CiteHR (HR Discussions, Policies & Compliance - Powered by the Community)

When PF delays occur, accountability should take the form of both internal and external actions. Internally, the organization should conduct a thorough investigation to identify the root cause of the delay. This could involve reviewing cash flow statements, vendor contracts, and bank transactions. Onc Read More...

When a legal change forces pay structure shifts, "fair communication" should be transparent, timely, and empathetic. It should clearly explain the reasons for the change, how it impacts employees, and what steps the company is taking to ensure fairness. Here’s a step-by-step guide on how to achiev Read More...

Making it right for employees who were outside the ESI for years involves more than just registration. It requires transparent accountability, which includes an open dialogue about past non-compliance, an apology for any harm caused, and a commitment to restitution where necessary. This could involv Read More...

The potential increase in the EPF wage ceiling presents a complex situation for both employers and employees. If EPF deductions rise and take-home pay decreases, employers can respond in several ways. Firstly, employers could absorb the delta, which means they bear the additional cost without passin Read More...

The impact of new labour codes on IT firms is a complex issue that requires a delicate balance between business sustainability and employee welfare. Firstly, the core issue is the potential increase in employee costs due to the new labour codes. This could lead to a decrease in profitability and pu Read More...

Susanta-kumar-bandyopadhyay

14 January 2026 12:26:30 PM

No. It is not allowed to deduct both Employer and employees contribution from employee. Deduction will be on Wages not on monthly gross as per Social Security Code. S K Bandyopadhyay ( Howrah, WB) 98310 81531

Greetings Anirban, The issue you’re facing is quite common when there are changes in the minimum wage rates. The impact of these changes on the calculation of bonuses in Full and Final settlements can be a bit complex. Firstly, it’s important to understand that the bonus is a statutory obligatio Read More...

The application of Privilege Leave (PL) during weekends and public holidays can sometimes be a complex issue. In your case, the employee has taken leave on a Saturday, which is followed by a weekly off day (Sunday) and a public holiday (Monday). According to the leave policy you’ve described, weekend Read More...

You will have to be truthful about the reasons for leaving the MNC and also about your efforts to keep management informed about your personal problems, which merited immediate release. I hope some of your communications were in writing. Obviously, all new employers will perform pre-employment checks Read More...

Ruchi-s4573457

14 January 2026 04:05:39 AM

I didnt serve a formal notice period of MNC where i have worked only for 2 months. As now when im reaching out to them for relieving they are demanding recovery amount, which is fair enough. But they are stating they will mention dues are cleared, notice period not served formally which is considere Read More...

"Social security" in 2026 should ideally be a combination of both a statutory deduction and a promise of dignity that employers and the state must jointly protect. It’s not just about meeting the minimum legal requirements, but also about ensuring that employees can live with dignity, especiall Read More...

This situation presents a common dilemma in talent acquisition: the trade-off between immediate availability and superior performance. Here’s a step-by-step guide on how to approach this: 1. Assess the Urgency: Evaluate how critical the role of Talent Acquisition Head is to your current operations Read More...

Updating your PAN details in your UAN is an important step to ensure all your details are up-to-date and in compliance with the EPFO (Employees' Provident Fund Organisation) regulations. Firstly, it’s important to understand why it’s necessary to update your PAN details in your UAN. The UA Read More...

Hello Ashima, Employees today share feedback through a variety of methods. These include traditional methods like surveys and one-on-one conversations, as well as modern tools like feedback software and social media platforms. The choice of method often depends on the organization’s culture an Read More...

The OB Adjustment in EPS contributions is a mechanism to correct discrepancies in pension records as per EPFO guidelines. 1. The purpose of the OB Adjustment is to ensure that the EPS contributions are accurately recorded and reflect the correct pensionable service of the member. It is applicable i Read More...

Absolutely, I’d be happy to help you understand how your salary calculation would look under the new Social Security Act. Firstly, it’s important to understand that the new Social Security Act in India aims to consolidate and amend the laws relating to social security with the goal to exten Read More...

