There is no specific provision in the factories act,1948 and the delhi factories rules, 1950 according to which registers required to be maintained in electronic form, in place of registers such as 

attendance and leave with wages registers and other registers prescrbed in these legislations

It is the responsiblity of the cccupier and the manager of a factory to provide  a canteen and to ensure that it is run in accordance with the provisions of the Factories Act, 1948 and the state Factories Rules framed under this Act and the Rules ton constitute a 'Canteen managing Committee' Which shall be consulted by the factory manager on matters such as quality and quantity of food stuffs, timings of canteen, arrangement of menu.

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The provisions of The Factories Act, 1948, or any rules made under the Act, or any order given in writing under the Act is violated, it is treated as an offence. The following penalties can be imposed:-
(a) Imprisonment for a term which may extend to one year;
(b) Fine which may extend to one lakh rupees; or
(c) Both fine and imprisonment.

If a worker misuses an appliance related to welfare, safety and health of workers, or in relation to discharge of his duties, he can be imposed a penalty of Rs. 500/-.
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Section 49 of the factories Act provides that in every  factory where in five hundred or more workers are ordinarily employed, the occupier shall employ in the factory such number of welfare officers as may be prescribed. Such officer will have statutory protection for his termination. In one case, the personnel officer was also looking after the welfare of the labourers. On termination of his service, he challenged court held that if the employer was employing less than 500 workers in the factory, the personnel officer will not be deemed as labour welfare officer with in the meaning of section 49 of the factories Act and as such the concurrence of the labour commissioner was uncalled for while terminating his service. 

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"An employee suffered from injury caused due to unauthorise use of machine is not entitled to claim any relief from Employer. Prosecution of the employer, under the Factories Act, has been rightly quashed when the Asstt. Inspector of Factories as launching the prosecution did did not have sanction or prosecution by the competent authority, hence the High Court will not entertain the appeal as filled by the appellant, e.g., Asstt. Inspector of Factories. As per provisions of the Factories Act, 1948 and the Delhi Factories Rules, 1950, any person can be appointed as a Factory Manager, for the purposes of this Act. The appointment of the Factory Manager is required to be notified to the Inspectorate of Factories, in accordance with the provisions of these Rules. This Act and the Delhi Factories Rules do not specify who can be/cannot be appointed as a Factory Manager. It is for the Occupier to decide and notify the appointment of Factory Manager. If the construction activity is covered under the provisions of The Building and Other Construction Workers (Regulation of Employment and Conditions of Service) Act, 1996, then this construction activity is not coverable under the provisions of the Factories Act. Rate of wages for the overtime work is required to be calculated by dividing gross monthly wages by 26, if actual working days in the month in which a worker has worked overtime, were 26.