Wednesday 10 October 2012

Camera megapixels: Why more isn't always better (Smartphones Unlocked)




It's time to forget megapixels as the measure of smartphone camera performance and pick a new yardstick.

Just days ago, Samsung announced the Samsung Galaxy S III, the global, quad-core, Android Ice Cream Sandwich successor to its best-selling smartphone ever, the Galaxy S II.

CNET readers' reactions were mixed, with several comments that the 8-megapixel camera didn't seem too hot.

Rumors of a 12-megapixel camera leading up to the announcement were partly to blame. It's no wonder that some felt that a perfectly good 8-megapixel spec was taking a step back, especially with the 16-megapixel shooter on the HTC Titan II out in the wild, and Nokia's 41-megapixel 808 PureView, a Mobile World Congress stunner.

Despite the fact that 8 megapixels is pretty standard for a high-end smartphone camera these days, one CNET reader described the Samsung Galaxy S III's camera as "so last year." Never mind that at least one high-end phone, like the Samsung Galaxy Nexus, still touts a 5-megapixel camera.

It isn't that 5-megapixel cameras can't be good, even better than phones with an 8-megapixel count lens; or that we're due for another bump along the megapixel scale. It's that to many shoppers, 5 megapixels just doesn't sound as good as 8, even if the camera produces terrific, knock-your-socks-off shots. And well, if 8 is good, then 12 is better.

The dirty secret lurking behind today's 8-megapixel yard stick for high-end status (and what any photography nut will tell you) is that the megapixel number alone is a poor way to predict photographic performance.

For instance, the original Samsung Focus took some lovely shots on its 5-megapixel camera, while the Motorola Droid Razr's 8-megapixel lens creates disappointing pictures. And the 5-megapixel camera on Apple's iPhone 4 beat out some 8-megapixel cameras on the market and delivered good low-light results.

Of course, that's not to say that bigger can't also be sometimes better. For instance, HTC's One X high-performance 8-megapixel smartphone camera boasts rapid shot-to-shot action, and its Titan II takes 16-megapixel shots of solid quality.

So what's the formula for fantastic photos? It involves an entire camera module that includes not just the size and material of the main camera lens, but also the light sensor behind it, the image processor, and the software that ties it all together.

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The fallacy of megapixel - megapixels camera


Internet Giant Social Media - The fallacy of megapixels

You can start to see that cramming more pixels onto a sensor may not be the best way to increase pixel resolution.

Jon Erensen, a Gartner analyst who has covered camera sensors, remembers when the cell phone industry jumped from 1-megapixel to 2-megapixel sensors.

"They would make the pixel sizes smaller [to fit in more pixels]," Erensen told me over the phone, "But keep the image sensor the same." Erensen similarly used the water analogy, this time swapping "buckets" for "wells."

What ended up happening is that the light would go into the well and hit the photo-sensitive part of the image sensor capturing the light. So if you make the wells smaller, the light has a harder time getting to the photo-sensitive part of the sensor. In the end, increased resolution wasn't worth very much. Noise increased.

The relationship between the number of pixels and the physical size of the sensor is why some 5-megapixel cameras can outperform some 8-megapixel cameras, and why we may not see, or want, a 12-megapixel camera on a smartphone. A slim smartphone limits the sensor size for one, and moving up the megapixel ladder without increasing the sensor size can unnecessarily degrade the photo quality by letting in less light than you could get with slightly fewer megapixels.

Then again, drastically shrunken pixel sizes aren't always the case when you increase your megapixels. HTC's Bjorn Kilburn, vice president of portfolio strategy, did share that the pixel size on the 16-megapixel Titan II measures 1.12 microns whereas it measures 1.4 microns on the One X's 8-megapixel camera. CNET's Josh Goldman points out that this is a small pixel size; however the take-away in terms of this discussion is that the two similar sizes mean that photo quality should be comparable at a pixel-by-pixel comparison.

Unfortunately, most smartphone-makers don't share granular detail about their camera components and sensor size, so until we test them, the quality is largely up in the air. Even if smartphone makers did release the details, I'm not sure how scrutable those specs would be to the majority of smartphone shoppers.

For more information on the interplay between megapixels and sensors, check out the excellent description in CNET's digital camera buying guide.

What about Nokia's 41-megapixel PureView?

Nokia's story behind its 808 PureView smartphone is really interesting. CNET Senior Editor Josh Goldman has written one of the best explanations of the Nokia 808 Pureview's 41-megapixel camera that I've seen. I strongly suggest you read it.

In the meantime, here's a short summary of what's going on.

Juha Alakarhu (pronounce his first name YOO-hah), is head of camera technologies at Nokia, where he works within the Smart Devices team. Alakarhu explained to me that although Nokia has engineered the PureView to capture up to 41-megapixels, most users will view photos as the 5-megapixels default.
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Crytek Rasmus Hojengaard on Crysis 3 - Interview at Gameplanet New Zealand


Gameplanet: Is it necessary for Crysis to be synonymous with pushing the limits of hardware technology?

