MATERNITY BENEFIT ACT, 1961

Mines Maternity Benefit Act, 1941 was replaced by this

A woman is entitled to maternity benefit if she has worked in an establishment of the employer from
whom she claims maternity benefit for a period of not less than 80 days in the 12 months immediately
preceding the date of her expected delivery except Assam [Sec. 5 (2)].

Medical Bonus Section 8

6 weeks is important. Most of the provisions give 6-week timelines for pregnant women. 6 weeks before
and after. (now 26 weeks, 8 weeks compulsory before delivery).

The central government is responsible for the administration of the Act in mines and establishments
wherein persons are employed for the exhibition of equestrian, acrobatic and other performances. The
central government has entrusted the administration of the Act in mines to the Director General of Mines
Safety and to the Chief Labour Commissioner in respect of other establishments mentioned above.

Maternity Protection Convention (No. 183) by ILO in 2000.

3(b) – Child, (c) – delivery, (d) – employer, (j) – miscarriage, (h) – maternity benefit,

Sec 5. Right to payment of maternity benefit.

9 – Leave for miscarriage -6 weeks. 9A – tubectomy -2 weeks.

11 – Nursing breaks (2 till child if 15 months old), 11 A creche- 50+ people, 4 times a day visit.

Employees’ State Insurance Act, 1948 2nd April

‘factory’ means ‘any premises including the precincts thereof whereon 10 or more persons are employed
on any day of the preceding 12 months, and in any part of which a manufacturing process is carried on
or is ordinarily so carried on, but does not include a mine subject to the operation of the Mines Act,
1952, or a railway running shed’ [Sec. 2(12)].

The wage-ceiling for coverage under the ESI Act has been enhanced from the existing `15,000 per month
to 21,000 per month with effect from January 1, 2017.

The rates are revised from time to time. Currently, the employee's contribution rate (w.e.f. 01.07.2019) is
0.75% of the wages and that of employer's is 3.25% of the wages paid/payable in respect of the
employees in every wage period.

Employees in receipt of a daily average wage up to Rs.176/- are exempted from payment of contribution.
Employers will however contribute their own share in respect of these employees. (sec 42)
Permanent total disablement is deemed to result from every injury specified in Part I of the Second
Schedule of the Act or from a combination of injuries specified in Part II of the Schedule where the
aggregate percentage of the loss of earning capacity, amounts to 100 per cent or more [Sec. 2(15B)]. The
injuries specified in the schedule are the same as specified under the Employees’ Compensation Act,
1923.

Injuries specified in Part II of the Second Schedule of the Act are deemed to result in permanent partial
disablement [Sec. 2(15A)]

The ‘Benefit Period’ corresponding to the ‘Contributions Period’ from 1 April to 30 September is 1
January to 30 June of the following year, and ‘Benefit Period’ corresponding to ‘Contribution Period’
from 1 October to 31 March of the following year is 1 July to 31 December.

The Act provides for the following benefits:

1. Sickness benefit

2. Maternity benefit

3. Disablement benefit

4. Dependants’ benefit

5. Medical benefit

6. Funeral expenses

7. Confinement expenses

8. Vocational rehabilitation

9. Physical rehabilitation

10. Unemployment allowances and skill-upgradation training

Standard Benefit Rate =

Total Wages paid during the Contribution Period /Number of Days for which these Wages were Paid
Occupational Diseases - Contracting of occupational diseases as specified in the Third Schedule of the
Act. occupational diseases specified in the Employees’ Compensation Act, 1923, are the same as those
specified under this Act

Vocational rehabilitation allowance is the amount of the fee actually paid or `123 per day, whichever is
higher, and is payable till the completion of training.

All questions pertaining to accidents resulting in permanent disablement, assessment of the loss of
earning capacity, and period of operation of the provisional assessment are to be decided by a medical
board constituted in accordance with the regulations. An appeal against the decision of the medical
board lies with a Medical Appeal Tribunal with a further right of appeal to the Employees’ Insurance
Court. An appeal against the decision of the medical board may also be filed directly to the Employees’
Insurance Court. S54

Dependants’ benefit is payable at 90 per cent of the standard benefit rate for the corresponding
contribution period. It is paid for life to the widow or till her remarriage, to the dependent children till
the age of 25 years and to the dependent parents for life. The benefit is shareable in fixed proportion.

