Pbskumar2006
Sr.manager-hr
CRK.MBAHR@yahoo.com
Branch Manager - Operations
Murali_PrismHR
Hr Executive
Amittiwari_hr
Manager Hr
Dennu
Hr Executive & Admin
Harshacontact
Human Resource
S Kumar
Hr Executive
Ramya Shankar
Hr Manager
Satyasingh
Private
Spsp_venky
Manager Hr
Sashi.patnuri
Mba Student
Lwohr
Manager - Hr
+9 Others

Thread Started by #pbskumar2006

Dear Friends,
Every year, every day, somany HR persons are coming from the institutions for joining into the field as HR professionals (starting as Managment Trainee or some directly as probationers). They need about the fundamentals of LABOUR LAWS. So here is my collection of various Indian Labour Laws which are immediately require to be on job work.
Hence please see the attatchment file. Which are collected from various sources for infant HRs.
HOPE IT MAY HELP EVERY ONE.
Regards,
PBS KUMAR

PLEASE SEE THE AMMENDED LAWS IN PAGE-10
20th November 2006 From India, Kakinada

Attached Files
Membership is required for download. Create An Account First
File Type: pdf tips_on_labour_laws_175.pdf (223.6 KB, 14191 views)
File Type: pdf tips_on_labour_laws_859.pdf (223.6 KB, 6571 views)
File Type: pdf tips_on_labour_laws_942.pdf (223.6 KB, 3502 views)
File Type: pdf tips_on_labour_laws_942.pdf (223.6 KB, 3240 views)

Dear pbskumar2006
Greetings..
Thanks a lot for sharing the softcopy on Labour Laws..if you have any such softcopies please do attach.. thanks a lot once again.
Regards
Daniel

9880566871
21st November 2006 From India, Mangaluru
Thank You very much for your Efoorts & Kindness.

I need on clarification under maternity Act,

If an employee worked 80 days in the preceeding months, she is elligible to get the maternity benefit as per act.

1. Our Compnay has not registered under ESI,PF,Gratuity, etc. In such a case what we have to do.

(we are pvt registeration company, only 0ur strength is 50.)

2. Either if she is under probation or contact,whether is elligible to get it.

3. What do u mean average salary?

4. In our company we have slalary components are 40% Basic, 30%Conveyance, 30%HRA. Rs. 100/200 (less from basic) Edu. Allowance. the calculation is based on Salary fixation, For eg. if Rs. 10000 is a salary then 3900,3000,3000,100 respectively. Rs. 200 if it is above Rs. 10000/-.

In such a case what is average salary in it.?

5. I came know the company can have own policy or it can follow Act. Is it true?

6. Some companies are not paying maternity benefit in case of probation period. Is it right? ( especially above Rs. 7500 not under ESI).

Can any one clear me the above clarification.I will be greatful to you all.

Regards,

Ramya Shankar
21st November 2006 From India, Pune
Hi Kumar, Good Job, Certainly helpful not only for freshers but also for Practitioners also. Regards, Harsha
21st November 2006 From India,
Hi, To All the Memebers A VEry Good Afternoon to all If any anybody having exp in Jewellery Factory in HR Dept Plz Send me Your CV Regards Amit Tiwari
21st November 2006 From India, Jaipur
Hi PBS KUMAR,
Excellent work!!
I completed my MLL&LW and found that the topics you listed are very relevent and useful.
Though one topic is missing in the document (apart from the 133 or so labor laws) and that topic is Shops and Establishment Act.
This act differes from state to state...though the crux of this Act is almost same.
Anyways ...gud work...keep it up!!
-Shashank
21st November 2006 From India
Hi,
This is Amol The content provided by u was really helpful and I think it has help me laot,
Thanks for the same.
Regards,
Amol Agaskar
SR. Process Executive (HR Operations)
HRprowess
27th November 2006 From India, Mumbai
Hi Kumar, Its a gr8 effeort from your end. I was hunting for such documents all these while. Keep up the good work. Wish to see more things coming from you in future.
27th November 2006
very use full for us, we have subject called INDUSTRISL LAW, for that ur file is 100% usefull. thak you for posting.
27th November 2006 From India, Bangalore
Hi Everyone,
We should take out some time and see that we are contributing something for the group to make this forum more lively and knowledgeable. We must must see that we are making this circle very big.
Venkatesh
27th November 2006 From India, Delhi
hello sir
thanks a lot for such a usefull information. I am a student of MBA (HR+IT )in final semister.IN a few months i will br HR too .sir plz advice how to cracke the interview in the impressive manner
chrees sir
sashi
27th November 2006
My dear youngsters,
You thought that HRM acumen is enough for pursuing a caeer. Next came the necessity of labour law. Labour law though confusing, claims to resolve disputes. Labour law acumen may help prevent company loss.
Till now you had never thought that matrimonial/domestic criminal laws wll affect industrial productivity. But now you will have to prepare yourselves to face matrimonial/domestic false cases from helter and skelter, from left and right and from up and down no matter whether you are a child or young or old. No one can think that he is 24 carrot gold. So the topic "BIG BOSS PREMJI AZMI ALONG WITH COLLEAGUES HIT BY DV ACT" becomes the No.1 topic for discussion. Please join the discussion and suggest ways and means to combat and undo the situation.
regards
28th November 2006 From India, Delhi
Well my dear youngsters, Do you not feel the necessity of the knowledge and consequences of existing matrimonial/domestic criminal law? regards
28th November 2006 From India, Delhi
Dear Friends,
Thank you all for viewing this topic. And sending your suggestions frequently to me. I am extreemely thankful to HR Management Community for good support.
Regards,
:D
PBS KUMAR
9848499629
2nd April 2007 From India, Kakinada
Dear Dr, Is Matrimonial & Domistic Criminal Laws are inculded in Labour Laws ? want to know more about this. Will you post any article on this please. Regards, PBS KUMAR
15th May 2007 From India, Kakinada
Dear All,
Some of the persons are copy this enclosers and modify their names and posting the same article with other names why ? "INNOVATION" is required for one and all. So develop the other way to improve the existing. But unnecessarily posting the same article and watching it for some one is not required. If I am wrong please advise me.
REGARDS
:oops:
PBS KUMAR
20th July 2007 From India, Kakinada
Dear Mr. Kumar, Nice post. i am confused between labour laws & Industrial laws. pls guide me over this.What are the acts that are covered under labour laws & industrial laws. Regards satya
5th January 2008 From India, Delhi
DEAR FRIENDS,PLEASE SEE THE ATTACHED NEW TIPS ON LABOUR LAWS (WITH NEW AMMENDMENTS). May be useful for every one.Regards,PBS KUMAR
25th July 2008 From India, Kakinada

