Human Resource Management : Assignment and Notes

NEPAL -Labour Act, 19921.

Table of contents
Chapter 1. Preliminary
Chapter 2. Employment and job security
Chapter 3. Working hours
Chapter 4. Remuneration
Chapter 5. Health and safety
Chapter 6. Welfare arrangements
Chapter 8. Conduct and penalties
Chapter 9. Board, officers and other provisions
Chapter 10. Settlement of labour disputes

Chapter 1. Preliminary

Section 1. Short title and commencement.

(1) This Act shall be known as the Labour Act, 1992.
(2) It shall come into force immediately.

Section 2. Definitions. Unless the subject matter or context indicates a different meaning, in this Act:

(a) "Establishment" means any factory, organisation, institution or firm, or group thereof, established
under current law with the objective of operating any industry, enterprise or service, and employing ten or
more workers or employees. The term includes:
(i) tea estates, established according to law with commercial objectives;
(ii) establishments in industrial districts established by His Majesty's Government which employ not
more than ten workers or employees.
(b) "Employees" means persons engaged in the administrative functions of the establishment.
(c) "Workers" means persons employed in return for payment of salary or wage in any production process
or in the work of providing services, for building work, working on land or with machinery, or any part
thereof used for the purpose, or any work related or incidental thereto. The term includes workers who
work on a piece rate contract or agreement basis.
(d) "Manager (Prabhandhak) " means a person appointed to conduct the business of the establishment.
(e) "General manager (Vvabastkapak) " means a person who takes the final decision on matters
concerning the activities of the establishment. The term includes any person who has been appointed as
the head of any part or unit of an establishment with authority to exercise final power or responsibility.
(f) "Child" means a person who is below the age of 14 years.
(g) "Minor" means a person who is between 14 and 18 years of age.
(h) "Adult" means a person who is above the age of 18 years.
(i) "Seasonal establishments" means those establishments which do not or cannot operate except during
fixed seasons. The term includes seasonal establishments which cannot operate for more than 180 days in
the year.
(j) "Day" means a period of 24 hours beginning at midnight.
(k) "Week" means a period of seven days beginning at midnight on Saturday or any other day prescribed
by the Labour Department.
(l) "Welfare Officer" means a Welfare Officer appointed under this Act.

1
Dated 15 May 1992. (Nepal Recorder, 12 June 1992, Vol. 16, No. 19, pp. 220 253.)

(m) "Labour Officer" means a Labour Officer appointed under this Act; the term includes the Senior
Labour Officer.
(n) "Labour Court" means the Labour Court established under this Act.
(o) "Remuneration" means salaries or wages received in cash or in kind by workers or employees from an
establishment in consideration for their work in the establishment. The term includes payments made in
cash or in kind for piece rate or contract work. Provided that the term should not include allowances or
facilities of any kind.

Chapter 2. Employment and job security

Section 3. Classification of posts. (1) The general manager shall classify the posts of the workers and
employees of the establishment according to the nature of the production process, service or work of the
establishment, and notify the Labour Office accordingly.

Section 4. Employment of workers and employees. (1) When appointing any worker or employee to
any post classified under section 3, the general manager shall issue a letter of appointment. Priority shall
be given to Nepali nationals when making such appointments.

(2) Workers and employees employed under subsection (1) shall be granted a permanent appointment
after they complete one year of uninterrupted service on the basis of their performance, honesty,
discipline, dedication to work, attendance, etc. When making such appointments, letters of appointment
shall be issued explicitly mentioning the post, remuneration, and service conditions of the concerned
worker or employee, and the Labour Office shall be notified accordingly.

(3) Workers or employees engaged in any piece rate or contract work of a permanent nature in any
enterprise shall also be made permanent under subsection (2).

(4) Workers or employees engaged in any work as mentioned in subsection (3) shall be paid benefits
provided for in this Act according to their post and scale.

Section 5. Employment. (1) No child shall be employed in any establishment.

(2) Except in prescribed circumstances, minors and women may ordinarily be employed for the period
from 6 a.m to 6 p.m.

(3) Women may be employed like men after making appropriate arrangements on the basis of mutual
agreements between the general manager and the employees or workers in question.

Section 7. Appointment on contract basis. In the event that it becomes necessary to appoint any person
for a certain period of time for any specified work in view of the nature of the work for the establishment,
such person may be appointed on a contract basis if his remuneration, service period and conditions of
service are explicitly mentioned in the contract.

