Dear All,
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 <link updated to site home> ( Search On Cite | Search On Google )
The Payment of Gratuity Act, 1972
Bare Act - The Payment of Gratuity Act, 1972 <link updated to site home> ( Search On Cite | Search On Google )
Workmen Compensation Act, 1923
Laws - Workmen's Compensation Act, 1923 <link updated to site home> ( Search On Cite | Search On Google )
The Employees' State Insurance Act, 1948
Laws - Employees' State Insurance Act, 1948
The Employees' Provident Fund and Miscellaneous Provisions Act, 1952
Bare Act - Employees' Provident Fund and Miscellaneous Provisions Act, 1952
Industrial Disputes 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.
Warm Regards,
Suthanthira Selvan
From India, Madras
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79Please 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 <link updated to site home> ( Search On Cite | Search On Google )
The Payment of Gratuity Act, 1972
Bare Act - The Payment of Gratuity Act, 1972 <link updated to site home> ( Search On Cite | Search On Google )
Workmen Compensation Act, 1923
Laws - Workmen's Compensation Act, 1923 <link updated to site home> ( Search On Cite | Search On Google )
The Employees' State Insurance Act, 1948
Laws - Employees' State Insurance Act, 1948
The Employees' Provident Fund and Miscellaneous Provisions Act, 1952
Bare Act - Employees' Provident Fund and Miscellaneous Provisions Act, 1952
Industrial Disputes 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.
Warm Regards,
Suthanthira Selvan
From India, Madras
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Dear Mr. Selvan,
Could you please inform me if there is any website offering an E-News Magazine that provides free access to updates on all Indian Labour Laws, such as recent amendments in the respective Acts, important judgments, announcements, news, and events?
Your prompt reply would be greatly appreciated.
Thanks and regards,
Janak Soni
From India, Surat
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Could you please inform me if there is any website offering an E-News Magazine that provides free access to updates on all Indian Labour Laws, such as recent amendments in the respective Acts, important judgments, announcements, news, and events?
Your prompt reply would be greatly appreciated.
Thanks and regards,
Janak Soni
From India, Surat
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can anybody tell me if i have a notice period of 2 months i need to serve that completely before leaving , i can leave early, what are the legal complications in this case. Thanks for help in advance
From India, Delhi
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From India, Delhi
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Hi, Either you have to serve the notice totally / You have to buy back the notice period by paying the organisation as per their policies. Rgds Bharath R
From India, Madras
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From India, Madras
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Hi Adil,
As correctly mentioned by Bharath, you need to comply with either of the above options; otherwise, the organization may not provide you with a relieving letter and service certificate. While you may not necessarily require the relieving letter and service certificate, until you complete the relieving formalities and obtain these documents, you will still be considered an employee of that organization. Furthermore, if you proceed to join another organization without completing all the necessary formalities with your previous employer, the previous organization can take legal action and even send a notice to your new employer (as it falls under double employment).
Hence, it is advisable to obtain the necessary clearances and then make your move. No employer wants to face legal issues by unintentionally hiring someone who is still bound by commitments to a previous employer. Therefore, your employer may request you to obtain the clearances before rejoining.
Regards,
Kameswarao
From India, Hyderabad
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As correctly mentioned by Bharath, you need to comply with either of the above options; otherwise, the organization may not provide you with a relieving letter and service certificate. While you may not necessarily require the relieving letter and service certificate, until you complete the relieving formalities and obtain these documents, you will still be considered an employee of that organization. Furthermore, if you proceed to join another organization without completing all the necessary formalities with your previous employer, the previous organization can take legal action and even send a notice to your new employer (as it falls under double employment).
Hence, it is advisable to obtain the necessary clearances and then make your move. No employer wants to face legal issues by unintentionally hiring someone who is still bound by commitments to a previous employer. Therefore, your employer may request you to obtain the clearances before rejoining.
Regards,
Kameswarao
From India, Hyderabad
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Hi All,
I am facing a big problem. I worked in a software company for 4.6 years, and now I have secured a job with the Government of India. My current employer has informed me that I will only receive my relieving letter one month after my departure date. I am fulfilling my notice period completely, but I need the legal options available to obtain my relieving letter promptly.