Susanta-kumar-bandyopadhyay

13 January 2026 07:29:06 AM

Salary calculation in all 4 codes is as per definition of Wages which is same in all the Codes. Salary includes Basic, DA and RA plus if there is any thing more than 50 percent of items mentioned in (a) to ( I) in the exclusion list of all calculation under the wages definition. This all calculatio Read More...

Understanding the New Wage Code 2025 and Gratuity Based on your query, I understand that your company has not been deducting gratuity till now. With the New Wage Code 2025, all companies are required to adhere to the new regulations which include gratuity as a component of wages. Here’s how yo Read More...

PRABHAT RANJAN MOHANTY

13 January 2026 04:47:31 AM

Greetings Deepa Madhikar, The Gratuity is as the EPF contribution@12% made by the employer/Company. Similarly, no deduction is done for the gratuity from the employee. The quantum of gratuity is a part of CTC.Therefore, the gratuity is an undisclosed part of wage neither deducted but paid on eligibilit Read More...

The process of submitting the Annual Return for Prevention of Sexual Harassment (POSH) in the Pune region is governed by the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. The first step is to understand what the annual return for POSH entails. It is a repor Read More...

You’re absolutely correct in your understanding of the new wage code and how it pertains to the application of gratuity. It’s vital to ensure all aspects of the new code are properly adhered to, to avoid any potential legal issues. Here are some additional points to consider: 1. Applyin

I’m sorry, but as of now, I cannot provide the exact figures for the minimum wage, Dearness Allowance (DA), and special allowance in Maharashtra for the period from January 2026 to June 2026. This is because these figures are subject to change based on various factors such as inflation, change Read More...

The moral baseline of trust and training leadership must guarantee when a role gives employees physical access to customers is high. This involves thorough background checks, comprehensive training on privacy and consent, and a strong culture of respect for customer privacy. Accountability should b Read More...

When employees witness their retired colleagues struggling to receive their benefits for over a decade, it severely undermines their trust in the organization. It sends a message that their welfare might not be a priority for the organization, which can lead to decreased motivation and productivity Read More...

The ethical implications of running permanent operations on rotating contractors while the workers remain constant are significant. It can lead to a sense of insecurity and unfair treatment among the workers, as they are denied the benefits that come with permanent employment despite their long-ter Read More...

The situation you’re facing is a common one in the startup world. Here’s how you can handle it: Understanding the Core Issue The core issue here is the non-performance of employees in a sales role. This affects the company’s bottom line and could potentially disrupt team morale. It’ Read More...

The hospitality industry is unique in its reliance on on-the-job learning and development. This approach has its benefits, allowing employees to learn in a practical, hands-on environment. However, it also presents challenges, particularly when training is rushed or unclear. To ensure effective learnin

The tragic incident at Delhi’s Saket District Court underscores the urgent need to address workplace stress and burnout. It challenges our understanding of "professional resilience" and calls for a reevaluation of our approach to workload management and employee well-being. The first step is t Read More...

The situation you are facing is indeed a complex one, but it can be resolved with the right approach. Firstly, it’s important to understand that the "FnF Negative" status is likely due to the outstanding Variable Pay amount that was due to Capgemini. Since you have already repaid this amount, i Read More...

Sourav-brahma

10 January 2026 12:44:28 PM

Thanks for sharing your inputs. So now the only thing I need is to wait for the revised FnF account statement, right? and once I receive that, then only should I start following up about the Rehire status?

Sourav-brahma

10 January 2026 14:23:57 PM

Hello HR Experts, I have gained clarity on the next steps regarding my situation. However, in a worst-case scenario, if the HR team at Capgemini does not confirm my rehire status, I comprehend that taking legal action is a prolonged process. In the interim, if I apply to any potential employers, shoul Read More...

R.N.Khola

03 January 2026 06:38:31 AM

We cannot understand that what word of appraise we should give to the person who have prepare this definition of wage under the Codes. In my opinion also the explanation given by the Ministry is confusing one & seems to be against the restructuring process as given in the Code on Wages, 2019 ( sec. 2y) Read More...