Rasmus Hojengaard I think we would probably be challenging some of Crytek's pillars if we didn't do that. The value you get from pushing these things is different now from what it was ten years ago. But it's part of our DNA. Even if people aren't conscious about doing it, it'll just happen anyway. There is benefit in it, and there needs to be companies that try to push things, because it sets an example for others to follow and benchmark from, and that rewards the whole industry.

One of the things we're trying to do now is push things we weren't pushing before, but that's not to say we wouldn't push things that haven't part of Crytek's DNA from the start.

Gameplanet: The original Crysis was fairly brutal on PC hardware, are you saying that won't occur with Crysis 3?

Crysis 3's senior creative director Rasmus Hojengaard. Hojengaard: The hardware and software today is a little more structured. DirectX 10 and 11 certainly give us possibilities to streamline things, and scale things in a way that wasn't possible in the original. So yes, we definitely want to have stuff in the game that you need the biggest beast to support fully, but we really want to have medium specifications that support maybe 85, 90 percent of that fidelity, that visual quality. So part of that is making sure that the artwork itself, the art direction itself, is great. That means that even if you can't use all the features, you're still going to get something that looks awesome. It's something that means a lot more to us in this game than it did in previous games.

The answer is yes, we want to do that, but also no, we don't want it to be an elitist type of game where you can't get a good experience without a nuclear power plant.

Gameplanet: The art direction appears pretty diverse, how did you manage to find seven different types of rainforest to depict?

Hojengaard: What we did was we sat down and researched the concepts of the rainforests, and there were a lot more than seven. There were Amazon-type rivers, misty mountain tops, canyons that maybe slope in a different way. Then we'd have to look at which ones potentially could support our gameplay formula, and which ones fit the architectural and geometrical layout of New York City, and that's how we picked the seven different diverse areas.

All this allows changes to gameplay that we didn't have before. We didn't have the ability to almost artificially approach this because we didn't have this setting of being underneath a dome that has its own ecosystem that would affect the world in a way that the sun doesn't. So it's a great marriage of high-tech and low-tech; the low-tech in mother nature taking effect, but it's controlled by high-tech. 

We believe the amount we're pushing New York will really resonate with people because it's going to be very clear that we're not cutting any corners by going back to New York again. We're actually putting it in a different context for you, so that people will go, "Wow, I have not seen this with Times Square", or, "Wow, I did not recognise that church, because I didn't realise those spikes aren't actually trees, they're church spires". So that kind of recognition is something that really gives us a unique visual language, and we haven't explored like that before. We've explored those elements before, but not combined them. And it's a lot of research work!

Gameplanet: So how does the nanodome make the interior grow faster?
Hojengaard: Basically this nanotechnology is somehow filtering the light to the surface from the sun, and it's manipulating it and changing the way that it works so that the ecosystem within the dome is very different to what you find outside. It basically just exaggerates what is already there. I can't give you an engineering explanation as to how this works; we'll probably explain in more detail how it works but we're not doing that just yet. But in theory what you get is a potentially naturally occurring thing on speed, if you will. Overgrowth that would normally take hundreds of years happening in 20 years.

This only affects vegetation, so it's not going to change animals, but the distribution of animals will change. Maybe you'll have a hundred frogs instead of five frogs, but it's important for us that it doesn't feel like a fantasy setting. It needs to have tactical elements and a tactical feel to it. So that's kind of how we're defining how far we can push this stuff.

Gameplanet: You were quick to point out the new water features, what kind of work have you done in this area?

Hojengaard: Well, the engine helps, but it's also about picking out very smart ways of creating water drama, like things that flow, and waterfalls. One side of that is technical, of course, but another is just being smart about how you process things. Let me give you an example – I know this isn't Crysis but when you have waterfalls in Skyrim, it's the same technology, so you need to have equal investment in the assets you use to produce this as well as the technology that drives it. So we're focussing on both things, and to be fair, we do have a lot of experience building tropical environments, so we know what we're doing. We're just iterating on that further, and pushing it even more. Later on in the year you'll see examples of that particular thing that are much more evident of what we've done exactly.

Gameplanet: We've seen the new addition to the suit: hacking. Can you give us an example of how this works later in the game?

Hojengaard: I can't give you a complete example, but what I can say though is that the idea is that the complexity should not be in the hacking itself, the complexity should be in what stuff you're hacking, and at what point. It's about the diversity of this and how you use it, rather than how you use each individual thing. We don't want to have a weird mini-game where you have to connect pipes and type a secret number, we want it to be the strategy of hacking. The suit is so technical it would obviously do that for you if you told it what to hack.

It's going to scale a lot, what you saw now is only a small-scale of what this will eventually grow to over the course of the game.

Gameplanet: Being able to shoot out of stealth is also new, what have you added to counteract this ability?

