Shankar Balaji Waje v. State of Maharashtra

R. Ganapathy Iyer and R. II. Dhebar, for respondent. 1961. October 27. The Judgment of Kapur and Dayal, JJ., was delivered by Dayal J. Subba R110, J., delivered a separate Judgment. 1961 S'iankar Balaji U'ajc v, Stale of Maliaraslilra RAGHUBAR DAYAL, J.-This appeal, by RaghubarD•yalJ. special leave, is directed agaist the order of the High Court of Bombay, rejecting the reference made by the Additional Sessions Judge, Nasik, and confirming the conviction of the appellant under s. 92 of the factories Act, 1948 (Act LXIII of 1948), hereinafter called the Act. The appellant is the owner and occupier of "Jay Parkash Sudhir Private Ltd., a factory which manufactures bidi.J. Pandurang Trimbak Londhe, hereinafter called Pandurang, rolled bid is in that factory for a number of days in 1957. He ceased to do that workfrom Augustl7, 195i. Itwas alleged by the prosecution that the appellant termi­ nated Pandurang's services by a notice put up on August 12, 1957. The 'appellant, however, admitted the puting up of such a notice, but denied that Pandurang, the labourer, had left his service of his own aocord. 1911 SlulMa Baloji Wajt v. St au of .\l ahara1hlra &gbbar Dayal .T. 252 SUPREME OOURT REPORTS [196!'.] SUPP. Inspector Shinde, P.W .1, visited this factory on August 22, 1957. He found from the weekly register and the wages register of tho Fac~ory that Pandurang worked for 70 days and earned 4 days leave. Pandurang, however, did not enjoy that leave and was therefore entitled to be paid wagea for that period i.e., for 4 days' leave. He was not paid those wages, and therefore, the appellant con­ travened the provisions of s. 79( II) of the Act. He consequently submitted a complaint against the appellant to the Judicial Magistrate, First Class, Siimar. It was contended for the accused before the Magistrate that Pandurang was not a worker within the meaning of that expression, according to s. ~(I) of the Act and that therefore no leave could be due to him and the api;ellant could not have committed the offence of contravening the provisions of s.79(11 ). The learned Magistrate did not agree with the defence contention and held Pandurang to be a worker and convicted the appellant of the offence under s. 92 read with s. 79(ll) of the Act and sentenced him to a fine of Hs. 10. It may be mentioned that this case was a test case. Similar l'ases against the appellant with respect to the non-payment of leave wages to other workers were pending in the Court. The appellant went in revision to the Court of the learned Additional Sessions Judge, Nasik. The Sessions Judge was of the opinion that Pandurang was not a worker and that the conviction of the appellant was bad. He accordingly referred the case to the High Court. The High Court, however did not agree with the view of the Sessions Judge and, holding that Pan<lui·.mg was a worker, rejected the revision and confirmed the conviction and sentence. It is against this order that this appeal has been fikd. Two points ha vc been raised 011 behalf of the appellant. One is that Pandurang W•IS not a (I) S.C.R. SUPREME OOURT REPORTS 253 worker within the mea.ning of that expression in the Act. The other is that even if Pa.ndura.ng was a. worker, he wa.s not entitled to a.ny leave wages under s. 80 of the Act. The first contention is based on the esta­ blished facts of the case which, it is submitted, do not make out the rehtionship of master a.nd servant between the a.ppellarrt and Pundurang, inasmuch as they indicate that the a.ppellant ha.d no supervision and control over the details of the work Pandurang did _in the factory. The following are the established facts: ( l) There was no agreement or contra.ct of service between the appellant and Pandurang. (2l Pandurang was not bound to attend the factory for the work of rolling bidis for any fixed hours of work or for any fixed period. He was free to go to the factory at any time he liked and was equally free to leave the factory whenever he liked. Of course, he could be in the facto:·y during the hours of working of the factory. (3) Pandurang could be absent from work on any day he liked. He could be absent up to ten days without even informing the appellant. If he was to be a.bsent for more than ten days he had to inform the appellant, not for the purpose of taking his permission or leave, but for the purpose of a~suring th" appellant that he had no intention to give up work at the fa.ctory. (4) There was no actual supervision of the work Pandurang did in the factory. (5) Pandurang was paid at fixed rates on the quantity of bidis turned out. There was however no stipulation that he had to turn out any minimum quantity of bidis in a day. (6) Leaves used to be supplied to Pandu­ ' arng for being taken home and cut there. Bhankar Balqji Wajt v. St alt of M aluirashtra Raglmbar Dayal J, 1961 Sliankar Ba/aji Woj1 Y. State of M aJtorasl.tr• Raghubar Da;·al J. 254 SUPREME OOURT REPORTS (1962] SUPP. Tobacco to fill the bidis need to be supplied at the factory. Pandurang was not bound to roll the bidis at the factory. He could do so at his place, on taking permission from the appellant for taking tobacco homo. The permission was necessary in view of Excise Rules and not on account of any condition of alleged service. (7) At the close of the day, the bid1'.,, used to be delivered to the appellant and bidia not up to the standard, used to be rejcete.d. The second contention is based on the inappli­ cability of the provisions of ss. 79 and 80 of the Act to the case of the appellant, insamuch as it is not possible to calculate tho number of days he TI'Orked or the total full time earnings for the days on which he worked during the relevant period men­ tioned in s. 80. On