In India, the beedi industry is primarily unorganised. It continues to benefit from tax breaks, ostensibly to preserve the interests and jobs of beedi workers. Workers in the Beedi industry earn significantly less than workers in other industrial businesses, resulting in economic disparity. Increased registration of the beedi business is required for improved tax administration and to prevent exploitation of beedi employees. Job quality, salaries, social security, and employment benefits may all improve due to skill development and alternative employment. Each citizen of the country must be aware of all the situations and the actions that will help them live their lives better. 

Objectives of Beedi and Cigar Workers Act, 1966

  • In India, the beedi industry is largely unorganised. 
  • It is an Act to provide for the welfare of workers in beedi and cigar establishments and regulate their working conditions and related problems. 
  • The Beedi and Cigar Workers Act, 1966, shall take effect in a State, and hence the State Government may appoint by publication in the Official Gazette. 
  • The State Government may appoint different dates for different areas and sections of this Act.

Provisions of Beedi and Cigar Workers Act,1966

  • Every industrial premise must be kept clean and free of odours emanating from any drain, privy, or other nuisance and maintain such a standard of cleanliness as required, such as whitewashing and four-colour washing varnishing, or painting.
  • Every industrial site shall maintain such lighting, ventilation, and temperature requirements as may be required for preventing injury to the health of those who work there.
  • The competent authority may require the employer to take whatever practical precautions are necessary to keep away from inhalation of such dust, fume, or other impurity and its buildup in any workroom where dust, fume, or another impurity of such a form and extent is likely to be detrimental or offensive to persons employed in any industrial premises due to the manufacturing process carried out in such premises.

Wages for overtime work

  • If a person working in an industrial setting is compelled to work overtime, he is entitled to double his regular pay. 
  • When employees in industrial facilities are paid on a piece-rate basis, the overtime rate is calculated using time rates that are as close as possible to the daily average of their full-time earnings for the days on which they worked during the week immediately preceding the week in which the overtime work was performed. Ordinary rates of earnings mean the basic wages plus any allowance.

Licensing is required for laundry facilities and industrial sites

  • The employer shall provide such washing facilities for the employees’ use in every industrial premise where tobacco is blended or sieved or both, or beedi is warmed in hot ovens, as may be prescribed.
  • Unless otherwise stated in this Act, no employer shall use or permit the use of any place or premises as industrial premises unless he obtains a valid license issued under this Act. No such premises shall be utilised unless in compliance with the terms and conditions of such licensed premises.

Working hours following this Act

  • No employee shall be compelled or authorised to work more than 9 hours per day or 48 hours per week in any industrial establishment;  provided, however, that any adult employee may be permitted to work in such industrial premises for any period exceeding the time limit set out in this section, subject to overtime pay, if the total number of hours worked, including 10 hours per day and 54 hours per week are not exceeded, including overtime work. The company must allow the workers to follow a certain period to get the highest efficiency of the work. 

Drinking water

  • In every industrial premise, the employer shall make effective arrangements to provide and maintain a sufficient supply of healthy drinking water at suitable points conveniently located for all employees engaged therein. 
  • All such points must be legibly labelled “drinking water” in a language understood by the majority of those employed on the industrial premises, and no such point may be located within 6 metres of any washing station, urinal, or latrine unless the competent authority has given its prior written approval. 
  • The drinking water is a must to maintain when it comes to the safety and the care of the employees. Certain hygiene must be maintained for the workers to keep them healthy and regular at the office. 

Conclusion

  • The Beedi and Cigar Workers Act, 1966 ensures workers’ safety and well-being in beedi and cigar establishments. It governs working conditions and makes arrangements for various amenities such as drinking water, latrines, urinals, washing facilities, creches, first-aid, and canteens. It also protects the Beedi’s ‘Home Workers’ to the greatest extent possible.
  • Since the beedi business continues to benefit from tax breaks, it is critical to understand the total employment structure of the industry and the wages paid to bidi workers in India. 
  • Every citizen of the country must know about this act to understand the pros and cons of the situation.