Introduction

Dorzet is an aggregator platform that connects labour seekers with employers. It is important to note that Dorzet does not have a direct legal relationship with its users. We are not an employment agency and do not bear any legal obligations to our users. However, Dorzet recognizes its responsibility to promote labour law compliance by providing information and resources to its users.

Reporting Mechanism

Users who believe that their labour rights have been violated can report such violations to Dorzet through the reporting option on the panel. Appropriate action will be taken, which may include the removal of the offending user from the platform and blacklisting. Please refer to our safety and reporting guidelines.

Section 1: Minimum Wages Compliance (The Minimum Wages Act, 1948)

The Minimum Wages Act, 1948, sets the minimum wage standards for workers across various sectors. Minimum wages are defined by the government and may vary from state to state. Users are encouraged to ensure that their employers comply with these standards. Failure to do so may lead to consequences as detailed in Section 3.

Section 2: Social Security Compliance (The Employees' State Insurance Act, 1948)

The Employees' State Insurance Act, 1948, offers social security benefits, including medical care, sickness benefits, and maternity benefits to employees. Social security programs provide financial assistance to workers and their families during times of need, such as illness, injury, unemployment, and retirement. Users are entitled to these benefits, and employers are expected to comply with this act. Failure to do so can have legal implications as specified in Section 3.

Section 3: Labor Law Guidelines of India: A Guide for Users

• The Industrial Disputes Act, 1947: This act deals with the settlement of industrial disputes, such as strikes and lockouts. It also provides for the formation and functioning of trade unions.
• The Minimum Wages Act, 1948: This act sets a minimum wage for workers in all sectors. The minimum wage is the lowest amount that an employer can pay a worker for a standard working day. It is set by the government and varies from state to state.
• The Employees' State Insurance Act, 1948: This act provides for social security benefits such as medical care, sickness benefits, and maternity benefits to employees. The benefits are provided by the Employees' State Insurance Corporation (ESIC), which is a statutory body set up by the government.
• The Factories Act, 1948: This act regulates the working conditions in factories, such as the hours of work, safety standards, and welfare facilities. The act applies to factories that employ 10 or more workers.
• The Plantation Labour Act, 1951: This act regulates the working conditions in plantations, such as the hours of work, wages, and welfare facilities. The act applies to plantations that employ 50 or more workers.
• The Mines Act, 1952: This act regulates the working conditions in mines, such as the hours of work, safety standards, and welfare facilities. The act applies to mines that employ 20 or more workers.
• The Employees' Provident Funds and Miscellaneous Provisions Act, 1952: This act provides for a provident fund for employees, which is a savings scheme for retirement. The provident fund is managed by the Employees' Provident Fund Organization (EPFO), which is a statutory body set up by the government.
• The Payment of Bonus Act, 1965: This act provides for the payment of bonus to employees, which is a share of the profits of the company. The bonus is payable to employees who have worked for the company for at least 30 days in a year.
• The Contract Labour (Regulation and Abolition) Act, 1970: This act regulates the employment of contract labour, which is a type of temporary employment. The act applies to establishments that employ 20 or more contract workers.
• The Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979: This act regulates the employment of migrant workers, who are workers who move from one state to another to work. The act applies to establishments that employ 10 or more migrant workers.
• The Payment of Gratuity Act, 1972: This act provides for the payment of gratuity to employees, which is a lump sum payment made to an employee on retirement or death. The gratuity is payable to employees who have worked for the company for at least five years.
• The Equal Remuneration Act, 1976: This act prohibits discrimination between men and women with respect to wages for work of equal value.
• The Maternity Benefit Act, 1961: This act provides for maternity benefits to women employees, such as leave and cash benefits. The benefits are payable to women employees who have worked for the company for at least eight weeks.
• The Child Labour (Prohibition and Regulation) Act, 1986: This act prohibits the employment of children below the age of 14 years in hazardous occupations.
• The Trade Unions Act, 1926: This act regulates the formation and functioning of trade unions.
• The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013: This act prohibits sexual harassment of women at the workplace.
• The Building and Other Construction Workers' Act, 1996: This act provides for social security benefits such as medical care, sickness benefits, and maternity benefits to workers engaged in building and construction activities. The benefits are provided by the Building and Other Construction Workers' Welfare Board, which is a statutory body set up by the government.
• The Unorganized Workers' Social Security Act, 2008: This act provides for social security benefits such as health insurance, pension, and life insurance to unorganized workers, who are workers who are not covered by other labour laws. The benefits are provided by the Unorganized Workers' Social Security Scheme, which is a government-run scheme.

These labour laws are designed to protect workers and ensure that they are treated fairly. They also provide workers with a number of benefits, such as minimum wage, social security, and maternity leave.

It is important for workers to be aware of their rights under these laws. They should also know how to file a complaint if their rights are violated.

Consequences

Failure to follow labour law guidelines may result in legal action initiated by the Users or relevant authorities. Such legal actions can include fines, imprisonment, or other penalties. If you have any questions about your rights under labour law, you can contact the Ministry of Labour and Employment or a labour union. You can also file a complaint with the appropriate government agency. Link to Online Complaint Application

Conclusion

By adhering to these labour law compliance guidelines, users can safeguard their rights, ensure lawful treatment by their Users, and maintain their legal protections. Dorzet is committed to facilitating fair and just employment practices, and your cooperation is instrumental in achieving this goal. Please note that these guidelines serve as a reference and should be interpreted in conjunction with the applicable labour laws and regulations. Users are encouraged to seek legal counsel for specific legal advice and guidance.

Important Links

Introduction

Dorzet serves as a bridge between partners and employers. Although we don't have a legally binding relationship with our users, we prioritize their safety and well-being. Our platform aims to empower users with the necessary knowledge and tools to ensure a secure and productive experience.

Misconduct

Misconduct is defined as actions or behaviors that deviate from established professional norms or policies. Examples of misconduct include:

• Violating confidentiality agreements.
• Demonstrating negligence or making careless errors that jeopardize the safety or quality of work.
• Committing fraud or misrepresenting skills, qualifications, or achievements.
• Participating in criminal activities such as theft, fraud, or embezzlement.

Inappropriate Behavior

Inappropriate behavior encompasses actions that, although not illegal, are considered unprofessional, disrespectful, or disruptive in a professional setting. Such behaviors include:

• Consuming alcohol or illegal drugs during work hours or on the premises.
• Making derogatory comments or sharing offensive jokes.
• Engaging in verbal or physical confrontations.
• Misusing workplace resources for personal benefits or non-work-related activities.
• Displaying clear favoritism or bias that influences professional judgments.

Severe Misconduct and Criminal Behavior

Certain actions surpass regular misconduct and inappropriate behavior, necessitating immediate intervention and potentially legal actions. These severe actions include:

• Attempting rape or sexual assault.
• Physically assaulting or causing harm to another person.
• Participating in or aiding human trafficking activities.
• Engaging in any other criminal activities that threaten the safety of individuals or the reputation of the platform.

Dorzet's Stance

Dorzet serves as a bridge connecting partners and employers. While we are committed to maintaining a secure and efficient platform, we cannot control or be held responsible for the individual actions of our users. Dorzet is not liable for any financial, physical, or other damages or losses resulting from user interactions. The onus for any incidents, disagreements, or conflicts rests solely with the concerned parties. Any actions or behaviors contravening the terms of use, guidelines, or local regulations will be subject to penalties as per Indian law. We urge all users to be cognizant of their legal obligations and rights and to conduct themselves accordingly.