behalf of the respondent State, it is sub­ mitted that the appellant had the right to exerciRc such supervision and control over the work of l'andurang as was possible with respect to the n><ture of Panduraug's work which was of a very simple kind and that therefore Pandurang WM a worker. It is further urged that there is no diffi culty in calculating the number of working dayR or the total full-time earnings contemplated by s. 80 of the Act. We have given very anxious consideration to this ease, as the view taken by the Court below in this case had been stated to be the right view in the decision of this Court in Shri Birdhichand Sharma v. The first Cit-ii Judge, Na.,7pur ('), on which reliance is placed by the respondent. The facts of that <'.ase ~ro distinguiBh­ a ble, and only some of the facts of that case arc similar to some of tho facts of this r.asc. Thi ~im ilar factH are only these : Pandurang as well as the workers in that case could go to the factory (II [I96!llS.C.R. !GI, J (1) S.C.R. SUPREME COURT REPORTS 255 19'1 at any time and leave it at any time, within the fixed hours of work and they were paid at piece rates and the bidis below the standard were reject­ ed. It is to be noticed that the decision in that case is based on facts which do not exist in the present case. That decision, therefore, is distinguishable and the opinion about the view of the High Court in the present case to be correct, appears to have been expressed without noticing that the facts of this case are different in material respects from the faote of the case t4is Court .was deciding. The decision of that case it based really on the follow­ ing facts: Sh.Dnkar Ba!aji U'aje ( l) The alleged workers had to work at the factory. (2) Their attendance was noted. (3) If they came to the factory after mid-day, they were not given any work and they thus lost wages. ( 4) The management had the right to remove them if they stayed away for a , continuous period of eight days. In the present case, Pandurang could work at the house if the appellant permitted tobacco to be taken home. There is nothing on record to show that the attendance is noted. bf course, the days Pandurang worked could be found out from the work register. It is not the case here that no work was to be given to Pandurang if he went to the factory after mid-day. There is no allegation that the appellant had the power to remove him, as a result of continued abRence for a fixed number of days. We are therefore of opinion that the decif.ion in Birdhichand's C11se (1) is distingu;shable on facts and cannot be applicable to the facts of this case. (I} [1961] 3 S. <.:, 1<. 161, v. State oj A1ahara!htra Raghuhar Dayal J. ' 1961 S'ranJ.ar Balaji H'ajt v. Stau of li1aharaJhffo Pa1lmbar ·Da_H2l J. 266 SUPREME OOURT REPORTS [1962] SUPP. The one essential ingredient which should exist to make a person come within the definition of 'worker' in cl. ( l) of s. 2 of the Act is that he be employed in one of the processes mentioned in that clause. There is no dispute that the work which PtJ.ndur'l.ng did came within one of such processes. The sole question for determination then is whether Pandurang can be said to be employed by tho appellant. This Court, in Shri Chintaman Rao v. The Suite of Madhya Prad.esh ('),said : "The concept of employment involves three ingredients : (I) employer (2) employee and (3) the contract of employment. The cmploy~r is one who employs, i.e., one who engage.- the services of oth~r person.~. The Pmployee is o 1e who works for another for hire. The employment is the contract of sor· vice between the employer and the employee whcreunder the employee agrees to serve the cmployrr subject to his control and supervi­ sion." Employment brings in the contract of service bet· ween tho employer and tho employed. We have men· tioned already that in this case there was no agree· ment or contract of service between the appellant and Pandurang. What oan be said at th11 most is that whenever PtJ.ndurang went to work, tho appel­ lant agreed to supply him tobacco for rolling bidis and that Pandurang agreed to roll bidis on being paid at a certain rate for the hidis turned out. Tho appellant exercised no control and supervision over Pandurang. Further s. 85 empowers tho State Govern. mcnt to declare that crtaiI1 provisions of the Act would apply to certain places where a man11fa1·tur­ ing process is carried on, notwithstanding tho persons therein are not employed by the owner (I) [1918] S. C.R. 1340, 1346, 1349, JS50, 13SI. J (1) S.C.R. SUPREME COURT REPORTS 257 thereof but are working ·vi th the permission of or under agreement with such owner. This provi· sion draws a dist.inction between the person wm:king being employed by the owner and a person working with the permission of the owner or under agreement with him. We are of opinion that the facts of this case strongly point to Pandurang's working with the permission of or under agreement with the owner and not on any tarm of employment by the owner. Further, the facts of the case indicate that the appellant had no control and supervision over the details of Pandurang's work. He could not r-ontrol his hours of work. He could not control his days of work. Pandurang was free to absent himself and was free to go to the factory at any time and to leave it at any time according to. his will. The appellant could not insist on any parti­ cular minimum quantity of bidis to be turned out per day. He could not control the time spent by Pandurang on the rolling of a bidi or a number of bidi8. The work of rolling bidis may be a simple work and may require no particular supervision and direction during the process of manufacture. But there is nothing on record to show that any such direction could