How this institute in Ahmadabad is misleading institute- Design Development Academy

Recently, I am seeing Gujarat particularly, Ahamadabad has become hub of degree scam institutes. First, the IIMTS and now, while researching I come across another private institutes whose website is lucrative, attractive and good for nothing.




I took little longer time to write about this institute. Once someone asked me about this institute and I was helpless to answer. This institute was not selling any degree, I could not find anything wrong. I did a little research and decided following parameters. 

1. Whether it is authorised to offer any course?
2. Whether it has any placement track?
3. Whether it has real tie up as it claims or it is false?

Unfortunately, I found this institute has some dubious act.

It claims it offers following courses
B.Sc. (Interior Designing)
B.Sc. (Photography)
B.Sc. (Graphic Design)
B.Sc. (Fashions and Textiles)


Since it is not a college, I further wanted to check from which university they are offering the course. I clicked on specific link, but it did not have any answer. 

It has listed following institute as its partner:
1. Edexcel (For BTEC)
2. University of Portsmouth, UK
3. Pacific University, India
4. De Montford University, UK

To clarify, any institute cannot offer a degree of foreign university without prior approval of UGC and AIU and any such degree stands invalid. This institute has not taken any such approval.

Further, Pacific is a private university and cannot offer any course outside its campus, it cannot add any partner institute and it cannot offer any course in collaboration. I have clarified it through my various article in the past. Please scan my blog. 


Then, I wrote to University of Portsmouth going further, They claimed that DDA/ DDI was just an agent for them to send students to the university. This university is a very reputed university in UK and never offered any course in India. 

Below is the reply for your reference:


Govind Sharma 

4 May
to info.centre
Dear Sir,

One institute in India (Design Development Academy Ahmadabad)  is using University of Portsmouth name and claiming to be offering courses viz. degree from this esteemed university. 

Below is the website


I will be highly grateful if you can confirm whether this institute is authorised by University of Portsmouth to offer any programme


Regards

I got following official reply from the university


Emma Schlesinger emma.schlesinger@port.ac.uk

6 May
to me
Boxbe  Emma Schlesinger (emma.schlesinger@port.ac.uk) added themselves to your Guest List | Remove them | Block them 

Dear Govind, 

Thank you for your email and your interest in the University of Portsmouth. 

You asked about our partnership with the Design Development Academy in Ahmadabad. We have had a link with them in the past and it was only this year that the partnership ended. They were sending students into our 3rd year of our BA Interior Design degree and were working as representatives for us. This has now ended and they are no longer working with us. I am sorry for any convenience and if you did want to find out more about on-campus courses then please do let me know? 

Kind regards, 

Emma 

-- 
Emma Schlesinger

International Officer 
 
International Office | Nuffield Centre | St. Michael's Road | Portsmouth PO1 2ED | United Kingdom




I do not think I need further elaboration on the same.

So, the question is, these are the professional courses, people are least worried about recognition. What matter is placement and quality of education.
I investigated further and scanned the database of a leading job portal to find out if I can see any single students who have got a good placement and I scanned the all time database. I was shocked, I could not see more than few resumes thats too most of its employees only. So it seems the story of FALTU University of FALTU movie where they are keeping its students happy, busy in party and tour, parents spending money without recognizing what they are doing and students, too scared to tell the truth being a crime partner. 

This is the sad state of our education where it has become commodity and people are making money.

Disclaimer: I could not find any complaint online by any students or anybody about this institute hence it needs more elaboration and possibly, it may take time to get the truth about this organisation. I advise students and parents to do their own thorough investigation before taking any admission in this institute. It may be wastage of time and money for them.

AICTE approved private universities in India



People asked me query about many private universities opened like mushroom during rainy season. They are armed with many false claim like their degrees are completely valid, they do not need AICTE approval and they are citing the old case of Bharathidasan University vs AICTE. This is the old case and after that. Please read following article for more details:

Clarification on whether a University need approval from AICTE for engineering, technology and management programme



I am not an AICTE or such regulating body fan. They are neck deep down in corruption and in fact have never contributed for the development of the quality of higher education. We also cannot deny the fact that, in the absence of these bodies, quality of our education would have gone down far below standard. Look at the case of degree scams by private universities. 

Whether you love or hate, you have to be abide with the law. A AICTE not approved degree later causes lot of headache including denial of admission, denial of private sector job and so on. Private universities in India are poorest in quality and just extracting money from students. Take any name, Ansal, Manav Bharati, Monad, Techno Global and so on.

Below mentioned private and deemed universities only have AICTE approval. 

Rajasthan

1. Jaipur National University, Jaipur Rajasthan
2. Jodhpur National University, Jodhpur, Rajasthan
3. Suresh Gyan Vihar University, Jaipur

It is surprising. Rajasthan has total 38 private universities as on today, however, only 3 has AICTE approval. Should not it be the case that any institute / university before offering courses should have first AICTE, BCI, PCI, NCI, NCTE, MCI and such other bodies approval? and what the hell 38 private universities doing in Rajasthan where it lacks in quality except one IIT and few handful state universities? Rajasthan is becoming another scam place for degree selling universities. 



Arunachal Pradesh
None of the private universities (Total 7) in Arunachal Pradesh has AICTE approval. Assam is the most developed state in north east and still it has just 4 private universities and poorest Arunachal already has 7 private universities. The gainer must be ministers.

Assam
Assam has 4 private universities and none of them have AICTE approval. Don Bosco and Assam Down Town had approval when they were just a college. After they started as a university, they do not have approval. 


Chhatisgarh
1. Dr. C V Raman University, Bilaspur
2. Kalinga University, Raipur
3. MATS University, Arang Kharora

Out of 8 private universities, only 3 have AICTE approval. Out of these, C V Raman and Kalinga are involved in degree selling rackets. 

Gujarat
1. Charotar University, Anand
2. C U Shah University, Wadhwan City, Surendra Nagar
3. Ganpat University, Mehsana

so, Gujarat has 16 private universities who does not have a good institute of reputation featuring at national level except IIM ahmadabad and IIT Gandhinagar, but still has 16 private universities. Out of these Rai University is a degree scamster which seems to have Narendra Modi Backing (Owner of Rai and EIILM are same).  Among private universities, Nirma and dhirubhai Ambani are good, although they do not have AICTE approval. They are backed by the corporate. Team Lease is another private university seems to be founded by HR company Team Lease. That may be also good. Calorx is a university involved in degree selling scam. 


Haryana
1. Al Falah University, Faridabad
2. Maharshi Markandeshwar University, Ambala

Haryana has 16 universities and out of these, only 2 universities have AICTE approval. Out of this GD Goenka and BML Munjal seems to be good as they belong to corporate (BML Munjal to Hero group and chances that they will absorb more students in their companies. However, there is complain (unofficial, yet to be verified about this university). Ansal is a fraud university who are making false claim in their website and with big advertisement. O P Jindal is another private, but corporare university. I hope this will be still better than above mentioned AICTE approved universities.



Himachal Pradesh
1. Eternal University, Baru sahib, Simour
2. Maharishi Markandeshwar University, Solan

So out of 14 private universities, only these 2 universities in Himachal has AICTE approval. The names of these private universities funniest such as Agrasen, Shoolini, Sai and so on. It seems they are selling temples and not the degrees. Himachal, failed to produce any good universities, I do not know what they are going to do with these ever growing stupid private universities. 