Dksrivastava

10 January 2026 09:05:00 AM

Hello Prasoona Subash, It is completely understandable that you’re seeking clarity on this, as the New Labour Code represents one of the most significant shifts in Indian payroll management in decades. Based on the current regulations effective in 2026, I can share some insights into how thes Read More...

It is also confusing whether ESIC contribution to be taken in exclusion part or not?

Bijay_majumdar

07 January 2026 17:07:44 PM

Definition of wages under new labour code is required to be studied before applying esic

Dksrivastava

10 January 2026 09:17:34 AM

Hello Subhabrata Dasgupta,It is completely understandable to feel a bit confused. The 2025 amendments under the Social Security Code have introduced some shifts in how we look at "wages" and eligibility, making the landscape feel a bit different than what we were used to for decades. Based on my understandin Read More...

Susanta-kumar-bandyopadhyay

10 January 2026 09:52:48 AM

Request all to check CiteHR whatsapp where the Government authority has been mentioned in FAQ that performance incentive not to be considered for wages calculation. If the incentive mentioned here is performance incentive then not to be considered for calculation. Need details clarification for fina Read More...

It’s great that you are considering Management Development Programmes (MDPs) for your professional growth. IIM Mumbai is a prestigious institution known for its high-quality educational programmes. However, the value of these programmes can often be subjective and depends on your specific caree

Your concern is understandable, but rest assured, the lack of a Provident Fund (PF) account should not impact your ability to switch jobs. Firstly, the evaluation of work experience is typically not based on PF records. Employers primarily look at the relevance of your past work, your skills, and you Read More...

Vmlakshminarayanan

06 January 2026 10:28:12 AM

Hi, Not at all. There will not be any issue. You can preserve your Appointment letter / payslips/ increment letter / Bank statement as proof of employment. PF not deducted will not be a issue for your future employer.

PRABHAT RANJAN MOHANTY

09 January 2026 06:55:47 AM

Greetings Gowtham Adithya, The EPF Act applies to factories and other establishments with 20 or more employees. Therefore, EPF is not a factor to impact your BGV because your employer and the establishment is not fall under EPFO statutorily.

The ethical line in a business model that relies on workers taking risks to meet a marketing promise should ideally be drawn by all stakeholders - companies, regulators, and customers. Companies should prioritize worker safety and well-being over aggressive marketing promises. They should establish realisti Read More...

In a mass casualty workplace incident, "making families whole" extends beyond financial compensation. It involves acknowledging the truth about what happened, holding those responsible accountable, providing long-term care for those affected, and issuing a public apology. This process requires transparenc Read More...

The practice of retirees having to pay bribes to access what they’ve rightfully earned is detrimental to an institution’s culture. It creates a toxic environment of fear, silence, and complicity. Employees may feel that their future and their rights are not protected by policy, but are subjec Read More...

The involvement of an HR team in extracting money from recruits reveals a concerning misuse of power within the company. It suggests a lack of ethical standards and a culture of exploitation, where employees are seen as resources to be exploited rather than valued contributors. Legally, such practice Read More...

When an employer delays retirement dues, justice should ideally involve not only the payment of the due amount with interest, but also accountability from the employer and an apology to the employee. The emotional stress and financial hardship caused by such delays can be immense, and an apology acknowledge Read More...

Yes, employees in the Construction Department of a Real Estate Company are also eligible for ESIC Coverage, provided their wages fall within the ESIC limit. The ESIC Act, 1948 covers all employees of a covered establishment, irrespective of their roles and responsibilities. The coverage is based on th Read More...

The treatment of childcare and nutrition workers as "scheme helpers" rather than employees reflects a societal undervaluation of these roles. Leadership should respond to this discomfort by advocating for these workers, acknowledging their contributions, and pushing for policy changes that recogniz Read More...

Balancing the rights of workers and the public’s need for uninterrupted essential services is a complex task. It requires a multi-faceted approach that includes legal, ethical, and practical considerations. From a legal standpoint, the Contract Labour (Regulation and Abolition) Act, 1970, mandate Read More...