Section 8. Change in ownership not to have any negative impact. Any change in the ownership of an
establishment shall not have a negative impact on the service and conditions of workers and employees
working in the establishment.

Section 9. Separate registers of workers and employees to be maintained. (1) The general manager of
each establishment shall maintain separate registers of each of its workers and employees indicating the
following particulars:
(a)name of worker or employee;(b)nature of his work;(c) remuneration and mode of payment; and
(d)other prescribed particulars.

Section 10. Job security. The service of a permanent worker or employee of any establishment shall not
be terminated unless the formalities prescribed under this Act or the rules or by laws established under
this Act are fulfilled.

Section 12. Retrenchment and re employment. (1) If it becomes necessary to curtail production or
services of an establishment, or to close down the entire establishment or a part thereof for more than
three months because of exceptional circumstances, the general manager may lay off all or part of its
employees after obtaining the permission of His Majesty's Government through the Labour Department.

(2) When laying off its workers or employees under subsection (1), those appointed last among workers
or employees performing similar work who have completed one year of interrupted service shall be laid
off first. Provided that if it becomes necessary to lay off those who have been appointed first instead of
those who have been appointed last according to the prescribed order, this may be done after reasons have
been given.

(3) The following procedure shall be observed when laying off workers or employees:
(a)one month's advance notice indicating the reasons for lay off, or one month's remuneration in lieu
of such notice, shall be given to permanent workers or employees, or workers or employees who have
completed one year of uninterrupted service.
(b)Lump sum compensation at the rate of 30 days' salary for every year of service completed in the
establishment shall be paid to the worker or employee concerned.

Section 13. Seasonal establishments. (1) Workers or employees of a seasonal establishment shall not be
considered to have been maintained on reserve when such an establishment is closed during an off season
period.

Section 14. One year of uninterrupted service. If any worker or employee has worked in any
establishment for 240 days during a 12 month period, or for the entire period of the operation of a
seasonal establishment without any interruption, he shall be deemed to have served the establishment for
one year without any interruption.

Explanation: Public and weekly holidays shall also be taken into account when calculating the 240 day
period.

Section 15. Compulsory retirement. Any worker or employer who has attained the age of 55 years may
be subject to compulsory retirement at the discretion of the general manager. Provided that the general
service of any worker or employee who is indispensable to the operation of the establishment may be
extended for an additional five years.

Chapter 3. Working hours

Section 16. Working hours. No worker shall be engaged to work for more than eight hours a day or 48
hours a week. Every worker shall be given one day's leave each week.

Section 18. Recess for refreshment and rest. Workers or employees of any establishment where work
can be stopped at any time shall not be engaged to work for a period longer than five hours continuously
without a recess of at least 30 minutes for refreshment. In establishments where work cannot be stopped
and must be carried on continuously, such recess shall be provided on a rotational basis. The period of
such a recess shall be considered to be a part of the daily working hours.

Section 19. Extra remuneration for overtime work. (1) If any worker or employee is engaged to work
for more than eight hours in any day, or for more than 48 hours in any week, he shall be paid

remuneration for such overtime work at the rate of 150 per cent of his usual remuneration. Provided that
no worker or employee shall be compelled to work overtime.

(2) Ordinarily such overtime work shall not exceed four hours in the day and 20 hours in the week.

Section 20. Attendance registers to be maintained. Every establishment shall maintain attendance
registers of its workers and employees.

Chapter 4. Remuneration

Section 21. Minimum Remuneration Committee. (1) On the recommendation of the Minimum
Remuneration Committee, His Majesty's Government shall prescribe the minimum remuneration of
workers or employees of establishments. Notices regarding the setting of remuneration rates shall be
published in the Nepal Rajaptra [Official Gazette].

Section 22. Payment of remuneration. It shall be the responsibility of the general manager concerned to
pay remuneration to the workers or employees of the establishment.

Section 23. Remuneration period. The general manager may fix the period for payment of remuneration
to the workers or employees of the establishment on a weekly, fortnightly, or monthly basis. But such a
period shall not be longer than one month. Provided that this provision shall not be applicable to those
employed on a daily wage, piece rate, or contract basis.