Hojengaard: Well we obviously need to balance this, but one of the ways to do so is to limit the number of arrows you get. We have all the ways to tweak this, one being countermeasures in the enemies' arsenal, another being the location itself, how enemy placement is, or a combination of that in conjunction with countermeasures then obviously how many of these arrows you're going to have to shoot. Plus finding the right balance at each point in the game.

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Tuesday 21 August 2012

Workmen Compensation Act



Workmen’s Compensation Act, 1923

This provides for compensation to workmen or their survivors in cases of industrial accidents and occupational diseases, resulting in disablement or death. The Act was recently amended and renamed as Employee Compensation Act, 1923. It covers persons employed in factories, mines, plantations, mechanically propelled vehicles, construction works and certain other hazardous occupations listed out in schedule II of the Act.

In addition, schedule III contains a list of diseases and persons in occupations where infection is possible. Qualifying persons are eligible to claim compensation under this Act. This law applies to the unorganized sectors and to those in the organized sectors who are not covered by the Employees State Insurance Scheme. The Act is administered by the State Governments through Commissioners for Workmen’s Compensation. The Commissioner is required to dispose of the matter relating to compensation within 3 months of reference.

Minimum Compensation in case of death is Rs. 120,000 and in the case of permanent total disablement is Rs. 140,000. The monthly wage ceiling is at present Rs.8, 000. Maximum compensation can go up to 50% of the monthly wage multiplied by relevant age factor as specified in the act.

Compensation should be paid early. Delay beyond 1 month will attract interest and penalty of up to 50% of the compensation. Certain other offenses attract fine of up to Rs. 5,000.In cases where the employer does not accept the liability for compensation to the extent claimed, he shall be bound to make provisional payment based on the extent of liability which he accepts.

Employer is not liable in case the disablement of workman is three or less days, except in case of death when the injury is caused due to influence of drink or drug taken by the workman or upon his willful disobedience to obey safety rules or removal of safety guards by him.

Maternity Benefit Act, 1961

The Maternity Benefit Act, 1961 (MBA) regulates the employment of women in certain establishments for a prescribed period before and after childbirth and provides certain other benefits, including leave, to a woman who has undergone miscarriage, illness arising from pregnancy, and delivery and/or premature birth of a child. This is applicable for organizations not covered under ESI Act.

The Act provides for 12 weeks of paid leave as maternity leave and 6 weeks in case of miscarriage or termination of pregnancy. In addition to the provisions for leave and cash benefits, the Act also makes provisions for matters like light work for pregnant women 10 weeks prior to her delivery, nursing breaks during daily work till the child attends age of 15 months, etc.

The female employee should have served the institution for a minimum period of 80 days in 12 months preceding the date of expected delivery. The benefits are calculated on the basis of daily average wage for the period of absence of the employee. There is no wage limit for coverage under the Act.

The Payment of Gratuity Act, 1972 (PGA)

It provides for the payment of gratuity to all employees earning wages to do any skilled, semi-skilled, unskilled, manual, supervisory, technical or clerical work, whether the terms of such employment are express or implied, and whether or not such employees are employed in a managerial or administrative capacity.

It applies to factories and other establishments employing ten or more persons. On completion of five years service, the employees are entitled to payment of gratuity of 15 days wages for every completed year of service or part thereof in excess of six months subject to a maximum of Rs.1 million. The wage ceiling for coverage under the Act has been removed since 24.05.1994.

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LAWS RELATING TO SOCIAL SECURITY



Employees’ Provident Fund and Miscellaneous Provisions Act, 1952 (EPFMPA)

It was enacted to ensure the financial security of employees in an establishment by providing a system of compulsory savings. A provident fund, required to be established under the EPFMPA, is a contributory fund created to secure the future of employees post retirement. Employees are also allowed to withdraw a part of their PF before retirement. Central Board of Trustees, Employees’ Provident Fund is responsible for administering the EPFMPA. The act is applicable all over India except the state of Jammu and Kashmir. The schemes provided under this act are-

Employee provident fund scheme (EPF) 1952.
Employees’ pension scheme (EPS) 1995
Employees deposit linked insurance (EDLIS) 1976.
Establishments with 20 or more workers should register with Employees provident fund organization which comes under any of the 180 industries specified in the Act. EPF, EPS and EDLIS are calculated on Basic salary, dearness allowances, cash value of food concession and retaining allowances, if any. As per the EPF ceiling limit, the employer is liable to pay contribution only on Rs.6500/- irrespective of the basic salary.

Scheme Name Employee contribution Employer contribution Government Contribution
Employee provident fund 12% 3.67% 0
Employees’ Pension scheme 0 8.33% 1.16%
Employees Deposit linked insurance 0 0.5% 0
EPF Administrative charges 0 1.1% -
EDLIS Administrative charges 0 0.01% -
Employer must remit the contribution deducted to the government before 15th of the following month and are required to submit periodical returns within specified time. Employers are liable to pay interest on late payment of EPF, EPS, EDLI and Administrative charges.