A fatal accident during "planned maintenance" reveals a potential gap in the leadership’s understanding and treatment of risk. It suggests that safety measures may have been overlooked or inadequately implemented, leading to a tragic incident. Accountability should follow swiftly and transparently Read More...

When an employee dies by suicide linked to personal debt or addiction, the employer carries several ethical responsibilities. These include providing support to the remaining employees, taking preventive measures to avoid such incidents in the future, implementing policy changes if necessary, and fosterin Read More...

When an accused employee absconds, the institution owes the complainant more than just adherence to the process. It must ensure safety planning, legal aid, counselling, and public positioning. Safety planning involves ensuring the physical safety of the complainant. This could include changing the complainant’ Read More...

When payroll becomes coercion, justice for staff can take multiple forms. Legal action is one of the most direct routes. Employees can file a lawsuit against the employer for violation of the Payment of Wages Act, 1936, and the Minimum Wages Act, 1948. If the employer is found guilty, they may be require Read More...

The eligibility for Casual Leave (CL) for contractual employees in India, including Vadodara, is generally determined by the terms of the contract between the employer and the employee. However, there are certain legal provisions and norms that guide this process. Firstly, it’s important to understan Read More...

PRABHAT RANJAN MOHANTY

08 January 2026 07:59:42 AM

Greetings Pravina-Peadva, The Casual leave in India isn’t under one single act. It is mostly applicable to the establishment governed by the Shops and Establishments Act. This act is a state-specific, therefore the establishment needs to follow the state rules. In general the leave grants mostl Read More...

Madhu.T.K

08 January 2026 12:51:08 PM

Employees appointed for a fixed period or contractual employees are entitled to all benefits like leave of any nature to which other employees are entitled to. But if it is a factory and you have separate bi partite settlement on the service conditions then the leaves and benefits as pee the said settlemen Read More...

The issue at hand revolves around the eligibility for gratuity payment of an employee who has completed 4 years and 7 months of service. The ambiguity arises from the interpretation of the Payment of Gratuity Act, 1972, which states that an employee is eligible for gratuity only after completing fiv Read More...

Vmlakshminarayanan

08 January 2026 12:21:45 PM

Hi, As per Gratuity Act the qualifying period for Gratuity is 5 years of continuous service and hence employee is not eligible for Gratuity. However under under India’s new Labour Code fixed-term contract employees are eligible for gratuity after completing just one year of continuous service Read More...

The representation of non-applicable days on a salary slip can vary depending on the company’s policy and the country’s labor laws. However, generally, it is more accurate to represent these days as 'Pre-Joining' rather than 'Leave Without Pay (LWP)', as LWP implies that the employee wa

PRABHAT RANJAN MOHANTY

08 January 2026 08:54:25 AM

Physical present date is considered as joining date.

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Your concern is valid and it’s important to understand the nuances of contingent worker policies. The core issue here is the classification of contingent workers and the benefits they are entitled to. Contingent workers are typically not entitled to the same benefits as permanent employees, includin Read More...

PRABHAT RANJAN MOHANTY

08 January 2026 05:39:49 AM

Deat Vidya KS, As you mentioned, there was 10 days shutdown. Which is nothing but lay off. Thus you all are eligible for wages for the period, if not notified. Lay-Off A lay-off is caused by circumstances beyond the employer’s control, not as a tactic in a dispute. Definition: Section 2(kkk) define Read More...

The struggle with career direction once reaching mid-level roles is a common issue many professionals face, not just in the UAE but globally. This is often due to the fast-changing nature of skills required in the modern workplace and sometimes unclear career progression paths. Firstly, it’s importan Read More...

Greetings Rajesh, Your initiative to improve communication and teamwork on the shop floor is commendable. Here are a few suggestions to enhance the effectiveness of your program: 1. Understand the Audience: It’s crucial to understand the needs and challenges of your shop-floor staff. Conduct Read More...

Under the Building and Other Construction Workers' (BOCW) Act, there are certain provisions related to working on a national holiday. However, it’s important to note that the act does not specifically dictate whether you should inform the BOCW office if you’re working on a national holiday Read More...

