I hereby give My sanction to the Labor Standard Law for which the concurrence of the Imperial Diet has been obtained and cause the same to be promulgated. Signed:HIROHITO, Seal of the Emperor This fifth day of the fourth month of the twenty-second year of Showa (April 5, 1947) Countersigned: Prime Minister YOSHIDA Shigeru Minister of Justice KIMURA Tokutaro Minister of Welfare KAWAI Yoshinari Minister of Transportation MASUDA Kaneshichi Minister of Commerce and Industry ISHII Mitsujiro Law No.49 THE LABOR STANDARD LAW Table of Contents Chapter I General Provisions Chapter II Labor Contract Chapter III Wages Chapter IV Working Hours, Recess, Rest, and Annual Vacation with Pay Chapter V Safety and Sanitation Chapter VI Women and Minor Workers Chapter VII Training of Skilled Laborer Chapter VIII Accident Compensation Chapter IX Rule of Employment Chapter X Dormitory Chapter XI Organization of Inspection Chapter XII Miscellaneous Regulations Chapter XIII Penal Regulations Chapter I General Provisions

(Principle of Working Condition) Article 1. Working condition must be that which should meet the need of the worker who lives a life worthy of human being. The standard of working condition affixed by this Law is minimum. Therefore parties of labor relation must not reduce working condition with excuse of this standard and, instead, should endeavor to raise the working condition.

(Decision of Working Condition) Article 2. Working condition should be decided by the worker and employer on equal basis. The worker and employer must abide by the collective agreement, rule of employment and labor contract, and must discharge their respective duties faithfully.

(Equal Treatment) Article 3. No person shall discriminate against or for any worker by reason of nationality, creed or social status in wages, working hours and other working conditions.

(Equal Wages for Men and Women) Article 4. The employer shall not discriminate women against men concerning wages by reason of the worker being women.

(Prohibition of Forced Labor) Article 5. The employer shall not force workers to work against their will by means of violence, intimidation, imprisonment, or any other unfair restraint on the mental or physical freedom of the workers.

(Expulsion of Intermediate Exploitation) Article 6. Unless permitted based on the Law, no person shall obtain profit as vocation by intervening in the employment of others.

(Guarantee for the Exercise of Civil Right) Article 7. The employer shall not refuse when the worker requires necessary time tp exercise franchise and other civil right or to execute public duty during the working hours. However the employer may change the required time as far as the change does not hinder the exercise of the right or the execution of public duty.

(Scopes of Applicable Enterprises) Article 8. This Law applies to each of the items of enterprises and offices listed below. However, it does not apply to any enterprise or office employing only those relations living with the employer as family member nor to domestic employees in the household. 1. Enterprises engaged in the manufacture, rebuilding, improving, repairing, cleaning, sorting, packing and decoration of goods, finishing, tailoring for the purpose of selling, destruction or breaking up, and alteration of material.(This includes industries which generate, transform, and transmit electricity, gas and various forms of power and also water-works). 2. Mining, sand mining, stone cutting and other extraction of gravel or minerals. 3. Engineering, construction, and building, remodeling, maintenance, repairing, renovation, wrecking, dismantling of structure and those enterprises engaged in preparatory work for the above enterprises. 4. Enterprises engaged in the transportation of freight and passengers by roads, railroads, streetcar lines, cable lines, vessels and airplanes. 5. Enterprises handling freight at docks, on vessels, at jetties, piers, railway stations, and warehouses. 6. Enterprises engaged in the cultivation of land or reclamation of waste land, planting, cultivating, harvesting of crops, timber cutting, and other agricultural and forestry enterprises. 7. Enterprises engaged in the breeding of animals, catching, gathering and breeding of marine animals and seaweed, and other enterprises such as livestock raising, sericulture and fisheries. 8. Enterprises engaged in the selling, delivery, storing, and lending of commodities and barbershop. 9. Barking, insurance, agency, brokerage, bill collection, information and advertising enterprises. 10. Motion-picture production and showing cinematography, stage and other show enterprises. 11. Postal, telegraph, and telephone services. 12. Enterprises engaged in education, research and investigation. 13. Enterprises engaged in the treatment and care of the sick and feeble, and other hygiene and sanitation. 14. Hotel, restaurant, snack bar, service trade, and recreation hall enterprises. 15. Enterprises engaged in incineration, cleaning and butchery. 16. Governmental and other public office which do not come under any of the foregoing items. 17. Other enterprises or offices defined by Ordinance.

(Definition) Article 9. In this Law, the worker is defined indiscriminably of the kinds of occupation as one who is employed in the abovementioned enterprise or offices (hereinafter called enterprise simply) and receives wage therefrom.

Article 10. In this Law, the employer is defined as the owner or manager of the enterprise or any other person who acts on behalf of the owner of the enterprise in matters concerning the workers of the enterprise.

Article 11. In this Law, the wage is defined as the wage, salary, allowance, bonus and every other payment to the worker from the employer as remuneration of labor under whatever name they may be called.

Article 12. In this Law, the amount of the average wage is defined as the quotient obtained by dividing the total amount of wages for a period of three months preceding to the day on which the calculation of average wage became necessary by the number of all days during the period. However, the amount of the average wage shall not be less than the amount computed by one of the following methods. 1. In case the wage is computed by the labordays or labor hours, or defined by piece-rate or other contract price, 60 percent of the quotient obtained by dividing the total sum of wages by the number of the labor days during that period. 2. In case a part of the wage is defined by month, week, or any other fixed period, aggregate of the quotient obtained by dividing the total sum of those parts by the number of all days during that period and the sum computed by the foregoing method. When there is a fixed day for closing the wages account, the period of the preceding paragraph shall be calculated from the last fixed day. If the period mentioned in the two preceding paragraphs includes any of the following periods, the days and wages in that period shall be excluded from the days and total amount of wages abovementioned. 1. Days of rest for the medical treatment caused by injury or illness while on duty. 2. Days of rest before and after childbirth according to the stipulation of Article 65. 3. Days of rest caused by reason for which the employer is responsible. 4. Probation period. The total amount of wages of paragraph 1 does not include extraordinary wages, wages which are paid periodically with more than three months period and wages which are paid by anything other than money that is not within certain scope. In case the wage is paid by anything other than money, the scope to be included in the total sum of wages under paragraph 1 and the method necessary for the reckoning of the cost shall be defined by the ordinance: For the worker who has been employed for less than three months, the period of paragraph 1 shall be the period of his or her employment. The average wages of the daily workers shall be fixed by the authoritative minister according to the kind of the industry or the occupation. In case the average wage cannot be computed by paragraph 1 to paragraph 6 inclusive the method will be defined by the competent Minister of labor.