Funeral Expenses: An amount of Rs.15,000/- is payable to the dependents or to the person who
performs last rites from day one of entering insurable employment.

Unemployment Allowance (Rajiv Gandhi Shramik Kalyan Yojna)

The scheme, which was adopted in 2005,

An insured person is not entitled to receive for the same period: (a) both sickness benefit and maternity
benefit; b) both sickness benefit and disablement benefit for temporary disablement; or (c) both
maternity benefit and disablement benefit for temporary disablement. In case a person is entitled to
more than one of the benefits noted above, he is entitled to choose the benefit which he wants to
receive [Sec. 65].

a person is not authorized to get compensation under the Employees’ Compensation Act, 1923, or a
maternity benefit under a Maternity Benefit Act, 1961, if he or she is entitled to relevant benefits under
the Employees’ State Insurance Act.

Repayment of Benefit Improperly Received be recovered as an arrear of land revenue [Sec. 70].
Social Security Officers S54. Contributions s39

Direct General of corporation – Authentication of orders, decisions.

EMPLOYEES' PROVIDENT FUNDS AND MISCELLANEOUS PROVISIONS ACT, 1952

came into force on 14 March 1952. The Act as amended till date provides for: (1) the Employees’
Provident Funds Scheme, 1952, (2) the Employees’ Deposit-linked Insurance Scheme, 1976, and (3) the
Employees’ Pension Scheme, 1995.

Employee – sec 2(f). Basic wages – Sec 2(b). Authorised officer – Sec 2 (aa). Contribution -2(c)

The central government may add to Schedule 1 any other industry if it is of the opinion that provident
fund scheme should be framed under the Act [Sec. 4]. Presently, the Act applies to 187 industries/classes
of establishments employing 20 or more employees. Prior to September 2014, employees getting wages
up to `6,500 per month were eligible to become members of the Fund. This wage-ceiling was raised to
`15,000 with effect from 1 September 2014.

Exempted employees sec -2(ff)

Power to exempt establishments from the act- sec 17

After framing of the Scheme, a Provident Fund must be established [Sec. 5(1)]. The Fund is to vest in and
administered by the Central Board of Trustees.

Schedule II & S5 of the Act specifies the matters that are to be included under the provident fund
Scheme

Sec 5 - EMPLOYEES’ PROVIDENT FUNDS SCHEME, 1952 A contributory provident fund where both
employers and employees contribute 12% of the employee's basic wages and dearness allowance.
Employees can choose to contribute more than 12%, but employers are not obligated to match this
additional contribution. EPF interest rate for 2024 is 8.25%

Sec 6A - Employees' Deposit Linked Insurance Scheme, 1976 (EDLI): Offers life insurance coverage to
employees, with employers contributing 0.5% of the employee's basic wages and dearness allowance.
The central government contributes 0.25 per cent of the employees’ wages bill. Schedule IV of the Act
lays down the matters which will be covered under the Employees’ Deposit-linked Insurance Scheme.

Sec 6C - EMPLOYEES’ PENSION SCHEME, 1995 The Employees’ Pension Scheme may provide for all or
any of the matters specified in Schedule III of the Act. 8.33% of the employer's share going to the EPS out
of 12. The central government contributes to the fund at the rate of 1.16 per cent of the wages of the
employees.
PAYMENT OF GRATUITY ACT, 1972

The Bill was passed as the Payment of Gratuity Act in August 1972 which came into force on 16
September the same year.

Maximum limit 20 lakhs currently. The Act provides for payment of gratuity at the rate of 15 days wages
for each completed year .

Sec 4A – Compulsory insurance. Sec 2A Continues service

To become entitled to gratuity, it is necessary for the employee to have rendered continuous service for
not fewer than five years except death.

Determination and Payment of Gratuity – sec 7, Recovery – sec 8, Compulsory insurance – sec 4A

Nominations – sec 6

ILO Conventions

Labour Inspection Convention (No. 81), 1947,

Labour Inspection (Agriculture) Con. (No. 129), 1969

Labour Administration Con. (No. 150), 1978

Labour Inspection (Seafarers) Con. (No.178), 1996.

Labour Inspection (Mining and Transport) Rec. (No. 82), 1947,

Labour Inspection (Agriculture) Rec. (No. 133),

87 – Freedom of association and protection of the right to organise.

The ILO has set-up the Department for Government and Labour Law and Administration (GLLAD) to deal
inter alia with the questions involved in labour administration.

