hello friends , here are labour laws if anyone wants to knows about "labour laws " . can see from attachment i m sending.
From India, Delhi
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2From India, Delhi
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Hi, Thnaks a lot. Who has made such nice doc? Replay fantastic It will be very usfull, in a glace you can have overview of all laws. Regards, Harshada
From India, Pune
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From India, Pune
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Dear Sandhya,
Great compilation indeed. All the relevant acts and provisions are very well presented. This information makes me want to know more about:
1. As per the provisions of CLRA, is the contract staffing (temping as in management jargon) business really legal in India?
2. If a Contract staffing company does not have 20 or more deputees with one client, but in total more than that, is it necessary to get registered under the act, and if yes, how without the client (i.e., principal employer) getting registered?
3. The now prevalent use of Contract employees' status as 'Associate,' does it save the temping company from any of the legal obligations?
4. As the contracting agreements/contracts are of yearly periodicity, can employment letters be issued as Coterminous (i.e., expiring automatically with the work contract)?
Hope my queries make any sense...
Regards,
Gopal
From India, Baharampur
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Great compilation indeed. All the relevant acts and provisions are very well presented. This information makes me want to know more about:
1. As per the provisions of CLRA, is the contract staffing (temping as in management jargon) business really legal in India?
2. If a Contract staffing company does not have 20 or more deputees with one client, but in total more than that, is it necessary to get registered under the act, and if yes, how without the client (i.e., principal employer) getting registered?
3. The now prevalent use of Contract employees' status as 'Associate,' does it save the temping company from any of the legal obligations?
4. As the contracting agreements/contracts are of yearly periodicity, can employment letters be issued as Coterminous (i.e., expiring automatically with the work contract)?
Hope my queries make any sense...
Regards,
Gopal
From India, Baharampur
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Hi,
That is an excellent piece of work, competent, meticulous, and superbly presented. To be honest, I would like to see you doing more of this work and cover ALL Central and State (labour) laws AND perhaps you should also discuss in a separate paper/s the following:
Records/Registers/Returns and Penalties for various offences.
If you achieve this successfully, you will become no less than a practicing Labour Advocate. Industry will find your skill set very attractive - I mean those who wish to be legally compliant!
All the same, it will not be too much to expect further excellence from you!!
All the best.
Regards,
samvedan
April 2, 2007
From India, Pune
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That is an excellent piece of work, competent, meticulous, and superbly presented. To be honest, I would like to see you doing more of this work and cover ALL Central and State (labour) laws AND perhaps you should also discuss in a separate paper/s the following:
Records/Registers/Returns and Penalties for various offences.
If you achieve this successfully, you will become no less than a practicing Labour Advocate. Industry will find your skill set very attractive - I mean those who wish to be legally compliant!
All the same, it will not be too much to expect further excellence from you!!
All the best.
Regards,
samvedan
April 2, 2007
From India, Pune
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:) Hi Sandya, great work done... must hav put in lot of efforts to draft it... once again thanks for providing the ready material .. the same is of great use... thanks Sanjeev Bhatia
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Thanks for the file.
Need some clarifications - Which laws are applicable to employees working in the IT/ITES domain, viz. BPOs/KPOs? Legal opinion on the following policies -
1. All full-time employees are eligible for 30 days of paid leave accrued on a pro-rata basis. (No separate categories for holidays such as Privilege Leave, Casual Leave, Sick Leave, etc.). The employee is free to take it under whatever category.
2. The employees can encash their leave on voluntary severance only if they are confirmed and have completed 1 year tenure with the organization. (For example, if an employee's probation is extended beyond 6 months and if he were to leave in the 11th month in the organization without being confirmed, he would lose all his earned leave.)
Is policy no. 2 a contravention of labor laws?
Your counsel would be highly appreciated.
From India, Mumbai
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Need some clarifications - Which laws are applicable to employees working in the IT/ITES domain, viz. BPOs/KPOs? Legal opinion on the following policies -
1. All full-time employees are eligible for 30 days of paid leave accrued on a pro-rata basis. (No separate categories for holidays such as Privilege Leave, Casual Leave, Sick Leave, etc.). The employee is free to take it under whatever category.