Jharkhand
Jharkhand has 3 private universities - Sainath, Rai and ICFAI. ICFAI is involved in selling unrecognized degree and just a money making game, so the ICFAI. Sainath is involved in degree selling scam and many people confirmed buying degree from it. 
None of these 3 universities have AICTE approval.

Karnataka
Karnataka has total 9 universities  including Azim Premji university (which does not offer engineering and management programme and a very reputed institutes) other includes highly advertised Alliance University and another Rai university. It seems few colleges have upgraded themselves to private universities and earlier they had AICTE approval. None of the private universities in Karnataka has AICTE approval.


Meghalaya
Meghalaya has 7 private universities and all of the known name such as MGU or Mahatma Gandhi University, CMJ or Chandra Mohan Jha and Techno Global University are degree sellers, faking and selling degrees all over the world and UGC, state government is silent over it. I have roll no of few students who never saw the face of Techno Global University campus whose enrollment no was verifiable on its website but sure, soon going to disappear.
None of these 7 private universities have AICTE approval and very poor in quality. ICFAI too has a shop here, what they sell, they only know but I am sure these are poorest in quality. 




Mizoram
Mizoram has only  private university i.e. ICFAI and it does not have AICTE approval.



Madhya Pradesh
1. AISECT University, Bhopal
2. ITM University, Gwalior
3. RKDF University, Bhopal

Out of 13 private universities, only 3 have AICTE approval. Welcome to the land of degree scam universities. You will find degree selling Swami Vivekanand University here, you will find another Amity University here and so on.


Maharashtra
 Maharashtra has only 2 private universities so far, Amity and Spicer both do not have AICTE approval. Soon, you will find many private degree selling and money making university here.



Nagaland
Nagaland has 2 private universities (The Global Open University and ICFAI), TGOU VC got arrested for degree scam and ICFAI is another controversial. Both do not have AICTE approval.


Odisha
1. Centurion University

Odisha or Orissa has only 3 private universities, Sri Sri, Xavier and Centurion. Only Centurion University has AICTE approval and it is not so reputed institute and not reported any degree scam from this university so far.


Punjab
1. Chitkara University 

Punjab has total 10 private universities so far and only 1 institute has AICTE approval. Out of these, Lovely Professional, Chadigarh University and desh Bhagat are highly advertised universities but not sure about their quality. Out of this, one of my blog reader informed that  Lovely is very good in quality and curriculum, students need to verify the same.


Sikkim
Welcome to the state of universities scam in India. A state which does not have a basic infrastructure and not a single state universities (still north Bengal University serve colleges in Sikkim) has allowed  5 private universities in Sikkim and all of them are running degree scams and selling. They are EIILM (almost closed down now), Sikkim Manipal, ICFAI, Vinayak Mission- all running degree scams and selling like peanuts on road and Ramaswamy University.


Tripura
It has only one private university, ICFAI and it does not have any AICTE approval. 


Uttar Pradesh
Welcome to the land of politically and civil service wise intelligent, home of few top world class universities like BHU, IIT Kanpur, IIM Lucknow, Lucknow University, Aligarh Muslim University  and also land of degree scams. When people cannot pass anywhere in India, they head to UP to get their SSC and HSC certificate, where copying is fashion and a parallel thousand crore business and now it is supported with so many private universities. 

1. Shiv Nadar University

Wow, there are 22 private universities in UP, the land where you can buy degree. Everyone claims through advertisement they are best- Amity, Sharda, Glocal, Ramswaroop Memorial, Teerthankar Mahaveer, Shobhit, Rama, Mangalayatan, Integral, GLA.

Shiv Nadar only a respectable private universities in UP. Look at Shobhit how it ran the scam for a very long time. 


Uttarakhand
Uttarakahnd has 9 private universities, none of them so known, none of them reputed and none of them have AICTE approval.


West Bengal
Out of the 5 private universities, none of them have AICTE approval. As on April 23, 2015, there are 207 private universities and if we carefully examine, even not 20 of them have capability of delivering programmes. Why the hell do we need so many private institutes then. Are government, MLAs and authorities are making money out of this? What is the future of students who are unaware about all these complexities? 






Credit for the data:
Please refer below list

http://www.ugc.ac.in/oldpdf/Private%20University/Consolidated%20List%20Private%20Universities%20as%20on%2023.04.2015.pdf


http://www.aicte-india.org/downloads/ET/Chhattishgarh_ET.pdf

http://www.aicte-india.org/downloads/ET/gujarat_ET.pdf

http://www.aicte-india.org/downloads/ET/haryana_ET.pdf

http://www.aicte-india.org/downloads/ET/Himachal%20Pradesh_ET.pdf

http://www.aicte-india.org/downloads/ET/jharkhand_ET.pdf

http://www.aicte-india.org/downloads/ET/karnataka_ET.pdf

http://www.aicte-india.org/downloads/ET/meghalaya_ET.pdf

http://www.aicte-india.org/downloads/ET/mizoram_ET.pdf

http://www.aicte-india.org/downloads/ET/madhya%20pradesh_ET.pdf

http://www.aicte-india.org/downloads/ET/maharashtra_ET.pdf

http://www.aicte-india.org/downloads/ET/nagaland_ET.pdf

http://www.aicte-india.org/downloads/ET/Orissa_ET.pdf

http://www.aicte-india.org/downloads/ET/punjab_ET.pdf

http://www.aicte-india.org/downloads/ET/uttar%20pradesh_ET.pdf

http://www.aicte-india.org/downloads/ET/uttarakhand_ET.pdf

http://www.aicte-india.org/downloads/ET/West_Bengal_ET.pdf

University of Mumbai announced admission for distance/ part time MCA 2015




University of Mumbai, Institute of Distance and Open Learning has announced for entrance examination for Master of Computer Application course (MCA) for year 2015.

It is one of the rare university in India who offer MCA programme strictly as per AICTE guideline, based on the entrance examination. This is also one of the rare institute whose distance learning degrees are highly valued like AMU, JMI, Delhi University, Pune University, SNDT and Pondicherry University.

MCA entrance test 2015

Admission process for MCA: 
Admission to MCA programme in University of Mumbai, strictly on the basis of entrance exam.


Eligibility:- Graduate in any faculty of a recognized University by UGC with minimum 45% marks (minimum 40% for reserved category) and Mathematics as a subject at XII or higher level. Those Students who have appeared for final year and whose results are awaited are eligible for appearing for the Entrance Test. 


Entrance test date:
Admissions to MCA will be on the basis of Entrance Test to be held on Sunday, 21 st June, 2015 between 11.00 a.m. and 1.00 p.m.


How to apply
Students can submit their form online (www.mu.ac.in/idol or idol.mahaonline.gov.in) from 18 th May, 2015 to 6 th June, 2015. Entrance examination fees of Rs. 500/- should be paid through Credit/Debit Card by Payment Gateway OR Bank challan of Bank of Maharashtra (Challan of Bank of Maharashtra will be accepted for payment up to 11 th June, 2015 in their respective branches) This fee is non-refundable and non-transferable under any circumstances.
 Please see the Website: www.mu.ac.in/idol OR www.mahaonline.gov.in for details. If Student do not get Hall Tickets upto 15 th June 2015, they should come to IDOL along with payment receipt / relevant documents. Verification of all eligibility criteria documents including Caste Certificates, Caste Validity Certificates of only those candidates who qualify for the Entrance test will be done at the time of admissions. 


