or under any scheme of social insurance;Any travelling allowance or the value of any travelling concession;Any sum paid to the person employed to defray special expenses entailed on him by the nature of his employment; orAny gratuity payable on discharge.Further, the Minimum Wages Act requires the employer to pay to every employee engaged in schedule employment wages at a rate not less than minimum rates of wages as fixed by a notification without any deduction (other than prescribed deductions, if any).Payment of Wages Act, 1936The Payment of Wages Act, 1936 (the Payment of Wages Act) is an Act to regulate the payment of wages to certain classes of employed persons. The Payment of Wages Act seeks to ensure that the employers make a timely payment of wages to the employees working in the establishments and to prevent unauthorized deductions from the wages.According to the Payment of Wages Act, all wages shall be in current coin or currency notes or in both. It is, however, provided that the employer may, after obtaining the written authorisation of the employed person, pay him the wages either by cheque or by crediting the wages in his bank account.Payment of Bonus Act, 1965The Payment of Bonus Act, 1965 (the "Bonus Act") provides for the payment of bonus to persons employed in certain establishments in India either on the basis of profits or on the basis of production or productivity and is applicable to every establishment in which 20 or more persons are employed and to all employees drawing a remuneration of less than Rs 10,000. Those employees who have worked for less than thirty days are not eligible to receive bonus under the Bonus Act. The Bonus Act provides for the payment of bonus between 8.33% (minimum) to 20% (maximum). However, for the calculation of bonus, a maximum salary of Rs 3,500 is considered.LAWS RELATING TO SOCIAL SECURITYEmployees Provident Funds and Miscellaneous Provisions Act, 1952The Employees Provident Funds and Miscellaneous Provisions Act, 1952 (the "EPF Act") provides for the institution of provident funds, pension funds, and deposit-linked insurance funds for employees and applies to all establishments employing 20 or more persons or class of persons. An establishment to which the EPF Act applies shall continue to be governed by this Act, notwithstanding that the number of persons employed therein at any time falls below 20.On account of 2014 Amendment to the said Act, The definition of "excluded employee" has been amended whereby the members drawing wages exceeding Rs 15,000 per month have been excluded from the provisions of the PF Scheme. Accordingly, the wage ceiling for an employee to be eligible for the PF Scheme has been increased from Rs 6,500 per month to Rs 15,000 per month. It further provides that every employee employed in or in connection with the work of a factory or other establishment is required to become a member of the Provident Fund.The 2014 Amendment further lays down the following changes:New members (joining on or after 1 September 2014) drawing wages above Rs 15,000 per month shall not be eligible to voluntarily contribute to the Pension Scheme.The pensionable salary shall be calculated on the average monthly pay for the contribution period of the last 60 months (earlier 12 months) preceding the date of exit from the membership.The monthly pension for any existing or future member shall not be less than Rs 1,000 for the financial year 2014-2015.The contribution payable under the Insurance Scheme shall also be calculated on a monthly pay of Rs 15,000, instead of Rs 6,500.In the event of death of a member (on or after 1 September 2014), the assurance benefits available under the Insurance Scheme has been increased by twenty percent (20%) in addition to the already admissible benefits.Contributions to the Provident Fund are to be made at the rate of 12% of the wages by the employers with the employee contributing an equal amount. The employee may voluntarily contribute a higher amount but the employer is not obliged to contribute more than the prescribed amount. Further, the EPF Act contains provisions for transfer of accumulations in case of change of employment.In terms of power conferred under s 143(11) of the Companies Act, 2013, the Central Government has issued the Companies (Auditor's Report) Order, 2015 (CARO), which came into force on 10 April, 2015. Clause (vii) (a) of Paragraph 3 provides that:The [Statutory] Auditor has to report, inter alia, on the following:Is the company regular in depositing undisputed statutory dues, eg, Provident Fund, Investor Education and Protection Fund, Employees' State Insurance, income tax, wealth tax, service tax, sales tax, customs duty, excise duty, cess and any other statutory duties with the appropriate authorities?If not paid regularly, the extent of the arrears of outstanding statutory dues as on the last day of the financial year concerned for a period of more than six months from the date they became payable, then it shall be indicated in the report.If such non-payment of dues is on account of any dispute, then the amount involved and for the forum where the dispute is pending should also be mentioned.The CARO is, however, not applicable to a banking company, an insurance company, s 8 company, one person company, small companies and certain class of private companies, as specified under the CARO.Employees' State Insurance Act, 1948The Employees' State Insurance Act, 1948 (the ESI Act) is a social welfare legislation enacted with the objective of providing certain