A

Project Report on:-

“Statuary Compliances
Regarding All Laws & Acts
Of Company.”

Submitted To: - Submitted By:-

ARVIND MEHRA

Sarjan Realities Ltd. 3rd floor, Sai Hira, Mundwa Road, Pune-411036, Maharastra
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 Acknowledgement

On the completion of my project I would like to express my

sincere thanks to all those who have guided, advised inspired and
supported me during the project.

I also thanks to honorable Mr.

For showing his interest in my project.

I also thanks to honorable Mr.

For sharing his experience with me.

My gratitude to honorable guide Mr.

For his guidance in and constant encouragement throughout my project.
Without his help this project would never have been realized in its entity.

My humble thanks to Mr. Dilip Nandkeolyar (Director

Academics) for showing his interest in my project work.

Last but not the least a genuine thanks to all those who have
knowingly or unknowingly contributed to my success.

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 Annexure
Page No.

1. Company Profile 1-

2. Statuary Compliance

3. Observation & Recommendation

4. Conclusion

5. Bibliography

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 Vision

 Achieve $9 Billion in revenues by 2010-11

 Maintain EBITDA of 25% and PAT of 20%

 Be among top 3 wind companies in the world, in terms of market

share (>25% global market share)

 Be the Global Leader in providing profitable end-to-end wind power

solutions

 Achieve Technology Leadership in the Wind Energy Space

 Be recognized among top 3 teams in India & be the best team in

wind industry

History
SUZLON: A History

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The Company was incorporated in 1995 by Mr. Tulsi Tanti. The beginning of Suzlon's wind
energy business was unique. The company came into being with Mr. Tanti's ventures in the
textile business. His attention was drawn to wind power by the dismally unreliable power
scenario and the increasing impact of power costs for his business.

What started as a wind power project that commissioned for the textile factory, soon led to a
growing realization of the promise of wind energy offered as a business opportunity, and its
importance as a source of clean energy to power sustainable economic growth?

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The idea took concrete shape with Suzlon entering into a technical collaboration with
Sudwind GmbH. of Germany to source the latest technology for the production of wind
turbines in India.

From the very beginning Suzlon was driven with a vision of self-sufficiency. To develop and
manufacture technologically advanced wind turbines with an emphasis on high performance
and cost-efficient wind turbines, Suzlon chose to adopt the best technology and build on it.
Acquiring the best available technology in wind turbines, blades, molds and all other critical
areas, the company drove further R&D and innovation. This focused approach led to the
development of Suzlon's current technology and comprehensive product, that is a growing
force in global wind energy markets.

Suzlon became among the first Asia-based companies to manufacture turbines in the MW
and multi-MW capacity ranges, and is today an integrated developer of wind turbines,
focused on: the design, engineering and development of wind turbines and components, the
development and in-house manufacture of rotor blades for turbines, tubular towers, control
panels and nacelle covers.

Suzlon's current product range includes 0.35 MW, 0.60 MW, 0.95 MW, 1.00 MW, 1.25 MW,
1.50 MW and 2.00 MW wind turbines

Suzlon also developed the innovative concept of integrated end-to-end solutions wherein, in
addition to the supplies of equipment, the client is offered project execution work
comprising land acquisition, site development, erection and commissioning, foundation and
other civil work and O&M services, offered in conjunction with the associate companies.

SWSL, a subsidiary of the Company, was incorporated in 1998 with the objective of
providing O&M for wind power projects set up by the Company. The Company has also set
up technological development centers in Germany and The Netherlands through subsidiaries.

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Suzlon Energy A/S was incorporated in August, 2004 in Denmark to supervise the
international marketing activities of the Company. The entire scope of non-India marketing
activities of the company are coordinated through Suzlon Energy A/S. SWECO, a subsidiary
of the Suzlon Energy A/S, was incorporated in 2001 to market, the WTGs manufactured by
the Company in U.S.A.

Additionally, the company also set up Suzlon Energy Australia Pty Limited, in 2004 to
access the wind energy market in Australia. Further, a representative office of the Company
was also set up in China in 2003 to explore the Chinese market.

Growing from India, the company has spread worldwide, with orders in from major high
growth wind energy markets like Australia, Brazil, China, Italy, Portugal, South Korea, and
USA

1995 – 2000 Establishment of SUZLON ENERGY LIMITED Agreement with

SUDWIND finalized for manufacturing 350kW machine in India
SUZLON launched 350kW - the maximum size in the market.

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 Products

Catalogues and Specifications

At Suzlon, our ethos is "We are because we innovate". Reinforcing this philosophy is our
unflinching commitment to continuously raise the bar to provide technologically superior,
more reliable and efficient Wind Turbines.

Our product range includes high-performance Wind Turbines of capacities from 350 kW to 2
MW, replete with such innovations which culminate in tangible benefits.