Chapter II Labor Contract

(Contract Violating This Law) Article 13. Labor contract which defines working conditions inferior to the standard of this Law is invalid so far as such conditions are concerned;in this case those conditions which become invalid are replaced by the condition of this Law.

(Period of Contract) Article 14. Labor contract, excluding those without any set period shall not be concluded for a period longer than one year except those requiring a definite period for the completion of a project.

(Clarification of Labor Contract) Article 15. In making labor contract, the employer must clarify the wages, working hours and other working conditions to the worker. When the working condition clarified under the preceding paragraph are different from the real fact, the worker may cancel the labor contracts without notice. In the case aforesaid, the employer must bear necessary travelling expense for the workers who have changed residence for the work when he returns home within 14 days after cancellation.

(Ban on the Contract of Indemnity) Article 16. The employer is prohibited to make a contract which fixes in advance either the sum payable to the employer for breach of contract, or the amount of indemnity for damage.

(Ban on the Deduction for the Payment of Advanced Money) Article 17. The employer must not deduct wages to collect the advanced money or other claim advanced on condition of labor.

(Compulsory Deposit) Article 18. The employer must not make a deposit contract or a contract to keep the savings-note, concomittant with the labor contract. To keep the deposit comitted by free will in custody, the employer must define the method of keeping and releasing and must obtain the sanction of administrative office thereabout.

(Restriction Concerning the Dismissal of Workers) Article 19. The employer shall not dismiss a worker injured, or taken ill while on duty during the period of medical treatment and 30 days thereafter;nor shall discharge a woman pregnant or who has given child birth during the period of vacation stipulated in Article 65 and for 30 days thereafter. However, this shall not apply when the employer pays expiry compensation stipulated in Article 81 or when the continuance of the enterprise is made impossible by reason of some natural calamity or other inevitable cause. In case of the latter part of the forgoing proviso to the preceding paragraph the employer must obtain the approval of the administrative office to the reason.

(Dismissal Notice) Article 20. When the employer wishes to cancel the labor contract he must give at least 30 days advance notice. The employer who does not give 30 days'notice in advance shall pay money equivalent to 30 days average wages. This does not apply when the continuance of the enterprise is made impossible by reason of some natural calamity or other inevitable cause, or when the employer dismisses the worker by reason for which the worker is responsible. The number of days of notice under the preceding paragraph may be reduced in case the employer pays the average wages for the number of the reduced days. In case of the proviso to paragraph 1 of the preceding Article, the paragraph 2 of the said Article shall apply.

Article 21. The preceding Article shall not apply to those workers who come under any item of the following: 1. Workers who are employed daily. 2. Workers who are employed for a period not longer than two months. 3. Workers who are employed in a seasonal work for a period not longer than four months. 4. Workers in probation. The preceding paragraph shall not apply when the worker who comes under item 1, is employed for more than a month consecutively, or when the worker who comes under item 2, or 3, is employed for more than the period fixed by each item, or when the worker who comes under item 4 is employed for more than 14 days.

(Certificate of Employment) Article 22. When the worker on the occasion of retirement requests a certificate stating the period of employment, the kind of occupation, the position in the enterprise and wages, the employer shall present him one without delay. The employer shall not insert in the certificate what the worker does not require. The employer in conspiracy with others shall not send any communication concerning nationality, creed social status or the union activity of the worker with the will to impede the employment of the worker nor tack on any secret sign on the certificate mentioned in paragraph 1.

(The Return of Money and Other Valuables) Article 23. Upon the worker's death or his dismissal, the employer shall complete the payment of wages, and return whatever reserves, bonds, savings and other funds and valuables belonging to the worker, within 7 days of the claimant's request. If the claims to the wages and valuables described in the preceding paragraph are disputed, the employer shall pay or return the amount remaining undisputed within the period fixed in the same paragraph.

Chapter III Wages

(Payment of Wages) Article 24. Wages must be paid in cash and in full directly to the workers. However, when otherwise stipulated by the Law, or by collective agreement, the employer can deduct a part of the wage or pay not in cash. Wages must be paid at least once a month at a definite date. However this does not apply to extraordinary wages, bonus and the like which will be defined by ordinance.

(Emergency Payment) Article 25. When the worker requires to appropriate money for emergency use such as childbirth, disease, accident and other cases which will be defined by ordinance in detail, the employer shall pay the accrued wages before the day of payment.

(Rest-day Allowance) Article 26. For the rest-day caused by reason for which the employer is responsible, the employer shall pay allowance equivalent to the 60 per cent of the worker's average wage.

(Guarantee in Piece Work System) Article 27. When the worker is employed by piece rate or at contract wage the employer must assure the worker of a fixed sum of wage proportionate to the working hour.

(Minimum Wage) Article 28. When the competent office considers it necessary it can fix minimum wage for the worker employed in certain enterprises or in certain occupations.

Article 29. Central Wage Boards and Local Wage Board shall be established for the purpose of investigating matters pertaining wages. In case of necessity, special committee may be established regarding certain enterprise or occupation in the Wage Board. The members of the Wage Board shall be appointed by the competent office in the same number from among the representatives of labor and management, and the public. The representatives of labor and management shall be appointed upon the basis of the recommendation of both parties. Necessary matters except the stipulation of this Law pertaining to Wage Board will be stipulated by ordinance.

Article 30. When the competent office wishes to fix the minimum wages, it must first apply for the investigation and recommendation of the Wage Board thereupon. In the foregoing case the Wage Board shall recommend to the competent office an amount of minimum wages for workers who are employed in certain enterprises or in certain occupations. The competent office shall hold public hearings on the foregoing recommendation, and then based on the recommendation and public opinion, shall fix the minimum wage. When the Local administrative office wishes to fix minimum wage it must obtain the approval of the competent Minister after it has finished the procedure of the three foregoing paragraphs. When the Wage Board thinks it necessary, it can recommend matters pertaining to wages to administrative offices concerned.

Article 31. When the minimum wage is fixed, the employer shall not employ a worker at less wage than the fixed minimum wage. However, this shall not apply to the following cases: 1. In case the employer obtain the approval of the administrative office concerning the worker whose efficiency is remarkably low on account of the mental or physical handicap. 2. In case the worker does not work for the fixed period of time by reason for which the worker is responsible. 3. In case the employer has obtained the sanction of the administrative office with regard to the worker in probation or worker whose work schedule is remarkably short.

