The Union Cabinet today approved the introduction of
Employment Exchanges (Compulsory Notification of Vacancies) Amendment
Bill, 2012 in Parliament.
The Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959 was enacted in the year 1959 and with the passage of time some of its provisions have become obsolete and require modifications. With this in mind, the Act is being amended.
Employment Exchanges will be renamed as "Employment Guidance and Promotion Centres" as the focus is now on vocational guidance and career counseling besides registration, submission and placement etc. Establishments in the private sector employing between 10-24 persons are being brought under the purview of the Act for the purpose of submission of returns. This is likely to result in a more realistic estimate of employment in the organised sector. The employer is being mandated to furnish information relating to the result of selection against the vacancies notified within thirty days from the date of selection, to make the registration data more rational. The definitions of employee and employer are being broad based to include contract labour that has worked for more than 240 days in a year.
The Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959 was enacted in the year 1959 and with the passage of time some of its provisions have become obsolete and require modifications. With this in mind, the Act is being amended.
Employment Exchanges will be renamed as "Employment Guidance and Promotion Centres" as the focus is now on vocational guidance and career counseling besides registration, submission and placement etc. Establishments in the private sector employing between 10-24 persons are being brought under the purview of the Act for the purpose of submission of returns. This is likely to result in a more realistic estimate of employment in the organised sector. The employer is being mandated to furnish information relating to the result of selection against the vacancies notified within thirty days from the date of selection, to make the registration data more rational. The definitions of employee and employer are being broad based to include contract labour that has worked for more than 240 days in a year.
Source : PIB Release, Oct 4, 2012
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