Employees State Insurance Act, 1948 (ESI)

The ESI provides healthcare and cash benefits to employees in the event of sickness, maternity and employment injury. Health and medical care facilities are provided to the workers through a network of hospitals, annexes and dispensaries located throughout the country. The scheme is administered by an apex corporate body called the Employees’ State Insurance Corporation. It offers full medical care to workers and their dependants without any ceiling on individual expenditure. It offers a special package of full medical care to retired/disabled insured persons for self and spouse for a nominal contribution of Rs.120/- per annum. It provides economic protection through cash payments in the event of sickness, temporary/permanent disablement, and maternity, death due to employment injury or occupational disease and unemployment.

It is applicable to the factories employing 10 or more persons irrespective of whether power is used in the process of manufacturing or not. It is applicable to various classes of establishments, industrial, commercial, agricultural or otherwise in nature and includes establishments, such as, Medical and Educational Institutes, shops, hotels, restaurants, cinemas. The existing wage-limit for coverage under the Act, is Rs.15, 000/- per month (with effect from 01.05.2010).

Employees earning upto Rs. 70/- a day are exempted from payment of their share of contribution. The State Governments, as per provisions of the Act, contribute 1/8th of the expenditure of medical benefit within a per capita ceiling of Rs. 1200/- per Insured Person per annum. Any additional expenditure incurred by the State Governments, over and above the ceiling and not falling within the shareable pool, is borne by the State Governments concerned.

ESI Contribution Rates.

·       Employees-  1.75% of wages

·       Employers-  4.75% of wages

An employer is liable to pay his contribution in respect of every employee and deduct employee contribution from wages and shall pay these contributions at the above specified rates to the Corporation within 21 days of the last day of the Calendar month in which the contributions fall due.

Contribution period and Corresponding Cash Benefit period

Contribution Period Cash Benefit Period
1st April to 30th Sept. 1st January of the following year to 30th June.
1st Oct. to 31st March 1st July to 31st December of the year following


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LAWS RELATING TO INDUSTRIAL RELATIONS




It is the main legislation for investigation and settlement of all industrial disputes. The Act enumerates the contingencies when a strike or lock-out can be lawfully resorted to, when they can be declared illegal or unlawful, conditions for laying off, retrenching, discharging or dismissing a workman, circumstances under which an industrial unit can be closed down and several other matters related to industrial employees and employers.

The Act is administered by the Ministry of Labour through its Industrial Relations Division. The Division is entrusted with improving the institutional framework for dispute settlement and amending labour laws relating to industrial relations. It works in close co-ordination with the Central Industrial Relations Machinery (CIRM) an attached office of the Ministry of Labour and is headed by the Chief Labour Commissioner (Central).

According to the Act, the term ‘industrial dispute’ means any dispute or difference between employers and employers, or between employers and workmen, or between workmen and workmen, which is connected with the employment or non-employment, or the terms of employment or with the conditions of labour of any person.

Trade Unions Act, 1926 (TUA)

The Act provides for the registration of trade unions of employers and workers, and is administered by state governments. Registered trade unions are conferred a legal and corporate status. It was amended in 2001, pursuant to the amendment, a trade union of workmen can be registered only if at least 10% or 100 (whichever is less, subject to a minimum of seven), workmen engaged or employed in the establishment or industry to which it is related, are its members. Unions are allowed to have their political funds.

The Industrial Employment (Standing Orders) Act, 1946

The IESA applies to all industrial establishments employing 100 workers or more. The IESA and IDA both exclude managerial and administrative employees. Regulations concerning termination of employment are also found in standing orders made pursuant to the IESA. Standing orders are written documents dealing with terms and conditions of employment. Drafted by employers in all establishments, standing orders are documents on which trade unions or workers are given an opportunity to object. They are certified by the government Certifying Officer, who adjudicates upon the fairness and reasonableness of the provisions of any standing order and upon its conformity to the model standing order (MSO). The text of the standing orders as finally certified under this Act shall be prominently posted by the employer in English and in the language understood by the majority of his workmen on special boards to be maintained for the purpose at or near the entrance through which the majority of the workmen enter the industrial establishment and in all departments thereof where the workmen are employed.
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LAWS RELATING TO WAGES & BENEFITS



Minimum Wages Act 1948

The Act contains list of all employments for which minimum wages are to be fixed by the appropriate Governments. It includes non-agricultural employments and employment in agriculture. It empowers appropriate Government to fix the minimum rates of wages for specified employments. Recently with effect from April 1, 2011 the National Floor Level of Minimum Wage has been raised to Rs. 115 per day.

Payment of Bonus Act 1965

The payment of Bonus Act is applicable to every factory and every other establishment in which 20 or more persons are employed on any day during an accounting year excluding some categories of employees as contained in the Act. PBA mandates payment of bonus to every employee in an accounting year, in accordance with the provisions of this legislation, provided that he or she has worked in the establishment for not less than 30 days and draws a salary or wage not exceeding Rs.10, 000 per month.