2. The employees can encash their leave on voluntary severance only if they are confirmed and have completed 1 year tenure with the organization. (For example, if an employee's probation is extended beyond 6 months and if he were to leave in the 11th month in the organization without being confirmed, he would lose all his earned leave.)
Is policy no. 2 a contravention of labor laws?
Your counsel would be highly appreciated.
From India, Mumbai
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Hello Sandhya,
A meticulously compiled set of essential Labour Laws. It could further add to the value of this compilation if these legislations are brought under two major heads as follows:
(A) Acts covering "Conditions of Work"
(B) Social Security Legislations
Well done and keep it up.
With warm regards,
Ramesh Gautam
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A meticulously compiled set of essential Labour Laws. It could further add to the value of this compilation if these legislations are brought under two major heads as follows:
(A) Acts covering "Conditions of Work"
(B) Social Security Legislations
Well done and keep it up.
With warm regards,
Ramesh Gautam
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Dear,
It's just a suggestion, so take it positively. There are many changes required:
1. ESI limits already changed from 6500 to 10000 w.e.f. 01.10.2006.
2. PF limit increased from 6500 to 7500.
3. Minimum wages have also changed.
4. Some sections of the Payment of Wages Act have been deleted.
5. Apprenticeship Act - many changes have been made today.
6. ID Act - a few changes.
If you can make the changes, please do so; otherwise, wait and send me your email ID, and I will forward you the updates.
Ravindra Grasim Ind. Limited
From India, Indore
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It's just a suggestion, so take it positively. There are many changes required:
1. ESI limits already changed from 6500 to 10000 w.e.f. 01.10.2006.
2. PF limit increased from 6500 to 7500.
3. Minimum wages have also changed.
4. Some sections of the Payment of Wages Act have been deleted.
5. Apprenticeship Act - many changes have been made today.
6. ID Act - a few changes.
If you can make the changes, please do so; otherwise, wait and send me your email ID, and I will forward you the updates.
Ravindra Grasim Ind. Limited
From India, Indore
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Thank you for the nice compilation of Labour Laws. However, it would be more colorful and authentic if the latest amendments were updated in the attachment. Certainly, there have been amendments in the ESI and EPF Act. I would be obliged if you could take note of them.
Thank you.
[Biswajit Pani]
Email: bjpani@gmail.com
From India, Bhubaneswar
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Thank you.
[Biswajit Pani]
Email: bjpani@gmail.com
From India, Bhubaneswar
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Very good work Sandhaya, A one missing thing in your document i.e. damages charges for defaulting payment of Provident fund of more than six month. It is 37%.
From India, Nagpur
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From India, Nagpur
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Dear Sandya,
Thanks for your contribution!
I have seen this document 100 times, but there is one change every time: the document remains the same, but the author has been changing since!
:))
Regards,
Abhishek
Hi Abhishek,
Do you know we have more than 300,000 books on laws, and for one act, I think for one statute, there must be more than 10 authors. However, we need to see the presentation and efforts of the individual. Even policies and guidelines framed by any person(s) in this world, you will find similarity in works or in the same framework. The difference is the approach of an individual; we must appreciate the approach and not criticize.
Sandhya's work is appreciable on one account: she has shared her work.
Thanks and Regards,
Arun K. Mishra
From India, Bahadurgarh
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Thanks for your contribution!
I have seen this document 100 times, but there is one change every time: the document remains the same, but the author has been changing since!
:))
Regards,
Abhishek
Hi Abhishek,
Do you know we have more than 300,000 books on laws, and for one act, I think for one statute, there must be more than 10 authors. However, we need to see the presentation and efforts of the individual. Even policies and guidelines framed by any person(s) in this world, you will find similarity in works or in the same framework. The difference is the approach of an individual; we must appreciate the approach and not criticize.
Sandhya's work is appreciable on one account: she has shared her work.
Thanks and Regards,
Arun K. Mishra
From India, Bahadurgarh
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Dear Mr. Arun Kr Mishra,
It's not about appreciating and criticizing people; it's about reading the same article with the same attachment.
I too know there are 1 billion books on laws, and laws remain the same. But what's the use of copying and pasting others' articles in one's name?
I had seen the same article in the same format and same page numbers, in the same design with common spelling mistakes, with the same box size, with the same font size, same formatting, and it's 100% photocopy material of an article that has been floating in Cite HR months back.