benefits to employees in case of sickness, maternity and employment injury. In terms of the provisions of the ESI Act, the eligible employees will receive medical relief, cash benefits, maternity benefits, pension to dependants of deceased workers and compensation for fatal or other injuries and diseases. It is applicable to establishments where 10 or more persons are employed. All employees, including casual, temporary or contract employees drawing wages less than Rs 15,000 per month, are covered under the ESI Act. This limit has been increased from Rs 10,000 to Rs 15,000 w.e.f. May 1, 2010.The Government enacted as the Employees' State Insurance (Amendment) Act, 2010 (No.18 of 2010). All the provisions of the ESI (Amendment) Act 2010 (except s 18) have come into effect from June 1, 2010. The salient features of the ESI (Amendment) Act are as under:facilitating coverage of smaller factories;enhancing age limit of dependent children for eligibility to dependants benefit;extending medical benefit to dependant minor brother/sister in case of insured persons not having own family and whose parents are also not alive;streamlining the procedure for assessment of dues from defaulting employers;providing an Appellate Authority within the ESI Corporation against assessment to avoid unnecessary litigation;continuing medical benefit to insured persons retiring under VRS scheme or taking premature retirement;treating commuting accidents as employment injury;streamlining the procedure for grant of exemptions;third party participation in commissioning and running of the hospitals;opening of medical/ dental/ paramedical/ nursing colleges to improve quality of medical care;making an enabling provision for extending medical care to other beneficiaries against payment of user charges to facilitate providing of medical care from under utilised ESI Hospitals to the BPL families covered under the Rashtriya Swasthaya Bima Yojana introduced by the Ministry of Labour & Employment w.e.f. 1.4.2008;reducing duration of notice period for extension of the Act to new classes of establishments from six months to one month;empowering State Governments to set up autonomous Corporations for administering medical benefit in the States for bringing autonomy and efficiency in the working.The employer should get his factory or establishment registered with the Employees' State Insurance Corporation (ESIC) within 15 days after the Act becomes applicable to it, and obtain the employer's code number.The employer is required to contribute at the rate of 4.75% of the wages paid/ payable in respect of every wage period. The employees are also required to contribute at the rate of 1.75% of their wages.It is the responsibility of the employer to deposit such contributions (employer's and employees') in respect of all employees (including the contract labour) into the ESI account.Labour Welfare Fund Act (of respective States)The [State] Labour Welfare Fund Act provides for the constitution of the Labour Welfare Fund to promote and carry out various activities conducive to the welfare of labour in the State so as to ensure full and appropriate utilisation of the Fund.Payment of Gratuity Act, 1972The Payment of Gratuity Act, 1972 (the Gratuity Act) applies to (i) every factory, mine, oilfield, plantation, port and railway company; (ii) every shop or establishment within the meaning of any law, for the time being in force, in relation to shops and establishments in a State, in which 10 or more persons are employed or were employed on any day of the preceding twelve months; and (iii) such other establishments or classes of establishments, in which 10 or more persons are employed or were employed on any day of the preceding twelve months, as the Central Government may, by notification, specify in this behalf.The Gratuity Act provides for a scheme for the payment of gratuity to employees engaged in factories, mines, oilfields, plantations, ports, railway companies, shops or other establishments. The Gratuity Act enforces the payment of "gratuity", a reward for long service, as a statutory retiral benefit.Every employee, who has completed continuous service of five years or more, irrespective of his wages, is entitled to receive gratuity upon termination of his employment, on account of (i) superannuation; or (ii) retirement; or (iii) death or disablement due to accident or disease. However, the completion of continuous service of five years shall not be necessary where the termination of employment of any employee is due to death or disablement.The gratuity is payable even to an employee who resigns after completing at least five years of service.The gratuity is payable at the rate of fifteen days wages for every year of completed service, subject to an aggregate amount of Rupees ten lacs only. However, if an employee has the right to receive higher gratuity under a contract or under an award, then the employee is entitled to get higher gratuity.LAWS RELATING TO WORKING HOURS, CONDITIONS OF SERVICE AND EMPLOYMENTFactories Act, 1948The Factories Act, 1948 (the Factories Act) lays down provisions for the health, safety, welfare and service conditions of workmen working in factories. It contains provisions for working hours of adults, employment of young persons, leaves, overtime, etc. It applies to all factories employing more than 10 people and working with the aid of power, or employing 20 people and working without the aid of power. It covers all workers employed in the factory premises or precincts directly or