PRABHAT RANJAN MOHANTY

07 January 2026 08:05:22 AM

Greetings R Balmirugan, Working on a national holidays or on paid holidays is not an illegal act if done as per the National & Festival Holidays Act & rules. Employes ate entitled to double wages for that day or normal wages plus a compensatory paid holiday or both as per state rule. Either the Principa Read More...

R.N.Khola

07 January 2026 08:44:20 AM

In my opinion NFH Act is not not applicable on construction industry & BOCW Act is also do not have any provision relating to grant of National & Festival Holidays. R N KHOLA.

The situation described reflects a serious issue of unethical HR practices and potential legal violations. The emotional trauma and fear experienced by employees is deeply concerning. From a legal perspective, forced resignations could be seen as constructive dismissal, which is unlawful under the Industria Read More...

Derlima-ronando

07 January 2026 06:31:19 AM

Welcome to Monkey Mart, where gaming commerce meets innovation. Our platform has revolutionized the way gamers trade virtual assets, creating a secure and dynamic marketplace for the gaming community. Monkey Mart

Your friend’s situation is indeed complex and delicate. However, it’s important to remember that all is not lost. There are several steps he can take to mitigate the potential impact on his career. Firstly, it’s crucial to understand that a stay order from the court effectively halt Read More...

Ram, your situation is indeed a complex one. The issue at hand is whether the date of relieving should be considered as the last working day of the notice period or the date of the issuance of the relieving letter. From a legal perspective, the last working day is generally considered as the end of th Read More...

Abhay_011

06 January 2026 08:34:20 AM

Greetings Recipient, Last working will be last day of Notice period. The separate employee will be relieved and simultaneiously his/her dues will be cleared on the same day of Notice period last day. In other words his/her full and final settlement amount will be credited into his/her account on th Read More...

Vmlakshminarayanan

06 January 2026 10:25:06 AM

Hi, In normal course your last working day has to be considered as relieving date. However in your case you claim that there was some pending complaints against you which were closed after your last working day. So when the complaints against you were under pendency state, your employer cannot treat/conside Read More...

Yes, there is a significant difference between the Payment of Wages Act, 1936, and the Minimum Wages Act, 1948, both of which are important labour laws in India. The Payment of Wages Act, 1936, primarily governs the payment of wages to certain classes of employed persons. It aims to ensure that employee

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Pitale.gautam@gmail.com

05 January 2026 14:00:27 PM

what is the new rule and calculation for Gratuity and Esic calculation for new Slab

The ethical responsibility of leadership when a target becomes harmful is to protect the individual, even if the goal is compromised. This is because the well-being of employees is paramount and should never be sacrificed for the attainment of targets. From a legal standpoint, labor laws, such as th Read More...

The new draft rules under the Social Security Code present a significant shift in how gig work is defined and regulated. The proposed model, which bases eligibility for benefits on the number of days worked, has far-reaching implications for gig workers, particularly those who might have to discontinu Read More...

The extended SPREE 2025 scheme is indeed a test of integrity for HR leaders and employers. It offers a chance to rectify past mistakes and ensure compliance with the ESI Act. The emotional aspect of this situation cannot be overlooked. For employees, especially those who have been uncovered, this schem Read More...

I understand your predicament. Having two PAN numbers linked to your UAN and the delay in your HR’s approval for the correct PAN can indeed cause complications when trying to transfer your PF. Here’s a step-by-step guide on how to address this issue: 1. First, you need to understand tha Read More...

The ethical way for HR to communicate changes in wage definitions is through transparency and clarity. Begin by explaining the reason for the change, referencing the new Labour Codes and the necessity for the organization to comply. Use plain language to explain the impact on employees' salary, PF, gratuity

Susanta-kumar-bandyopadhyay

04 January 2026 15:36:09 PM

In FAQ the wages calculation shown is not right. 76k has been shown as CTC. 20k as Basic and DA, 40k as allowances and 16 k as gratuity and retrenchment benefit. Gratuity and retrenchment benefit should not be considered as a part of. Calculation as per definition of wages. Therefore, 60k is the Tota

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The moral responsibility of ensuring a contract worker gets paid falls on all parties involved - the contractor, finance, leadership, and the 'principal employer'. However, the principal employer who benefits from the labor holds the ultimate responsibility as they are the ones who have the power t Read More...

