Labour Law & Hr Consultant
Partner - Risk Management
PRABHAT RANJAN MOHANTY
Hr & Ir
Venkata Vamsi Krishna Patnaik
3rd April 2018 From India, New Delhi
If the management decides to ignore it, ensure you have proof that you brought it to their notice because when the shit hits the fan, the management will look for scapegoats
3rd April 2018 From India, Mumbai
The practice you are following is aginst the flow of laws & rules. If your industry is really facing with hardship why do not you take shelter under the law for lay-off,-retrenchment-and-closure as the case may be.
Why to adopt un-fair practice when there is option for fair practice?
4th April 2018 From India, Mumbai
Apart from the lack of knowledge about the legal provisions, some employers like the one mentioned in the thread, at times, influenced either by their native intelligence or by the dormant Victorian mind-set, indulge in finding out compromising reasons like the one mentioned therein. At least, the questioner should have made efforts to check with the provisions of the Industrial Disputes Act,1947 relating to lay-off. As the establishment has only 30 regular workmen on its roll, he should refer to sec.25-C of the Act and may suggest to the management to grant lay-off with compensation on a day in a week till the position improves.
10th April 2018 From India, Salem