In 1999, a database on labour administration known as ATLAS was set up. The database is available in
three official languages, that is, English, Spanish and French

On 31 January 1919, the Paris Peace Conference appointed a labour commission which proposed the
establishment of the International Labour Organization and drafted its constitution. The commission was
composed of representatives from nine countries, namely, Belgium, Cuba, Czechoslovakia, France, Italy,
Japan, Poland, the United Kingdom and the United States, under the chairmanship of Samuel Gompers,
President of American Federation of Labour (USA). On 28 June 1919, the high contracting parties agreed
to establish the ILO as an organ of the League of Nations.

The ILO was established in 1919 under Part XIII of the Treaty of Versailles as an organ of the League of
Nations. Although the League of Nations could not survive the holocaust of the Second World War, the
ILO continued to maintain its existence. In 1946, when the United Nations came into existence to replace
the defunct League of Nations, the ILO entered relationship with the UN and became one of its
specialized agencies. The headquarters of the ILO are in Geneva.

The International Labour Organization operates through three main organs. These are: (I) the
International Labour Conference of national tripartite delegations which meets annually, (ii) the
Governing Body—a tripartite executive council, and (iii) the International Labour Office—permanent
secretariat.

Pandit Deendayal Upadhyay Shame Jayate Karyakram launched in October 2014 by the NDA
government at the centre headed by Prime Minster Narendra Modi

1. Establishment of a unified Shram Suvidha or labour facilitation portal along with Labour Identification
Number (LIN)

2. The labour inspectors will get auto-generated lists telling them where to go for inspection and to
upload their reports within 72 hours of carrying out an inspection.

3. Only serious issues will be covered under mandatory inspection list and a computerized list of units
that are to be inspected will be generated randomly based on pre-determined objective criteria. There
will be provision of emergency inspection of workplaces in specific circumstances.

4. Launching of a Universal Account Number (UAN) under Employees’ Provident Fund Scheme and
linking PF accounts with bank accounts.
7. The Karyakram also incorporates Apprentice Roshaan Yojna which lays emphasis on revamping and
expansion of apprentice training and skill-development.

Operational HR – Day to day activities like recruiting, onboarding, payroll, performance etc.

Strategic HR – Long term workforce planning

Analytical HR – Data driven decision making

Compensation Management
typical remuneration of an employee comprises wage and salary, incentives, fringe benefits, perquisites,
and non-monetary benefits.

Wages represent hourly rates of pay, and salary refers to the monthly rate of pay, irrespective of the
number of hours put in by an employee. Dearness Allowance (DA) forms part of salary/wage.
Mines act -1952
Canteen 250+ people, First aid box -150+,

Inspectors – sec 5. Certifying surgeons – sec 11. Drinking water – sec 19.

Notice – sec 16. Notice given shall be so given as to reach the people concerned at least one month
before the commencement of any mining operation.

Sec 23. Notice to be given of accidents within 24 hours

Sec 25. Notice of certain diseases

Sec 28. Weekly Day of Rest. Max 6 days working per week

Sec 29. Compensatory days of rest. If workers are not given their weekly day of rest for any reason, the
mining authorities must compensate by providing them with a compensatory day of rest within the same
month or within the following two months.

Sec 30 Hours of Work above ground. The working hours of employees employed above the ground in
mines must not exceed 48 hours per week and 9 hours per day. Any increase in the maximum hours of
work per day requires approval from the chief inspector.

Sec 31. Hours of Work below Ground. The working hours of employees employed below the ground in
mines must not exceed 48 hours per week and 8 hours per day, and work must be carried out through a
system of shifts. Any increase in the maximum hours of work per day requires approval from the chief
inspector. Managers must ensure that only employees scheduled for their working hours are present
below ground.

Sec 33. Extra wages for overtime. If a person works in a mine above ground for more than nine hours in a
day, below ground for more than eight hours in a day or works for more than forty-eight hours in any
week, whether above or below ground, He is entitled to wages at twice their ordinary rate for overtime
work.

Sec 35. Limitation of daily hours of work including overtime work. No person employed in a mine is
required or allowed to work more than ten hours in any day, including overtime.

Sec 40. Employment of people below eighteen years of age. No person below the age of eighteen can
work in mines. However, apprentices and other trainees who have reached the age of sixteen can work
under supervision with approval from the Chief Inspector or an Inspector.