Attached Files
Membership is required for download. Create An Account First
File Type: pdf NEW USEFUL TIPS ON LABOUR LAWS.pdf (1.09 MB, 730 views)

Dear Sir,
Can u guide me I maintained Salary & Muster computerized, is it ok or not, If take any permission from Labour department so please guide under which Section.
27th September 2008 From India, Mumbai
Execllent Tips on labour laws... grear keep it up....... really its not only useful for freshers but also for the experienced personnel also... regards vimal
18th December 2008 From India, Bhilai
hi i m sanjay..
i have started new BPO Company with 20 employees in Hyderabad... my company is registered under Partnership act.... I want to know weather should i take Permission from Labour Law for employing Candidates.. If Yes then what are the procedure for it and rules and regulations... and i m also looking for Pay slips ... i m paying them Rs 2500- 3500/-.... should i put ESI, PF etc in pay slips ...?????
19th December 2008 From India, Vijayawada
Hi Mr.PBS.Kumar,
Thankyou. Its great that you guide so many HR juniors. It is so informative for freshers as well as experienced. Keep providing more information sharing your knowledge to the needy.
Thanks & Regards
CRK

15th September 2009 From India, Vijayawada
hiii to every1...actually i'm new to this and i don't know how it work's out,so can u guy's just give me some brief information about the HR laws and from where do we get it from? It would be really helpful!
Piyush Nair
23rd January 2010 From India, Ahmadabad
Dear Kumar ji,
The post and the provided information is quite excellent and very useful to all.
But, please clarify me that you have attached 4 pdf files Tips on labour laws 175, 859, 942, 942. I found the four as same information with different file names (numbers).
Regards
CRK
28th January 2010 From India, Vijayawada

Attached Files
Membership is required for download. Create An Account First
File Type: pdf tips_on_labour_laws_175.pdf (223.6 KB, 172 views)

Dear All, The up dated "LABOUR LAWS" are attached. Please go through. Regards, PBS KUMAR
15th July 2010 From India, Kakinada

Attached Files
Membership is required for download. Create An Account First
File Type: pdf NEW USEFUL TIPS ON LABOUR LAWS.pdf (275.9 KB, 1085 views)

Dear PBS Kumar,
It is absolutely commandable work of effective compilation of several laws & best presentation also. It is also handy form of law information which will be very simple to use for targetted issues. Instead of reading bulky books on several complicated laws, such type of submission is definately going to help to infant HRs. Congratulations for excellent work done by you !
Ratilal Pune.
16th July 2010 From India, Mumbai
Dear Mr. Kumar,
Your document was of real help. Short, simple and precise and made a lot of things clear. I was wondering if I you could direct me to right direction for getting the summary of the Karnataka, Maharashtra, Haryana and Tamil Nadu Shops and Establishment Act.
Regards
Aanchal
11th July 2012 From India, Bangalore
Dear Mr.Kumar,
The infirmation provided is very much useful. Thank you very much for posting. If there be any new version of this information please mail to me at prasanth8275@gmail.com. Also please let me know your mobile no or mail id. I want to contact you in person.
Thank you once again
Prasanth
23rd July 2012 From India, Hyderabad
Dear Ramya Shankar,
1. For ESIC, PF you need to register under the particular Acts as you are having 50 employees in your organization.
2. For Maternity those who are covered under ESIC, The ESIC will provide Leaves to the employee as per their Rules comes under the Act. Those who are not covered under the ESI the company is liable to provide 84 days of Paid Holidays. Whether they are on Probation are Contract the company has to pay.
3. Average Salary means the Half months Salary
4. The answer is in 3rd Point
5. For Maternity you should follow the Act it self. But for PF we can set up a Trust
For further details you may verify the Maternity Act..
7th March 2013 From India, Hyderabad
are the rules still applicable ? is there any ammendment? kindly clarify. Regards Preetha
17th August 2013 From India, Bangalore
Hai Every one ....newly joined in a industry which is in TN-Chennai out of city having experience in only payroll but here as a Manager - HR kindly guide me what to be done in the industry.
Regards,
Mohana

27th June 2017 From India, Madras
Dear Friends,
Still got responses on this topic, thank you very much. Amendments inserting shortly, because every month there will be new issues coming up.
Regards,
Dr. PBS KUMAR
31st October 2018 From India, Kakinada
Dear All
++++++++++++++ Thanks for your inputs. Wish a happy and prosperous festival of lights, DIWALI +++++++++++++
5th November 2018 From India, New Delhi
Reply (Add What You Know) Start New Discussion

Cite.Co - is a repository of information created by your industry peers and experienced seniors. Register Here and help by adding your inputs to this topic/query page.
Prime Sponsor: TALENTEDGE - Certification Courses for career growth from top institutes like IIM / XLRI direct to device (online digital learning)





About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2019 Cite.Co™