Catalogues:

Megawatt Series

Multi-Megawatt Series

Technical Specifications:

Kilowatt Series 350

Megawatt Series
Multi-Megawatt Series

New Products
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Suzlon's product line is a clear reflection of its strategy to focus on developing products
customized not only to meet the requirements of the local geography and wind regime, but
also the individual needs of each customer.

The latest examples of our endeavor are the S52-600 kW and S82-1.50 MW wind turbines.

The S52-600 kW turbine is specially designed to deliver high-performance in the low-to-

medium wind regime prevalent across most of India. The design incorporates Suzlon
innovations starting from blades manufactured using state-of-the-art Vacuum Assisted Resin
Infusion Molding technology, to a unique Micro Pitch system, advanced controls, and the
highest hub-height in its class, all leading to a robust, reliable and efficient product which
generates high-quality grid-friendly power with negligible harmonics.

The S52 stands apart not just from the engineering point of view; the size and capacity of the
turbine have been carefully selected to open up the wind energy market to smaller investors,
businesses and industries at an affordable price.

Suzlon's latest Megawatt-series S82-1.5 MW wind turbine too has been designed on similar
principles. The design incorporates advanced features like Micro Pitch technology where
blades can achieve 0.1 degree of pitching resolution in a response time of just 30 ms, a
flexible, adjustable Flexislip system that offers maximum slip as high as 16%, high
performance gearbox, advanced yaw system and many other innovations

All coming together to make a wind turbine that delivers high performance in low-to-
medium wind regimes.

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Suzlon emphasizes on higher efficiency, reduced stress, power quality, high performance and
reliability, low operation costs and increased safety and delivers turbines with high
performance ensuring increased returns on investment and peace of mind for the customer.

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Statuary Compliances

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The Bombay Shop &
Establishment Act, 194

The Bombay Shop and Establishment Act, 1948

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 • The first Shop Act of the state was enacted in 1939, but it was improved in 1948.
• Shops, commercial establishment, residential, hotels and clubs, restaurants and public
amusement center all these come under this Act.
• An establishment is where goods are sold and services are rendered to customers. If there
is any manufacturing process, the factory Act will apply to it.

Registration of Establishment:-

• The employer of an establishment can apply to the inspector of local area. (prescribed
fees)
• The employer has to only notify to the inspector for his new business on the same
premises under section 8.
• For closing an establishment he has to notify within 10 days.
• A registration certificate is valid up to end of the year. It should be renewal within 15
days of expiry date.

Working hours:-

• Commercial establishments are not allowed to be opened earlier than 8.30 Am and
closed later than 9.30 Pm.
• In a day, it is not allowed to work more than 9 hours and 48 hours in a week. There
must be a break in a day.

Leave with wages:-

• An employee is given annual leave with pay for 21 days for 240 days of work and 5
days for every 60 days of work.
• For overtime, an employer must be paid double the rate of his ordinary wages.
• Maternity Benefit Act, 1961 is applicable but ESI is not applied.

Termination of services:-
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 • For terminating the services of any employee, employer has to give 30 days notice in
writing for one year or 14 days notice for less than one year but not more than 3
months.
• For any misconduct, the employer need not give any notice to the employee.

Maintenance of registers:-

• Every employer has to maintain various registers. (Employment, leave, visit book
records and displays.

Note: - It is not necessary that a commercial establishment should have a certain fixed
place or premises from where it operates.

Commercial Establishment: - The organization to be a commercial establishment must not

be an organized activity for carrying any business, trade or profession but the activity must
be carried in a commercial manner.

Commercial establishment is not only an establishment which carries on trade but also
business, whether for the purpose of gain not.

Shop:- It means any premises where goods are sold, either by retail pr wholesale or where
services are rendered to customers, and includes an office, a storeroom, godown,
warehouses or work place, whether in the same premises or otherwise.

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• ESI
• Modal Standing Order
• Workmen’s Compensation Act 1923

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Employee’s State Insurance (ESI):- ESI is applicable because it comes under the approval
of the Govt. and also it is applicable for all shops and establishments, where 20 or more persons
are employed. This Act extends to whole of India.

Modal Standing Order: - Industrial Employment (Standing Order) Act 1946 is applicable if
it is industrial Establishment and 100 or more than 100 employees are employed.
The conditions of recruitment, discharge, disciplinary action, holidays of the workmen
employed in industrial establishment etc. The rules are made in this regard are known as
Standing order.

Workmen’s Compensation Act 1923:- Workmen’s Compensation Act in 1923 was the first
step towards social security of workmen. The Act came into force on the first day of July,
1924. It extends to the whole of India.
The main object of this Act is to provide for the payment of compensation by certain
classes of employers to their workmen for injury by accident. The theory of workmen’s
compensation is that”the cost of product should bear the blood of the workmen.”
The Act does not apply to members of Army and workmen who are covered by the
ESI.