Frequently asked questions

1. From where to get syllabus ?
Please check:

Can I get old question paper?
Yes, please download it from

I have passed B.Sc. Mathematics / B.Com (with mat as a subject) through open university system i.e. without passing 10+2, am I eligible to apply ?
Yes,subject to the condition that the degree has DEC/ UGC DEB approval and awarded without territorial jurisdiction violation.


I have studied mathematics at 10+2 level and holds a BA, am I eligible to apply for MCA?
Yes, you are eligible. 

Does Mumbai University offer courses outside Mumbai?
Yes, it offers within its jurisdiction i.e. Mumbai District, Thane District, Raigad District, Sindhudurg District and Ratnagiri District


Is it a fully distance course where attendance is not mandatory?
no. It is a kind of part time course. Attending lectures on Saturdays and on Sundays are mandatory. 

Does MCA distance learning of Mumbai University has AICTE approval?
Yes

Does Mumbai University offer placement to MCA distance holder?
No, students have to apply by their own.

I have completed my graduation from other university, what process do I need to follow?
The students who have passed 3/4yr Bachelor’s Degree from other University and completed another degree course viz B.ED, L.L.B., MMS etc form college affiliated to University of Mumbai and wish to pursue M.A./M.COM/M.Sc./MCA from the University of Mumbai are required to obtain Eligibility Certificate from University of Mumbai,

 IDOL. REQUIRED DOCUMENTS FOR OBTAINING ELIGIBILITY CERTIFICATE: 
1. S.S.C. and onwards all examination (F.Y., S.Y. & T.Y.) 
2. Equivalent Certificate from MSBTE/Tech Board of the concern state (in case of diploma students) 3. Passing/ Convocation/ Degree Certificate
 4. Marriage Certificate/ Gazette Notification (For female married students) 5. Migration / Transfer Certificate(Can be submitted within 2 months) FEES FOR ELIGIBILITY CASE:  Document Verification fees of Rs. 400/- will be charged from UG/PG programme students who have passed their Board/ University Examinations from other than Maharashtra State Higher Secondary Board / other than University of Mumbai (Only for Eligibility Case). 
 Eligibility fees of Rs. 220/- for the students who have passed their examination from Maharashtra State Universities and Diploma from MSBTE and Rs. 320/- for out of Maharashtra State Universities /Boards other than Maharashtra /Technical Boards of other State.

Does it offer course in Semester pattern?
Yes

What is the syllabus for MCA?
Semester - I
1 Programming with C  
2 System Analysis Design 
3 Computer Organization and Architecture 
4 Discrete Mathematics 
5 Principles of Economics and Management \
6 Introduction to Web Technology 

Semester – II
1 Data Structures
2 Operating Systems
3 Accounting and Financial Management
4 Computer Graphics
5. Probability and Statistics 
6 Communication and Soft Skills


Semester – III
1 Object Oriented Programming C++
2 Data Base Management Systems
3. Data Communication Networks 
4 Operation Research
5 Software Engineering
6 Management Information System

Semester – IV 
1 Java Programming
2 Object Oriented Modeling and Design Using UML 
3 Network Security 
4 Advance Database Techniques
5 Elective I : Customer Resource Management
6 Software Project Management

Semester – V 
1 Software Testing 
2 Wireless Technology 
3 Distributed Computing 
4 Advanced Web Technologies 
5 Elective – 2 Logistics & Supply Chain Management 
6 Foreign Language


Semester VI
Project

So the biggest drawback is like a full time college, you do not have option to chose elective here and the university decides what you should study.

Does university provide study material?
Yes, it does. 


Is assignment compulsory for MCA?
Yes, it is compulsory

What is the fee for MCA?
It is rs. 15345 per year

Is lateral entry into MCA second year available?
No, no such options available


Let me know if you have any question

University of Mumbai recognized SSC and HSC board


Dear Friends,

I hope you have gone through my earlier article about recognized and fake board. Please note that all universities and government job universities must accept only the board who are member of COBSE. You can see above, how a fake institute RIOS is making money by luring students and government is silent.

Here is the list of recongized board as on May 17, 2015

1. Andhra Pradesh Board of Intermediate Education

2. Andhra Pradesh Board of Secondary Education

3. Assam Higher Secondary Education Council

 4. Assam Board of Secondary Education

5. Bihar School Examination Board

 6 Central Board of Secondary Education

 7 Chhatisgarh Board of Secondary Education

8. Council for the Indian School Certificate Exams.

9. Goa Board of Secondary & Higher Sec. Edu.

10. Gujarat Secondary & Higher Sec. Edu. Board

11 Haryana Board of School Education

12. Himachal Pradesh Board of School Education

13. J& K Board of School Education

14. Jharkhand Academic Council, Ranchi

15. Karnataka Board of Pre-University Education

16. Karnataka Secondary Edu. Examination Board

 17. Kerala Board of Public Examination

18. Kerala Board of Higher Secondary Education

19. Maharashtra Board of Sec. & Higher Sec. Edu.

20. Madhya Pradesh Board of Secondary Education

21. Manipur Board of Secondary Education

22. Manipur Higher Secondary Education Council

23. Meghalaya Board of School Education

24. Mizoram Board of School Education

25 Nagaland Board of School Education

26 National Institute of Open Schooling

27. Odisha Council of Higher Secondary Education

 28. Odisha Board of Secondary Education

29. Punjab School Education Board

30. Rajasthan Board of Secondary Education

31. Tamilnadu State Board of School Examinations

32. Tripura Board of Secondary Education

33. Telangana State Board of Secondary Education

34. Telangana State Board of Intermediate Education

35. U.P. Board of High School & Intermediate Edu.

36 Uttrakhand Board of School Education

37. West Bengal Board of Secondary Education

 38. WB Council of Higher Sec. Education

 39. West Bengal Board of Primary Education

 40. West Bengal Board of Madrasah Education

41. The W.B. Council of Rabindra Open Schooling

42. Madhya Pradesh State Open School

43. Chattisgarh State Open School

44. Rajasthan State Open School, Jaipur

45. Banasthali Vidyapith

46. Bihar State Madrasa Education Board

 47. Chhatisgarh Madrasa Board

 48. Chhatisgarh Sanskrit Board

 49. Maharishi Patanjali Sanskrit Sansthan

50. U.P. Madhyamik. Sanskrit Shiksha Parishad

 51. Dayalbagh Education Institute

52. Bihar Board of Open Schooling

53. A.P Open School Society

 54. Bihar Sanskrit Shiksha Board

55. Assam Sanskrit Board


56. Rashtriya Sanskrit Sansthan

Let me know if you have any question

Credit:
http://www.iconnectnews.com/wp-content/uploads/2014/11/RIOS-copy.jpg
http://www.mu.ac.in/lbhs.pdf

Statutory Compliance under Maternity Benefit Act




Maternity Benefit Act is one of the employee welfare (protection) legislation. Before giving practicality of the Act, let me explain its applicability and other details

Maternity Benefit Act 1961: This is a central Act applicable all over India including the state of Jammu and Kashmir. (In 1970, the word except Jammu and Kashmir was omitted hence it is now applicable in Jammu and Kashmir too). 
After the Act, there is a separate rule to be formed which act as a guideline from each state.