Sec 46. Employment of Women. Women cannot work below the ground in a mine, regardless of other
laws. However, they can work above ground between 6 A.M. and 7 P.M. The working hours for women
must be designed to ensure that those working above ground have at least an eleven-hour interval
between shifts

Sec 52. Annual leave with wages. If a worker is employed in a mine for a calendar years’ service, he is
entitled to leave with wages in the following year. In case a worker works below the ground, he must be
paid one day of leave for every fifteen days of work; otherwise, they will receive one day of leave for
every twenty days of work. The definition of calendar years’ service varies for different types of work. A
calendar years’ service is considered complete for below-ground workers if they attend the mine at least
one hundred and ninety times in a year. For other workers, a calendar years’ service is considered
complete if they attend at least two hundred and forty times in a year.

Section 135. Corporate Social Responsibility

Effective from 01-04-2014

Sec 1.Every company having a net worth of rupees five hundred crore or more, or turnover of rupees
one thousand crore or more or a net profit of rupees five crore or more during 1[the immediately
preceding financial year] shall constitute a Corporate Social Responsibility Committee (Sec 2)of the Board
consisting of three or more directors, out of which at least one director shall be an independent director

Sec 5.The Board of every company shall ensure that the company spends, in every financial year, at least
two per cent (Below 50 Lacks is not applicable), of the average net profits of the company made during
the three immediately preceding financial years, or where the company has not completed the period of
three financial years since its incorporation, during such immediately preceding financial years, in
pursuance of its Corporate Social Responsibility Policy.

Provided that the company shall give preference to the local area and areas around it where it operates,
for spending the amount earmarked on Corporate Social Responsibility activities:

If the company fails to spend such an amount, specify the reasons for not spending the amount, transfer
such an unpleasant amount to a Fund specified in Schedule VII, within a period of six months after the
expiry of the financial year.

Sec 6.Any amount remaining unspent under sub-section (5), shall be transferred by the company within
a period of thirty days from the end of the financial year to a special account to be opened by the
company in that behalf for that financial year in any scheduled bank to be called the Unspent Corporate
Social Responsibility Account, and such amount shall be spent by the company in pursuance of its
obligation towards the Corporate Social Responsibility Policy within a period of three financial years from
the date of such transfer, failing which, the company shall transfer the same to a Fund specified in
Schedule VII, within a period of thirty days from the date of completion of the third financial year.

Sec 7 Penalties. penalty of twice the amount required to be transferred by the company to the Fund
specified in Schedule VII or the Unspent Corporate Social Responsibility Account, as the case may be, or
one crore rupees, whichever is less.

every officer of the company who is in default shall be liable to a penalty of one-tenth of the amount
required to be transferred by the company to such Fund specified in Schedule VII, or the Unspent
Corporate Social Responsibility Account, as the case may be, or two lakh rupees, whichever is less.”

Activities for spending money mentioned in Schedule 7 of companies act 2013

THE COAL MINES PROVIDENT FUND AND MISCELLANEOUS

PROVISIONS ACT, 1948
Sec 3. Coal Mines Provident Fund Scheme.

Sec 3A. Constitution of Board of Trustees.

Sec 3E. Coal Mines Pension Scheme.

Sec 3G. Coal Mines Deposit-linked Insurance Scheme. ---shall be paid by the employer from time to time
in respect of every such employee in relation to whom he is the employer such amount, not being more
than one per cent. of the aggregate of the basic wages, dearness allowance and retaining allowance.

Sec 5. Coal Mines Bonus Schemes.

The Payment of Bonus Act, 1965

21000 upper ceiling. 20+ people establishments.

Sec 8. Eligibility for bonus. Every employee shall be entitled to be paid by his employer in an accounting
year, a bonus if he has worked in the establishment for not less than thirty working days in that year.

Sec 10. Payment of minimums. Employers must pay each employee a minimum bonus of 8.33% of their
salary or wages earned during the accounting year
Sec 11. a maximum limit of twenty percent of their salary or wage.

Sec 15. Set on and set off allocable surplus. Can be done for up to 4 years in both cases.

Sec 19. Time-limit for payment of bonus. If there's a dispute regarding payment pending before any
authority, the bonus owed to an employee by their employer must be paid within one month from the
date on which the award becomes enforceable or the settlement comes into operation. In any other
case, the bonus must be paid within a period of eight months from the close of the accounting year.