be given. In this connection reference may again be made to the observation at page 1349 in Shri Chintam<m Rao's Case\'). The Court was consider­ ing whether the · Sattedars were workers or were independent contractors. The Sattedars used to receive tobac<'o from the management and supply them rolled bidis. They cnuld manufacture bidis outside the factory and could also employ other labour. It was, on these facts, that it was said: ''The management canliot regulate the • manner of discharge of his work." In the present case too, Pandurang used to be supplied toba.cco. He could turn out as many birlis ill [1958] S. C.R. 1310, 1346, 1349, 1350, llSI. 8hanlca1 Ba/aji Waj1 v. State of .. l! aharashtra Raghubar Dayal J, 19&1 Sha.U:" B•l•ji Wqj1 •• Btat1 of M altar.sh.Ira R!1gl11tbar Dayal J. 2118 SUPREME COURT REPORTS [1962) SUPP· as he liked and could deliver them to the factory when he wanted to cease working. · Doring hie period of work, the management could not regulate .the manner in which he discharged his work. Ho could take his own time and could roll.in as many bidia · as he liked. His liability under the daily agreement was discharged by his delivering the bidi.8 prepared and the tobacco remaining with him unused. The appellant could only order or require Pandurang to roll the bidis, using the tobacco and leaves supplied to him, but could not order him as to how it was to be done. We are therefore of opinion that the mere fact that the person rolling bidis has to roll them in a parti­ cular manner can hardly be said to give rise to such a right in the management as can be said to be a right to control the manner of work. Every worker will have to tum out tho work in accordance with the specifications. The control of the manage­ ment, which is a necessary element of the relation­ ship of master and servant, is not directed towards providing or dictating the nature of the article to be produced or the work to be done, but refers to the other incidents having a bearing on the process of work the person carries out in the execution of the work. The manner of work is to be distinguish· ed from the type of work to be performed. In the present case, the management simply says that the labourer is to produce bidis rolled in a certain form. How the labourer carries out the work is his own concern and is not controlled by tho management, which is concerned only with getting bidia rolled in a particular sty le with certain contents. Further, this Court, in Shri Chintaman Rao's CIJ8e ('), examined the various provisions of the Act and then said : "The scheme of the aforesaid provisions indicates that the workmen in the factory arc under the direct supervision and control of the management. The conditions of service (I) [IS38)S. C.R. 1340, fl46, 1349, 1330, 1!51. - ... .... .,, (1) S.C;R. SUPREME OOURT REPORTS 2159 are statutorily regulated and the manage· ment is to 'conform to the rules laid down at the risk of being penalised for derelic· tion of any of the atatutoryd utiea. The management obviously cannot fix the working honra, weekly holidays, arrange for night shifts and comply with other statutory require­ ments, if the persons like the Sattedars, work· ing in their factories and getting their work done by others or through coolies, are workers within the meflning of the Act. It is well nigh impossible for the management of the factory to regulate their work or to comply with the mandatory provisions of the Act. The said provisions, thnefore, give a clear indication that a worker uuder the definition of the Act is a person who enters into a contract of service under the management and does not include an indepen­ dent contractor or his coolies or servants who are not under the control and supervision of the employer." It can be said, in the present case too, that the appellant could not fix the working hours or weekly holidays or make arrangements for night shifts and comply with other statutory requirements, if Pandurang be helrl to be a wo~ker within the mean­ ing of the Act. We are therefore of opinion that Pandurang was not a worker. It is true, as contended for the State, that persona engaged to roll bidis on job work basis could be workers, but only such persona would be workers who work regularly at the . factory. and are paid for the work turned out during their regular employment on the basis of the work done. Piece. rate workers can be workers within the definition of 'worker' in the Act, but they must be regular workers and not ·workers who come and work according to their sweet will. It is also true, as urged for the State that a worker, within the 1961 Bhanko.r Balaji Woje v. StaJ. of M a}l(uOJhtro Raghuh.r Dayal J • 19&1 SMnkar Balnji lVaj1 •• SlaU of Maharalhlra Rag.~ubar Da-,ol J. 260 SUPREME CX>URT REPORTS [1962) SUPP. definition of that expression in the Act, need not bo a whole.time worker. But, even then, the worker must have, under his contract of Rcrvice, a.n obligation to work either for a. fixed period or between fixed hours. Th" whole conception of service does not fit in well with a servant who has full liberty to ntt3nd to his work according to his plea.sure and not according to the orders of his master. We may sa.y that this opinion further finds support from what we hold on the second conten­ tion. If Palldurang was a worker, the provisions about leave a.nd leave wages should apply to him. We are of opinion that they do not and what we say in thnt connection reinforces our view that Pandurang was not a worker as the three criteria and conditions laid down in Shri Chintaman Rao's Case (') for constituting him as such a.re not fulfiUed in the prest>nt case. Before discussing the provisions of ss. 79 a.nd 80 of the Act, which deal with leave and