Chapter IV Working Hours, Recess, Holidays and Annual Vacation with Pay

(Working Hours) Article 32. The employer shall not employ the worker more than 8 hours a day excluding recess or forty-eighty hours a week. In case the employer stipulates by the rule of employment or by other stipulation, he may employ the worker according to the stipulation more than eight hours on a special day or forty-eight hours in a special week when the average working hours of four weeks do not exceed forty-eight hours in a week.

Article 33. The employer may extend the working hours described in the preceding Article or in Article 40 under the sanction of the administrative office in case of accidents and other unavoidable temporary need within the limit of the necessity. However, when the necessity is so urgent that there is not time enough to obtain the sanction of the administrative office, the employer must report to that effect ex post facto without delay. When the administrative office considers the extension of the working hour to be illegal in the foregoing case, it is authorized to order the employer to give the worker recess or holiday corresponding to the prolonged hour. In case there is temporary necessity to transact the official business, the Government Official, municipal official and other public official employed in the enterprise of Article 8 item 16 may be employed longer than the working hours described in the preceding Article or in Article 40 regardless of the stipulation of paragraph 1, or may be employed on restdays stipulated in Article 35.

(Recess) Article 34. The employer shall provide recess totaling at least forty-five minutes for those who have worked more than six hours, and at least one hour for those who have worked more than eight hours. The forementioned recess must be given to all workers at the same time. However, this provision shall not apply when the employer receives sanction from the administrative office. The employer shall allow the workers to use the recess described in paragraph 1 as they please.

(Rest Days) Article 35. The employer must provide at least one rest day per week to the worker. The stipulation in the foregoing paragraph does not apply to employers who provide four or more rest days during four weeks.

(Overtime Working and Working on Rest Days) Article 36. Regardless of the respective Articles, the employer may extend the working hours stipulated in Article 32 and Article 40 or employ workers on rest days stipulated in the preceding Article if he reaches an agreement with the trade union when there is a union which is composed of the majority of the workers at the working place, or with persons representing the majority of workers when there is not such a union and submits the written agreement to the administrative office. However, in case of underground labor or other jobs injurious to health as specified by ordinance the extention shall not exceed two hours per day.

(Increased Wages for Overtime Work, Work on Rest Days and Midnight Labor) Article 37. When the employer extends the working hour or employs the worker on rest day under the stipulations of Article 33 or of the preceding Article or employed the worker during 10 p. m. and 5 a. m.(when the competent Minister of Labor deems it necessary he may change these hours from 11 p. m. to 6 a. m. specifying the area or the season), he shall pay for the labor of the hour or the day increased rate wages by at least 25 per cent of the normal wages. Family allowance, commutation allowance and other wages, stipulated by ordinance are excluded from the normal wage upon which increased rate wages should be computed.

(Computation of Working Time) Article 38. The working hour as stipulated by this Law shall be summed up regardless of change in working places. In underground labor the whole period from the time the worker enters into the pit-mouth and to the time the worker goes out of pit-mouth including recess is deemed as working hour. In this case, the stipulation concerning recess in Article 34, paragraphs 2 and 3, shall not apply to underground labor.

(Annual Vacation with Pay) Article 39. The employer shall grant six-days annual vacation with pay consecutively or separately to the workers who have been employed continuously for a year and were present over eighty per cent of the whole working days. The employer shall grant an increased annual vacation with pay amounting to one day per one continued year in addition to the annual vacation specified in the foregoing paragraph to the workers who have worked continuously for two or more years. However, in case the total vacation with pay exceeds 20 days, the employer need not give vacation with pay so far as the excess is concerned. The employer shall grant vacation stipulated in the two preceding paragraphs in the season the workers require, and shall pay the worker the average wages during the period. However, when it prevents the normal operation of the enterprise to give the vacation in the required season, the employer is authorized to change the season. Days of rest for the medical treatment caused by injury or illness while on duty and the days of rest before and after childbirth according to the stipulation of Article 65 shall be deemed to be present in applying 1st paragraph.

(Special Ordinance of Working Hours and Recess) Article 40. In certain occupations or enterprises which come under Article 8, item 4, item 5 and item 8 to item 17 inclusive, in which it is essential to avoid the inconvenience to the public or the like or in which there is other special need, special ordinance concerning working hours of Article 32 and recess of Article 34 may be issued within the limit that is unavoidable. Special ordinance stipulated in the preceding paragraph shall conform as closely as possible to the standards of this Law and shall not be detrimental to the health and welfare of the employees.

(Exception of Application) Article 41. Stipulations of this Chapter and Chapter VI concerning working hours, recess and holidays shall not apply to the following items. 1. Person engaged in the enterprise which comes under item 6 and 7 of Article 8. 2. Persons holding positions of supervision of management, or persons employed in confidential capacity whatever the enterprise may be. 3. Persons engaged in intermittent labor and approved by the administrative office.

Chapter V Sefety and Sanitation

(Prevention of Accident and Disease) Article 42. The employer must take necessary measures to prevent accident resulting from machinery, tools and other equipments or, gas, steam, dust and other material.

Article 43. With regard to the establishment or its annex where the workers are accommodated the employer must take necessary means for ventilation, lighting, illumination, heating, damp-proof, rest, emergency escape, cleanliness, and other facilities necessary for the maintenance of health, good morale, and life of the workers.

Article 44. Workers shall observe necessary rules for the prevention of danger and injury.

Article 45. The standard of means to be taken by the employer in accordance with Article 42 and Article 43 and the rules which the workers should observe under the preceding Article shall be stipulated by ordinance.

(Safety Equipment) Article 46. The machinery and tools requiring dangerous work shall not be transferred, rented, or installed unless they are fitted up to a certain standard or the safety equipments are installed. The machinery and tools which require particularly dangerous work, shall not be manufactured, altered or installed unless special permission of the administrative office is given in advance. The kind of the machinery and tool, and the certain standard or the safety equipment prescribed in the two foregoing paragraphs shall be defined by ordinance.

(Efficiency Test) Article 47. The machinery and tool mentioned in paragraph 2 of the foregoing Article must not be operated unless it passes the efficiency test given by the administrative office after the lapse of period specified by ordinance. The efficiency test of the foregoing paragraph may be trusted to others than the administrative office of the same paragraph whom the competent Minister of labor designates.

(Ban on Manufacture of Harmful Products) Article 48. Yellow phosphorous matches and other harmful products determined by ordinance must not be manufactured, sold, imported, or kept in possession for the purpose of sale.

