Applicability of Contract Labour (Regulation and Abolition) Act, 1970 to Construction site

The aforementioned term we can explain with the help of one example.

If a company having no activities or office at construction site owned by them and has assigned the work of construction to a construction company who has expertise in construction work, then in that scenario do said company require to obtain Registration Certificate under the Contract Labour (Regulation and Abolition) Act, 1970? This is because most of cases Company raise the query that as they are not having office or business activities carrying out in said construction site then in that case there will be no liability to apply/obtain Registration Certificate on that behalf under the Contract Labour (Regulation and Abolition) Act, 1970.

But, as per the decision of Supreme Court of India in one of the case, the principal employer, although has no trade, industry or business carrying out at construction site, still the construction of any building is the work of said company only. Therefore, said company is required to obtain certificate under the Contract Labour (Regulation and Abolition) Act, 1970.

To get the supporting case law for this do write us on girishvivalkar979@gmail.com

Hope this small write up will give insight about pertained subject.

IMPORTANT:

Information in this blog is being provided as-is without any warranty/guarantee of any kind.

This blog is intended to provide information only. If you are seeking advice on any matters relating to information on this blog, you should – where appropriate – contact us directly at girishvivalkar979@gmail.com with your specific query or seek advice from qualified professional people.

We encourage you to take steps to obtain the most up-to-date information and to confirm the accuracy and reliability of any information on this blog in general by directly communicating with us.

Information related to rates for Shops and Establishment License Fees for Maharashtra state

Dear All,

Please find attached information related to rates for Shops and Establishment License Fees for Maharashtra state for your further reference.

IMPORTANT: 

Information in this blog is being provided as-is without any warranty/guarantee of any kind.

This blog is intended to provide information only. If you are seeking advice on any matters relating to information on this blog, you should – where appropriate – contact us directly at girishvivalkar979@gmail.com with your specific query or seek advice from qualified professional people.

We encourage you to take steps to obtain the most up-to-date information and to confirm the accuracy and reliability of any information on this blog in general by directly communicating with us.

On account of work experience and difference in salary between male and female employee: - whether allowable under Equal Remuneration Act, 1976

As we all know that the Equal Remuneration Act, 1976 provides for the payment of equal remuneration to men and women workers for the same work or work of a similar nature and for the prevention of discrimination on the ground of sex against women in the matter of employment. But it does not mean that said Act’s this provision will be applicable in case where in one organization two employee viz. one male and another female, working for same type work but if male employee has more experience as compared to female employee,  and if said female employee demands same salary of male employee on the basis of the Equal Remuneration Act, 1976, then in that case her claim will not be tenable under the Act for the simple reason that what is not permissible under section 4 of the Equal Remuneration Act, 1976 is discrimination on the basis of sex.

Thus, section 4 of the Act does not contemplate that there can be no discrimination at all between men and women in the matter of remuneration.  Therefore, the discrimination in the matter of remuneration as mentioned above is not on basis of sex but rather it is on the basis of experience which is permissible.

To get the supporting case law for this do write us on girishvivalkar979@gmail.com

Hope this small write up will give insight about pertained subject.

IMPORTANT:

Information in this blog is being provided as-is without any warranty/guarantee of any kind.

This blog is intended to provide information only. If you are seeking advice on any matters relating to information on this blog, you should – where appropriate – contact us directly at girishvivalkar979@gmail.com with your specific query or seek advice from qualified professional people.

We encourage you to take steps to obtain the most up-to-date information and to confirm the accuracy and reliability of any information on this blog in general by directly communicating with us.