Minimum bonus shall be 8.33% of salary/wages earned or Rs. 100 whichever is higher, it is payable on completion of 5 years after 1st Accounting year even if there is no profit. If the allocable surplus exceeds the amount of minimum bonus, then bonus shall be payable at higher rate subject to a maximum 20% of salary/wages. Computation of bonus is to be worked out as prescribed in the Act. Bonus shall be paid within 8 months from the close of accounting year. A register showing the computation of the allocable surplus, another register showing the set-on and set-off of the allocable surplus, and register showing the details of the amount of bonus due to each of the employees, the deductions and the amount actually disbursed must be maintained.

Payment of Wages Act, 1936

Enacted during the British Rule in 1936 on the recommendations of the Royal Commission on Labour, the Act regulates the payment of wages to workers and ensures that they are disbursed by the employers within the stipulated time frame and without any unauthorized deductions. Enforcement of the Payment of Wages Act is primarily the responsibility of the State Governments. The Central Government is responsible to enforce the Act only in mines, railways, oilfields and air transport service by virtue of Section 24 of the Act.

Inspectors are appointed under the provisions of the Act who conduct regular inspections to ensure that the employers pay the wages timely and correctly. Defaulting employers are advised to pay full wages in time.  In case of non-adherence to the advice, there are provisions to prosecute.

The Act lays down that the wage period exceeding one month should not be fixed and payment of wages must be made before the entry of specific day after the last day of the wage period.  The specific day is the seventh day of a month where the number of workers is less than 1000 and tenth day in case the number of workers is 1000 or more.  All wages must be paid in current legal tender.  The wages can also be paid by cheque or credited to the bank account of the employed persons with the written authorization of the letter.  The beneficiary under the Act are, however those who are in receipt of wages below the Rs. 10,000/- per month.

The Act provides that the wages of an employed person shall be paid to him without any deductions except those authorized under the Act.  Deductions permissible from wages inter-alia relates to unauthorized absence from duty, deductions for house accommodations, recovery of advances and statutory dues etc.

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LAWS RELATING TO WORKING CONDITIONS


Factories Act, 1948

This regulates health, safety, welfare and other working conditions of workers in factories and it is enforced by the State Governments through factory inspectorates. The Directorate General Factory Advice Service & Labour Institutes (DGFASLI) functions as a technical arm of the Ministry for coordinating with the State Governments. DGFASLI conducts training, studies and surveys relating to safety and health of workers through the Central Labour Institute in Mumbai and other Regional Labour Institutes. The Act is applicable to all factories including government factories using power and employing 10 or more workers and 20 in the case of factories not using power on any day of the preceding 12 months.

Some of the provisions under the Act include the following grouped under the chapters stated below

  1. Compulsory approval, licensing and registration of factories – The occupier shall notify the Factory Inspectorate at least 15 days before the commencement of operations in the premises providing information such as location, nature of operation, number of workers employed, rated horsepower installed or to be installed.
  2. Health measures – Every factory- shall be kept clean and free from effluvia arising from any drain, privy or other nuisance and in particular accumulations of dirt –  Shall arrange for waste treatment and effluents generated during manufacturing, provide adequate ventilation, lighting and optimum temperature to provide reasonable condition of comfort -Shall prevent overcrowding and provide facility for wholesome drinking water.
  3. Safety measures – Every dangerous part of any machinery shall be securely fenced and constantly maintained. No person shall be allowed to work at any dangerous machine without proper training or full instruction regarding potential dangers and precautions required.  Every hoist and lift shall be of good mechanical construction, sound material and adequate strength, properly maintained, and thoroughly examined by a competent person in prescribed intervals.
  4. Welfare measures- Provision shall be made for РSeparate and adequate washing facilities for male and female workmen. Facilities for sitting for workers obliged for work normally in standing position. First Aid-box, one for every 150 workmen, under charge of a trained person. Ambulance room for factory ordinarily employing more than 500 workmen. Suitable and adequate Rest Shelter or a Rest room and Lunch room to be provided in factories ordinarily employing more than 150 workers. However, the provision shall not be required, if canteen according to sec 46 has been provided. Canteen at factories employing 250 workers or more, cr̬che of prescribed standards at factories employing 30 or more women. Factory ordinarily employing 500 or more workers, are required to appoint a Welfare officer, whose duties, qualifications and conditions of service are prescribed under the State Factory Rules.
  5. Working hours – not more than 48 hours in any week and not more than nine hours in a day. For working hours beyond the prescribed limit, the overtime work will be entitled to twice ordinary wage and allowance. A compulsory rest of at least half an hour between each period of work and such period of work shall not exceed five hours. Compensatory holiday in lieu of weekly holidays deprived and such compensatory holiday must be given within the same month or two months following the month when the weekly holiday was missed.
  6. Annual leave provision – One day leave for every 20 days of work for an adult worker one day for every 15 days of work in the case of child worker. To be entitled for this the worker should have worked for a period of 240 days or more during the previous calendar year. Maternity leave for women not exceeding 12 weeks.
  7. Employment of women and young persons – No woman worker shall be required to work at night but this is not applicable to persons holding position of Management or supervision or who are employed in confidential positions in a factory as may be defined by the State Government. No child below 14 years shall be employed in factories.