(Restrictions on Dangerous Work) Article 49. The employer shall not allow an inexperienced worker to clean, oil, examine, or repair the dangerous part of any machinery or transmission apparatus in motion, or to put on or to take off the drivingbelts or ropes of any machinery or transmission apparatus in motion, or to handle the derrick driven by power, or to perform any other dangerous work. The employer shall not allow the worker who has not necessary skill in engaging in a specially dangerous work. The scope of work, experience and skill in the two foregoing paragraphs shall be decided by ordinance.

(Safety and Sanitation Education) Article 50. On employing a worker the employer shall equip him with the necessary health and safety education for the operation concerned.

(Ban and on the Employment of Sick Persons) Article 51. The employer shall stop the work of workers who have contracted a contagious disease, mental disease, or are taken ill in case the labor aggravates the condition. The kind and degree of the sickness which should be banned by the preceding stipulation shall be determined by ordinance.

(Physical Examinations) Article 52. Any employer engaged in a certain enterprise shall give workers physical examinations at the time of employment and also at fixed periods. The worker who does not desire to undergo the diagnosis of the doctor nominated by the employer must undergo the diagnosis of another doctor and submit a document which proves the result of the diagnosis to the employer. Based on the results of the physical examination described in the preceding two paragraphs, the employer shall take necessary measures to preserve the workers'health such as shifting the worker to another job, or shortening his work hours. The kind and scale of the enterprise and the frequency of the physical examination shall be defined by ordinance.

(Safety Supervisor and Health Supervisor) Article 53. Any employer engaged in certain enterprise shall appoint a safety supervisor and a health supervisor. The kind and scale of the enterprise and the qualification and duties of the safety supervisor and health supervisor shall be determined by ordinance. The administrative office is authorized to order an increase in the number of, or to discharge the safety and health supervisors when they deem it necessary.

(Supervisory Administrative Method) Article 54. When the employer who employs more than ten workers usually, or who employs the workers in hazardous or injurious enterprise defined by ordinance decides to construct, move, or remodel the building, dormitory and other annex and installation, he must make a plan which complies with the standard of safety and health defined by ordinance issued under Article 45 or Article 96 and submit it to the administrative office fourteen days prior to the start of the project. The administrative office is authorized to stop the start of the work or to order to change the project when it recognizes the project as being inferior to the standard of safety and health.

Article 55. The administrative office is authorized to order the employer to stop the use of part or the whole of, or to alter the building, dormitory and other annex, installation and material, and to make other necessary changes to prevent accidents if it regard those as violating safety standards. In case of the foregoing paragraph the administrative office is authorized to order the workers necessary matters concerning matters it has ordered the employer.

Chapter VI Women and Minor Workers

(Minimum Age) Article 56. Minors under full 16 years of age shall not be employed as workers. However, this does not apply to minors who are over full 14 years old and have completed the course of compulsory education prescribed by ordinance or the course equivalent to or higher than that. Regardless of the provision of the preceding paragraph, children above full 12 years old may be employed in certain occupation in enterprises which come under Article 8, item 6 to item 17 inclusive, in light labor which is not injurious to the health and welfare of the children, outside of the school hours of the children under the permission of administrative office. However children under full 12 years old may be employed in motion. picture production and dramatic performance enterprise under same condition.

(Certificate of Minors) Article 57. The employer shall keep the census register which proves the age of the minors under full 18 years old at the working place. Concerning the children who come under paragraph 2 of the preceding Article, the employer shall keep certificate issued by school-master to prove that the employment does not hinder the schooling of the children, and the document to prove the consent of the parents or the guardian the working place.

(Labor Contracts of the Minor) Article 58. The parent or the guardian shall not make a labor contract in place of the minors. The parent or the guardian and the administrative office are authorized to cancel the contract for the future if they consider it unfair to the minor.

Article 59. The minor has the right to receive wages independently, the parent or the guardian shall not receive as proxy the wage earned by the minor.

(Working Hours and Rest Days of Minors) Article 60. Article 32, paragraph 2, Article 36 and Article 40 shall not apply to minors under full 18 years old. Concerning the children who come under Article 56, paragraph 2, the working hours of Article 32, paragraph 1 are replaced as seven hours a day, forty-two hours a week, including school hours. Regardless of the Article 32, paragraph 1, working hours for minors above full 15 years old (including minors above full 14 years old who come under the proviso of Article 56, paragraph 1) and under full 18 years old, may be extended to 10 hours a day, in case the employer reduces the working hour of one day in a week to 4 hours and the total working hours of a week does not exceed 48 hours.

(Working Hours and Rest Days of Women) Article 61. The employer shall not employ women above full 18 years old overtime more than 2 hours a day, 6 hours a week, and 150 hours a year, not employ them on rest days even though the employers reach the agreement under Article 36.

(Midnight Labor) Article 62. The employer shall not employ minors under full 18 years or women between the hours of 10 p. m. and 5 a. m. However, this shall not apply when the male over full 16 years of age is employed by rotating shift system. When the competent Minister of labor deems it necessary, he may change the hours of the preceding paragraph from 11 p. m. to 6 a. m. specifying the area and the season. When work is done in rotating shifts, the employer may employ these workers till 10.30 p. m. regardless of the provisions of the 1st paragraph or from 5.30 a. m. regardless of the stipulation of the preceding paragraph under the sanction of the administrative office. The three foregoing paragraphs shall not apply when the employer extends the working hour by the stipulation of Article 33, and to those enterprises which come under items 6, 7, 13, 14 of Article 8 and to telephone. However, this shall not apply to minors under full 18 years old employed in the enterprise of item 14. In applying paragraph 1 to children who come under Article 56, paragraph 2, principal clause, the hour of paragraph 1 is replaced as from 8 p. m. to 5 a. m. and in applying paragraph 2 as from 9 p. m. to 6 a. m.

(Restrictions on Dangerous and Harmful Jobs) Article 63. The employer shall not allow minors under full 18 years and women to engage in the dangerous jobs specified in Article 49, nor in jobs which require the conveyance of heavy weight goods specified by ordinance. The employer shall not employ minors under full 18 years of age in work involving the handling of poisons, powerful drugs or other injurious substance, or explosive, combustible or inflammable goods, or in work in places where dust and powder, of harmful gas and radial rays are generated, in places of high temperatures and pressures, or other places which are dangerous or injurious to the health and welfare of the minor. The preceding paragraph may be applied by ordinance to women over full 18 years of age who are engaged in certain jobs specified in the same paragraph. The scope of the work described in paragraph 2 and the scope of application by the preceding paragraph will be decided by the competent Minister.