wages for leave, we would like to state that the terms on which Pandurallg worked, did not contemplate any leave. He was not in regular employ. He wa.s given work a.nd pa.id according to the work he turned out. It was not incumbent on him to attend to the work daily or to take permission for absence before absenting himself. It was only when he had to absent himself for a period longer than ten days that he had to inform t.hc management for administrative convenience, but not with a. view to ta.kc leave of absence. Section 79 provides for annual leave with wages a.nd s. 80 provides for wages during leave period. It is on the proper oonstruotion of the provisions of these sections that it can be said whether the appellant contravened the provisions of sub·s. (11) of s. 79 of the Act a.nd committed the offence under s. 92 of the Aot. (I) [1958] S. C.R. 1340, 1340, 1349, 1'30, 1351. .. .. _, (1) S.C.R. SUPREME COURT REPORTS 261 Sub-section ( l) of s. 79 reads: "(l) Every worker who hae worked for a period of 240 days or more in a factory during a calendar year shall be allowed during the subsequent calendar year, leave with wages for a number of days calculated at the rate of- (i) if an adult, one day for every twenty days of work performed by him during the previous calendar year; (ii) if a child, one day for every fifteen days of work performed by him during the previous calendar year. Exp'tanation-1. For the purpose of this sub·section- (a) any days of lay off, by agreement or contract or as permissible under the stand· ing orders; (b) in the case of a female worker, maternity leave for any number of days not exceeding twelve weeks; and (c) the leave earned in the year prior to that in which the leave is enjoyed; shall be deemed to be daya on which the worker has workedin a factory for the purpose of computation of the period of 240 days or more, but shall not earn leave for these days. Explaootion-2. The leave admiasible under this sub.section shall be exclusive of all holidays whether ocourrin~ during or at either end of the period of leave. ' It is clear that this applies to every worker. If it does not apply to .lny type of person working in the factory, it may lead to the conclusion that the person does not come within the definition of the word 'worker'. 1961 Shankar Balaji Waje •• State of Maharashtra Raghubar Dayal J. l~l SMnlrar Balaji JVojt v. SUJ/1 of M aMroshJra llaghubM Dayal J, 262 SUPREID: COURT REPORTS [1962] SUPP. Tho worker is to ge~ leave in a subsequent year when he has worked for a period of 240 days or more in the factory during the previous calendar year. Who can be said to work for a period of 240 days? According to cl. (c) of s. 2, 'day' means a period of twenty-fore hours beginning at mid-night. Section 51 lays down th~t no adult worker shall be required or allowed to work in a factory for more than forty-eight hours in any week, and, according to s. 54, for not more than nine hours in any day. Section 61 provides that there shall be displayed and correctly maintained in every factory a notice of periods of work for adults showing clearly for every day the periods during which adult workers may be required to work and that such periods shall be fixed beforehand and shall be such that workers working for those periods would not be working in contravention of any of the provisions of ss. 5 J, 52, 54, 55, 56 and 58. Section 63 lays down that no adult worker shall be required or allowed to work in any factory otherwise than in accordance with the notice of periods of work for adults displayed in the factory. A 'day', in this context, would mean a period of work mentioned in the notice displayed. Only that worker can therefore be said to work for a period of 240 days, whose work ia controlled by the hours of work he is required to put in, according to the notice displayed under s. 61. Pandurang was not bound to work for the period of work displayed in the factory and there­ fore his days of work for the purpose of s. 79 could not be calculated. It is urged for the State that each day on which Pandurang worked, whatever be the period of time that he worked, would count as one day of work for the purpose of this section. We do not agree with this contention. When the section provides for leave on the basis of (1) S.C.R. SUPREME COURT REPORTS 263 the period of working days, it must contemplate a definite period of work per working day and not any indefinite period for which a person may like to work on any particular day. Section 80 provides for the wages to be paid during the leave period and its sub-s. ( 1) reads: "For the leave allowed to him under section 79, a worker shall be paid at a rate equal to the daily average of his total full time earnings for the days on which he worked during the month immediately preceding his leave, exclusive of any overtime and bonus but inclusive of dearness allowance and the cash equivalent of the advantage accruing through the concessional sale to the worker of foodgrains and other articles." The question is how the daily average of his total full time earnings for the days on which he worked during the month immediately preceding his )!"ave is to be calculated. It is necessary for the calcula- -> tion of the rate of wages on leave, to know his to,tal •full time earnings' for the days he had worked during the relevant month. What does the expres­ sion 'total full time earnings' mean? This .ex­ preBBion is not defined in the Act. It can only mean the earnings he earns in a day by working full time on that day, full time to be in accordance with the period of time given in notice displayed in the factory for a particular day. This is furttier apparent from the faot that any payment for ov.er­ time or for bonus is not included in computing the total full time earnings. 