To whom it is applicable?
In any organisation whether it is a shop or commercial offices whether a factory or any organisation who has employee strength of 10 or more. The moment employee strength reaches 10, the Act becomes applicable. 

What is maternity benefit: A female employee expecting a child (pregnant) entitle to get total 12 weeks of maternity leave (6 week before delivery of child and 6 weeks after delivery of child and additional 1 months leave for sickness arising due to illness of maternity). The female employee is also entitle to get maternity bonus of Rs. 3500/ - as a one time bonus. This changes time to time through government notification. The benefit also provided if miscarriage happens and an employee is entitle for 6 weeks leave after miscarriage. 

Who is eligible: Any female employee who have completed 80 days work in an organisation is eligible for maternity benefit. If a female employee die during child birth, the nominee is entitle to get such benefit. 

What is employer's responsibility: To provide leave with pay during maternity and to provide medical benefit or bonus. 

My employee is drawing less than 15000 per month and covered under ESIC Act, do I still need to follow maternity benefit Act?
no, but compare and see where she gets more benefit and accordingly provide. Overall she is your human capital and asset. 

Benefit in detail
Cash Benefits
 
• Leave with average pay for six weeks before the delivery
• Leave with average pay for six weeks after the delivery
• A medical bonus of Rs.25 if the employer does not provide free medical care to the woman.
• An additional leave with pay up to one month it the woman shows proof of illness due to the pregnancy, delivery, miscarriage, or premature birth.
• In case of miscarriage, six weeks leave with average pay from the date of miscarriage



Non Cash Benefits/Privileges
• Light work for ten weeks (six weeks plus one month) before the date of her expected delivery, if she asks for it.
• Two nursing breaks in the course of her daily work until the child is 15 months old.
• No discharge or dismissal while she is on maternity leave.
• No change to her disadvantage in any of the conditions of her employment while on maternity leave.
• Pregnant woman discharged or dismissed may still claim maternity benefit from the employer.
Exception : Women dismissed for gross misconduct lose their right under the Act for Maternity Benefit.


An employee in maternity leave get the same benefit as she would have been service such as promotions, increment and an employer cannot discriminate. An employer also cannot terminate such employees who are in maternity benefit.

Prohibition of dismissal during absence of pregnancy (as per section 13)
• Discharge or dismissal during or on account of such absence or to give notice of discharge or dismissal on such a day that the notice will expire during such absence, or to vary to her disadvantage any of the conditions of her service.
• At the time during her pregnancy, if the woman but for such discharge or dismissal would have been entitled to maternity benefit or medical bonus, etc.
• Not barred in case of dismissal for gross misconduct. (Please refer standing orders for definition of such misconduct, if your organisation does not have such standing orders, go through the employee handbook or employee manual)


What Compliance an  HR / organisation need to do with the Maternity benefit Act
1. Display of the abstract of the Act: It is mandatory to display prominently the abstract of the Act and Rules. Such abstracts are available sometime online and also available with stationary where such compliance registers and forms are available. In Mumbai, it is Bapuji Stores, Parel. 
You need to display it in English, Hindi and Local language as well as language understood by majority of the workforce so in Maharashtra- Hindi, English and Marathi, in AP and Telangana- Hindi, English and Telugu etc.)
Please refer one such abstract from following link:
http://www.ourprofessionalteam.com/phocadownload/form%20km.pdf

Penalties for violating this Act
Penalty for contravention of Act by employer.—(1) If any employer fails to pay any amount of maternity benefit to a woman entitled under this Act or discharges or dismisses such woman during or on account of her absence from work in accordance with the provisions of this Act, he shall be punishable with imprisonment which shall not be less than three months but which may extend to one year and with fine which shall not be less than two thousand rupees but which may extend to five thousand rupees: Provided that the court may, for sufficient reasons to be recorded in writing, impose a sentence of imprisonment for a lesser term or fine only in lieu of imprisonment. (2) If any employer contravenes the provisions of this Act or the rules made thereunder, he shall, if no other penalty is elsewhere provided by or under this Act for such contravention, be punishable with imprisonment which may extend to one year, or with fine which may extend to five thousand rupees, or with both: Provided that where the contravention is of any provision regarding maternity benefit or regarding payment of any other amount and such maternity benefit or amount has not already been recovered, the court shall, in addition, recover such maternity benefit or amount as if it were a fine and pay the same to the person entitled thereto.) 

Penalty for obstructing Inspector.—Whoever fails to produce on demand by the Inspector any register or document in his custody kept in pursuance of this Act or the rules made thereunder or conceals or prevents any person from appearing before or being examined by an Inspector shall be punishable with imprisonment which may extent to 1 [one year, or with fine which may extend to five thousand rupees], or with both.

Which court can handle matter under Maternity benefit Act: Court of a metropolitan magistare, equivalent and above only. 


Condition for Claiming Benefits
• Ten weeks before the date of her expected delivery, she may ask the employer to give her light work for a month. At that time she should produce a certificate that she is pregnant.
• She should give written notice to the employer about seven weeks before the date of her delivery that she will be absent for six weeks before and after her delivery. She should also name the person to whom payment will be made in case she cannot take it herself.
• She should take the payment for the first six weeks before she goes on leave.
• She will get payment for the six weeks after child-birth within 48 hours of giving proof that she has had a child.
• She will be entitled to two nursing breaks of fifteen minutes each in the course of her daily work till her child is fifteen months old.
• Her employer cannot discharge her or change her conditions of service while she is on maternity leave.


What Compliance an HR/ organisation should follow
1. First of immediately display the Act and Abstract as mentioned above. this should be physical, preferably at the entrance of the office area in a notice board where anyone can easily see this. You cannot put it anywhere and say you are complied. Putting it in company's intranet does not lead to comply. The Act has been made considering both the good and bad organisation, both educated and illiterate workfoce so any excuse of you are being a reputed, white collar job and does not need such display does not work. A Government Labour Officer or Facilitator or Inspector whatever name you give, will always search such excuse to extract money from you. 

2. You need to maintain forms and registers under maternity benefit Act. You need to file return to the Assistant Labour Commissioner and rest you need to keep with you. You also need to make all the required forms available as and when a female employee demands.
these are

1. Form A muster role
2. Form B certification from a doctor about pregnancy/ miscarriage
3. Form C Death of the female under maternity and survival of child/ death of child
4. Form D Confirmation of Delivery
5. Form E NOTICE UNDER SECTION 6 OF THE MATERNITY BENEFIT ACT, 1961
6. Form F Receipt of Maternity Benefit
7. Form G Complaint to Assistant Labour Commissioner by female employee who has been deprieved the maternity benefit
8. Form H: Request for payment to Inspector of labour if withheld by the employer
9. Form I: Request by nominee for the payment
10. Form J: Appeal by the company/ organisation against directive of the labour inspector
11. Form L : Annual return to the Assistant Labour Commissioner
12. Form M: Details of bonus, dismissal to be submitted to Assistant Labour Commissioner
13. Form N: Details of payment made during a particular year- To be submitted to Assistant Labour Commisioner's Office
14. Form O: Details of prosecution- To be submitted to Assistant Labour Commissioner Office


So this is clear, you need to file return without fail to Assistant Labour Commissioner in form LMNO and rest records you need to keep in your organisation. 