(Ban on Underground Labor) Article 64. The employer shall not employ minors under full 18 years of age or women in underground labor.

(Before and After Childbirth) Article 65. The employer shall, not employ a woman for 6 weeks before childbirth when she requests rest days during that period. The employer shall not employ women within 6 weeks after childbirth. However, when the woman requests employment after 5 weeks, it is permissable to assign her to a job that doctor pronounces unharmful to her. When the pregnant woman requires, the employer shall change her to a lighter job.

(Nursing Period) Article 66. When nursing a baby less than one year old may obtain nursing time, twice a day, each thirty minutes during the working hours, beside the recess mentioned in Article 34. The employer shall not work the woman during the nursing time mentioned in the preceding paragraph.

(Menstruation Leave) Article 67. The employer shall not keep working a woman who suffers heavily from menstruation nor women employed in jobs injurious to menstruation if she requests a menstruation leave. The scope of the job mentioned in the preceding paragraph will be determined by ordinance.

(Fare for Returning Home) Article 68. The employer shall bear the necessary fare in case minors under full 18 years of age or women wish to return home within 14 days after dismissal. However, this does not apply if minors under full 18 years of age of women were dismissed by reason for which they are responsible and if the employer receives authorization from the administrative office after explaining the grounds for dismissal.

Chapter VII Training of Skilled Laborer

(Expulsion of Evils of the Apprentice) Article 69. The employer shall not exploit the apprentice, pupil, student or other workers under whatever name he may call them, on the score of the worker purporting to learn the skill. The employer shall not employ the worker who purports to learn the skill in a job which has no relation to learning the skill.

(Training of the Skilled Laborer) Article 70. When there is necessity to train a skilled laborer who requires the training for a certain long period in the course of labor, special ordinance will be issued which stipulates matters pertaining to the method of training, the qualification of employer, period of contract, working hours and wagesnecessary for the training of the skilled laborer. In case of the foregoing paragraph, the special ordinance may stipulate, concerning the period of contract under Article 14, payment of wages under Article 24, minimum wages under Article 31, and restriction on the employment in dangerous or injurious labor under Article 49 and Article 63, other than the standard of this Law within the limit of necessity.

Article 71. The employer who wants to employ a laborer in accord with the preceding Article must fix the number of the laborers, method of indoctrination, period of contract, working hours, wage standard, and method of payment, and obtain the permission of the administrative office thereupon. When the employer employed a laborer based upon the permission of the preceding paragraph, he must report it to the administrative office and receive a certificate of being the worker to learn the skill which he shall have to keep at his working place.

Article 72. For the minors who are employed under the two preceding Articles 12 working days shall be given as the annual holidays with pay stipulated in Article 39, paragraph 1.

Article 73. When the employers who have Article 70 and Article 71 apply lose their qualification or violate the terms of the authorization, the administrative office may cancel the authorization mentioned in the Article 71.

Article 74. Special ordinance stipulated in Article 70 shall be defined after consultation with the Committee for the Training of Skilled Laborers. The members of the Committee for the Training of Skilled Laborers shall be appointed in same number from the representatives of laborers and employers concerned and the representatives of the public by the competent Minister of labor. Matters pertaining to the Committee for the Training of Skilled Laborers other than the stipulation in the two forgoing paragraphs shall be defined by ordinance.

Chapter VIII Accident Compensation

(Medical Compensation) Article 75. In case a worker is injured or falls ill because of duty, the employer shall furnish necessary medical treatment, or bear the expenditure for necessary medical treatment. The scope of illness contracted because of duty and the necessary medical treatment as stipulated in the preceding paragraph shall be decided by ordinance.

(Non-Duty Compensation) Article 76. For a worker who is unable to work because of the medical treatment described by the stipulation of the previous Article, and who does not get paid, the employer shall pay non-duty compensation equivalent to 60% of the worker's average wages during the period of the worker's medical treatment.

(Compensation for Physical Handicaps) Article 77. For a worker who was injured or fell ill because of duty and is physically handicapped when he recovered, the employer must pay handicap compensation according to the extent of the worker's handicap;the amount of which shall be the amount of the average wage multiplied by the number of days fixed in the annex table No.1.

(Exceptions to Non-Duty and Physical Handicap Compensations) Article 78. For a worker who was injured or fell ill because of duty, because of some serious personal fault, the employer is not obligated to pay the non-duty and physical handicap compensation when he receives the approval of the administrative office on the fact.

(Compensation for Bereaved Families) Article 79. When a worker dies because of duty the employer shall pay compensation equivalent to 1,000 day's average wage of the worker to the bereaved families or persons who were dependent on the worker's income at the time of worker's death.

(Expense of Funeral Rites) Article 80. When a worker dies because of duty the employer shall pay the expense of funeral rites equivalent to 60 days'average wage of the worker to the person handling the funeral rites.

(Expiry Compensation) Article 81. In case a worker who receives compensation by Article 75 fails to recover from the injury or illness in three years from the date of his first medical treatment, the employer may discontinue the compensation prescribed in this Law after paying an expiry compensation equivalent to 1,200 days'average wage of the worker.

(Compensation Payable in Installment Plan) Article 82. In case the employer gets the consent of the recipient of the compensation after proving an ability to meet payments, he can make annual payments every year for a period of 6 years of an amount of the average wage multiplied by the number of the days fixed in the attached table No.2, instead of the compensation stipulated in Article 77 and Article 79.

(Compensation Rights) Article 83. Compensation rights shall not be changed by the laborer's resignation. Compensation right shall not be transferred or forfeited.

(Relation to Other Laws) Article 84. The employer is exempted from compensation obligation when he receives for the same accident benefit corresponding to the compensation of this Law from the workman's Accident Compensation Insurance Law as far as the sum of benefit is concerned, or when he is eligible for compensation for the same accident corresponding to the compensation of this Law based on other laws or ordinances designated by ordinance. When the employer pays compensation of this Law he is exempted within the limit of the amount from the damage indemnity under the Civil Code.

(Investigation and Arbitration) Article 85. Persons who have objections concerning the recognition of the injury, illness, or death on duty, the method of medical treatment, the amount of compensation or other matters pertaining to the compensation may require the investigation and arbitration thereabout to the administrative office. When the administrative office deems it necessary, it may investigate or arbitrate in the case by the authority. The administrative office is authorized to require a medical examination or autopsy when the office deems it necessary for the investigation or the arbitration. The requirement of investigation and arbitration under paragraph 1 and the beginning of investigation and arbitration under paragraph 2 are deemed as request in the judicial court, concerning the interruption of prescription.