Section 24. Restrictions on deductions from remuneration. (1) The remuneration due to any worker or
employee shall not be deducted except in the following cases:
(a)if it is necessary to deduct fines imposed on him;
(b)if it is necessary to make deductions because of absence from work;
(c) if any loss or damage is caused to the property, in cash or in kind, of the establishment,
deliberately or due to negligence, and it is necessary to make deductions therefor;
(d)if it is necessary to make any deductions because prescribed benefits have been provided;
(e)if it is necessary to make any deductions in order to adjust for advances or excess remuneration
paid;
(f)if it is necessary to make any deductions on account of a period of suspension;
(g)if it is necessary to make any deductions in accordance with the orders of any government office or
court;
(h)in circumstances provided by His Majesty's Government by notification in the Nepal Rajapatra;
(i)if it is necessary to make any deductions for income tax or any other tax under the current law.

(2) Arrangements in respect of the maximum amount to be deducted under subsection (1) above, the
method of deduction, and the duration of the deduction, as well as for other incidental matters, shall be as
prescribed.

Section 26. Appeal. Any party dissatisfied with an order issued under subsection (3) and subsection (4) of
section 25 may appeal to the Labour Court within 35 days from the date of receipt of such order. The
decision of the Labour Court shall be final.

Chapter 5. Health and safety

Section 27. Arrangements relating to health and safety. (1) The general manager of each establishment
shall make arrangements for the following:

(a)cleaning of the establishment every day and the use of disinfectants according to need,
arrangement for appropriate drainage, repainting and revarnishing from time to time, ensuring that
dirt and filth do not cause any stench, and thus maintaining the establishment in a neat and clean
condition;
(b)adequate ventilation and light, as well as a suitable temperature in workrooms;
(c) disposal of and destruction of refuse, dirt and filth;
(d)prevention of the accumulation of dust, polluted air, fumes or vapour and other contaminated
matter harmful to health and workrooms;
(e)necessary personal protective equipment to avoid any adverse impact on health from any noise
produced in the course of work, or from any other source, and suitable arrangements to reduce noise
according to the nature of work;
(f)no overcrowding of any workroom or place so as to injure the health of workers or employees.
Ordinarily, there shall be 15 m3 of space for each worker or employee depending on the nature of the
work. For this purpose, space 4 m above the surface shall not be taken into account;
(g)adequate hygienic water for drinking during the period of work; sufficient water in establishments
using or manufacturing toxic chemicals for the purpose of extinguishing fires, or for washing or
cleaning, to ensure safety in any emergency in such establishments;
(h)separate modern toilets for male and female workers or employees in easily accessible places;
(i)declaration of all or any part of the establishment as a no smoking zone according to the nature of
the establishment;
(j)compulsory medical check ups of workers or employees at least once every year in establishments
which are likely to have an adverse impact on their health.

Chapter 6. Welfare arrangements

Section 37. Welfare fund. Every establishment shall set up a welfare fund in the prescribed manner for
the benefit and welfare of its workers and employees.

Section 38. Compensation. If any worker or employee sustains any physical injury, becomes disabled, or
dies while working in an establishment, such worker or employee or his family shall be paid
compensation as prescribed.

Section 39. Bonus, provident fund, and medical benefits. The bonus and provident fund benefits and
medical benefits to which a worker or employee is entitled shall be as prescribed.

Section 40. Leave. Public holidays, sick leave, annual leave, maternity leave, bereavement leave, special
leave, leave with or without pay, etc.,according to which workers and employees of each establishment
are entitled, shall be as prescribed.

Section 42. Arrangements for babies. (1) In every establishment employing 50 or more women workers
and employees, the general manager shall arrange for a healthful nursery for their babies.

Section 43. Rest rooms. The general manager of an establishment employing 50 or more workers or
employees shall arrange for rest rooms equipped with the minimum necessary facilities.

Section 44. Canteen. The general manager of an establishment where 50 or more workers or employees
work simultaneously shall provide a canteen.

Chapter 8. Conduct and penalties

Section 50. Forms of penalties. The general manager may punish any worker or employee for
misconduct in the following manner:
(a)warning;
(b)withholding of annual increment in salary;
(c) suspension; or
(d)dismissal from service.