If you have any query about maternity benefit as an employee or nominee or as an employer or HR, please feel free to ask

Govind
Mumbai
May 03, 2015




Below is the form and format you may use
FORM A
(See rule 3)
MUSTER-ROLL
Name of [1][organisation]…………………………………………………………………..
1.   Serial Number…………………………………………………………………………..
2.   Name of woman and her father’s (or, if married, husband’s) name………………….. ………………………………………………………………………………………….
3.   Date of appointment…………………………………………………………………...
4.   Nature of work…………………………………………………………………………
5.   Dates with month and year in which she is employed, laid off and not employed.
            Month                    No. of              No. of              No. of 
                                           days               days laid          days not    Remarks
                                          employed        off                   employed 

………………………………………………………………………………………………
6.   Date on which the woman gives notice under section 6……………………………...
7.   Date of discharge/dismissal, if any……………………………………………………
8.   Date of production of proof of pregnancy under section 6……………………………
9.   Date of birth of child…………………………………………………………………..
10. Date of production of proof of delivery/miscarriage/[2][Medical Termination of pregnancy/ tubectomy operation/death.]…………………………………………….. ………………………………………………………………………………………….
11. Date of production of proof of illness referred to in section 10………………………
12. Date with the amount of maternity benefit paid in advance of expected delivery….. ………………………………………………………………………………………….
13. Date with the amount of subsequent payment of maternity benefit………………… ………………………………………………………………………………………….
14. Date with the amount of bonus, if paid, under section 8……………………………. ………………………………………………………………………………………….
15.       Date with the amount of wages paid on account of leave under section 9…………. …………………………………………………………………………………………
[3][15A. Date with the amount of wages paid on account of    leave under section 9A.]…. ………………………………………………………………………………………….
16.       Date with the amount of wages paid on account of leave under section 10 and period of leave granted……………………………………………………………….. ………………………………………………………………………………………….
17. Name of the person nominated by the woman under section 6……………………… ………………………………………………………………………………………….
18. If the woman dies, the date of her death, the name of the person to whom maternity benefit and/or other amount was paid, the amount thereof, and the date of payment……………………………………………………………………………..
19. If the woman dies and the child survives, the name of the person to whom the amount of maternity benefit was paid on behalf of the child and the period for which it was paid……………………………………………………………………… ………………………………………………………………………………………….
20. Signature of the employer of [4][the organisation] authenticating the entries in the muster-roll……………………………………………………………………………...
21. Remarks column for the use of the Inspector.

FORM B
[See rule 4(1)]
      This is to certify that I examined..................................wife/daughter of……..... …………………………. a woman employee in.......................................................  ……………………………………………………………………………………………… (name of [5][organisation]) on............................................................................... (date) and found/cannot discover that she is pregnant and is expected to be delivered of a child within (month and/days) from the above mentioned date/has undergone miscarriage/ [6][Medical termination of pregnancy or tubectomy operation]/has been delivered of a child on…………….....(date) or is suffering from ……………......(date) from illness arising out of pregnancy/delivery/premature birth of a child or miscarriage/[7][Medical termination of pregnancy or tubectomy operation].

Signature, qualifications and designation of
Medical Officer/Medical Practitioner.
Date...........................

Definitions of “child” and “miscarriage” as in the Maternity Benefit Act, 1961.—
1.   “Child” includes a still-born child.
2.   “Miscarriage” means expulsion of the contents of a pregnant uterus at any period prior to or during the twenty-sixth week of pregnancy but does not include any miscarriage, the causing of which is punishable under the Indian Penal Code.
FORM C
[See rule 4(4)]

      This is to certify that Smt............................................................... wife/daughter of…………………………………………………………....employed in …………………………………………………………………………………………...... (name of [8][organisation]) expired on .........................................before/ during/after confinement. The child died on……………..../survives her.
Signature, qualifications and designation of
 Medical Officer/Medical Practitioner
Date...............................
FORM D
[See rule 4(5)]
      This is to certify that I examined.................................................... wife/daughter of................................................................................................. a woman employed in .......................................................................................... (name of [9][organisation]) and found that she has been delivered of a child/has undergone miscarriage on…………………………….....(date).
Signature of registered midwife.
Date..... ...................
Definitions of “child” and “miscarriage” as in the Maternity Benefit Act, 1961—
1.      “Child” includes a still-born child.
2.     “Miscarriage” means expulsion of the contents of a pregnant uterus at any period      prior to or during the twenty-sixth week of pregnancy but does not include any miscarriage, the causing of which is punishable under the Indian Penal Code.
FORM E
[See rule 5(1)]
NOTICE UNDER SECTION 6 OF THE MATERNITY BENEFIT ACT, 1961
To
      ……………………………….....(name of [10][organisation])
1    …………………………………………………………..... (name of woman) wife/daughter of ............................................... employed as........................... at……………………………..... (name of [11][organisation]), hereby give notice that I expect to be confined within six weeks next following from the date of this notice/have given birth to a child on ....................................................(date) and shall be absent from work from .......................................................(date). I shall not work in any establishment during the period for which I receive maternity benefit.
2.   For the purpose of section 7, I hereby nominate………………………………...... (here enter name and address of the nominee) to receive maternity benefit and/or any other amount due to me under the Act in case of my death.

Signature of an Attester in case
the woman is not able to sign
and affix thumb impression. Signature or thumb impression of woman
Date................................
FORM F
[See rule 5(3)]
 FORM OF RECEIPT OF MATERNITY BENEFIT
To
      …………………....... (name of [12][organisation])
      I, …………………………………..... the undersigned, a woman employee/the nominee of .......................................................woman employee/legal representative of.......................................... woman employee deceased in .............................................(name of [13][organisation]) at………………………... in………………………………………... district received maternity benefit and/or other amount due under the Maternity Benefit Act, 1961, from the employer of [14][organisation] referred to above, as detailed below:—
Rs........................ being the first instalment of maternity benefit paid on..................
Rs....................... being the second instalment of maternity benefit after delivery paid on.........................
Rs…………………………........ being the medical bonus under section 8 of the Act paid on.......................................
Rs……………………………………....... being the wages for the leave period from ………………............ to…………...... mentioned under [15][section 9,9Aor 10].
*My/Her confinement/miscarriage [16][Medical termination of pregnancy or tubectomy operation] took place on.....or I/she fell ill because of pregnancy, delivery, premature birth of a child or miscarriage [17][Medical termination of pregnancy or tubectomy operation] on………………………...... In consequence I...................................... her nominee/legal representative have received the aforesaid amounts prescribed in [18][sections 5, 8, 9, 9A and 10] of the Maternity Benefit Act, 1961.

Signature or thumb impression of.....
* Woman employee or her nominee or legal representative
Signature of an Attester in case the woman is
not able to sign and affixes thumb impression
Date.....
* Strike out unnecessary portion.