(Appeal Board of Workmen's Accident Compensation) Article 86. Those who are not satisfied with the result of the investigation and arbitration under the preceding Article can require the investigation and arbitration to the Appeal Board of Workmen's Accident Compensation. Those who wish to suit civil action concerning the matters pertaining to the compensation under this Law must go through the investigation and arbitration of the Appeal Board of Workmen's Accident Compensation. The members of the Appeal Board of Workingmen's Accident Compensation shall be appointed in same number from the representatives of laborers and employers and the representatives of the public by the Administrative Office. Matters pertaining to Appeal Board of Workmen's Accident Compensation other than those stipulated in the three foregoing paragraphs will be stipulated by ordinance.

(Exception of Contracting Enterprise) Article 87. When the enterprise is carried on under several times contracts, the original contractor is deemed as employer as far as accident compensation is concerned. In the case of foregoing paragraph, if the original contractor makes a contract in writing that the subordinate contractor should be responsible for compensation, the subordinate contractor is also deemed as employer. However, the original contractor shall not make more than one contract concerning the same enterprise that the subordinate contractor should be responsible for compensation. In the case of preceding paragraph, when required for compensation the original contractor may ask the worker to require the payment from the subordinate contractor at first. However, this shall not apply in case the subordinate contractor became bankrupt or disappeared.

(Details on Compensation) Article 88. Details concerning compensation payment other than those described in this Chapter shall be decided by ordinance.

Chapter IX Rule of Employment

(Responsibility of Drawing Up and Submitting the Rule of Employment) Article 89. Employers who employ more than ten workers continuously shall draw up Rule of Employment on the following items and submit it to the administrative office. This is the same when he alters the Rule of Employment. 1. The time to begin and end the work, recess, holidays, vacations, and matters pertaining to the change of the shift when the workers are employed in two or more shifts. 2. The method of decision, computation and payment of wages, date of closing the account and payment of wages, and matters pertaining the promotion in wages. 3. Matters pertaining to retirement. 4. When there is stipulation concerning retirement allowance and other allowance, bonus, minimum wage, matters pertaining to such items. 5. When there is stipulation to make the workers bear the cost of food, working equipment and other expense, matters pertaining to such items. 6. When there is regulation concerning safety and sanitation, matters pertaining to the regulation. 7. When there is regulation concerning accident compensation, and relief for injury and illness suffered not from duty, matters pertaining to the regulation. 8. When there is stipulation concerning official commendation and sanctions, matters pertaining to the kinds and degree of them. 9. When there is other stipulation which is applicable to all workers, matters pertaining to such regulation. When the employer deems it necessary, he may separate the regulation concerning wages, safety and sanitation, and accident compensation and relief for injury and illness suffered not from duty and make respective rules of them.

(Procedures of making Rule of Employment) Article 90. In making Rule of Employment, the employer shall ask the opinion of the trade union which is composed of the majority of the workers when there is one at the working place concerned and not, a person representing the majority of the workers. The employer must attach a document to prove the opinions mentioned in the preceding paragraph to the Rule of Employment when he submits it in accordance with paragraph 1 of the preceding Article.

(Restrictions on Sanctions) Article 91. When decrease of wage is to be stipulated as sanctions in the Rule of Employment the amount of decrease shall not exceed half of one day's average wage for a single violation and shall not exceed ten per cent of the total wages for all violations during a payment period.

(Relation with Laws and Ordinances or Labor Agreement) Article 92. The Rule of Employment must not infringe on any law and ordinance or on Labor Agreement applicable to the working place. The administrative office is authorized to order changes in the Rule of Employment if it is not in accord with laws and ordinances or Labor Agreement.

(Validity) Article 93. Labor contract which stipulates conditions inferior to the standard fixed in the Rule of Employment are invalid as far as such conditions are concerned. In this case conditions which became invalid are replaced by the standard fixed in the Rule of Employment.

Chapter X Dormitory

(Autonomy of the Dormitory Life) Article 94. The employer shall not infringe on the freedom of the private life of the workers in dormitory attached to the enterprise. The employer shall not interfere in the selection of the dormitory leader, room leader, and other leaders necessary for the autonomy of the dormitory life.

(Order of the Dormitory Life) Article 95. The employer shall make a Rule of Dormitory attached to working place covering the following items and submit it to administrative office. This is the same when he alters the Rule of Dormitory. 1. Matters pertaining to arising, retiring, leaving the premises, and staying out over night. 2. Matters concerning daily functions. 3. Matters concerning meals. 4. Matters related to safety and health. 5. Matters concerning the management of buildings and equipment. The employer must obtain the consent of the representative of the majority of the workers living in the dormitory concerning the matters which come under items 1 to 4 of the preceding paragraph. The employer shall attach a document to prove the abovementioned consent when he submits it in accord with paragraph 1. The emoloyer and the workers who live in the dormitory must abide by the Rule of Dormitory.

(Equipment, Safety and Sanitation of the Dormitory) Article 96. Concerning the dormitory attached to enterprise, the employer must take necessary means for ventilation, lighting illumination, heating, dampproof, cleanliness, emergency, escape, maximum accommodations, sleeping facilities, and other things necessary for the prevention of accident, good morale and sanitation. The standard of means to be taken by the employer in accordance with the preceding paragraph will be stipulated by ordinance.

Chapter XI Inspection Organization

(Inspection Organization) Article 97. For the enforcement of this Law, Labor Standard Bureau in the competent Ministry of labor, Labor Standard Office in each prefecture and Labor Standard Inspection Office within the scope of prefecture shall be established. When the competent Minister of labor deems it necessary, Regional Labor Office may be established which supervises several prefectural Labor Standard Offices. Regional Labor Office, Prefectural Labor Standard Office, and Labor Standard Inspection Office shall be under the direct control and supervision of the competent Minister of labor. The number of officials of Labor Standard Bureau, the location, name, administrative scope, and the number of officials of Regional Labor Office, Prefectural Labor Standard Office, and Labor Standard Inspection Office shall be defined by ordinance.

Article 98. Committee of Labor Standard shall be established in the competent Ministry of labor and in the Prefectural Labor Standard Office to investigate matters pertaining in the enforcement and improvement of this Law. Committee of Labor Standard can recommend administrative offices concerned on labor standard of its own will even when it is not consulted by the competent Ministry of Labor or by the Prefectural Labor Standard Office. The members of Committee of Labor Standard shall be appointed in same number from the representatives of both laborer and employer and the public by the administrative office. Necessary matters except the three preceding paragraphs pertaining to Committee of Labor Standard shall be defined by ordinance.