Sec 35. Saving. —Nothing contained in this Act shall be deemed to affect the provisions of the Coal
Mines Provident Fund and Bonus Schemes Act, 1948 (46 of 1948), or of any scheme made thereunder.

Wage code 2019

Introduced the concept of statutory ‘wage floor’ to be fixed based on minimum living standard of a
worker.

●Outlines a uniform statutory criterion for initial setting and subsequent revision of minimum wage
rates ordinarily in every five years–ensure wage fixation on time as per fixed norms devoid of any
arbitrariness as witnessed presently.

●Provides for timely adjustment of minimum wages with respect to inflation in every six months –1st
April and 1st October –to protect real wages of the employees.

●Extends the definition of employer by classifying contractor as employer.

●Provides clear and uniform definition of ‘wages and ‘remuneration’

●Restricts in-kind payments to a maximum of fifteen percent of total wages

●Overtime compensation twice the normal wage extended to all employees (not just for workers) –
written consent must before subject employees to overtime.(14)

●Every employer shall issue wage slips to the employees

●In case of removal or dismissal; or retrenchment or resignation, or became unemployed due to closure,
wages shall be paid within two working days.

●Puts responsibility of payment of all dues & burden of proof on the employer in case of claims
relating to non-payment of dues Sec.59
●Limitation period for filing claim before authority increased to 3 years as against 6 months to 2 years

●Permissible deductions under the Code s18– an employee’s wages may be deducted on certain
grounds including:(i) fines(19), (ii) absence from duty20, (iii) accommodation given by the employer22-
serice rendered, (iv) recovery of advances23/ loans given to the employee24, (v) income tax or other
statutory levy among others. Damage and loss(21)

●Total amount of deductions shall not exceed 50% of employee’s total wage in any wage period.

Work of similar nature is defined as work for which the skill, effort, experience, and responsibility
required are the same when performed under similar working conditions. ( For gender equality)

Amalgamation and rationalisation exercise –reduced number of sections to 69 from existing 111
sections in four wage related regulations.

Annual minimum Bonus will be atleast:(i)8.33% of his wages, or (ii)Rs100,which ever is higher
irrespective of allocable surplus. An employee can receive a maximum bonus of 20% of his annual wages
in an accounting year.

The Industrial Relations Code, 2020

The Trade Unions Act,1926, +

The Industrial Employment(Standing Orders)Act,1946 +

The Industrial Disputes Act,1947.

Occupational Safety, Health and Working Conditions
Code 2020
29th September 2020
❖The Code applies to establishments employing at least 10 workers.

❖It applies to mines and docks (applies even in case of 1 worker)

Safety Committee In every establishment where there are 500+, For mines 100+, Hazardous work 250+,
Building and construction 250+.
SOCIAL SECURITY CODE 2020
•To come as close as practicable to ILO Convention 102.
Employees Provident Fund will be applicable to every establishment in which twenty or more employees
are employed.

PF Scheme – 10% by employees

Pension scheme – 8.33% by employers

Insurance scheme – Max 1%

ESIC, Gratuity– 10+ people

For every completed year of service or part thereof in excess of six months, the employer shall pay
gratuity to an employee at the rate of fifteen days' wages or as notified by the Central Government,
based on the rate of wages last drawn by the employee concerned.
THE CONTRACT LABOUR (REGULATION AND ABOLITION)
ACT, 1970
Sec 3. Central Advisory Board Applicable for 20+

Sec 4. State Advisory Board

Sec 7. Registration of certain establishments Sec 8. Principle employer is prohibited from employing CL

Sec 12. Licensing of contractors, Sec 13. Granting of license.

Sec16. Canteens. 100+ people. Act applies. Duration of the work as prescribed.
Sec 17. Rest-rooms. In every place wherein contract labour is required to halt at night in connection with
the work of an establishment

Sec 18 Others

Sec 19 First aid

Sec 21. Responsibility for payment of wages.

Sec 28. Inspecting staff.

Chapter 2 – boards, Chapter 3 – Registration, Chapter 4 – Licensing(11-15), Chapter 5 – health and

welfare(16-19),Chapter 6 – Penalties.

THE RIGHTS OF PERSONS WITH DISABILITIES ACT, 2016

27th December 2016

CHAPTER II - RIGHTS AND ENTITLEMENTS

Sec 23. Appointment of Grievance Redressal Officer.

