Professional Documents
Culture Documents
Eq ual Sta tu s
There should be no discrimination between male and female workers in terms of remuneration and facilities.
On termination or resignation any certificates in the custody of the management should be returned to the worker at least
within 30 days from the date of termination/resignation.
Normal W orkin g Da y
One-Sh ift Ope ratio n: Monday to Friday: 9 hours per day inclusive of an interval of one hour.
Saturday: 6½ hours inclusive of an interval of one hour.
Two Th ree- Shif t Monday to Friday: 8 hours per day inclusive of an interval of half an hour.
Ope rati on:
Saturday: 5 ½ hours inclusive of an interval of half an hour.
For office employees, Saturday is a half day of 5 hours duration
Nigh t W ork
There are no restrictions on employment of male workers on night shifts. Employment of female workers on
night work from 10.00am on the following day will be allowed as a third shift, subject to certain conditions:
Lea ve
Ca su al L ea ve
An office employee has to be granted 7 days casual leave with pay from the second year of employment.
Si ck Lea ve
Sick leave to be granted at the discretion of management. Some enterprises grant such leave up to a maximum of 21
days. Employee must produce medical certificates to cover such leave.
Ma te rn it y Le ave
a) A female factory employee shall be allowed 12 weeks (84 days) paid leave in addition to other paid leave/holidays she
is entitled to if the employee gives birth to a baby and the employee has no other children or has one other child.
b) In case she has two or more children or in the event she miscarries the employee shall be allowed 6 weeks (42 days)
paid leave in addition to other paid leave/holidays she is entitled to.
An employee's contribution to the Fund is 8% and the employer has to contribute an amount equivalent to total earnings.
Payment for work done on normal working hours on weekly holidays, poya days or public holidays should be considered
for the computation of EPF and ETF contributions.
Gr at uit y
An employee who has completed five years' service shall be paid a gratuity on cessation of his employment irrespective of
whether he has retired or resigned or his services have been terminated by the employer. Such gratuity shall be computed
at the rate of half a month's salary for every year of completed service based on the consolidated salary last drawn by the
employee. Payments should be made within 30 days of cessation of employment. An enterprise, which employs fifteen or
more workers, is liable to pay such gratuity.
Dis cipli na ry
An employer can terminate the services of an employee on disciplinary grounds (e.g. misconduct, fraud, refusal to carry
out lawful orders) provided the normal disciplinary procedure has been followed. For wrongful termination of services an
employee can seek redress in the Labour tribunal before the expiry of 6 months from the date of such termination.
Any dispute or difference between the employer and employee should be promptly brought to the notice of the industrial
relations department of the BOI so that such disputes could be resolved.
Whenever lay-off, retrenchment, closure or termination of services of employees due to no-disciplinary reasons become
necessary, requests should be made in advance to the industrial relations department of the BOI so that suitable
arrangements could be made.
Every enterprise should establish an Employee's Council with the concurrence of the Industrial Relations Department of
the BOI. The Council should consist of 5-10 members representing different departments of the factory. The Electoral
Board of the BOI will conduct the election to elect members to the Employee' s Council. Any disputes that cannot be
resolved through discussion should be brought to the notice of the BOI.
Role o f BO I