Article 99. Labor standard inspectors and other necessary officials defined by ordinance shall be installed in Labor Standard Bureau, Regional Labor Offices, Prefectural Labor Standard Office, and in the Labor Standard Inspection Offices. Chiefs of Labor Standard Bureau, Regional Labor Office, Prefectural Labor Standard Office, and Chiefs of Labor Standard Inspection Offices shall be appointed from among the inspectors. Matters pertaining to the qualification, appointment and dismissal of Labor Standard Inspector, shall be stipulated by ordinance. In order to dismiss Labor Standard inspector, the competent Minister must obtain the concurrence of the Limitation Committee for Labor Standard Inspectors which shall be established by ordinance.

Article 100. Chief of the Labor Standard Bureau under the supervision of competent Minister of labor will direct and supervise the Chief of Regional Labor Bureau and the Chief of Prefectural Labor Standdard Office, and administer matters concerning the establishment or revision of the laws and ordinances concerning labor standard, appointment, dismissal and training of labor standard inspectors, establishment and coordination of the method of inspection, compilation of inspection year book, matters pertaining to Committee of Labor Standard, Committee for the Training of Skilled Laborer, Limitation Committee for Labor Standard Inspectors and Central Wage Board, and other matters pertaining to the enforcement of this Law, and direct and supervise officials who belong to the Bureau. Chief of the Regional Labor Office, under the direction and supervision of the Chief of the Labor Standard Bureau, direct and supervise the Chiefs of Prefectural Labor Standard Offices within the scope of the supervision and supervises matters pertaining to the coordination of the method of inspection and direct and supervise officials who belong to the office. Chief of Prefectural Labor Standard Office under the direction and supervision of the Chief of Labor Standard Bureau, or the Chief of Regional Labor Office administer the direction and supervision of Chiefs of Labor Standard Inspection Offices within his scope, matters pertaining to the coordination of methods of inspection, matters pertaining to Committee of Labor Standard, Appeal Board of Workmen's Accident Compensation and Local Wage Board and other matters pertaining to the enforcement of this Law, and direct and supervise officials who belong to the Office. Chief of the Labor Standard Inspection Office shall, under the direction and supervision of the Chief of Prefectural Labor Standard Office, administer inspection, inquiry, approval, authorization, sanction, investigation, arbitration and other administrations based on this Law, and direct and supervise the officials who belong to the office. Chief of Labor Standard Bureau, Chief of Regional Labor Office or Chief of Prefectural Labor Standard Offices have the right to enforce the right which belongs to the chief of subordinate offfices by themselves, or let the Labor Standard Inspector who belongs to them enforce it.

(Authority of the Labor Standard Inspectors) Article 101. The Labor Standard Inspector is authorized to inspect working places, dormitories and other attached buildings, and examine records and documents, and question the employer or the workers. The Labor Standard Inspector who is a doctor is authorized to make a medical examination of the worker who seems to be afflicted with disease which obliges the employer to ban the job of the worker. The labor standard inspector may collect without cost such amount of samples or ingredients of the manufactures or materials as necessary for the examination of injurious matter.

Article 102. In regard to violation of this Law, the Labor Standard Inspector is authorized to exercise the powers of a judicial police officer according to the Criminal Procedure Law.

Article 103. When the establishment, dormitory and other annex in which the workers are working, or the equipment or materials are below the standards of safety and health and then there are imminent threat to the safety and health of the workers, the Labor Standard Inspector can immediately exercise the authority vested in the administrative office under Article 55.

(Report to the Inspection Organization) Article 104. In case there is fact inferior to the standard of this Law, at the working place, laborers may report to the administrative office or to the Labor Standard Inspector to that effect. The employer shall not dismiss or discriminate against the workers who reported the fact according to the preceding paragraph by reason of doing so.

(Responsibilities of the Labor Standard Inspector) Article 105. The Labor Standard Inspector must not reveal secret he learns in the course of his duty. This applies even after the inspector resigns from his position.

Chapter XII Miscellaneous Regulations

(Dissemination of Laws and Regulations) Article 106. The employer shall inform the workers of the gist of this Law and ordinances based on this Law, and the rule of employment, by displaying or posting them in conspicuous places throughout the working place and by other means. The employer shall inform the workers living in the dormitory of the provisions concerning dormitory of this Law and ordinances based on them and the rule of dormitory, by displaying or posting them in conspicuous places in the dormitory and by other means.

(Workers'Roster) Article 107. The employer shall prepare a workers'roster for each worker (except daily worker) at each working place and must enter the worker's name, date of birth, personal history, and other matters as prescribed by ordinance. When there was any change in the matters to be entered by the stipulation of the preceding paragraph, the employer must revise it without delay.

(Wage Ledger) Article 108. The employer shall prepare wage ledger at each working place and must enter the basic facts for the calculation of wages, the amount of wages, and other matters prescribed by ordinance at each payment without delay.

(Preservation of Records) Article 109. The employer shall keep the roster of workers, wage ledgers and important records of employment, dismissal, accident compensations, wages and other important matters concerning labor relations for a period of three years.

(Reporting) Article 110. When required by the administrative office or by the Labor Standard Inspector concerning the execution of this Law, the employer or the worker must report or appear without delay.

(Free Proof of the Census Registers) Article 111. Workers or worker aspirants may obtain proof of their census register from registration officials or their alternates free of cost. The same applies when the employer wishes to obtain a proof of the census register of workers or worker aspirants.

(Applications to Government and Public Organizations) Article 112. This Law and ordinances based upon this Law are defined to apply to government, prefectures, cities, towns, villages, and other corresponding bodies.

(Enactment of Ordinance) Article 113. Ordinances based upon this Law shall be enacted after listening to the opinion of the representatives of both labor and employer and the public on the draft of them at the public hearing meeting.

(Additional Payment) Article 114. The law court is authorized by the request of the worker to order the employer who violated the stipulation of Article 20, Article 26, Article 31, or Article 37, or the employer who did not pay the average wage stipulated in Article 39, paragraph 3, to pay the same amount of additional payment in addition to the unpaid money which the employer should have paid under these Articles.

(Prescription) Article 115. Wages accident compensation, and other claims based on the stipulation of this Law shall become extinctive by prescription if it is not executed for two years.