'Full time', according to Webster's Interna­ tional Dictionary, means 'the amount of time considered the normal or standard amount for working during a given period, as a day, week or month'. JOol Shankar Balaji lYaJe v. State of Ma/W'asfilra Razhubcr Dayal J. SAon1:m'Q alllji lfoje Y. Stall of Mah.arOJl1tra 26! SUPREME COURT REPORTS [1962) SUPP. In Words & Phrases, Permanent Edition, published by West Publiahing Co., Vol. 17, with regard to the expression 'Full time' it is stated: "In an industrir 1 community, t<Jrm 'fuli timo' ha.a acquired definite significance recog­ nized by popular usage. Like terms 'part time' and 'over time' it refers to customary period of work; and all these terms assume that a certain numb!'r of hours per day or days per week constitute respectively a day's or week's work within a givert industry or factory." It is also stated at page 79 l : " 'Full time' as bssis for determination of average weekly wages of injured employee means time during which employee is offcrd employment, excluding time during which he has no opportunity to work." We art• therefore of opinion that there can be no ba.eiR for calculating the daily. average of tho worker's total foll time earnings when the terms of work be as they a.re in the present case and that therefore the wages to be pa.id for the leave period ci.nnot be ca.lcula.tcd nor the number of days for which leave with wages can be allowed be ca.l<>ulated in such a case. It does not appear from the record, and it is not likely, that any period of work is montioned in the notioe display­ ed under s. 61, with respect to suoh workers who can come at any time they like and go at any time 'they like and turn out as muoh work a.a they like. For the reasons stated a.hove, we a.re of opinion that the conviction of the appellant for an offence under s. 92, read with a. 79(ll) of the Aot is wrong. We accordingly set a.side the order of the Court below and acquit the appellant. Fine, if pa.id, will be refunded. (1) S.C.R. SUPREME COURT REPORTS 265 SuBBA RAO, J.-I have had the advantage of perusing the judgment prepared by my learned brother Dayal, J. I regret my inability to agree. The question raised in this appeal is directly covered by t.he judgment of this Court. in Birdhi Chand Sharma v. First Civil Judge, Nagpur (1). As my learned brother has taken a different view, I propose to give reasons for my conclusion. This appeal by special leave is directed against the judgment of the High Court of Bombay in Criminal Reference No. 94 of 1959 made by the Additional Sessions Judge, Nasik, under s. 438 of the Code of Criminal Procedure, and it raises the question of interpretation of some of the provisions of the Factories Act, 1948 (63 of 1948), (hereinafter referred to as the Act). The appellant is the owner of a factory named "Jay Parka.sh Sudbir Private Ltd." engaged in the manufacture of bidis. He engaged 60 persons for the wo:rk of rolling bidis in his factory. On August 12, 1257, the appellant issued a notice to the said persons terminating their services with effect from August 17, 1937. On August 22, 1957, the Inspector of Factories paid a visit. to the factory and found that one of the said persons by name Pandurang Trimbak had worked for 70 days in the factory . and ha.d f.)arned leave for 4 days which he had. not enjoyed nor was he paid wages in lieu of the leave before his discharge. It is not disputed that the position in regard tµ the other 59 persons is also similar. The Inspector of Facto­ ries filed 60 complaints against the _appellant in the Court of the Judicial Magistrate, First Class, Sinnar, for infringing the provisions 'of S; 79(2) of the ·.Ac.t. The Magistrate .found the appellant guilty and convicted and sentenced him to pay a fine of Rs. 10. On revision, the. learned Additional Ses· sions Judge, . Nasik, t!l.king tbA view that the con­ viction should be quashed~ referred the matter (I) [1961] 3 S,C.R. 161. 1961 Shankar Balaji Waje. v. &at1 of M akara1htra S..bba&o, J. 11161 Slwrd;.lll Balaji WaJ1 v. Stat1 of Maltatoshlra •ubba Rao. J. 266 SUPREME COURT REPORTS (1962] SUPP. t' to the High Court under s. 438 of the Code of Criminal Procedure. A division bench of the High Court, on a consideration of the fact.a found the material proviHions of the Act and the relevant decisions cited, oame to the conclusion that a per­ son rolling bidi.' in a factory is a "worker" within the meaning of s. 2( I) of the Act and on that basis upheld the order of conviction and sentence passed by the learned Magistrate. Hence this appeal. Learned counsel for the appellant contends that the persons rolling bidis in the factory aro not "workers" within the meaning of the Act; as the said persons can come any day thoy like, work as they like and, therefore, they cannot be said to be employed by the manufacturer under the Act. Alternatively he argues that even if they were "workers", s. 79 of tho Act, which deals with the question of leave with wages, cannot apply to a worker who is paid wages according to the quantity of work done by him and not per day or per week. At the out.aet it would be convenient to ascertain exactly how these persona rolling bidis are engaged by the appellant and how they work in the fa!'tory. Admittedly, Pandurang Trimbak and other 50 persona were engaged by the ap­ pellant for rolling bidi~ in his factory. The registers maintained by the factory, namely, weekly register and wages register, had on their rolls the names of the said persona as labourers for doing the said work. It is also common case that the said per8one attend the factory and roll bidis in the premises of the factory during the working hours of tho factory. Leaves .arc supplied to the