through an agency including a contractor, involved in any manufacture. Some provisions of the Act may vary according to the nature of work of the establishment.Some Major provisions of the Factories Act are explained below:Section 11 of the Act provides that every factory shall be kept clean and free from effluvia arising from any drain, privy or other nuisance. Section 13 of the Act focuses on ventilation and temperature maintenance at workplace. Every factory should work on proper arrangements for adequate ventilation and circulation of fresh air.Section 18 of the Act specifies regarding arrangements for sufficient and pure drinking water for the workers.Section 19 further mentions that in every factory there should be sufficient accommodation for urinals which should be provided at conveniently situated place. It should be kept clean and maintained.Section 21 of the Act provides from proper fencing of machinery. And that any moving part of the machinery or machinery that is dangerous in kind should be properly fencedFurther s 45 of the said Act specifies that every factory should have a properly maintained and well equipped first aid box or cupboard with the prescribed contents. For every 150 workers employed at one time, there shall not be less than 1 first aid box in the factory. Also in case where there are more than 500 workers there should be well maintained ambulance room of prescribed size and containing proper facility.Industrial Employment (Standing Orders) Act, 1946The Industrial Employment (Standing Orders) Act, 1946 (the IESO Act) is applicable to every industrial establishment wherein 100 or more workmen are employed or were employed on any day of the preceding twelve months. The IESO Act Amis to bring uniform terms and conditions of service in various industrial establishments. The IESO Act requires every employer in an industrial establishment to clearly define and publish standing orders with respect to conditions of employment / service rules and to make them known to the workmen employed by it. The Act further specifies that every employer is required to submit to the Certifying Officer five draft copies of the standing orders which he intends to adopt for his establishment.Further, the IESO Act requires display of standing orders in a prominent place for the knowledge of workers.Shops and Commercial Establishments Act (of respective States)The Shops and Commercial Establishments Act(s) of the respective States generally contain provisions relating to registration of an establishment, working hours, overtime, leave, privilege leave, notice pay, working conditions for women employees, etc. The provisions of the Shops and Commercial Establishments Act apply to both white collar and blue-collar employees. IT and IT-enabled services have been given relaxations by various State Governments in respect of the observance of certain provisions of their respective Shops and Commercial Establishments Act.Contract Labour (Regulation & Abolition) Act, 1970The main objectives of the Contract Labour (Regulations & Abolition) Act, 1970 (the Contract Labour Act) are: (i) to prohibit the employment of contract labour; and (ii) to regulate the working conditions of the contract labour, wherever such employment is not prohibited.The Act defines a "worker" as a workman who shall be deemed to be employed as "contract labour" in or in connection with the work of an establishment when he is hired in or in connection with such work by or through a contractor, with or without the knowledge of the principal employer.The Contract Labour Act regulates the employment of contract labour in certain establishments and provides for its abolition in certain circumstances. It applies to every establishment or contractor wherein/with whom 20 or more workmen are employed or were employed on any day of the preceding twelve months as contract labour. The Government may, however, by notification in the Official Gazette, make the provisions of the Contract Labour Act applicable to establishments or contractor employing less than 20 workmen.The Contract Labour Act is not applicable to establishments in which work only of an intermittent or casual nature is performed.The Contract Labour Act prohibits the employment of contract labour on jobs that are perennial in nature. For such jobs, permanent employees need to be employed.The Contract Labour Act provides that no contractor shall undertake any work through contract labour, except under and in accordance with a licence issued in that behalf by the licensing officer.In terms of s 7 of the Contract Labour Act, the principal employer has to make an application in the prescribed form accompanied by the prescribed fee payable to the registering officer for registration.The Employee's Compensation Act, 1923 (formally known as "The Workmen Compensation Act, 1923")The Employee's Compensation Act, 1923 (the EC Act) aims to provide financial protection to workmen and their dependents in case of any accidental injury arising out of or in course of employment and causing either death or disablement of the worker by means of compensation.This Act applies to factories, mines, docks, construction establishments, plantations, oilfields and other establishments listed in Schedules II and III of the said Act, but excludes establishments covered by the ESI Act.The Act provides for payment of compensation by the employer to the employees covered under this Act for injury caused by accident. Generally, companies take insurance policies to cover their liability