Every human being should appreciate this type of good work. But as I have appreciated someone else a few months back for the same good work and see someone without taking the pain to even rectify the spelling mistakes and copying and pasting the same hard work of someone else in his/her own name...
What's the use of ...@#%$?
This forum is to share one's knowledge and good work. PLEASE, FOR GOD'S SAKE, keep this forum FREE FROM FANTASIES, FRAUDS, COPY PASTES, TRYING TO GET CREDIT OF SOMEONE ELSE'S WORK!!!
Get out of this garbage because no one here recognizes you, and by doing this type of crap, one only spoils the image.
LET CITE HR BE FOR WHAT IT'S BEEN.
From India, Chicalim
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It's not about appreciating and criticizing people; it's about reading the same article with the same attachment.
I too know there are 1 billion books on laws, and laws remain the same. But what's the use of copying and pasting others' articles in one's name?
I had seen the same article in the same format and same page numbers, in the same design with common spelling mistakes, with the same box size, with the same font size, same formatting, and it's 100% photocopy material of an article that has been floating in Cite HR months back.
Every human being should appreciate this type of good work. But as I have appreciated someone else a few months back for the same good work and see someone without taking the pain to even rectify the spelling mistakes and copying and pasting the same hard work of someone else in his/her own name...
What's the use of ...@#%$?
This forum is to share one's knowledge and good work. PLEASE, FOR GOD'S SAKE, keep this forum FREE FROM FANTASIES, FRAUDS, COPY PASTES, TRYING TO GET CREDIT OF SOMEONE ELSE'S WORK!!!
Get out of this garbage because no one here recognizes you, and by doing this type of crap, one only spoils the image.
LET CITE HR BE FOR WHAT IT'S BEEN.
From India, Chicalim
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Hello Sandhya,
It was your nice work to compliment without any hesitation. I've downloaded it for my future reference. In addition to that, could you please clarify briefly what are the legal liabilities of any organization(s) which, though meets all the due statutory provisions of ESI, EPF, and the Payment of Gratuity Act, fails to comply with the necessary statutory requirements? What are the penal provisions under the above Acts? I hope you won't mind me disturbing your time and again to seek clarification on any topic. Thank you and I hope to receive a reply from you regarding the above.
[Biswajit Pani]
E-mail Id: bjpani@gmail.com
From India, Bhubaneswar
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It was your nice work to compliment without any hesitation. I've downloaded it for my future reference. In addition to that, could you please clarify briefly what are the legal liabilities of any organization(s) which, though meets all the due statutory provisions of ESI, EPF, and the Payment of Gratuity Act, fails to comply with the necessary statutory requirements? What are the penal provisions under the above Acts? I hope you won't mind me disturbing your time and again to seek clarification on any topic. Thank you and I hope to receive a reply from you regarding the above.
[Biswajit Pani]
E-mail Id: bjpani@gmail.com
From India, Bhubaneswar
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[Quote: Sandhya Arora]
Hello friends,
Here are labor laws if anyone wants to know about "labor laws." You can see them in the attachment I'm sending. 😄
Hello Sandhya!
1. Please accept my sincere appreciation for compiling the digest of relevant labor laws that are frequently referred to by HR experts. May I request you to kindly email me the checklist of the following important labor legislations, if possible:
- Mines Act- 1952
- Child Labor Act-1986
- Industrial Employment Act- 1946
- Dockworkers Act- 1946
- Shops & Establishment Act
- Apprentice Act- 1961
2. My Email ID- mynamati@Gmail.com
With warm regards,
Sincerely,
Ramesh
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Hello friends,
Here are labor laws if anyone wants to know about "labor laws." You can see them in the attachment I'm sending. 😄
Hello Sandhya!
