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Friday, August 16, 2019

Contract Labour Act, 1970, Labour Law Consultant, ESI PF Consultant in Delhi 9711905747


Contract Labour Act, 1970

Labour Law Consultant, Employee's Provident Fund (EPF), Employee's State Insurance Corp. (ESIC) Maintenance of Records for various Labour Laws i.e. Employees Provident Fund & Miscellaneous Provisions Act, Employees State Insurance Act., Factories Act, 1948, Payment of Wages Under Minimum Wages ActBonus Act and Complete services for PayrollTDS and Professional Tax etc.

Services We Offer

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

The Contractor of Labour Act, 1970

The Contract Labour (Regulation and Abolition) Act, has been enacted by the Indian Legislature from the year 1970. The act intends to prohibit the employment of contract labour in certain circumstances and to regulate the working conditions of contract labour during employment.

Applicability of the Act

Contract of labour act applicable on the following are as given below:

  1. The Act applies to the Principal Employer of an Establishment and the Contractor where in 20 or more workmen are employed or were employed even for one day during preceding 12 months as Contract Labour.
  2. It applies to any contractor who employs or who employed twenty or more workers on any day of the accounting year.
  3. This Act does not apply to the Establishments where work performed is of intermittent or seasonal nature.

Contractor under section(2) of the act

A contractor is a person who takes over the responsibility to produce a given result for the establishment, other than a supply of goods or services of manufacture to such establishment, through contract labour or the person who provides contract labour for any work of the establishment and includes a sub-contractor.

Some Important Points

A)For the purpose of calculating the number, contract labour employed for different purposes through different contractor has to be taken into consideration.
B)If a Principal Employer or the Contractor falls within the vicinity of this Act then, such Principal Employer and the Contractor have to apply for Registration of the Establishment and License respectively.
C)The contractor The Act also provides for Temporary Registration in case the Contract Labour is hired for a period not more than 15 days.
D)Any change occurring in the particulars specified in the Registration or Licensing Certificate needs to be informed to the concerned Registering Officer within 30 days of such change. From combined reading of Section 7 and Rules 17 & 18 of the Contract Labour (Regulation and Abolition) Central Rules, 1971
E)it appears that the Principal Employer has to apply for registration in respect of each establishment. Other important point to note is that a License issued for One Contract cannot be used for entirely different Contract work even though there is no change in the Establishment.

Contractor Labour Rules (Compliances)

Contractor Labour Registration Procedure
Contractor Labour Notification/Circular
Contractor Labour Registration Fee Structure
Contractor Labour Registration Security fee
Contractor Labour employees limit
LWF Monthly Return
LWF Annual Return 
Form 9 Register of Workmen Employed by Contractor
Form 10 Employment Card See Rule 75
Form XIII Register of Workmen Employed by Contractor
Form D Register to Maintained by the Employer under Rule 6 of Equal Remuneration Rule 1976
I-Card Register
Form 15 Register of Adult Workmen
Form 24 Half Yearly Return under Sub Rule (3) of Rule 105
Form XXIV Return to be sent by the Contractor to the Licensing Officer
Form XIV Employment Card-Employee Wise Contractor Labour Regulation Abolition Central Rule 76
Form XV Service Certificate
Car Summary Consolidate Annual Return
Leave Encashment Register
Form F Register of Leave with Wages
Form H Leave with Wages Book

Registration of Establishments Employing Contract Labour:

Contract Labour Compliances

Obtaining Registration of Principal Employer Establishment under the Contract Labour Act.

Obtaining Labour License for Contractors / Sub-contractors from the licensing authority.

Amendments in Principal Employer's Registration / Labour License.
Renewal of Labour License from time to time from the licensing authority.
Preparation & filing of returns with registering / licensing authority.
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.
Assistance in preparation & maintenance of various records like Wage Slip, Muster Roll etc. as provided under the Contract Labour Act.
Assistance in ensuring compliance of the provisions of the Contract Labour Act related to disclosures, notices, displays, deductions etc.

Support in Contract Labour Compliances

Providing day to day consultancy on various issues pertaining to Contract Labour.
Representing company in case of rejection / refusal / suspension / revocation of Principal Employer's Registration / Labour License.
Obtaining duplicate copy of Certificate of Registration / Labour License.
Assistance in issuance of Employment Cards to workmen / Service Certificates to workmen.
Providing assistance to the Principal Employer / Contractors in complying the applicable provisions of the Contract Labour Act.
Assistance at the time of inspection / enquiries conducted under the Contract Labour Act.
Correspondence/Liaising with Labour Departments

Legal Support

Replying / Satisfying Show Cause Notices issued under the Contract Labour Act.
Appearing before the concerned authorities on behalf of the Principal Employer / Contractors in show-cause / adjudication proceedings.
Defending Prosecution Proceedings against the Principal Employer / Contractors under the Contract Labour Act.
Representing Principal Employer / Contractors before the Appellate Authority under the Contract Labour Act.

Effect of Non Registration 

In case an establishment required to be enrolled under Section 7 has not been recorded within the time specified for the purpose under that section, then the punishment will be given as per section 36.


Service Area

RDJ Consultants is one of the leading Contractor Labour Consultant in Delhi & NCR, Gurgaon, Noida, Faridabad and Bahadurgah there are many reputed clients in various places like Okhla, Lajpat Nagar, Mohan Co-Operative Mathura Road, Jung Pura, Nehru Place, Saket, Wazirpur, Mayapuri, Naraina, Rohini, Pitampura, Rajouri Garden, Chhatarpur, Azadpur, Karol Bagh, Rajendra Place, Karampura, Kirti Nagar, Najafgarh, Dwarka, Kapashera, Laxmi Nagar, Shahdra, Uttam Nagar, Janak Puri, Vikas Puri, Palam, Mehrauli, Sangam Vihar, Saini farm, Badarpur Border, jaitpur, Sriniwaspuri, Nandnagari, Tis Hazari, Bawana, Nangloi, Mahipalpur, R K Puram, Vasant Kunj, Sarita Vihar, Lado Sarai, District Centre, Tilak Nagar, Ghitorni, Ashok Vihar, Mayur Vihar, Kalkaji, Safdarjung, Green Park.

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