under the EC Act.Inter-state Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979The Inter-state Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979 (the ISMW Act) is an Act to regulate the employment of inter-state migrant workmen and to provide for the conditions of service and for matters connected therewith.The ISMW Act applies to (i) any establishment in which five or more inter-state migrant workmen are employed or who were employed on any day of the preceding twelve months; and (ii) every contractor who employs or who employed five or more inter-state migrant workmen on any day of the preceding twelve months.For the purpose of the ISMW Act, an inter-state migrant workman means any person who is recruited by or through a contractor in one state under an agreement or other arrangement for employment in an establishment in another state, whether with or without the knowledge of the principal employer in relation to such an establishment.Weekly Holiday Act, 1942The Weekly Holiday Act, 1942 provides for the grant of weekly holidays to persons employed in shops, restaurants and theatres. The Act provides that every shop shall remain entirely closed on one day of the week, which day shall be specified by the shop-keeper in a notice permanently exhibited in a conspicuous place in the shop. Further the state government may require in respect of shops or any specified class of shops that they shall be closed at such hour in the afternoon of one week-day in every week in addition to weekly day off.The Plantation Labour Act, 1951The Plantations Labour Act (PLA) seeks to provide for the welfare of labour and to regulate the conditions of workers in plantations. This Act empowers the State Governments to take all feasible steps to improve the lot of the plantation workers. The passing of PLA has helped in creating conditions for organising the workers and the rise of trade unions.The Act defines an employer as, the person who has the ultimate control over the affairs of the plantation and where the affairs of the plantation are entrusted to any other person, such other person shall be the employer in relation to that plantation.Plantation: Any plantation to which this Act applies and includes offices, hospitals, dispensaries, schools and any other premises used for any purposes connected with such plantation.The Act makes it mandatory for every employer to get their plantation registered within 60 days of its coming into existence.The Mines Act, 1952The Mines Act, 1952 (Mines Act) aims to secure safety and health and welfare of workers working in the mines. "Mine" is defined under the Mines Act as a place where any excavation work is carried on for the searching and obtaining of minerals.The Mines Act provides that persons working in the mine should not be less than 18 years of age.The Mines Act lays down provisions for appointment of one chief inspector who would be regulating all the territories in which mining is done and an inspector for every mine who would be sub ordinate to the chief inspector. Moreover, the District Magistrate is also empowered to perform the duties of an inspector subject to the orders of the Central Government. The chief inspector or any of the inspectors may make such inquiry, at any time whether day or night, in order to check whether the law is being abided in the mines or not.LAWS RELATING TO EQUALITY AND EMPOWERMENT OF WOMENEqual Remuneration Act, 1976The Equal Remuneration Act, 1976 provides for the payment of equal remuneration to men and women workers for the same work and prevents discrimination, on the ground of sex, against women in the matter of employment, recruitment and for matters connected therewith or incidental thereto. This Act applies to virtually every kind of establishment.Maternity Benefit Act, 1961The Maternity Benefit Act, 1961 (Maternity Benefit Act) regulates the employment of women in certain establishments for a certain period before and after childbirth and provides for maternity benefits and certain other benefits including maternity leave, wages, bonus, nursing breaks, etc, to women employees.The Maternity Benefit Act, 1961 applies to (a) a factory, mine or plantation including any such establishment belonging to Government and to every establishment wherein persons are employed for the exhibition of equestrian, acrobatic and other performances; (b) every shops or establishments within the meaning of any law for the time being in force in relation to shops and establishments in a State, in which ten or more persons are employed, or were employed on any day of the preceding 12 months.Except for s 5A and 5B, the provisions of the Maternity Benefit Act shall not apply to the employees who are covered under the Employees' State Insurance Act, 1948 for certain periods before and after child-birth and for which the ESI Act provides for maternity and other benefits. The coverage under the ESI Act is, however, at present restricted to factories and certain other specified categories of establishments located in specified areas. The Maternity Benefit Act is, therefore, still applicable to women employees employed in establishments which are not covered by the ESI Act, as also to women employees, employed in establishments covered by the ESI Act, but who are out of its coverage because of the wage-limit.Under the Maternity Benefit Act, an employer has to give paid leave to a woman worker for six weeks immediately following the day of her delivery or miscarriage and two weeks following a tubectomy operation. The