A child who is over 14 years of age, in order to work in factory must be certified to be fit for work in a factory by a Certifying Surgeon. The certificate is valid for one year and is to be kept in the custody of the manager and the child or the adolescent has to carry with him while at work, a token giving reference to such certificate. Such child workers must not work for more than four and half hours on any day and during night. The period of work is also not to be spread over more than two shifts of five hours each. Every child worker is to be compulsorily allowed a weekly holiday.

  1. Accident and occupational diseases – the manager of the factory shall send notice to prescribed authorities within the prescribed time limit in the event of an accident that causes death or injury preventing a person from working for a period of 48 hours or more immediately following the accident. Likewise if any worker in a factory contacts any disease specified in the third schedule the manager of the factory shall send a notice, not later than 4 hours to the prescribed authority.
  2. Dangerous operations – A Site Appraisal Committee considers applications for grant of permission for the initial location of a factory, involving hazardous process or an expansion of any such factory. Disclose information regarding dangers, including health hazards and measures to overcome such hazards arising out of hazardous substances, to the Chief Inspector of Factories, local authority and the general public in the vicinity. Prepare health and safety policy, emergency plan etc. The occupier must maintain accurate and updated medical record of the workers, appoint qualified, experienced and competent supervisors to supervise handling of hazardous substances. Pre-employment and post-employment medical examination of workers, at regular intervals.
  3. Obligations and rights of employees- No worker shall willfully interfere with or misuse any appliance, convenience or other things provided in a factory for the purposes of securing the health, safety or welfare of the workers or willfully and without reasonable cause do any thing likely to endanger himself or others, or neglect to make use of any appliance or other things provided in the factory for the purposes of securing the health or safety of the workers therein. Contravention will entail imprisonment up to 3 months or fine or both.
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Guide to Employment Law in India 1


The labour policy in India is influenced by international conventions, recommendations of national and international conference, constitutional rights, recommendations made by commissions, labour unions etc. There is generally a protectionist approach, in favour of employee, in statutes governing the labour and employment.  Labour is a subject in the concurrent list under the Constitution of India therefore the Central and State Governments are empowered to enact legislation in this regard subject to specific matters being reserved for the centre.

This scenario has resulted in a large number of statutes regulating different aspects of labour right from wages, compensation, resolution of disputes, social security, occupational safety etc. There are over 50 Central Government Enacted Acts and over 200 State Government enacted statutes. Ministry of Labour and Employment is responsible for formulation and administration of the rules and regulations and laws relating to labour and employment. Familiarising with the employment laws and regulations will be immensely useful for a foreigner setting up an enterprise in India, or any employer employee for that matter. The following article is a bird’s-eye view of some of the important employment laws that will be of significance to employers and employees.


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Indira Rajaraman: The power grid knockout


The immediate cause was the inability of the Regional Load Dispatch Centre (RLDC) to control overdrawing of power by states connected to the grid. The RLDC was not empowered to operate circuit-breakers, and could only warn erring states. The erring states were too powerful politically for the RLDC to do anything other than sound repeated warnings.

Why should politics have anything whatever to do with something as routine as drawing electricity from a grid? Clearly, if technical systems of this type have not been ring-fenced from political pressures, a regional chieftain could hold the entire country to ransom, pulling down the country if he or she is displeased. Something is seriously wrong with the structuring of the Indian federation.

I have written repeatedly about the desperate need for an inter-state platform where states could meet regularly on their interconnectedness on a number of issues. The Constitution actually provides for such a platform in the form of an Inter State Council (ISC) under Article 263, but the Council came into being only in 1990. The ISC provides in principle a forum where states could meet on issues, and decide in concert on ceding to technical bodies like the RLDC the right to operate traffic signals in a purely rule-bound manner.

This kind of process, whereby members of a group cede to an external authority the right to enforce discipline among the group, in a way that cannot be legally challenged by a displeased member, is very common. In academic departments in American universities for instance, where yearly salary fixation based on productivity involves contentious and unpleasant decisions, it is not uncommon for faculty to agree to an externally appointed Head, who functions in effect as a constitutional dictator.

In practise, the ISC has atrophied through disuse into a somnolent institution tucked away somewhere in the folds of the Vigyan Bhavan office complex. The ISC commissions studies of various kinds, but by the time the study reports fall due, the personnel at the ISC have changed several times over. Every once in a while, the ISC acts as the local partner of the Canada-based Forum of Federations, for conferences on what are sometimes quite topical issues. The conference is held, but there is no follow-up.