Section 51. Misconduct. For the purpose of section 50, the following actions of a worker or employee
shall be regarded as misconduct:
(a)causing physical injury or harm with or without using any kind of weapon; tying up or detaining
the general manager, manager, or any employee; engaging in rioting, assault or destructive activities
within the establishment in respect of any labour dispute or any other issue;
(b)taking or instigating others to take action in such a way as to adversely affect the production of or
the provision of services by the establishment, or preventing the supply of food and water, or cutting
telephone or electricity service, or obstructing movement within the establishment;
(c) stealing any property of the establishment, or showing dishonesty in the business of the
establishment;
(d)offering or accepting bribes;
(e)conviction for any criminal offence involving moral turpitude and imprisonment for such an
offence;
(f)participation or the compulsion of others to participate in a strike which has been declared irregular
or illegal;
(g)participating in a strike without fulfilling the legal requirements, or wilfully slowing down work so
that the interests of the establishment are harmed;
(h)wilfully destroying or damaging any asset of the establishment, or carrying outside the premises of
the establishment and using or allowing unauthorized persons to use such assets without obtaining
permission from the authorized person;
(i)frequently and intentionally violating any order or directive issued under this Act or the rules
established under the Act, or any by rules made by the establishment, or misbehaving in relations
with the clients of the establishment;
(j)absence from work or frequent late arrivals for work without having obtained permission;
(k)consuming alcohol during office hours, or reports to work after consuming alcohol;
(l)committing any action which violates the secrecy of the establishment relating to any special
technology, with the objective of causing losses to the establishment where he is employed; or
(m)wilfully misusing or damaging any object or facility kept to ensure the welfare, health and safety
of workers or employees.

Section 52. Penalties. (1) Any worker or employee who behaves in a manner mentioned under
paragraphs (j), (k), (l) or (m) of section 51 may be issued a warning.
(2) The annual increment in the remuneration of a worker or employee who behaves in a manner
mentioned under clauses (f), (g), (h) or (i) of section 51 may be withheld.

(3) Any worker or employee who behaves in a manner mentioned under paragraphs (b), (c) or (d) of
section 51 may be suspended for a period not exceeding three months.

(4) Any worker or employee who behaves in a manner mentioned under paragraphs (a) or (e) may be
dismissed from service.

(5) Any worker or employee committing a misconduct mentioned under subsections (1), (2) or (3) after
being twice punished for such misconduct, may be dismissed.

Section 53. Procedures. (1) Any permanent worker or employee, or any worker or employee who has
completed one year's uninterrupted service under section 52, shall be entitled to notice explicitly referring
to the alleged misconduct and the punishment that might be imposed if the misconduct is proved, and a
five day period where paragraph 51(1) is applicable, and a seven day period where other clauses are
applicable, in which he may provide an explanation for the alleged misconduct.

(2) If the employee or worker concerned does not submit an explanation within the time limit prescribed
under subsection (1), or if the explanation submitted by him is not found to be satisfactory, he may be
punished under section 50 for misconduct.

(3) If the worker or employee concerned does not accept notification of the time limit provided under
subsection (1) or remains absent, he shall be deemed to have been notified about the time limit after it is
sent to his address by registered post and the copy is posted on the public notice board of the
establishment, subject to a statement that the copy was posted, prepared and witnessed by at least three
persons and subject to the sending of another copy to the Labour Office concerned.

Section 54. Power of the Department to dismiss from service. (1) Any worker or employee who
illegally engages in rioting or gherao, or directly or indirectly instigates others to do so, in an
establishment other than the one in which he is working, or in any government office, may be dismissed
from service by the Department.

(2) If it becomes necessary to dismiss the worker or employee under subsection (1), the procedures set out
under section 53 shall be adopted.

Section 55. Misconduct of manager or general manager. (1) The following actions shall be regarded as
misconduct of a manager or general manager:
(a)wilful violation or disregard for this Act or the rules, orders or directives established under
the Act;
(b)closure of the establishment, or laying off workers or employees in contravention of this Act;
(c) continuing a lockout which has been declared illegal;
(d)severely thrashing or manhandling workers or employees; or
(e)provoking or instigating workers or employees to foment distrust or ill will among them.

(2) If a manager or general manager is proven to have behaved in a manner referred to under paragraphs
(a), (b) or (c) above, His Majesty's Government may punish him with a fine of between Rs.1,000 and
Rs.5,000.

(3) If a manager or general manager is proven to have behaved in a manner mentioned under paragraphs
(d) or (e) above, the Labour Office may punish him by imposing a fine not exceeding Rs.1,000, or may
order him to pay an appropriate compensation to the worker or employee who has been harmed.

Chapter 9. Board, officers and other provisions

Section 62. Central Labour Advisory Board. (1) His Majesty's Government may form a tripartite
Central Labour Advisory Board with representation of workers or employees, general managers and His
Majesty's Government, to make recommendations in matters concerning the formulation of policies and
the drafting of laws relating to labour.

(2) The composition, as well as the functions, duties and powers of the Board mentioned under subsection
(1) shall be as prescribed.

(3) The Board may regulate the working procedures of its meetings.