maximum period for which a woman shall be entitled to maternity benefit shall be 12 weeks, of which not more than six weeks shall precede the date of her expected delivery.A pregnant woman is also entitled to request her employer not to give her work of arduous nature or which involves long hours of standing, etc, during the period of one month immediately preceding the date of her expected delivery or any period during the said period of six weeks for which the woman does not avail leave of absence. When a woman absents herself from work in accordance with the provisions of the Maternity Benefit Act, it shall be unlawful for her employer to discharge or dismiss her during or on account of such absence.PROHIBITIVE LABOUR LAWSBonded Labour System (Abolition) Act, 1976The Bonded Labour System (Abolition) Act, 1976 ( Bonded Labour Abolition Act) is a prohibiting legislation which provides for the abolition of the bonded labour system with a view to prevent the economic and physical exploitation of the weaker sections of the society, and matters connected therewith or incidental thereto.Under the Bonded Labour Abolition Act, the term "bonded labour" has been defined to mean any labour or service rendered under the bonded labour system.The term "bonded labour system" has been defined to mean the system of, forced or partly forced, labour under which a debtor enters or has, or is presumed to have, entered into an agreement with the creditor to the effect that:In consideration of an advance obtained by him or by any of his lineal ascendants or descendants (whether or not such advance is evidenced by the document) and in consideration of the interest, if any, due on such advance; orIn pursuance of any customary or social obligation; orIn pursuance of any obligation devolving on him by succession; orFor any economic consideration received by him or by any of his lineal ascendants or descendants; orBy reason of his birth in any particular caste or community.The debtor would render, by himself or through any member of his family, or any person dependent on him, labour or service, to the creditor, or for the benefit of the creditor, for a specific period or for an unspecified period, either without wages or for nominal wages.Section 3 of the Bonded Labour Abolition Act provides that the provisions of this Act shall have effect notwithstanding anything inconsistent therewith contained in any enactment other than this Act or in any instrument having effect by virtue of any enactment other than this Act.Section 20 of the Bonded Labour Abolition Act provides that whoever abets any offence punishable under this Act shall, whether or not the offence abetted is committed, be punishable with the same punishment as is provided for the offence which has been abetted. For the purpose of this Act, "abetment" has the meaning assigned to it in the Indian Penal Code.Child Labour (Prohibition & Regulation) Act, 1986The Constitution of India incorporates provisions to secure labour protection to children. It expressly prohibits the employment of a child below the age of 14 years in work in any factory or mine or engagement in any other hazardous employment.The policy of the Government is to ban the employment of children below the age of 14 years in factories, mines and hazardous employments and to regulate the working condition of children in other industries.The Government enacted the Child Labour (Prohibition & Regulation) Act, 1986 (the Child Labour Prohibition & Regulation Act), which prohibits the employment of children who have not completed their 14th year in 16 occupations and 65 processes1like cinder picking, cleaning of ash pits, building operation, manufacturing or handling of pesticides and insecticides, and manufacturing of matches, explosives, fireworks, etc.In addition, the Child Labour Prohibition & Regulation Act regulates the working conditions of children in all employments, which are not prohibited under the Act. It also fixes the number of hours and the period of work and requires the occupiers of establishments employing children to give notice to the local inspector and maintain the prescribed register.Apart from the Child Labour Prohibition & Regulation Act, there are other legislations which also protect the interest of child labour. For example, the Factories Act, 1948 and the Mines Act, 1952 prohibit the employment of children below the age of 14 years. The Children (Pledging of Labour) Act, 1933, makes an agreement to pledge the labour of children void.Directions of the Supreme Court on the Issue of Elimination of Child LabourIn a landmark judgment on 10 December 1996, in the case of MC Mehta v State of Tamil Nadu (1996) 6 SCC 756 [Writ Petition (Civil) No. 465/1986], the Supreme Court of India gave certain directions on the issue of elimination of child labour. The main features of the judgment are as under:Survey for identification of working children;Withdrawal of children working in hazardous industry and ensuring their education in appropriate institutions;Contribution at the rate of Rs 20,000 per child to be paid by the offending employers of children to a welfare fund to be established for this purpose;Employment to one adult member of the family of the child so withdrawn from work and if that is not possible a contribution of Rs 5,000 to the welfare fund to be made by the State Government;Financial assistance to the families of the children so withdrawn to be paid out of the interest earnings on the corpus of Rs 20,000/25,000 deposited in the welfare fund, as