labourers on the previous day, which they cut in their houses after dipping them in water, and on the next day, when they go to the factory, tobacco is given to them. After they make the bidis the master verifies whether they are a.ccording to th~ sample. Those that are not according to the aa.mple a.re rejected. Thereafter the quantity of (1) s.c.R.. SUPREME COURT ItEPOH'l'S 267 bidis rolled by each labourer ig entered in the bidi-map register maintained by the factory. D. W. l is a gumasta and general supervisor in the factory. He supervises the work of the man who supplies tobacco. He enters. the quantity of bidis rolled by each labourer against his name in the register and if a labourer is absent, his !J,bsence is noted against his name in the said register. The labourers are paid at the rate of Rs. 2-2-0, or such other rate as agreed by them, per thousand bidis rolled. .So far there is no difference between a labourer working in the appellant's factory and a labourer working in any other factory. Just like any other manufacturer, the appellant engag­ es the labour, allots work for them and extracts work from them and pays them wages for the work so done. Now let us look at the differences between the labourers in a bidi factory and those in other factories on which much emphasis is laid by learn, ed counsel for the appellant. P. \V. 1, the Ins­ pector of Notified Factories, says that during their working in the factory, there, is no supervision over them. P. W. 2, Pandurang Trimbak, admits in the crose-examination that during the factory hours he used to work in the factory of the appel­ lant at any time and go at any time. He further states that they can sit at any oompartment of the factory and there is no compulsion on the labouret to do a minimum quantity of work every day and that the permission of the master is re­ quired only if a labourer wants to absent for more than ten days or wh<'n he wants to bind bidis in his house. D. W. 1, the gumasta and st1pervisor in the factory, also says that a labourer can leave the factory in the midst of work after giving the finished product and after returning the tobacco. He says that at the time of receiving the finished goods, he verifies whether the goods are according to sample and then makes the requisite entries in 1941 Slzankar Ba/aJi U'aj, •• Slate oj Maharasht Subba Rao J. 1961 Shanku1 Balaji 1.Yajt V. Stale of }.JaAa1aslttra Suliba RaoJ. 268 SUPREME COCRT REPORTS Llll6~] SUPP. *• the ll'giijtcr. What emerge,; from t.hi,; evidenec is that there in nci supervi"ion in the st•nsc that nobody regulary w:1tches their work from start to finish givin~ directions, if and when re111ired. But the labourers undcrstaur! that, the /,,Jis to be rolled in by them shall accord with the sample and, there· fore, they roll the bidi;; to accord with that sample. The names of persons that arn absent, the quan­ tity of tobacco issued to each of the labourer, a.nd the number of bidis rolled bv each of them a.re entered in the appropriate registers. The rejected bidis are given away to the !ll.bourers; it cannot obviously mean that dereliction of <luty is rew:1rd. ed but it only shows that the rejected bidis arc insignificant in number. In Hhort, the appellant engages a labourer, extracts work from him, pays ,. him wages in accordance with the quantity of bidi. '­ rolled by him, and exercises a right of supervision as the nature of the work requires. With this baekground let us look at the defi­ nition of"workcr'' ins. 2(1) ofthu ,\ct. "Worker" is defined to m(•an ".i. person employed, directly or through any agency, whether for wages or not in any manufacturing process ............ "Under this definition, a pcr6on employed in a manufa.cturin~ process is a worker. The question raised in this case turns upon the interpretation of the word "employed" in the definition. This Court in Chinte1man Ruo v. State of Jladhya Pradesh (1A) defined the word "employed" thus: "Tho concept of Pmployruent involves three ingredientM: (I) employer (2) employee , and (3) the contract of employment. The employer is one who employs, i.e., one who <'ngages tho services of other persons. The employee is one who works for another for hire. Th<• employment is the contract of (I Ai ~ 1958: S.C.R. 1340, 1346. (I) s.o.R. SUPREl\IB COURT REPORTS 260 service between the < mployer and the employee whereunder the employee agrePs to serve the employer subject to his cont10l ar,d supervision." In making out the distinction between an employer and an independent contractor, this Court in the above case quoted the following observations of Bhagwati, J., in Dharangadhara Chemicnl Works Ltd. v. St'!te of Sau.rnshtrn (1 ): "The test which is uniformly applied in order to determine thP relationship is the existence of a right of control in respect of the manner in which tho work is to be <lone." The same view was reiterated by this Court in The State of Kcralri v. F. Jlf. Patel('). That was a case where 23 persons were employed in the process of garbling pepper and packing them in bags. Hidayatullah, J., speaking for the Court, stated: "It was observed that, to determine whether a person was a. "worker", the proper test was to see whether or not the "employer" had control and supervision over the manner in which the work was to be done". Adverting to the distinction.between an indepen­ dent contractor and a servant, the learned Judge procerded to stat~: "An incfopnndent contractor .is charged with a work, anil has to prodnce a particular result; but the manner in which the result is to be achieved ie left to him. A servant, on the other band, may also be charged with the work and asked to produce a particular result, hut is subject to the directions of the master as to the manner in