FORM G
[See rule 9]
To
      The Competent Authority
      (Appointed under the Maternity Benefit Act, 1961).
      ………………………......(Address)
Sir,
      I………………………………………........ the undersigned, woman employee of............................ (name and full address [19][organisation]) have been wrongly deprived by the employer of maternity benefit or medical bonus or both (strike out unnecessary portion) for the reasons attached hereto, prefer this appeal under sub-section (2) of section 12 and request that the said employer be ordered to pay the above mentioned amount to me. A copy of the order of the employer in this behalf is enclosed.
Date ..........................................               Signature or thumb impression of the                                                                                                                              woman
Signature of an Attester in case the woman is
not able to sign and affixes thumb impression.
Full address of the nominee/legal representative

FORM H
[See rule 10]
To
      The Inspector,
      (Under the Maternity Benefit Act, 1961)
Sir,
      I……………………………………………..... (name of woman) employed in ………………………………....... (name and full address of [20][organisation]) having fulfilled the conditions laid down in the Maternity Benefit Act, 1961 and the Rules thereunder, am entitled to Rs...... being maternity benefit and/or Rs..... being the medical bonus and/or Rs...... being wages for leave due under [21][section 9 or 9A] 10 but the same has been improperly withheld by the employer. He may, therefore, be directed to pay the amount to me.

Date……………………………                                   Signature or thumb impression of                                                                                                                        the woman

Signature of an Attester in case the woman is unable to sign and affixes thumb impression.

Date……………………………........                           Full address of the woman.
FORM I
[See rule 10]
To
      The Inspector
      (Under the Maternity Benefit Act, 1961)

      I……………………………………....(name), a person nominated under section 6 by or a legal representative of........................................ (name of woman) employed in................................................. (name and full address of [22][organisation]) have to complain that the said woman having fulfilled the conditions laid down in the Maternity Benefit Act, 1961 and the Rules thereunder is entitled to Rs………………..... being maternity benefit and/or Rs..... being the medical bonus and/or Rs………………………..... being wages for leave due under [23][section 9 or 9A] or 10 but the same has been improperly withheld by the employer. He may, therefore, be directed to pay the amount to me.
Date …………………......                               Signature or thumb impression of the                                                                                                      nominee/legal representative

Signature of an Attester in case the nominee/legal
representative is unable to sign and affixes thumb impression.

Date ………………………….....   Full address of the nominee/legal representative.

FORM J
[See rule 11]
To
Sir,
      Shri………………………...... Inspector, having directed under sub-section (2) of section 17 to pay the maternity benefit or other amount being………………...... (nature of amount) to which...................................... (name of woman) is said to be entitled, I prefer this appeal under sub-section (3) of section 17. In view of the facts mentioned in the memorandum attached hereto and other documents filed herewith it is submitted that the woman is not entitled to the maternity benefit or the said amount and hence the decision of the Inspector in this behalf, copy of which is enclosed, may be set aside.                                    
Signature of aggrieved person.
Full address.......................
Date....................

FORM K
[See rule 15]
(Abstract of the Maternity Benefit Act, 1961, and the rules made thereunder).

1.   No employer shall knowingly employ a woman during the six weeks immediately following the day of her delivery of miscarriage/[24][Medical termination of pregnancy] and no woman shall work in any establishment during the said period.
2.   No pregnant woman shall, on a request being made by her in this behalf, be required by her employer to do during the period of one month immediately preceding the period of six weeks before the date of her expected delivery and also for any period during this period of six weeks for which she does not avail of leave of absence, any work which is of an arduous nature or which involves long hours of standing, or which in way is likely to interfere with her pregnancy or the normal development of the foetus, or is likely to cause her miscarriage or otherwise to adversely affect her health.
3.   [25][(1) Subject to the provisions of the Act, every woman who has actually worked in an establishment of the employer from whom she claims maternity benefit for a period of not less than eighty days, including the days during which she was laid off, shall be entitled to, and her employer shall be liable for, the payment of maternity benefit at the rate of her average daily wages, or the minimum rate of wage fixed or revised under the Minimum Wages Act, 1948, or ten rupees a day, whichever is highest, for the period of her actual absence not exceeding six weeks immediately preceding the day of delivery and the remaining period immediately following that day:
      Provided that the qualifying period of eighty days aforesaid shall not apply to a woman who has immigrated into the State of Assam and was pregnant at the time of the immigration:
      Provided further that where a woman dies during the period for which maternity benefit is pay able to her, the benefit shall be payable only for the days upto and including the day of her death. However, where the woman having been delivered of a child, dies during her delivery or during the remaining period of maternity benefit leaving behind in either case the child, the employer shall be liable for the payment of maternity benefit for the entire period of maternity benefit following the day of her delivery but if the child also dies during the said period, then, for the days upto and including the day of the death of the child.]
(2) The amount of maternity benefit for the period preceding the date of her expected delivery shall be paid in advance by the employer to the woman on production of a certificate in Form ‘B’ stating that she is pregnant and is expected to be delivered of a child within six weeks of the date of production of the certificate, and the amount due for the subsequent period shall be paid by the employer to the woman within forty-eight hours of production of the certificate in Form ‘B’ or Form ‘D’ stating that she has been delivered of a child or production of a certified extract from a Birth Register maintained under the provisions of any law for the time being in force.
4.   (1) Any woman employed in an establishment and entitled to maternity benefit under the provisions of this Act may give notice in writing in Form ‘E’ to her employer, stating that her maternity benefit and any other amount to which she may be entitled under this Act may be paid to her or to such person as she may nominate in the notice and that she will not work in any establishment during the period for which she receives maternity benefit.
(2)  In the case of a woman who is pregnant, such notice shall state the date from which she will be absent from work, not being a date earlier than six weeks from the date of her expected delivery.
(3)  Any woman who has not given the notice when she was pregnant may give such notice as soon as possible after the delivery.
(4)  On receipt of the notice, the employer shall permit such woman to absent herself from the establishment until the expiry [26][of the remaining period of maternity benefit] after the day of her delivery.
5.   (1) Every woman entitled to maternity benefit under the Act shall also be entitled to receive from her employer a medical bonus of [27][two hundred and fifty rupees], if no pre-natal, confinement and post-natal care is provided for by the employer free of charge. The medical bonus shall be paid alongwith the second instalment of the maternity benefit.
(2)  In case of miscarriage, a woman shall, on production of a certificate in Form ‘B’ or Form ‘D’ be entitled to leave with wages at the rate of maternity benefit, for a period of six weeks immediately following the day of her miscarriage. The wages shall be paid within 48 hours of production of the certificate in Form ‘B’ or Form ‘D’.
[28][(2a) In case of medical termination of pregnancy, a woman shall, on production of a certificate in Form ‘B’ be entitled to leave with wages of the rate of maternity benefit for a period of six weeks immediately following the day of her medical termination of pregnancy. The wages shall be paid within 48 hours of production of the certificate in Form ‘B’.]
(3)  A woman suffering from illness arising out of pregnancy, delivery, premature birth of child or miscarriage/[29][medical termination of pregnancy or tubectomy operation] shall, on production of a certificate in Form ‘B’, be entitled, in addition to the period of absence allowed to her on account of maternity or miscarriage/[30][medical termination of pregnancy or tubectomy operation], as the case may be, to leave with wages at the rate of maternity benefit for a maximum period of one month. The wages for the leave period shall be paid within 48 hours of the expiry of that period.
6.   Every woman delivered of a child who returns to duty after such delivery shall, in addition to the interval for rest allowed to her, be allowed in the course of her daily work two breaks of 15 minutes’ duration for nursing the child until the child attains the age of fifteen months. An extra sufficient period, depending upon the distance to be covered, shall be allowed for the purpose of the journey to and from the creche or the place where the children are left by women while on duty, provided that such extra period shall not be less than 5 minutes and more than 15 minutes’ duration.
7. (1) When a woman absents herself from work in accordance with the provisions of the Act, it shall be unlawful for her employer to discharge or dismiss her during or on account of such absence or to give notice of discharge or dismissal on such a day that the notice will expire during such absence, or to vary to her disadvantage any of the conditions of her service.
(2)(a) The discharge or dismissal of a woman at any time during her pregnancy, if the woman but for which discharge or dismissal would have been entitled to maternity benefit or medical bonus shall not have the effect of depriving her of the maternity benefit or medical bonus:
      Provided that where the dismissal is for one or more of the following acts, the employer may, by order in writing communicate to the woman, deprive her of the maternity benefit or medical bonus or both—
(i)   willful destruction of employer’s goods or property;
(ii)  assaulting any superior or co-employee at the place of work;
(iii) criminal offence involving moral turpitude resulting in conviction in a court of law;
(iv) theft, fraud, or dishonesty in connection with the employer’s business or property; and
(v)  willful non-observance of safety measures or rules on the subject or willful interference with safety devices or with fire-fighting equipment.
(b)  Any woman deprived of maternity benefit or medical bonus or both, may within sixty days from the date on which the order of such deprivation is communicated to her, appeal in Form ‘G’ to [31][the Competent Authority and his decision] on such appeal whether the woman should or should not be deprived of maternity benefit or medical bonus or both, shall be final.
8.   If a woman works in any establishment after she has been permitted by her employer to absent herself under the provisions of the Act, she shall forfeit her claim to the maternity benefit for such period.
9.   (1) Any woman claiming the maternity benefit or any other amount to which she is entitled under the Act and any person claiming that payment due has been improperly withheld may make a complaint to the Inspector in writing in Form ‘H’ or ‘I’ as the case may be.
(2) The Inspector may, of his own motion or on receipt of a complaint in Form ‘H’ or I make an inquiry or cause an enquiry to be made and if satisfied that payment has been wrongfully withheld, may direct the payment to be made in accordance with his orders.
(3) Any person aggrieved by the decision of the Inspector may, within, thirty days from the date on which such decision is communicated to such person, appeal to [32][the Chief Inspector of Mines].
(4) The decision of [33][* * *] [34][the Competent Authority] where an appeal has been preferred to him or of the Inspector where no such appeal has been preferred, shall be final.
10. (a) The employer shall supply to every woman employed by him at her request free of cost copies of Forms ‘B’, ‘C’, ‘D’, ‘E’, ‘F’, ‘G’, ‘H’ and I.
(b) The failure to submit a notice, appeal or complaint in the prescribed form will not affect the right of a woman entitled to receive maternity benefit or any other amount due under the Act. Where a notice, appeal or complaint has been received in a form other than the prescribed form, the authority concerned shall within fifteen days of the receipt of such notice, appeal or complaint, require the woman to submit the notice, appeal or complaint, as the case may be in the prescribed form.
11. (a) (1) The employer of [35][every organisation] in which women are employed shall prepare and maintain a muster roll in Form ‘A’ and shall enter therein particulars of all women workers in [36][the organisation.]
(2) All entries in the muster-roll shall be made in ink and maintained up-to-date and it shall always be available for inspection by the Inspector during working hours.
(b) The employer of [37][every organisation] shall on or before the 21st day of January in each year submit [38][* * *] [39][the Competent Authority] a return in each of the Forms ‘L’, ‘M’, ‘N’ and ‘O’, giving information as to the particulars specified in respect of the preceding year.
FORM L
[See rule 16]
ANNUAL RETURN FOR THE YEAR ENDING ON THE 31ST DECEMBER, 19....