long as the child is actually sent to a school; andRegulating hours of work for children working in non-hazardous occupations so that their working hours do not exceed six hours per day and education for at least two hours is ensured. The entire expenditure on education is to be borne by the concerned employer.The implementation of the directions of the Hon'ble Supreme Court is being monitored by the Ministry of Labour and Employment and compliance with the directions has been reported in the form of affidavits on 5 December 1997, 21 December 1999, 4 December 2000, 4 July 2001 and 4 December 2003, to the Hon'ble Supreme Court on the basis of the information received from the State Governments/Union Territories.The Government is committed to eliminate child labour in all its forms and is moving in this direction in a targeted manner.Sexual Harassment at Workplace (Prohibition, Prevention and Redressal) Act, 2013The Sexual Harassment at Workplace (Prohibition, Prevention and Redressal) Act, 2013 (SHW Act) was enacted by the Parliament to provide protection against sexual harassment of women at workplace and prevention and redressal of complaints of sexual harassment and for matters connected therewith.The SHW Act makes it mandatory for every organization having 10 employees and more to constitute an Internal Complaints Committee (ICC) to entertain complaints that may be made by an aggrieved women.The SHW Act also incorporates provisions for formation of a Local Complaints Committee (LCC) in every district for entertaining complaints of sexual harassment at workplace from organisations where ICC has not been established due to having less than 10 employees.The SHW Act provides that an aggrieved women may in writing make a compliant of sexual harassment to the ICC or LCC as the case may be within a period of three months from the date of occurrence of such incident. Further, in a case where the aggrieved woman is unable to make a complaint on account of her physical incapacity or Death, a complaint may be filed inter alia by her relative or legal heirs.LAWS RELATING TO EMPLOYMENT AND TRAININGApprentices Act, 1961The Apprentices Act, 1961 (the Apprentice Act) provides for the regulation and control of training of apprentices to supplement the availability of trained technical employees for the industry and matters in connection thereto. It provides for qualification for being engaged as an apprentice, contract for apprenticeship, renewal of contract of apprenticeship, period for apprenticeship, termination of apprenticeship contract, obligation of employers and obligations of apprentices, payment to apprentices, health safety and welfare of apprenticeship, hours of work, overtime, leave and holidays and other conditions of working of apprentice.The Apprentice Act requires employers to hire apprentices in certain designated trades, as notified by the Government. Accordingly, appointment of apprentices, according to the Apprentice Act, will be obligatory if the company falls under the notified industry.The Government is considering amending the Apprentices Act, 1961, in consultation with all concerned Ministries. One of the proposed amendments relates to reserving 50% of direct recruitment posts for trained Trade, Graduate, Technician and Technician (Vocational) apprentices who have been trained under the Apprentices Act, 1961 in the same establishment.2Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959The Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959 (the Employment Exchange Act) provides for the compulsory notification of vacancies to employment exchanges by the employers. Section 4(1) of the Employment Exchange Act makes it obligatory on every establishment in the public sector to notify, before filling up any vacancy in any employment in that establishment, vacancies to such employment exchanges as may be prescribed.Further, s 4(2) of the Employment Exchange Act provides that the appropriate Government may, by notification in the Official Gazette, require that from such date as may be specified in the notification, the employer in every establishment in the private sector (ordinarily employing more than 25 employees) or every establishment pertaining to any class or category of establishments in the private sector shall, before filling up any vacancy in any employment in that establishment, notify vacancies to such employment exchanges as may be prescribed.E-Kranti: Ministry of Labour & Employment E-governance initiativeThe Ministry of Labour & Employment has come up with a unique E-governance service called "E-kranti" which aims to make government services accessible to the common man in his locality, through Common Service Delivery outlets and ensure efficiency, transparency and reliability at affordable costs. For the purpose of E-governance the ministry has also developed a unified Web Portal called "Shram Suvidha Portal". This portal integrates four major Organizations under the Ministry of Labour, Thef Chief central Labour Commissioner. The Directorate General of Mines Safety, Employees' Provident Fund Organization and Employees' State Insurance Corporation. The portal facilitates the following:A Unique labour identification number (LIN) for Units to facilitate online registration.Filing of self-certified and simplified Single Online Return by the industry Units.Provides for filing a single consolidated Return online instead of filing separate Returns.Timely redressal of grievances.Transparent Labour inspection scheme through computerised system.