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The Payment of Gratuity
Act 1972.

The Payment of Gratuity Act 1972.

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 • Gratuity is a kind of retirement benefit like provident fund or pension. It is a payment
which is intended to help an employee after his retirement. It is earned by an
employee as a reward for long and meritorious service.
• The Payment of Gratuity Act 1972 was passed by parliament in August 1972. The Act
came into force on 16th Sep. 1972. It was amended twice in 1984 and than 1987. The
latest amendment was in 1998.
• The Act provided for a scheme of compulsory payment of gratuity by management of
factories, mines plantations, ports, railway companies, shop and other establishment
employing 10 or more persons in the events of superannuation, retirement and death
or any disease. The payment of gratuity is dependent on fulfillment of certain
condition prescribed in the Act. It is calculated at the rate of 15 days salary for
completed year of service, subject to a maximum of Rs. 3, 50,000.

 The Act applies to:-

• Every factory, mine, oilfield, plantation, port, railways.

• Every establishment in which 10 or more employees are employed, or were. On any
day of the preceding 12 months.

 The Act does not apply to:-

• Apprentice.
• Persons who hold civil posts under the central govt. or a state govt.

Superannuation: - Superannuation in relation to an employee means the attainment by the

employee of such age as is fixed in the contract or condition of service as the age on the
attainment of which the employee shall vacate the employment. The term
‘Superannuation’ means retirement of an employee an attainment of a certain age.
Superannuation in relation to an employee who is the pension scheme means the
attainment by the said employee of the age of 58 years.

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 The Employee’s Provident
Funds & Miscellaneous Provisions
Act, 1952

The Employee’s Provident Funds and Miscellaneous Provisions Act, 1952

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 • The scheme of provident funds, as a social measure, is meant to induce employees to
save a portion from their present earning for a rainy day.
• The Act and Employee’s Provident Funds Scheme were brought into force from Nov.,
1952. Initially the Act applied to industries engaged in the manufactures of cement,
cigarettes, electrical, mechanical or general engineering product, iron and steel paper
and textiles. The Act now extends to over 150 industries and classes of establishment.
It was amended in 1956.
• Initially whose monthly pay did not exceed Rs. 300, it was restricted to them but now
the pay limit has been raised due to inflation of money, the present limit is Rs. 3500.

 The Act applies to:-

• To every establishment which is a factory engaged in any industry specified in

schedule 1 and in which 20 or more persons are employed.
• And the central govt. may, after giving not less than 2 moths’ notice of its intention to
do so, by notification in the official, apply the provision of the Act to any
establishment employing less than 20 persons.

The rate of contribution to provident fund in all industries and

establishment has been increased from 8.33% to 10% with effect from 1st March 1997,
for both employers and employees. In scheduled industries, the rate of contribution
will be raised to 12%. The employer’s contribution to the employee’s provident fund
shall be 8-1/3% of the basic wages.

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The Payment of bonus
Act, 1965

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 The Payment of bonus Act, 1965.

• The dictionary meaning of the ‘Bonus’ is ‘Something to the good’, ‘especially extra
dividend to the shareholders of a company.’ ‘Distribution of profits to insurance policy
holders or ‘Gratuity to workmen beyond their wages.
• This Act came into force on 5th Sep. 1965. It was amended twice in 1985.

 Object of the Act:-

• The object of Act is to provide for the payment of bonus to persons employed in
certain establishment and for matters connected therewith.
• A minimum bonus of 8.33% of the wage or salary (up to Rs. 1600) of an employee but
(Rs.60) if the employees below the age of 15 years, is payable irrespective of the fact
whether the establishment has made profit or loss. Liability for bonus is a statuary
liability and not a contingent liability.

 Applicable:-

• Payment of Bonus Act, 1965 is applicable to any establishment employing less than
20 but not less than 10 persons

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Factory Act, 1948

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 Factory Act, 1948

• The first Factories Act in India was passed in 1881 but the factory Act 1948, came into
force on the 1st day of April 1949. It’s object to regulate the conditions of work in
manufacturing establishment.
• Whether any establishment is a factory. In order to determine whether any
establishment is a factory , Two thing must be proved:-
o That a manufacturing process is being carried on in any part of the premises
of that establishment.
o That there are prescribed number of workers working in any part of the
premises where the manufacturing process is being carried on.

 What is a Factory?

1. Whereon 10 or more workers are working or were working on any day of the
preceding 12 months, and in any part of which a manufacturing process is being
carried on with the aid of power,

2. Whereon 20 or more workers are working or were working on any day of the
preceding 12 months, and in any part of which a manufacturing process is being
carried on without the aid of power.