1.   Name of [40][the organisation]…………………………………………………………
2.   Situation of [41][the organisation] ……………………………………………………..
      Mauza District State Nearest Railway Station………………………………………….
3.   Date of opening of [42][the organisation]………………………………………………
4.   Date of closing, if closed………………………………………………………………
5.   Postal address of [43][the organisation]………………………………………………..
6.   Name of employer………………………………………………………………………
      Postal address of employer…………………………………………………………….
7.   Name of managing agent, if any. Postal address of managing agent………………...
8.   Name of Agent or representative of employer. Postal address of representative of employer………………………………………………………………………………..
9.   Name of Manager………………………………………………………………………
      Postal address of manager……………………………………………………………..
10. (a) Name of medical officer, attached to [44][the organisation]……………………….
(b) Qualification of medical officer attached to [45][the organisation]……………………
(c) Is he resident at [46][the organisation] ?..............................................................
(d) If a part-time employee, how often does he pay visits to [47] [the mine or              circus]…...
11. (a) Is there any hospital at [48][the organisation]?................................................
(b) If so, how many beds are provided for women employees?
(c) Is there a lady doctor?
(d) If so, what are her qualifications ?
(e) Is there a qualified midwife ?
(f) Has any creche been provided ?
Signature of employer
Date............................
FORM M
[See rule 16]
EMPLOYMENT, DISMISSAL, PAYMENT OF BONUS, ETC., OF WOMEN FOR THE YEAR ENDING ON 31ST DECEMBER, 19.....
1.   [49][Organisation]…………………………………………………………………….…
2.   Aggregate number of women permanently or temporarily employed during the year… ………………………………………………………………………………….
3.   Number of women who worked for a period of not less than [50][eighty days] in the twelve months immediately preceding the date of delivery…………………………..
4.   Number of women who gave notice under section 6………………………………….
5.   Number of women who were granted permission to remain absent on receipt of notice of confinement………………………………………………………………….
6.   Number of claims for maternity benefit paid………………………………………….
7.   Number of claims for maternity benefit rejected……………………………………..
8.   Number of cases where pre-natal, confinement and post-natal care was provided by the management free of charge (section 8)…………………………………………..
9.   Number of claims for medical bonus paid (section 8)…………………………………
10.       Number of claims for medical bonus rejected…………………………………………
11. Number of cases in which leave for miscarriage/[51][MTP] was granted…………………
12.       Number of cases in which leave for miscarriage/[52][MTP] was applied for but was rejected. ……………………………………………………………………………….
[53][12a Number of cases in which leave for tubectomy operation under section 9A was granted…………………………………………………………………………………
12b. Number of cases in which leave for tubectomy operation was applied for but was rejected.]……………………………………………………………………………….
13.       Number of cases in which additional leave for illness under section 10 was granted.
14.       Number of cases in which additional leave for illness under section 10 was applied for but was rejected……………………………………………………………………
15. Number of women who died……………………………………………………………
(a) before delivery.
(b) after delivery.
16.       Number of cases in which payment was made to persons other than the woman concerned………………………………………………………………………………
17.       Number of women discharged or dismissed while working……………………………
18.       Number of women deprived of maternity benefit and/or medical bonus under proviso to sub­section (2) of section 12………………………………………………
19. Number of cases in which payment was made on the order of the Competent Authority or Inspector…………………………………………………………………
20.       Remarks………………………………………………………………………………… ………………………………………………………………………………………….
N.B.—Full particulars of each case and reasons for the action taken under serials 7,10,12,14,17 and 18 should be given in Appendix below:—

Date...................................                                         Signature of employer.