The ethical responsibility of leadership, when productivity promises yield unsafe behavior, is multifaceted. It involves changing the target, modifying incentives, and altering the system that measures people. Firstly, leaders need to understand the core issue: the pressure to meet unrealistic target Read More...

The question you’ve raised is a common one among employers who pay their employees above the minimum wage. Here’s a detailed response: Firstly, the core issue here is understanding the purpose and application of minimum wage laws. These laws are designed to ensure a basic standard of livin Read More...

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PRABHAT RANJAN MOHANTY

04 January 2026 13:41:35 PM

The agencies those are paying higher Basic+ DA+ VDA than the minimum wages don’t require to revise. The allowances are not a part of the minimum wages. The allowances in the Salary are out of understanding or to match with the market rate.

The situation you’re facing is indeed challenging. The company’s decision to close its office and ask all employees to resign affects everyone, including you as a service manager. The company’s commitment to clear gratuity, leave encashment, and notice payment is a standard practice Read More...

Madhu.T.K

03 January 2026 06:08:36 AM

Retrenchment compensation is applicable to such establishments which employs at least 50 workers. Similarly, any manager entrusted with managerial functions cannot ask for retrenchment compensation.

PRABHAT RANJAN MOHANTY

04 January 2026 08:01:14 AM

Greetings Santosh Kumar, The answer to your query is, Yes. A factory with a strength of 40 employees is required to pay the retrenchment compensation to eligible "workmen" under the Industrial Disputes Act, 1947. The number of employees (40) is below the threshold (typically 100 or more workmen) tha Read More...

The responsibility for safety at a company-sponsored event is shared. The vendor is responsible for providing a safe environment, but the company’s leadership and HR/admin teams also bear responsibility. They are the ones who approve the venue and event, and their due diligence can prevent suc Read More...

When productivity targets lead to unsafe behaviour, the ethical responsibility of leadership is to change all three - the target, the incentives, and the system that measures people. The targets should be realistic and achievable, ensuring that workers are not pushed to their limits to meet them. Th Read More...

The ethical boundary that HR should never cross, even under business pressure, is to compromise the rights and welfare of the employees. HR should always uphold the principles of fairness, transparency, and respect for the dignity of each employee. This includes not withholding salary slips, experienc Read More...

The situation you’re facing is indeed a tricky one. It’s important to understand your rights and the legal implications of your actions. Firstly, you’re correct in asserting your right to a one-month notice period or pay in lieu of notice as per your offer letter. This is a standar

The Employee State Insurance (ESI) scheme is applicable to employees earning less than Rs. 21000 per month as wages. In your case, the gross pay is Rs. 22000, which exceeds the ESI limit. Therefore, ESI would not be applicable under the SPREE scheme. However, if the gross pay was less than Rs. 21000 Read More...

Susanta-kumar-bandyopadhyay

31 December 2025 14:33:12 PM

Gross pay has nothing to do with ESIC coverage or not. It is basically 50 percent of Total Remuneration as per definition of Wages. In the instant case TR has to be calculated and if it is more than 21000/- per month, then the employee will be out of purview of ESIC. S K Bandyopadhyay ( Howrah, WB) CE Read More...

Madhu.T.K

03 January 2026 03:26:34 AM

If the Basic + DA is Rs 13500, you should cover the employee under ESi. The gross salary including allowances is Rs 22000. That means the allowances total Rs 8500 only. Then the 50% principle will not be applicable. The ESI qualifying wages will remain Rs 13500. The allowance which exceeds 50% of tota Read More...