Sec 31. Free education for children with benchmark disabilities.— every child with benchmark disability
between the age of six to eighteen years shall have the right to free education in a neighbourhood
school, or in a special school, of his choice.

Sec 32. Reservation in higher educational institutions.—(1) All Government institutions of higher
education and other higher education institutions receiving aid from the Government shall reserve not
less than five per cent. seats for persons with benchmark disabilities.

Sec 34. Reservation.—(1) Every appropriate Government shall appoint in every Government
establishment, not less than four per cent. of the total number of vacancies in the cadre strength in each
group of posts meant to be filled with persons with benchmark disabilities of which, one per cent. each
shall be reserved for persons with benchmark disabilities under clauses (a), (b) and (c) and one per cent.
for persons with benchmark disabilities under clauses (d) and (e), namely:— (a) blindness and low vision;
(b) deaf and hard of hearing; (c) locomotor disability including cerebral palsy, leprosy cured, dwarfism,
acid attack victims and muscular dystrophy; (d) autism, intellectual disability, specific learning disability
and mental illness; (e) multiple disabilities from amongst persons under clauses (a) to (d) including deaf-
blindness in the posts identified for each disabilities:

Sec 37. Special schemes and development programmes.—

(a) five per cent. reservation in allotment of agricultural land and housing in all relevant schemes and
development programmes, with appropriate priority to women with benchmark disabilities;
 (b) five per cent. reservation in all poverty alleviation and various developmental schemes with priority
to women with benchmark disabilities;

(c) five per cent. reservation in allotment of land on concessional rate, where such land is to be used for
the purpose of promoting housing, shelter, setting up of occupation, business, enterprise, recreation
centres and production centres.

Sec 50. Registration. , no person shall establish or maintain any institution for persons with disabilities
except in accordance with a certificate of registration issued on this behalf by the competent authority:

Sec 58. Procedure for certification

Sec 60. Constitution of Central Advisory Board on Disability Chapter 11

CHAPTER 14 NATIONAL FUND FOR PERSONS WITH DISABILITIES - Sec 86. National Fund for persons with
disabilities

(c) “dwarfism” means a medical or genetic condition resulting in an adult height of 4 feet 10 inches (147
centimeters) or less;

(a) “deaf” means persons having 70 DB hearing loss in speech frequencies in both ears;

(b) “hard of hearing” means person having 60 DB to 70 DB hearing loss in speech frequencies in both
ears;

(a) “blindness” means a condition where a person has any of the following conditions, after best
correction— (i) total absence of sight; or (ii) visual acuity less than 3/60 or less than 10/200 (Snellen) in
the better eye with best possible correction; or (iii) limitation of the field of vision subtending an angle of
less than 10 degree. (b) “low-vision” means a condition where a person has any of the following
conditons, namely:— (i) visual acuity not exceeding 6/18 or less than 20/60 upto 3/60 or upto 10/200
(Snellen) in the better eye with best possible corrections; or (ii) limitation of the field of vision
subtending an angle of less than 40 degree up to 10 degree.

THE PUBLIC PREMISES (EVICTION OF UNAUTHORISED

OCCUPANTS) ACT, 1971
Appointment of Estate Officers: The Central Government appoints estate officers under Section 3 to
oversee the eviction process

Sec 5. Eviction of unauthorised occupants.— public premises shall be vacated, on such date as may be
specified in the order but not later than fifteen days from the date of the order
Sec 6. Disposal of property left on public premises by unauthorised occupants the estate officer may,
after giving fourteen days’ notice to the persons from whom possession of the public premises has been
taken and after publishing the notice in at least one newspaper having circulation in the locality, remove
or cause to be removed or dispose of by public auction any property remaining on such premises

THE RIGHT TO INFORMATION ACT, 2005

An Act to provide for setting out the practical regime of right to information for citizens to secure access
to information under the control of public authorities, in order to promote transparency and
accountability in the working of every public authority, the constitution of a Central Information
Commission and State Information Commissions and for matters connected therewith or incidental
thereto. Everywhere in india except Jammu Sec 1(2).

Within 30 days, provide information from the receipt. For life or liberty of person – 48 hours

2(f) – “information”, 2(j) – “Right to information”

Sec 3. Right to information

Sec 8. Exemption from disclosure of information (Also secrets act comes here-8(2))

Sec 22. Act to have an overriding effect by Official Secrets Act, 1923

Sec 24. Act not to apply in certain organizations Which is given in second schedule of this act.