1. Please accept my sincere appreciation for compiling the digest of relevant labor laws that are frequently referred to by HR experts. May I request you to kindly email me the checklist of the following important labor legislations, if possible:
- Mines Act- 1952
- Child Labor Act-1986
- Industrial Employment Act- 1946
- Dockworkers Act- 1946
- Shops & Establishment Act
- Apprentice Act- 1961
2. My Email ID- mynamati@Gmail.com
With warm regards,
Sincerely,
Ramesh
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Hi Ravindra, If u dont mind can u send the details that you have mentioned in reply to sowmya document . with regards P.V.Ramana kumar
From India, Hyderabad
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From India, Hyderabad
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HI, I would also like to know the benefits, privileges mandatory or any obligation for Contract Labour. Regards, Meghamadhulika
From India, Bhopal
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From India, Bhopal
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Hi, could anybody give me apt advice regarding the issue? I'm working as an HR executive in a construction company. Quite recently, I joined the organization, clearly saying I'm a one-month-old baby to the organization. Now, the problem is we are doing a project with GE Infrastructure. Our company does not fall under any act; we are registered under the Shop and Establishment Act. At the time of the agreement with GE, we agreed that we would get registered under ESI, but our workforce is less than 20. If we do not get an ESI number, GE will not release the payments to our company. Is there any clause through which we can escape from getting registered? Please send your valuable suggestions urgently; we have only one day's time. Thank you. Sirisha.
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Hi Sandya,
Thank you for your assistance. I am currently working as an HR coordinator in a multinational company. My education background includes an MBA and an LLB. If you need information on any labor laws, I usually have to refer to various legal books. However, your attachment has been very useful to me and others. Once again, thank you.
Regards,
Sandeep G.
From India, Hyderabad
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Thank you for your assistance. I am currently working as an HR coordinator in a multinational company. My education background includes an MBA and an LLB. If you need information on any labor laws, I usually have to refer to various legal books. However, your attachment has been very useful to me and others. Once again, thank you.
Regards,
Sandeep G.
From India, Hyderabad
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Hey Sandhya,
It's a fantastic compilation. I used to hate reading all the laws, but I guess you have made it very easy for me and many others! Thank you a ton for the generous contribution!
Swapna
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It's a fantastic compilation. I used to hate reading all the laws, but I guess you have made it very easy for me and many others! Thank you a ton for the generous contribution!
Swapna
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Dear Sandhya,
Can you provide me with some information regarding leaves, including the types, number, and relevant policies such as holidays, casual leaves, sick leaves, annual leaves, etc.?
Akhilesh
+91-9990481195
ssopcon@yahoo.com/@rediffmail.com
From India, New Delhi
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Can you provide me with some information regarding leaves, including the types, number, and relevant policies such as holidays, casual leaves, sick leaves, annual leaves, etc.?
Akhilesh
+91-9990481195
ssopcon@yahoo.com/@rediffmail.com
From India, New Delhi
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Dear Sir,
I would suggest that every three to six months or annually, the entire presentations be copied onto one DVD and made available for sale at just the cost of the DVD and postal charges for the benefit of all CiteHR members.
Regards,
Yours truly,
SATISH KUMAR
Sr. Manager (HR)
NTPC Foundation, Noida
From India, Delhi
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I would suggest that every three to six months or annually, the entire presentations be copied onto one DVD and made available for sale at just the cost of the DVD and postal charges for the benefit of all CiteHR members.
Regards,
Yours truly,
SATISH KUMAR
Sr. Manager (HR)
NTPC Foundation, Noida
From India, Delhi
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Hello Sandhya,
You don't know how much favor you have done for me through this PPT. Loads of thanks...
Labour laws have been a tough subject for me this semester. I hope things will be easier henceforth. Thanks a lot.
From India, Mumbai
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You don't know how much favor you have done for me through this PPT. Loads of thanks...
Labour laws have been a tough subject for me this semester. I hope things will be easier henceforth. Thanks a lot.
From India, Mumbai
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Dear Mr, Abhishek Arun How can you say it is copy pasting ? this my own creation I gave my time to prepare it. and now please tell me why are you jelleousing. :shock:
From India, Delhi
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From India, Delhi
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Sandhya,
Can you help me dig out labor laws applicable for IT/MNC Offshore Development Centres?
I need an employee to know his/her rights against termination of service or being asked to go. Also, the compensation that he/she can seek in case the grounds provided are insufficient or a fake case can be made to ensure departure (arm wrestle).
Thanks,
Rita
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Can you help me dig out labor laws applicable for IT/MNC Offshore Development Centres?
I need an employee to know his/her rights against termination of service or being asked to go. Also, the compensation that he/she can seek in case the grounds provided are insufficient or a fake case can be made to ensure departure (arm wrestle).