The challenge you’ve highlighted is indeed a pressing issue in today’s HR landscape. It’s not enough to fill positions quickly; the goal should be to recruit individuals who will perform well in their roles. To start with, it’s essential to understand that the disconnect betwee

Hello Sajid, This really hits the nail on the head. Hiring fast feels like a win, but performance is what actually drives business results. If recruitment focuses only on closing positions instead of long-term impact, organizations risk repeating the same cycle. The real opportunity lies in shiftin

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The Delhi High Court’s ruling on the "interview-only" selection process highlights the importance of procedural fairness and transparency in hiring and promotions. This has significant implications for HR and compliance leaders, who must ensure that their selection processes are not only legall Read More...

In such a high-stakes crisis, the first priority of an institution should always be the safety of the survivor. This includes providing secure accommodation, ensuring the survivor’s well-being, and offering psychological support if needed. The institution must also ensure that the survivor is protecte Read More...

The situation described is indeed a complex one, straddling both ethical and legal boundaries. It’s important to remember that the core issue here is the employee’s right to resign and the employer’s duty to facilitate a smooth and respectful exit. When this process becomes punitive Read More...

The inability of a worker or junior employee to access help when needed reveals a significant power imbalance and lack of respect for dignity within the system. Repairing this situation goes beyond mere apologies; it requires systemic changes to ensure accessibility and responsiveness. Firstly, the organizatio Read More...

Creating an effective Management Information System (MIS) report template for the Accounts and Purchase Department in the construction industry can be a challenging task. However, with the right approach, it can be accomplished. Firstly, it’s important to understand the core purpose of an MIS report Read More...

The case of Dinesh Chandra Sharma highlights the ethical and financial implications of prolonged litigation in misconduct terminations. It underscores the need for HR leaders to ensure fair and efficient handling of such cases to prevent long-term liabilities and uphold the dignity of the workforce Read More...

The arrest of Sigachi’s CEO signifies a severe lapse in the organisation’s safety culture. It suggests that the duty of care, which should extend from the lowest levels of an organisation to the very top, has been neglected. This incident serves as a stark reminder that safety is not merel Read More...

The tightening of enforcement after a violent incident reveals that businesses may have undervalued safety before the incident. The price for this undervaluation is often paid by the employees who face the risk and the patrons who trust the venue for their safety. Designing a "proof of compliance" pac Read More...

The core issue here is the shift of responsibility from the state to the establishments for maintaining law and order during extended hours. This not only increases the operational risks for the establishments but also puts an undue burden on the frontline staff who are expected to manage the chaos withou Read More...

The ethical duty of HR during a major law transition is twofold: to protect the company from risk and to shield employees from process failures. These duties are not mutually exclusive; in fact, they are interdependent. Protecting the company from risk involves ensuring compliance with new laws, whic Read More...

Susanta-kumar-bandyopadhyay

30 December 2025 07:02:19 AM

Definition of wages as per all labour codes mentioned the term all remuneration payable to employee where all means all like in Film Pink Mr. Bachaan said no means no Therefore, LTA falls under all remuneration paid to employee must be considered for calculating wages. S K Bandyopadhyay ( Howrah, WB Read More...

Yugandhar-a1

31 December 2025 12:16:32 PM

Greetings Mr. Susanta Kumar, Considering your perspective, should payments such as meal vouchers, periodicals, telephone reimbursements, and car lease benefits, along with any other non-taxable components, be considered as part of the inclusion in wages?

Susanta-kumar-bandyopadhyay

31 December 2025 14:26:48 PM

In new ITAX regime every thing is taxable except the reimbursement portion and Tax liabilities are less. As per definition of wages all components payable to employee should be considered and in cases the money value eg housing etc. Therefore, there is no doubt about this. This will randomly vary fro Read More...

This is indeed a challenging situation. However, there are several steps you can take to mitigate the impact of this incident on your future employment prospects. Firstly, it’s important to understand that your termination was due to a breach of trust and security, albeit not directly caused b Read More...

Understanding and setting up Key Result Areas (KRAs) is crucial for any organization, as they help align individual performance with the organization’s strategic goals. Firstly, it’s essential to understand that KRAs are high-level organizational goals that each department needs to achieve Read More...