which the result is to be achieved." /I) [1957.J S.C.R. 152, 157. ~)Criminal Appeal No. 42 of 1959 decided on 12· IO· 60. Shankar Balaji IVa j1 v: State of .1Waha1aaltira Subba Rao J, J9bl f)hank<Zr B,,/aJi ~1'ai1 Y. )Iott of MoluJ,OJhtra Suhha Ran J. 270 SUPREME OOURT REPORTS (1962) SUPP. This decision also emphasi1.ed that a ri!:ht to control or supervise is one of the tests for determi­ ning the relationship of master and servant. In this context a judgment of the Madras High Court in Palaniappa v. Court of Additional First C/,ass Magistrale, Kulitalai (') is stronl?IY r<'lied upon on behalf of the appellant. There, the petitioner was the O"l'!ner of a weaving concern at Karur. He had put up a thatched sht>d where he had installed a certain number of handlooms and where towels and bed-sheets were manufactured. His office consisted of only two clerks, who were the permanent members of his establishment.. Some of the l'<·sidents of the village, most of whom were agriculturiRts, but who knew weaving, used to go to the petitioner's shed when they had time, and when they felt inclined to do so and they were supplil'd with yarn. These, they wove into bed­ sheet8 and towels and they were paid at certain rat<'s for the articles they wove. These persons came in and went out whr.n they liked. On those ·facts, Balakrishna Ayyar, J., hold that they were not "'~orkers" within the definition of the word "worker'' in thn Factories Act. After considering the relevant decisions cited and after distinguishing the cases arisin,:: under the Industrial Di•pntes Act, the learned Judge proceeded to state thus: ".\n examination ofthPso decisions con­ firms what one was inclined to suspect at the outRP.t, viz., that "rmployed" is a word with a varying content of meaning and that it signifies different things in different places .................. On the other hand, when we say that X is employed by Y we ordinarily imply that Y remunerates X for his snvices and that he has a certain measure of control over his time and skill and labour. But the degree and extent of conrlto may be nominal or extensive .................... . (I) I.L.R. 1958 Mad. 999, 1009, 1010. - (I) S.C.R. SUPREME COURT REPORTS 271 In between lie infinite grades of control and supervision. But a certain amount of supervi­ sion or control is necessarily implied in the connotation of the word 'employed'." Having said that, the learned Juriga graphically describes the relationship between the parties thus: "The worker can come any day he likes, work as long as he likes or as short as he likes and go away. He may work fast or he may work slow. The petitioner cannot tell him t.hat he should work on towels and not on bed-~heets or vice versa ....................... . And, more important of all, the petitioner cannot prevent anybody from working for a competing manufacturer. Come when you like, go when you like, work when you like, stop when you like, work as fast as you like, work as slow as you like, work on what you like or not at all, that is the position of the workers vis-a-vis the petitioner. Such personR cannot, in my opinion, be said to be 'employed' by the petitioner within the meaning of clause (l) of section 2 of the Factories Act." It is not necessary to express our opinion whether the conclusion of the learned Judge on the facts of that case is correct or not. But the principle accepted by him, nam<'ly, tiiat a certain amount of supervision or control is necessarily implied in the connotation of the word "employed", has been accepted by this Court in earlier decisions and this decision is only an application of that principle to a different set of facts. The present case falls to be decided on its peculiar facts. As we have pointed out, though there is some laxity . in the matter of attendance, it cannot be said that the appellant has no right of supervision or control over the labourers work­ ing in the factory or does not supervise to the extent required having regard to the nature of the 1961 Shon/car Balaji Woj1 "· Stare of 1\lahaHuhlra Suhba Rao, J, 11161 Slt'.Jnk., Ba/aji J!'a}t •. SttJlt of MaharGJhtra s.;;, Rae,J. work done in the factory. All tho necessnry ingredients of the word "employtJd" iiro found in the case. The appellant en;;agcs the lalwurers, he entruRts them with work of rolling bi.!;, in accordance with the sample, insi~t• upon th<'ir working in the factory, maintains rngi,:ters giving the particulars of the hbourers ab~m1t, amount of tobacco supplied and tho number of bidi .. rnl!Pd by each one of them, empowers the gumas/a and supen·isor; who regularly attends the factory, to supervise the supply of tobacoo and lua.vcs and the receipt of the bidis rolled. The nature and pattern of bid i.~ to bo rolled is obviously wdl under~toocl, for it is implir.it in requirement that tho rolled in /,idi.s Hhall aecord with the saDtple. Th•> rejcc· tion of bidii found not in accord with th<> sample is a clear indkation of the ri.!!ht of the employer to dictate the manner in which the labourers shall manufacture tho bidis. Supposing a workrr uacs more quantity of to bacoo than a bidi is expected to contain, it cannot be suggested that tho supervisor cannot tell him that he shall not do so. If he spoils the leaves, which he is not expected to do, it can· not bti said that the labourer cannot be pulled np in the direction. So too, tho supervisor can certainly compel the labourer.