Suthanthira Selvan Started The Discussion:
Please, go with this link to clear Your Labour Law Doubts;
Indian Factories Act, 1948,
Laws - Factories Act, 1948
The Minimum Wages Act, 1948
Bare Act - The Minimum Wages Act, 1948
The Payment of Wages Act, 1936
Bare Act - The Payment of Wages Act, 1936
The Payment of Bonus Act, 1965
Bare Act - The Payment of Bonus Act, 1965
The Payment of Gratuity Act, 1972
Bare Act-The Payment of Gratuity Act, 1972
Workmen Compensation Act, 1923
Laws - Workmen's Compensation Act, 1923
The Employees State Insurance Act, 1948
Laws - Employees State Insurance Act, 1948
The Employee Provident Fund and Miscellaneous Provision Act, 1952
Bare Act - Employees Provident Fund and Miscellaneous Provisions Act, 1952
Industrial Disputs Act, 1947
Laws - Industrial Disputes Act, 1947
Equal Remuneration Act, 1976
Laws - Equal Remuneration Act, 1976
Contract Labour (Regulation and Abolition) Act, 1970
Bare Act-Contract Labour (Regulation and Abolition) Act, 1970
The Trade Union Act, 1926
Bare Act - The Trade Union Act, 1926
The Maternity Benefits Act, 1961
Laws - The Maternity Benefits Act, 1961
Please, go through
Dear Mr Selvan,
Can you please inform if there is any website offering E-News Magazine from where we can get free access to the updates on all Indian Labour Laws - such as Recent Amendments in the respective Act, important Judgements, announcements, news and events.
Your reply is deeply appreciated.
Thanks and regards,
thank you a lot Suthanthira selvan............... i have same question on the above e-news, can you plese inform...
As rightly mentioned by Bharath you need to comply either of the above or else the organization may not be relieving you and issuing the service certificate. You may not require the relieving and service certificate but till completing the relieving formalities and obtaining the relieving / service certificate you will be treated as the employee of that organization and even if you join some other organization with out completing all the required formalities with the earlier employer then the earlier organization can take legal action and they can send a notice to the new employer also (as it comes under double employment) hence better to obtain the clearance and move. In the world no employer is insterested to buy legal issues by inducting some body hence he may ask you to obtain the clerances and rejoin. Regards - kameswarao
I am into a big problem. I was working in a Software company for 4.6 years and now I got a job in Government of India.
My current employer is saying that I would be getting a relieving letter only after one month from my date of leaving.
I want to know the legal options to get my relieving letter as I am completely servicing the notice period.
Govt of India Strictly want my reliving letter while joining.
Please reply ASAP.
I joined a company as a agent, but the process went on hold one day and on the same day another process holder asked us to work on his process. They did not give us a appointment letter and my previous employers said that you could join the new company. We worked for two weeks, but the clients rejected most of our work(Telephonic Surveys) and our employer did not get paid. Now the process was only for two weeks after which we were promised continued work if the clients were happy. Since the client and the employer had a discrepancy, they never continued with our service and we were given an offer to work on commission basis for a different kind of process involving sales and it was told to us that we will only get paid or our jobs would only continue if we make a sale within 15 days. Only one person came close, but the 15 days were up and no sale happend....Now none of are paid for the time we worked. Can we file a police complaint against the employer? DOes it have to be against the Director and the operations manager or the company, which is no longer functioning? We do not have a offer letter or appointment letter from this company.
There is a change in following :-
12. Calculation of bonus with respect to certain employees - Where the salary or wage of an employee exceeds one thousand and six hundred rupees per mensem, the bonus payable to such employee under Sec.10, or as the case may be, under Sec.11, shall be calculated as if his salary or wage were one thousand and six hundred rupees per mensem. The ceiling is increased from Rs.1,600/- to Rs.3,500/-. There is also change in maximum ceiling of wage rate.
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