Around 10 years ago when I lobbied strenuously for a revival of the rightful role of the ISC, I got two responses. One was that the National Development Council (NDC) provides the platform I was looking for. The second was that when an issue involving state co-operation comes to the fore, temporary platforms spring up to deal with it.

The NDC is a large unwieldy body that meets sparingly, with a set agenda typically centred around approval of national Five-Year Plans. Meetings of the NDC have ritual value like meetings of the United Nations General Assembly, but lead to no systematic resolution of problems.

Temporary platforms do indeed get formed when there is a pressing issue calling for co-operation and consensus between states. The most recent and successful of these is the Empowered Group of State Finance Ministers, which shepherded the coming on board of all states on the value added tax (VAT), and is presently carrying forward – with many a hookup – the further move to a dual-track Centre-state goods and services tax (GST). And of course river water disputes are governed under a separate Constitutional provision (Article 262).

Even so, there are many issues that arise from time to time, each one possibly a problem confined to just a few affected states, that do not by themselves justify a separate temporary platform. But these could if ignored snowball into a general sense of isolation and dis empowerment, which could severely hamper the co-operation needed for any federation to endure. The number of states affected by any single issue could be small, but the problem itself could be large and of overwhelming importance to them.



Thanks : source
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Monday 20 August 2012

Ministry of Labour & Employment



Ministry of Labour & Employment
 
2.94 LAKH ESTABLISHMENTS ON THE REGISTER OF EMPLOYMENT EXCHANGES
 Lok Sabha

As per the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959 all establishments in the public sector and such establishments in the private sector engaged in non-agricultural activities where ordinarily 25 or more persons are employed to work for remuneration are required to be covered. The number of establishments as on 31.3.2005 were 2.94 lakh on the employer’s register of Employment Exchanges of which 1.72 lakh were in public sector and 1.22 lakh were in private sector. 

Working Group consisting of representatives of Central and State Governments review the functioning of Employment Exchanges in the country and take corrective measures as and when necessary.

This information was given by the Minister of State (Independent Charge) for Labour & Employment, Shri Oscar Fernandes in a written reply in Lok Sabha today. 

MLD/LK/L-220(LS-2.94lakh estab on register of empl exch)(19.3.07)


Thanks : source

Money Transfer | Remittance Services



Online Money Transfers Work

It is simply a completely electronic way of transferring money from one bank account to another bank account. Data is exchanged; paper money is not. Using a debit card at a store transfers money from your checking account into the store's banking account. Direct deposit payroll moves money from your employer's bank account into yours. Both of these transactions are examples of online money transfer.

The procedure of online money transfer is as follows:
1. Online money Transfer can be made to a friend or family member or use it to pay a bill that is due soon. 
2. Make sure you have a reliable internet connection. You should not use a public computer to do online money transfers. Do online money transfer only from your home or your office computer to which only you have access to.
3. Go to the website of the company you use to make online money transfer. Next, enter the country you are sending money to as well as the person's name and location. Fill in the amount of money that you want to transfer.
4. Continue to select if you are a new customer or a returning customer. If you already have an account, you can proceed to transfer the money. If not, you will be prompted to create an account, which will include your personal information such as name, mailing address and a bank account to link to. 
5. You can pay for the transaction either by making a payment directly from your bank account, or with a debit or credit card.
6. Confirm the amount and verify all information is correct.
7. Send the request to transfer money. You will receive a confirmation e-mail to verify that the transfer was successful. The person you sent the money to will also be notified.


Remittance processing is the process of sending money to remove an obligation. This is most often done through an electronic network, wire transfer or mail. The term remittance refers to the amount of money being sent to remove the obligation. A remittance advice is a letter sent by a customer to a supplier to inform the supplier that their invoice has been paid. If the customer is paying by cheque, the remittance advice often accompanies the cheque. The advice may consist of a literal letter or of a voucher attached to the side or top of the cheque. 

Remittance processing involves streamlining your receivables processing, getting faster access to funds or slashing your payment processing costs. Remittance services can streamline your internal processes by providing timely reporting and automatic updates to your AR systems through secure electronic transmissions. What’s more, remittance processing speeds access to critical information from paper receivables, allowing you to be more agile, pro-active and customer-focused. A remittance processing platform should efficiently and accurately handle wholesale, whole-tail and retail lockbox transactions as well as exceptions items.

Remittance Processing provides you with the ability to receive payments, apply them to your payer's account, and deposit the checks in your bank.



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Internet Money Transfer



With the advancement of the internet, online money transfer has gained an immense popularity. The convenience and ease to send money online such as online banking from anywhere in the world, has made it an indispensable facility for most people. Paying Bills Online – provides you with the facility of paying bills online directly from your checking account, credit card account, and home equity line of credit or from your money market account. To be able to avail online money transfer facility, you will need to set up pay to accounts or payees for which you would need copies of your bills. Through this, you can send money online without any delays by simply making use of the facility and completing a simple formality. You can keep your bill payment histories in an electronic format to eliminate any other paperwork. 