• to work in a specified portion of the factory or direct them to keep order a r.d discipline in the course of the diHeharge of their dutie~. The f,i«t that they ~.anuot tak<' the t<>h!l.coo outside the factory without tho leavo of tho mana1?cm1·ut Hhows that tht>y are subieot t.o tho snper\:ision of the mann.gcment. · The cir;:umstnnco that thPy cannot abHent then;och·c8 for more than JO days without the (lCTrniBBion of tbe appellant also is a pointer in that direction. That a l:\bourcr is not comprlled to work throughout the working hllurs is not of much relevance, because, for all practical purposes, a labourer will not do so since his wage depends upon the bidis he rolls, and, as he cannot roll them outside the factory, neceRo'l-rily (l);S.C.R •. SUPREME COURT REPORTS .273 .. --. " " he will have to do so in the factory. If he absents 1oa1 himself; it is . only at his own risk. For all the S!umkarBa/ajilVaj• aforesaid reasons I hold that ·all th. e tn0QTedients o. f Y. , State of Mt1haraJhtra . the"word. ''employed", as laid down. by this Court are present in this case, and therefore the labourers Suhha Rao J. are . workers .. within the meaning ofs. 2(1) of the · Act. ·· · . ·· . · · ' . . -" . ' .. ·• ! The .next contention of le~rned C'ourisel for the:: appellant wastha.t even if the labourers in the facto"ry were. workers1within the meaning of the Act, s .. 79 , thereof would. not apply to them and,• therefore, · there could not ba.ve been. any contravention of·. that section. · The material part of s.. 79 of the Act . reads: · . ·"Every ' worker. who has worked for. a. ·period of 240 days or more in a factory during a · calendar year shall be allowed during the . •:·subsequent calendar· year, leave with wages · for a number of days . calculated at the rate of- · · . ., · . . - r . , . , . · (i) if an adult, one day for every twenty . . days of work performed.by him di1ring the · previous calendar year; .. :: •. ;., ... ".' . · Section 80 says, . . . . ··(I) ."For the leave allowed to him under • section 79, a· worker shall be paid· "at a rate · eqilal to the daily average of his total full time earnings for the' days on which he work-. ed .during the month immediately preceding·· '"· his"leave; exclusive' of any overtime and bonus . but inclusive of dearness allowance and the · cash equivalent of the advantage accruing through the concessional sale to the worker of foodgrains and other articles." The.ar~ent is th~t ss. 79 and 80 ha~e to be 'r~ad, together and that s. 79 cannot be applied to a. worker. to.whom s. 80 does not apply .. Section 80, .· the argument proceeds, entitles a worker for the 1i61 SlnrJ.or Balaji iv tj: v. S~att of Maluuashtro Subba Rao J, 274 SUPREME COt.TRT REPORTS [1962] SUPP. leave allowed to him undt>r s. 79 to be paid at a rate equal to the daily average of his total full time earnings for the days for which he worked during the month immediately preceding his leave and that as the workers in question had the option to work for the fuli day or p1rt of the day, the words "full time earnings" would not apply to them. This argument, though at first blush appears to be plausible, on a deeper scrutiny revrals that it iR unsound. The following words stand out in s. 80: {i) full timt> earning and (ii) days. "Day" has been d~fined in s. 2(e) to mean "a period of twenty-four hours beginning at mid­ night". It cannot be suggested, and it is not suggested, that "full time earningR'' for a day mel\lls earnings made during all the twenty- four hours. Such a contention cannot be raised for tho rea.son thl.t thi provi>i:u3 of th~ F~ctories Act restrict the number of hours of work during the day of twenty-four hours. Under s. 51 of the Act, "No adult worker shall be required or allowed to work in a factory for more than forty-eight hours iin one week", and under s. 54, "Subject to the provdsions of section 51, no adult worker shall be required or allowed to work in a factm v for more than nine hours in any day". A combined reading of these two sections indicates that subject to the maximum period of working hours fixed for a week, no worker shall be allowed to work for more than 9 hours a day. For the purpose of calculation of wages during the leave period under s. 80, the full time earnings for a day can be taken to m11an the amount earned by a worker for the daily hours of work fixed for a factory. In the instant case it is ad­ mitted t.hat the working hours for the factory are fixed and the workers arc ent.itlcd to work through­ out the working hours, though they can leave the factory during those hours if they choose to do so. But they cannot be prevent<>d from working for all the hours fixed for the factory and they are entitled _, ' ' (1) S.C.R. SUPREME COURT REPORTS 275 to be paid their wages on the basis of the number of bidis rolled by them. The wages earned by them during the working hours of the factory would be their full time earnings for the day. If so, there cannot be any difficulty for the management to ascertain the rate under s. 80 of the Act for the payment of w1ges during the leave period, for under that section the management would have to pay at a rate equal to the daily average of their total full time earnings for the days they worked. The factory registers would show the total full time earnings of each worker for tho days during the month immediately precP.ding his -leave. The average shall be taken of the earnings of those days and the daily average of t.!10se earnin'!S would be the criterion for fixing the wages during the leave period. I cannot, therefore, say that s. 79 of the Act by its impact on s. 80 thereof makes it inapplicable to a worker of the category with which we are now concerned. This argument, therefore, is rejected. No other question was raised before us. In the result, the appeal fails and is dismissed. BY CouRT. In accordance with the opinion of the majority the appeal is allowed, the order of the Court below set aside and the appellant acquitted. Fine, if paid, will b" refunded. Appeal allowed. lfll Shanb B•lqji W•j• v. Slat. of M•uh"" Bubba Rao.!.