Thanks,
Rita
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Hi friends,, i am looking for labor laww applicable to service sector companies in London, new york and texas. can sum1 help pls.
From India, Mumbai
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From India, Mumbai
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Hi Sandhya,
I saw your Labour Laws Material. It's really good, but there are some acts omitted. For example, the Shops & Establishment Act, Contract Labour Act, Provident Fund Act, State Insurance Act, etc. These are the basic acts applicable to most organizations. Your material does not provide details about the above-mentioned acts. I suggest including the above acts and more in your material.
Regards,
From India, Mumbai
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I saw your Labour Laws Material. It's really good, but there are some acts omitted. For example, the Shops & Establishment Act, Contract Labour Act, Provident Fund Act, State Insurance Act, etc. These are the basic acts applicable to most organizations. Your material does not provide details about the above-mentioned acts. I suggest including the above acts and more in your material.
Regards,
From India, Mumbai
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Dear Sandhya,
I am working with ESI Corporation. Your efforts are commendable, and I am finding no words to praise you. But in the applicability of the Act, you should replace the amount of Rs. 7,500.00 with Rs. 10,000.00 w.e.f. 1.10.06 and Rs. 25,000.00 in respect of disabled employees.
In case of further queries, write to
.
ALL THE BEST...
From India, Hyderabad
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I am working with ESI Corporation. Your efforts are commendable, and I am finding no words to praise you. But in the applicability of the Act, you should replace the amount of Rs. 7,500.00 with Rs. 10,000.00 w.e.f. 1.10.06 and Rs. 25,000.00 in respect of disabled employees.
In case of further queries, write to
ALL THE BEST...
From India, Hyderabad
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Dear Sir/Madam,
We have started a labor law consultancy, and we are now receiving clients. We need to obtain offer letters from our clients, but we currently do not have a standard format for the offer letter. Could you kindly assist us by providing a template for the offer letter?
Thank you for your help.
Sincerely
From India, Bangalore
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We have started a labor law consultancy, and we are now receiving clients. We need to obtain offer letters from our clients, but we currently do not have a standard format for the offer letter. Could you kindly assist us by providing a template for the offer letter?
Thank you for your help.
Sincerely
From India, Bangalore
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Hi,
Thank you, Sandhya, for your help. These documents are wonderful. I need your help with one thing. I am an HR professional working in Mumbai. I want to pursue a diploma in Labour Laws to enhance my knowledge and qualifications. However, I am unable to commit to a regular course due to time constraints. Can you suggest a good university that offers such courses in distance learning mode? Also, could you advise me on how to apply for it?
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Thank you, Sandhya, for your help. These documents are wonderful. I need your help with one thing. I am an HR professional working in Mumbai. I want to pursue a diploma in Labour Laws to enhance my knowledge and qualifications. However, I am unable to commit to a regular course due to time constraints. Can you suggest a good university that offers such courses in distance learning mode? Also, could you advise me on how to apply for it?
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Dear Sandhya,
Please do not engage in these kinds of actions in the future. Taking credit for the hard work of others is absolutely unethical, and as an HR professional, you should be the first to refrain from such behavior. Simply replacing PBS Kumar's name (the original presenter of the presentation) with yours will not lead you anywhere. Those who have credited you for this are mistaken, but that does not make you great in any way.
I hope you will realize.
Regards
From India, New Delhi
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Please do not engage in these kinds of actions in the future. Taking credit for the hard work of others is absolutely unethical, and as an HR professional, you should be the first to refrain from such behavior. Simply replacing PBS Kumar's name (the original presenter of the presentation) with yours will not lead you anywhere. Those who have credited you for this are mistaken, but that does not make you great in any way.
I hope you will realize.
Regards
From India, New Delhi
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Hi Sandhya,
Regarding the labor laws, thanks a lot. Your hard work in compiling many acts and presenting them perfectly is highly appreciated. It will be very useful. Well done and thanks once again.
From India, Pune
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Regarding the labor laws, thanks a lot. Your hard work in compiling many acts and presenting them perfectly is highly appreciated. It will be very useful. Well done and thanks once again.
From India, Pune
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Some more quick pointers of some labour laws mainly bonus, gratuity, PF, ESIC, few more acts...
From India, Mumbai
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From India, Mumbai
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Labour laws compliance.doc
Compliance of labour laws.pdf