Electronic Fund Transfer – this facility is provided to allow online money transfer between numerous accounts maintained within the same bank. You can transfer money from your checking to your savings account to your credit cards, investment accounts or to your line of credit. You can also transfer funds from your account into someone else’s account.

Other facilities – you can also access your account anywhere in the world by using the linked account feature of online banking. Linked accounts also allow you to send money online from your savings account to cover your overdrawn checking and credit account.


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Money Transfer Services in India


Online money transfer is where the old-fashioned concept of wiring money converges with the modern technology of electronic funds transfer The quickest and safest way of Money Transfer Services is via bank wire, the procedure for such a transfer is as follows:

1. The person who wishes to execute the Wire Transfer Services advises their bank of the amount of money to be paid as well as the bank details of the payee; these details will include the IBAN and BIC code. 

2. Once the sending bank has received all the relevant details and authorization they will transmit a message, via a secure system, to the receiver's bank that it effect payment as per the instructions given. 

3. Wire transfer services usually takes three business days for the funds to clear. 

Online money transfer services is the modern-day equivalent of wiring money: You can use these wire transfer services to send someone money instantaneously simply by transferring money (or the data that represents that money) from you to another person. Usually involving little more than contact information -- such as a cell phone number or an e-mail address -- for the sending and receiving parties tied to a bank account, online money transfer can be done for a small fee from a secure, Web-based service via any computer with Internet access. There's no need to go to a money wiring office, telegraph station or even a bank. The price of money transfer services will vary according to such factors as the country the money is being sent to, the amount the payment is for etc.
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What is Bank Wire Transfer


Wire transfer is a method of online money transfer from one person or institution (entity) to another. A wire transfer can be made from one bank account to another bank account or through a transfer of cash at a cash office. Online money transfer systems are intended to provide more individualized transactions than bulk payment systems. Bank wire transfers are often the most expedient method for transferring funds between bank accounts.

A bank wire transfer is effected as follows:

The entity wishing to send money online approaches a bank and gives the bank the order to transfer a certain amount of money. The sending bank transmits a message, via a secure system, to the receiving bank, requesting that it effect payment according to the instructions given.

The message also includes settlement instructions. Either the banks involved must hold a reciprocal account with each other, or send money online to a bank with such an account, a correspondent bank for further benefit to the ultimate recipient.

Banks collect payment for the service from the sender as well as from the recipient. The sending bank typically collects a fee separate from the funds being transferred, while the receiving bank and intermediate banks through which the transfer travels deduct fees from the money being transferred so that the recipient receives less than what the sender sent. Each party in an online money transfer must be identified by the bank. It is hard to send money online anonymously, so it’s harder to pull off a scam with a bank wire transfer. In addition, if you send money online, payments are more certain - banks only do online money transfer if the sender has available funds, and it is difficult for the sender to pull the money back.

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Monday 7 May 2012

Sean Lahman: Evolution preceded revolution in digital cameras


Steve Jobs didn’t invent the MP3 player. The Wright Brothers weren’t the first to fly. And the incandescent light bulb had been around in one form or another for 50 years before Thomas Edison came up with his version.



We tend to think of inventors as people who create things that are entirely new, but that’s rarely the case. More often, innovation comes from a series of smaller, incremental improvements.

“That was certainly true in my case,” said James McGarvey, who was honored last week as the Distinguished Inventor of the Year, an award given annually by the Rochester Intellectual Property Lawyers Association.

McGarvey was recognized for his work to invent and commercialize digital single lens reflex cameras (D-SLRs) at Eastman Kodak Co. “The first D-SLR was not a big invention,” he said. “It was a series of small inventions.”

The challenge began when a government client approached McGarvey, asking if he could put Kodak’s one megapixel sensor — used in high-end video cameras — in a 35mm camera body for some sort of covert operation.

“Because I was an avid photographer and a SLR user, I knew how a film camera worked,” he said. “I asked myself, ‘What do I need to make something that works the same way?’ ”

In 1988, McGarvey hand-delivered the top-secret camera (I’m imagining it in a case handcuffed to his wrist) and never saw it again.

He ended up building three more prototypes the next two years and by 1990 began showing those cameras to news photographers at trade shows for feedback. “The reaction was intense,” McGarvey said.

McGarvey was granted patent No. 4,916,476 for that first design, the first of many he received.

The first digital SLR — the Kodak Professional Digital Camera System (DCS) — hit the market in 1991, and was an instant hit.

“The impact of Jim’s work cannot be overstated,” said Kenneth Parulski, chief scientist at Kodak. “Some of the world’s most famous photos, from Super Bowl touchdowns to the 9/11 tragedy, were captured by sports and press photographers using D-SLR cameras that Jim designed.”

McGarvey made tremendous strides in a short period of time, and by the mid-1990s had implemented almost all of the features present in current-day digital cameras. “The only significant addition in the last 15 years has been the ability to shoot movies,” he said.


Sean Lahman: Evolution preceded revolution in digital cameras 
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