FORM N
[See rule 16]
DETAILS OF PAYMENT MADE DURING THE YEAR ENDING 31ST DECEMBER, 19.....

Name of person to whom paid…………………………….     Amount paid………………
1. Date of payment…………………………………………………………………………
2. Woman employee………………………………………………………………………...
3. Nominee of the woman………………………………………………………………….
4. Legal representative of the woman……………………………………………………..
5. Amount for the period preceding date of expected delivery……………………….…..
6. Amount for the subsequent period……………………………………………….……..
7. Under section 8 of the Act………………………………………………………………
8. Under section 9 of the Act. …………………………………………………………….
[54][8a. Under section 9A of the Act.]………………………………………………………..
9. Under section 10 of the Act…………………………………………………………….
10. Number of women workers who absconded after receiving the first instalment of maternity benefit………………………………………………………………………
11. Cases where claims were contested in a court of law…………………………………
12. Results of such cases…………………………………………………………………..
13. Remarks…………………………………………………………………………………


Signature of employer
Date....................................

FORM-O
[See rule 16]
PROSECUTION DURING THE YEAR ENDING 31ST DECEMBER, 19.....
Place of employment of         Number of cases  Number of cases
the woman employee                   instituted                which resulted                         Remarks
                                                                               in conviction



------------------------------------------------------------------------------------------------------
(For mines)
N.B.—Reasons for prosecution should be given in full in the Appendix below:


Signature of employer.
Date............................................


[1]      Subs. by G.S.R. 59(E), dated 27th February, 1975 (w.e.f. 1-3-1975).
[2]      Subs. by G.S.R. 70(E), dated 31st January, 1996 (w.e.f. 31-1-1996).
[3]      Ins. by G.S.R. 70(E), dated 31st January, 1996 (w.e.f. 31-1-1996).
[4]      Subs. by G.S.R. 59(E), dated 27th February, 1975 (w.e.f. 1-3-1975).
[5]      Subs. by G.S.R. 59(E), dated 27th February, 1975 (w.e.f. 1-3-1975).
[6]      Ins. by G.S.R. 70(E), dated 31st January, 1996 (w.e.f. 31-1-1996).
[7]      Ins. by G.S.R. 70(E), dated 31st January, 1996 (w.e.f. 31-1-1996).
[8]      Subs. by G.S.R. 59(E), dated 27th February, 1975 (w.e.f. 1-3-1975).
[9]      Subs. by G.S.R. 59(E), dated 27th February, 1975 (w.e.f. 1-3-1975).
[10]   Subs. by G.S.R. 59(E), dated 27th February, 1975 (w.e.f. 1-3-1975).
[11]   Subs. by G.S.R. 59(E), dated 27th February, 1975 (w.e.f. 1-3-1975).
[12]   Subs. by G.S.R. 59(E), dated 27th February, 1975 (w.e.f. 1-3-1975).
[13]   Subs. by G.S.R. 59(E), dated 27th February, 1975 (w.e.f. 1-3-1975).
[14]   Subs. by G.S.R. 59(E), dated 27th February, 1975 (w.e.f. 1-3-1975).
[15]   Subs. by G.S.R. 70(E), dated 31st January, 1996 (w.e.f. 31-1-1996).
[16]   Ins. by G.S.R. 70 (E), dated 31st January, 1996 (w.e.f. 31-1-1996).
[17]   Ins. by G.S.R. 70 (E), dated 31st January, 1996 (w.e.f. 31-1-1996).
[18]   Subs. by G.S.R. 70 (E), dated 31st January, 1996 (w.e.f. 31-1-1996).
[19]   Subs. by G.S.R. 59 (E), dated 27th February, 1975 (w.e.f. 1-3-1975).
[20]   Subs. by G.S.R. 59 (E), dated 27th February, 1975 (w.e.f. 1-3-1975).
[21]   Subs. by G.S.R. 70 (E), dated 31st January, 1996 (w.e.f. 31-1-1996).
[22]   Subs. by G.S.R. 59(E), dated 27th February, 1975 (w.e.f. 1-3-1975).
[23]   Subs. by G.S.R. 70(E), dated 31st January, 1996 (w.e.f. 31-1-1996).
[24]   Ins. by G.S.R. 70(E), dated 31st January, 1996 (w.e.f. 31-1-1996).
[25]   Subs. by G.S.R. 64, dated 4th February, 1992 (w.e.f. 15-2-1992).
[26]   Subs. by G.S.R. 70(E), dated 31st January, 1996 (w.e.f. 31-1-1996).
[27]   Subs. by G.S.R. 70(E), dated 31st January, 1996 (w.e.f. 31-1-1996).
[28]   Subs. by G.S.R. 70(E), dated 31st January, 1996 (w.e.f. 31-1-1996).
[29]   Subs. by G.S.R. 70(E), dated 31st January, 1996 (w.e.f. 31-1-1996).
[30]   Subs. by G.S.R. 70(E), dated 31st January, 1996 (w.e.f. 31-1-1996).
[31]   Subs. by G.S.R. 64, dated 4th February, 1992 (w.e.f. 15-2-1992).
[32]   Subs. by G.S.R. 64, dated 4th February, 1992 (w.e.f. 15-2-1992).
[33]   Omitted by G.S.R. 49, dated 4th January, 1988 (w.e.f. 16-1-1988).
[34]   Subs. by G.S.R. 64, dated 4th February, 1992 (w.e.f. 15-2-1992).
[35]   Subs. by G.S.R. 59(E), dated 27th February, 1975 (w.e.f. 1-3-1975).
[36]   Subs. by G.S.R. 59(E), dated 27th February, 1975 (w.e.f. 1-3-1975).
[37]   Subs. by G.S.R. 59(E), dated 27th February, 1975 (w.e.f. 1-3-1975).
[38]   Omitted by G.S.R. 49, dated 4th January, 1988 (w.e.f. 16-1-1988).
[39]   Subs. by G.S.R. 64, dated 4th February, 1992 (w.e.f. 15-2-1992).
[40]   Subs. by G.S.R. 59(E), dated 27th February, 1975 (w.e.f. 1-3-1975).
[41]   Ibid.
[42]   Ibid.
[43]   Ibid.
[44]   Ibid.
[45]   Ibid.
[46]   Ibid.
[47]   Ibid.
[48]   Ibid.
[49]   Subs. by G.S.R. 59(E), dated 27th February, 1975 (w.e.f. 1-3-1975).
[50]   Subs. by G.S.R. 70(E), dated 31st January, 1996 (w.e.f. 31-1-1996).
[51]   Ins. by G.S.R. 70(E), dated 31st January, 1996 ‘w.e.f. 31-1-1996).
[52]   Ins. by G.S.R. 70(E), dated 31st January, 1996 ‘w.e.f. 31-1-1996).
[53]   Ins. by G.S.R. 70(E), dated 31st January, 1996 ‘w.e.f. 31-1-1996).
[54]   Ins. by G.S.R. 70(E), dated 31st January, 1996 (w.e.f. 31-1-1996).