The Beedi and Cigar Workers (Conditions of Employment) Act, 1966
🧾 The Beedi and Cigar Workers (Conditions of Employment) Act, 1966
🔹 Background & Purpose
The Beedi and Cigar Workers (Conditions of Employment) Act, 1966 was enacted to regulate the conditions of work of people engaged in the manufacture of beedis and cigars. The beedi industry employs a large number of workers, especially women and home-based workers, often in unorganized and exploitative conditions.
The Act seeks to ensure basic labor rights, occupational safety, reasonable working hours, and non-exploitative conditions for these workers.
🔹 Objectives of the Act
To regulate the working conditions of workers in the beedi and cigar industry.
To ensure fair wages, safe working environments, and non-discriminatory employment.
To prohibit employment of children and restrict employment of young persons and women under certain conditions.
To provide registration and licensing of industrial premises.
To protect workers from being exploited by contractors or employers.
🔹 Key Definitions (Section 2)
Beedi: A thin Indian cigarette filled with tobacco flake and wrapped in a tendu leaf.
Cigar: Rolled tobacco product.
Industrial premises: Any place where beedis or cigars are manufactured.
Employer: A person having control over the affairs of the premises, including contractors.
🔹 Key Provisions of the Act
1. Application (Section 1 & 3)
Applies to all establishments involved in manufacturing beedis or cigars, including home-based work.
The Central or State Government may exempt any class of establishments under specific conditions.
2. Registration of Industrial Premises (Sections 4–6)
All premises involved in manufacturing must be registered.
Application for registration must be submitted with prescribed fees.
Unregistered premises are prohibited from operating.
3. Licensing of Contractors (Section 7)
Any person employing workers indirectly (like through agents or contractors) must obtain a license.
Helps in regulating sub-contracting and home-based exploitation.
4. Welfare and Health Measures (Sections 8–15)
Employers must ensure:
Cleanliness, lighting, and ventilation.
Drinking water and toilet facilities.
First aid and other health-related services.
Separate provisions for women and young persons.
5. Working Hours (Sections 16–20)
Daily maximum working hours: 9 hours.
Weekly limit: 48 hours.
Minimum rest period: Half an hour after 5 hours of work.
Overtime pay is mandatory for extra hours.
6. Prohibition of Employment of Children (Section 24)
Children below 14 years of age cannot be employed.
Young persons between 14–18 can be employed only with restrictions.
7. Leave and Holidays (Section 26)
Every worker who has worked for at least 240 days is entitled to:
Leave with wages: 1 day for every 20 days worked.
Festival holidays, etc.
8. Dismissal and Dispute Resolution (Section 27)
A worker cannot be dismissed without reasonable cause and due process.
Right to appeal dismissal within 30 days.
Authorities may reinstate workers with compensation if dismissal is found to be unfair.
9. Inspectors and Enforcement (Section 30–34)
Inspectors appointed to ensure compliance.
They can enter premises, examine documents, and enforce the Act.
Penalties for violations include fines and imprisonment.
🧑⚖️ Notable Case Law
🔸 1. K.K. Beedi Factory vs. State of Tamil Nadu (1972)
Issue: Challenge to registration requirement under the Act.
Judgment: The Madras High Court upheld the constitutionality of registration, ruling it essential to regulate an unorganized industry.
🔸 2. Mohammed Ismail vs. Labour Officer (1980)
Issue: Unregistered home-based beedi work.
Judgment: Court held that even home-based manufacturing must comply with registration and licensing norms, protecting vulnerable workers.
🔸 3. S. Krishnan vs. Inspector of Factories (1995)
Issue: Employment of minors in beedi rolling.
Judgment: Court imposed strict penalties and emphasized the need for child protection in home industries.
🔸 4. Beedi Workers Union vs. State of Andhra Pradesh (1991)
Issue: Rights of women beedi workers working from home.
Judgment: The court extended provisions of the Act to home-based women workers, acknowledging the exploitative conditions they often face.
🔹 Summary Table
| Aspect | Details |
|---|---|
| Year Enacted | 1966 |
| Applies to | All premises and home-based units involved in beedi/cigar manufacturing |
| Purpose | To regulate working conditions and prevent exploitation |
| Registration Required | Yes, for industrial premises |
| Max Working Hours | 9 hours/day, 48 hours/week |
| Child Labour | Prohibited below 14 years |
| Leave | Earned leave and holidays for workers |
| Dismissal Protection | Reasonable cause and right to appeal |
| Inspectors’ Role | Enforce the law, inspect premises, prosecute violators |
| Case Law Importance | Strengthened rights of home-based and women workers |
📝 Significance of the Act
One of the early social welfare laws specifically targeting unorganized sectors.
Recognized home-based work legally — a progressive move for the time.
Contributed to labour law reforms and child welfare legislation in India.
Still relevant due to the continued presence of the beedi industry, especially in rural areas.
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