 In a factory three thing should be there:-

o Manufacturing process
o Workers
o Power

This Act extends to the whole of India including the state of Jammu and Kashmir.

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 In a factory Health, Safety and Welfare should always be there.

 Health consists:-

1. Cleanliness.
2. Disposal of wastes and effluents.
3. Ventilation and temperature.
4. Dust and fume.
5. Artificial humidification.
6. Overcrowding (should not be)
7. Lighting.
8. Drinking water.
9. Latrines and urinals.
10.Spittoons.

 Safety consists:-

1. Fencing of machinery.
2. Casing of new machinery.
3. Prohibition of employment of women and children near cotton-openers.
4. Hoists and lifts.
5. Protection of eyes.
6. Precautions against dangerous fumes.
7. Safety of building and machinery.
8. Maintenance of building.

 Welfare consists :-

1. Washing facilities.
2. Facilities for storing and drying clothing.
3. Facilities for sitting
4. First aid appliances.
5. Canteens.
6. Shelters, rest rooms and lunch rooms.
7. Crèches

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The Minimum Wages Acts,
1948

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 The Minimum Wages Acts, 1948

The object of the Act is to secure the welfare of the workers in a competitive market
by fixing the minimum rates of wages in certain employments.
The minimum wages Acts was passed in 1948 enabling the central and state Govt. to
fix minimum rates of wages payable to employees in a selected number of ‘Sweated
Industries’ .

 Payment of minimum rate of wages:-

Where in respect of any scheduled employment minimum wages have been

fixed, the employer shall pay to every employee wages at a rate not less than the
minimum rate of wages fixed for that class of employees in employment without any
deduction. Where the contract rate of wages is higher, the statuary obligation does not
come into play.

 Overtime :-

Where an employee, whose minimum rate of wages is fixed under this Act,
by the hour, by the day or by such longer wage, period as may as prescribed, work
overtime, the employee shall pay him for every hour or for part of an hour so worked
in excess, at the rates fixed for overtime work under the Act or under any law of the
appropriate government.

 Claims:-

• Arising out of payment of less than the minimum rates of wages.

• In respect of the payment of remuneration for the days of the rest.
• Wages at the overtime rate.

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 Who may Authority:-

• Any Commissioner for workmen’s compensation.

• Any officer of the central or state govt. work as labour commissioner.
• Experienced judge of civil court or a stipendiary magistrate.

 Who may apply:-

• The employee himself.

• Any official of a registered Trade Union.
• Any legal practitioner.
• Any inspector.

 Offences and Penalties:-

Any employer who pays to any employee less than the minimum rates
of wages fixed for that employer’s class of work, or less than the amount due to him
under the provision if the Act.
Contravenes any rule or order made under sec.13 shall be punishable
with imprisonment for a term which may extend to 6 months or which may extend to
Rs. 500 or with both.

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The Bombay Labour Welfare
Fund Act, 1953

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 The Bombay Labour Welfare Fund Act, 1953

• The Bombay labour Welfare Fund Act is enacted to provide for the constitution of a
welfare fund for the financing of activities to promote welfare of labour.
• This fund consists of unpaid accumulation transferred to the fund, any penal interest,
any contribution, any voluntary donations, sum borrowed, any loan etc.

 Contributions: - The amount of contribution payable every six months in respect of

every employee and employer for such employee shall be at the following rates.

o Six rupees upto the three thousands rupees.

o Twelve rupees above the three thousands rupees.

For the employers contribution shall be at the rate of three the amount of contribution
payable by the employers.

The state government can enhance the amount of contribution in every three years but
such increase shall not exceed 30 percent of the quantum of contribution.

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 Unpaid Accumulation and Claims :-

• All unpaid accumulation shall be deemed to be abandoned property.

• If the claim for payment is refused, the employee shall have a right of appeal in
greater Bombay. An appeal shall lie within sixty days of the decision of the
authority.
• If the authority is satisfied that any such claim is void. It shall decide that the
unpaid accumulation in relation to which the claim is made cease to be deemed to
be abandoned property, and shall order the board to pay the whole of the hue
claimed, or such part as the authority decides are property due.

All unpaid accumulations shall be paid to the board, which shall keep a
separate account therefore until claims thereto have been decided in the manner in
section 6A.

 Interest of Fines on Unpaid Accumulation:- In case of a failure to pay any

amount of unpaid accumulations or fines realized from the employers:-

• For the first three months ½ percent for each month. According to the notice.
• After that 2 percent of the said amount.

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Data collection

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Observation & Recommendation

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My Recommendations to This Organization

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Conclusion

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 Bibliography

 KM PORTAL
 Bombay shop & Establishment Act
 N.D. Kapoor

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