(Seamen) Article 116. This Law shall not apply to seamen under Seamen's Act except Article 1 to Article 11 inclusive, Article 117 to Article 119 inclusive, and Article 120.

Chapter XIII Penalty

Article 117. Any person who violated the stipulation of Article 5 shall be punished with a penal servitude not less than 1 year and not exceeding ten years, or with a fine not less than 2,000 yen and not exceeding 30,000 yen.

Article 118. Any person who violated the stipulation of Article 6, Article 48, Article 56, or Article 64 shall be punished with a penal servitude not exceeding one year or with a fine not exceeding 10,000 yen.

Article 119. Any person who corresponds to one of the following items shall be punished with a penal servitude not exceeding 6 months or with a fine not exceeding 5,000 yen. 1. Person who violated the stipulation of Article 3, Article 4, Article 7, Article 16, Article 17, Article 18, paragraph 1, Article 19, Article 20, Article 22, paragraph 3, Article 31, Article 32, Article 34, Article 35, Article 36, proviso clause, Articles 37, 39, 42, 43, 46, 47, paragraph 1, Articles 49, 51, 60, paragraph 2 or paragraph 3, Article 61 to Article 63 inclusive, Articles 65, 66, 72, 75, to Article 77 inclusive, Articles 79, 80, 94, paragraph 2, Article 96 or Article 104, paragraph 2. 2. Person who violated the order under Article 33, paragraph 2, Article 54, paragraph 2 or Article 55, paragraph 1. 3. Person who violated the stipulation of ordinance issued under Article 40. 4. Person who violated the number of workers, method of indoctrination, period of contract, working hours, wage standard or method of payment, permitted under Article 71, paragraph 1.

Article 120. Person who corresponds to one of the following items shall be punished with fine not exceeding 5,000 yen. 1. Any person who violated the stipulation of Article 14, Article 15, paragraph 1 or paragraph 3, Article 22, paragraph 1 or paragraph 2, Articles 23 to 27 inclusive, Article 33, paragraph 1 proviso clause, Articles 44, 50, 52, paragraph 1 or paragraph 2, Article 53, paragraph 1, Article 54, paragraph 1, Articles 57 to 59 inclusive, Articles 67, 68, 71, paragraph 2, Articles 89, 90, paragraph 1, Articles 91, 95, paragraph 1 or paragraph 2, or Article 105 to Article 109 inclusive. 2. Person who violated the method of keeping and releasing sanctioned under Article 18, paragraph 2. 3. Person who violated the order under Article 53, paragraph 3, Article 35, paragraph 2, or Article 92, paragraph 2. 4. Person who refused, impeded, or evaded the inspection, medical examination, or collection of sample by the Labor Standard Inspector based on the stipulation of Article 101, or person who refused to reply or made mendacious reply to the inquiry of Labor Standard Inspector, or person who did not offer records and document or who submitted mendacious record, document to the Labor Standard Inspector. 5. Person who did not report or submitted mendacious report, or did not appear when required by the administrative office or by the Labor Standard Inspector based on Article 110.

Article 121. In case a person who perpetrated the violation of this Law is a deputy hired person or other employee who acts on behalf of the owner of the enterprise, in matters concerning the workers of the enterprise, the owner of the enterprise shall be also fined by the stipulation in each Article in addition to the perpetrator. However, in case, the owner of the enterprise (when the owner is a corporation, its representatives, when the owner is a minor who is not given equal right as the adult concerning the enterprise, or a person adjudged as incompetent, the legal representatives of them, are deemed as the owner of the enterprise. This term is used in the same meaning hereafter in this Article) took necessary measure to prevent the violation, the owner shall not be fined by the stipulation of each Article. The owner of the enterprise who has known the plan of violation and has not taken necessary measures to prevent the violation, or who has known the violation and has not taken necessary measures to correct the violation, or who instigated the violation shall be subject to a punishment as the perpetrator.

Supplementary Provisions:

Article 122. The date for the enforcement of this Law shall be fixed by Imperial Ordinance.

Article 123. Factory Law, Minimum Age for Industrial Employment Law, Workmen's Accident Relief Law, Shop Law, Prohibition Laws of Yellow Phosphorus, Match Manufacturing, and No.87 Laws of 1939, are abolished.

Article 124. Mining Law is revised as follows: Article 71 item 2, Article 75 to Article 80-4 inclusive and Article 97, item 3 and item 4 are abolished.

Article 125. Sand Mining Law is revised as follows: Articles 76 to 79 inclusive in Article 23, paragraph 1, and paragraph 2 of the same Article are abolished.

Article 126. Trade Union Law is revised as follows:

Article 32 is abolished.

Article 127. The stipulations of Article 18, paragraph 2, Article 49, Article 57, Article 60, Article 63 inclusive, Article 89, Article 95, Articles 106 to 108 inclusive shall not apply for six months after the date of the enforcement of this Law. Concerning those matters which have been prohibited or restricted by the old laws and which correspond to the provisions of the preceding paragraph the stipulations of the old laws still hold good for that period.

Article 128. In case the employer who employs children above full 12 years old at the time of enforcement of this Law, employs those children continuously, the stipulation of Article 56 shall not apply to the person, for six months after the date of the enforcement of this Law. In case the employer who employs men above full 16 years old at the time of enforcement of this Law employs them continuously, the stipulation of Article 64 shall not apply to the persons for one year after the date of the enforcement of this Law.

Article 129. Concerning the accident compensation for the injury, illness, or death because of duty which occurred before the date of enforcement of this Law, the stipulation of relief in the old laws still hold good.

Article 130. Concerning the application of penalty to the act perpetrated before the enforcement of this Law, the old Acts still hold good.

Attached Table No.1 Chart of Compensation for Damages and the Classification of Physical Handicaps Classification Compensation for Damages 1 1,340 days 2 1,190 ,, 3 1,050 ,, 4 920 ,, 5 790 ,, 6 670 ,, 7 560 ,, 8 450 ,, 9 350 ,, 10 270 ,, 11 200 ,, 12 140 ,, 13 90 ,, 14 50 ,, Attached Table No.2 Chart of Payments for Compensation for Damages Classification Compensation for Damages Compensation for Injury 1 240 days 2 213 ,, 3 188 ,, 4 164 ,, 5 142 ,, 6 120 ,, 7 100 ,, 8 80 ,, 9 63 ,, 10 48 ,, 11 36 ,, 12 25 ,, 13 16 ,, 14 9 ,, Compensation for Bereaved family 180 ,,