63. Labour Relations Committee. (1) In every establishment, the general manager shall form a Labour
Relations Committee for the purpose of building a cordial atmosphere between workers or employees and
management, thus developing healthful labour or industrial relations based on mutual participation and
cooperation.

(2) The composition and the functions, duties and powers of the Committee referred to under subsection
(1) shall be as prescribed.

(3) The Committee referred to under subsection (1) may regulate its own working procedures.

Section 64. Appointment of Labour Officer. His Majesty's Government may, by notification in
the Nepal Rajapatra, appoint one or more Labour Officers for any specific area according to need, or
may designate any other officer to perform the functions of a Labour Officer.

Chapter 10. Settlement of labour disputes

Section 72. Formation of Labour Court. (1) For the purpose of this Act, His Majesty's Government may
form a Labour Court by notification in the Nepal Rajapatra. The jurisdiction and venue of such a court
shall be as prescribed in the notification.

(2) The working procedures of the Labour Court formed under subsection (1) shall be as prescribed.

(3) Notwithstanding subsections (1) and (2), until the Labour Court has been formed, the Appelate Court
shall discharge functions to be discharged by the Labour Court under this Act.

Section 73. Procedures for making individual claims or complaints. (1) If one or more workers or
employees have any individual claims or complaints against the general manager regarding matters
concerning their employment, any such claims or complaints may be submitted to the general manager in
writing.

(2) On receipt of any claim or complaint under subsection (1), the general manager must settle the
problem through discussions with the concerned worker within a period of 15 days.

(3) If the discussions held under subsection (2) fail to resolve the problem, the workers or employees
concerned may submit an application to the appropriate Labour Office explicitly referring to their claim.

(4) Within seven days from the date of receipt of a claim made under subsection (3), the Labour Office
shall settle the problem by arranging for bilateral talks between the general manager and the workers or
employees concerned.

(5) If the problem is not resolved through procedures referred to under subsection (4), the chief of the
appropriate Labour Office shall take a decision in respect of the dispute in question within a period of
seven days.

(6) Any party dissatisfied with a decision made under subsection (5) may file an appeal with the Labour
Court within a period of 35 days from the date of receipt of notice of the decision.

Labour Rules, 1993

CHAPTER I. PRELIMINARY

Section 1. Short title and commencement. (1) These Rules shall be known as the Labor Rules, 1993.
(2) These Rules shall come into force at once. Section 2. Definitions. Unless the subject-matter or
content indicates a different meaning, in these Rules:
(a) "Act" means the 1992 Labor Act.
(b) "Factory" means an establishment where manufacturing work is carried out.

CHAPTER II. EMPLOYMENT AND SECURITY OF SERVICE

Section 3. Hours of work for minors. (1) Subject to subsection 5(2) of the Act, no minor in the age-
group of 14 to 16 shall be employed in any establishment for more than six hours a day and 36 hours a
week.

(2) Minors above the age of 16 years may be employed as workers or employees during hours other than
between 6.00 a.m. and 6.00 p.m. through mutual agreements between such workers or employees and the
general manager (vyabasthapak).

Section 4. Hours of work for women. (1) Women may be employed as workers or employees in
establishments other than those mentioned in paragraph 48(a) of the Act during hours other than between
6.00 a.m. and 6.00 p.m. only through mutual agreements between such women workers or employees and
the general manager.

(2) When employing women workers or employees under subsection (1), the general manager must make
appropriate arrangements for their security.

(3) The general manager of the establishment which has engaged any woman worker or employee in the
work of the establishment under subsection (1) must notify the concerned Labour Office as soon as
possible about such employment.

Section 5. Other particulars to be mentioned in the register of workers or employees. In addition to the
particulars referred to under subsection 9(1) of the Act, the general manager must set out the following
particulars in the register of workers or employees:

(a) date of initial appointment of the worker or employee, as well as his designation and address;
(b) date of birth of the worker or employee;
(c) citizenship of the worker or employee;
(d) name of the department or section where the worker or employee is to work;
(e) particulars relating to leave;
(f) particulars relating to other benefits.

Section 6. Circumstances in which non-Nepali nationals may be employed. (1) In the event that no
skilled Nepali national is available for employment in the establishment under subsection 4(1) of the Act,
the general manager of the concerned establishment may appoint any skilled non-Nepali national on a
contract basis and engage him for work or for a term not exceeding two years at a time after obtaining the
approval of the Labour Department on the recommendation of the concerned Labour Office.

