Is female security guard allowed
1 month ago
Is female security guard allowed for night shift for housing societies
A.Dear Client,
The Shops and Establishments Act, a state-specific regulation, governs working conditions in shops and commercial establishments. According to this law, women employees are permitted to work night shifts, provided their safety and security are ensured. Employers must offer transportation services, like cab facilities, for the secure commute of female employees during night shifts. Additionally, access to restrooms, canteens, and other amenities must be provided for women working during these hours. The Madras High Court's ruling in the case of Smt. R. Vasantha v. Union of India (2001) I ILLJ 843 Mad played a pivotal role in promoting diversity, equality, and inclusion at workplaces. This decision influenced several states to allow the engagement of women in night shifts, emphasizing the right to equal opportunity without gender-based discrimination. Statutory provisions, such as Section 66(1)(b) of the Factory Act and similar provisions in state-specific acts, that restrict this right are considered to violate the principles enshrined in the Constitution of India.
The Shops and Establishments Act, a state-specific regulation, governs working conditions in shops and commercial establishments. According to this law, women employees are permitted to work night shifts, provided their safety and security are ensured. Employers must offer transportation services, like cab facilities, for the secure commute of female employees during night shifts. Additionally, access to restrooms, canteens, and other amenities must be provided for women working during these hours. The Madras High Court's ruling in the case of Smt. R. Vasantha v. Union of India (2001) I ILLJ 843 Mad played a pivotal role in promoting diversity, equality, and inclusion at workplaces. This decision influenced several states to allow the engagement of women in night shifts, emphasizing the right to equal opportunity without gender-based discrimination. Statutory provisions, such as Section 66(1)(b) of the Factory Act and similar provisions in state-specific acts, that restrict this right are considered to violate the principles enshrined in the Constitution of India.
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A.Dear Client,
The Shops and Establishments Act is a state-specific law that regulates the working conditions of employees in shops and commercial establishments. Under this law, women employees are allowed to work in night shifts, provided that the establishment ensures their safety and security. The act mandates that employers must provide transportation facilities, such as cab services, to ensure the safe commute of women employees during night shifts. Employers must also ensure that women employees have access to restrooms, canteens, and other facilities during night shifts. The ruling of the Madras High Court (passed in the case of Smt. R. Vasantha v. Union of India, [(2001) I ILLJ 843 Mad), introduced a paradigm shift for diversity, equality and inclusion at the workplace. It paved the path for multiple states to permit the engagement of women employees in night shifts. An individual cannot be denied the equal opportunity to work because of his/her gender. The limitations imposed by statutory provisions like Section 66(1)(b) of the Factory Act and similar provisions under state-specific shops and establishments acts fall squarely in violation of the principles enshrined in the Constitution of India.
The Shops and Establishments Act is a state-specific law that regulates the working conditions of employees in shops and commercial establishments. Under this law, women employees are allowed to work in night shifts, provided that the establishment ensures their safety and security. The act mandates that employers must provide transportation facilities, such as cab services, to ensure the safe commute of women employees during night shifts. Employers must also ensure that women employees have access to restrooms, canteens, and other facilities during night shifts. The ruling of the Madras High Court (passed in the case of Smt. R. Vasantha v. Union of India, [(2001) I ILLJ 843 Mad), introduced a paradigm shift for diversity, equality and inclusion at the workplace. It paved the path for multiple states to permit the engagement of women employees in night shifts. An individual cannot be denied the equal opportunity to work because of his/her gender. The limitations imposed by statutory provisions like Section 66(1)(b) of the Factory Act and similar provisions under state-specific shops and establishments acts fall squarely in violation of the principles enshrined in the Constitution of India.
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