(2) The general manager who employs non-Nepali nationals under subsection (1) above must make
arrangements for gradually replacing them by training Nepali workers or employees for their jobs.

CHAPTER III. REMUNERATION AND WELFARE ARRANGEMENTS

Section 24. Gratuity fund. (1) For the purpose of depositing the amounts of gratuity payable to workers
or employees under section 23, each establishment shall establish a separate gratuity fund.

(2) The establishment must maintain separate accounts clearly showing the amounts of gratuity to which
each worker or employee is entitled.

(3) The amounts of gratuity payable to workers or employees under section 23(2) shall also be credited
by the establishment to the gratuity fund established under subsection (1) above.

Section 25. Right to choose between compensation and gratuity. Any worker or employee who is laid-
off under section 12 of the Act may choose either the compensation payable under the said section or the
gratuity payable under section 23 of these Rules.

Section 26. Provident fund. (1) The establishment must deduct 10 per cent of the monthly remuneration
of a permanent worker or employee, make a matching contribution to it, and credit the entire amount to
the provident fund referred to under subsection (2) below in the name of the concerned worker or
employee.

(2) For the purpose of crediting the amounts mentioned in subsection (1), the general manager of each
establishment must establish a separate provident fund at the establishment itself, provided that the
establishment may open separate accounts in the names of its workers or employees in the provident fund
established under the 1962 Employees Provident Fund Act, and deposit the entire amount in such
accounts.

Section 28. Leave. Workers or employees may obtain the following categories of leave:
(a) public holidays;
(b) home leave;
(c) sick leave;
(d) mourning leave;
(e) special leave; and
(f) maternity leave.

Section 29. Public holidays. (1) Workers or employees shall be granted 13 days of public holidays with
full pay each year.

Section 30. Home leave. (1) Every worker or employee of the establishment shall be granted home
leave with full pay at the rate of one day's leave for every 20 days' work. The concerned worker or
employee must obtain approval for such leave in advance.

(2) The home leave to be granted to workers or employees under subsection (1) above may be
accumulated for not more than 60 days.

Section 31. Sick leave. (1) All workers or employees who have completed one year of service in the
establishment without any interruption shall be granted sick leave with half-pay for not more than 15 days
in a year.

(2) While sanctioning sick leave for any worker or employee for more than three days, the general
manager may ask the concerned worker or employee to present a certificate issued by a physician
recognized by His Majesty's Government.

Section 32. Mourning leave. (1) All workers or employees who have completed one year of service in
the establishment without any interruption may obtain mourning leave for not more than 13 days if they
must remain in mourning themselves according to their family custom.

(2) All workers or employees who have obtained mourning leave under subsection (1) shall be entitled to
full pay for the period of such leave.

Section 33. Special leave. (1) In the event that any permanent worker or employee who has no leave
due needs leave for special reason, he may obtain special leave for a period not exceeding 30 days a year
after having it approved in advance.

(2) Workers or employers who have obtained special leave under subsection (1) shall not be paid
remuneration for the period of such leave.

(3) The total duration of special leave which a worker or employee may obtain under this section shall
not exceed six months during the entire period of his service.

Section 34. Maternity leave. A pregnant woman worker or employee shall be granted maternity leave
with full pay for a total of 52 days before or after delivery. Such leave may be obtained not more than two
times during the entire period of service, provided that in the event two children of a woman who has
already utilized maternity leave twice do not survive and in the event that she becomes pregnant again,
she may obtain maternity leave under this section upon the birth of two more children.

Section 35. Authority empowered to approve leave. The general manager, or the authority designated in
the rules of the establishment, shall approve the different categories of leave referred to in this chapter.

Section 36. Leave is not a matter of right. Leave is not a matter of right. It is only a benefit. The
authority empowered to approve leave may reject the application for leave, postpone it, reduce its
duration, or postpone leave which has already been approved according to the requirements of the work
of the establishment while referring to the reason for such a decision.

Section 37. Action against workers or employees who remain absent without obtaining leave. (1) No
worker or employee shall remain absent from the establishment without having his leave approved.

(2) In the event that any worker or employee remains absent from the establishment for more than 30
consecutive days without furnishing notice of leave, or without having his leave approved, he may be
marked absent and removed from the service of the establishment.

4,600 Nepalese rupees a month for unskilled labor (3,050 rupees
as a basic salary, and 1,550 rupees as an allowance); 4,650 NRS
for semi-skilled labor; 4,760 NRS for skilled labor; 4,950 NRS for
highly skilled labor.

Human Resource Management : Assignment and Notes

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