The Government of India strictly requires my relieving letter upon joining. Please respond as soon as possible.
Sudarshan
From India, Bangalore
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I am facing a big problem. I worked in a software company for 4.6 years, and now I have secured a job with the Government of India. My current employer has informed me that I will only receive my relieving letter one month after my departure date. I am fulfilling my notice period completely, but I need the legal options available to obtain my relieving letter promptly.
The Government of India strictly requires my relieving letter upon joining. Please respond as soon as possible.
Sudarshan
From India, Bangalore
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Dear Editor,
There is a change in the 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 an 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 a change in the maximum ceiling of the wage rate.
From India, New Delhi
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There is a change in the 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 an 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 a change in the maximum ceiling of the wage rate.
From India, New Delhi
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Sir I need tamilnadu shops and establishment rules 1948 and its amendments, leave policy of the same If any one please post for me
From India, Coimbatore
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From India, Coimbatore
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Sir, I am an interior designer. I have been working with a Dubai-based company for the last 3 years. Now, they are winding up their business in Hyderabad without settling my dues. I am owed one month's salary, 3 years' gratuity, and payment for accrued leave. Their office is located at the construction site of a hotel.
I would like to know what legal steps I can take in this situation. Please guide me as soon as possible.
From India, Hyderabad
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I would like to know what legal steps I can take in this situation. Please guide me as soon as possible.
From India, Hyderabad
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KRAOS_1954@YAHOO.CO.IN
Hi, I worked for an automobile company in Chennai, and I am from Hyderabad. I worked there for 4 months. Due to not feeling well, I submitted my resignation in March, which they accepted, and asked me to serve a 3-month notice period. After providing my medical certificate and my wife's medical certificate, explaining that I was unwell and needed to take care of my pregnant wife in her 8th month, they requested me to find a replacement for my position before leaving.
However, after serving one month of notice and arranging for a replacement, when I inquired about my relieving date, they asked me to buy out the remaining 2 months of the notice period, which I agreed to and kept the email as proof. Two days later, they changed their stance and insisted that I serve the full 3 months. Due to my ongoing medication and unwillingness to continue under such circumstances, especially as they were not confirming my last working day, I decided to leave the company.
Now they are sending me a notice. How should I deal with companies that continue to trouble employees even after completing the legally required notice period? Please advise.
From India, Hyderabad
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Hi, I worked for an automobile company in Chennai, and I am from Hyderabad. I worked there for 4 months. Due to not feeling well, I submitted my resignation in March, which they accepted, and asked me to serve a 3-month notice period. After providing my medical certificate and my wife's medical certificate, explaining that I was unwell and needed to take care of my pregnant wife in her 8th month, they requested me to find a replacement for my position before leaving.
However, after serving one month of notice and arranging for a replacement, when I inquired about my relieving date, they asked me to buy out the remaining 2 months of the notice period, which I agreed to and kept the email as proof. Two days later, they changed their stance and insisted that I serve the full 3 months. Due to my ongoing medication and unwillingness to continue under such circumstances, especially as they were not confirming my last working day, I decided to leave the company.
Now they are sending me a notice. How should I deal with companies that continue to trouble employees even after completing the legally required notice period? Please advise.
From India, Hyderabad
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Hi, I worked at HDFC Bank Ltd from 2011 to May 2014. For the last financial year, I didn't get the bonus. Kindly tell me whether I am eligible or not. I worked as an assistant manager for the branch. My basic salary is 9335 rupees, and the net sales are 23150.
From India, undefined
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From India, undefined
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Can any one guide me out ? If any company gets dissolved on immediate effect then what are the rights that an employer can get according to the indian labour law
From India, Mumbai
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From India, Mumbai
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Sir,
I have a query. My company has transferred me to a location after two months, and then transferred me again to another place, which is 2000 km away from my house. However, during this period, my father underwent cardiac surgery. I requested for cancellation, but after 15 days, they replied that they are unable to consider my request. I made another request for an additional 20 days to settle matters before relocating, but the company did not respond and did not allow me to enter the office. During this time, I had around 28 days of paid leave.
After some days, I resigned due to my father's unstable condition, citing the standard 60-day notice period requirement. However, the company informed me that they are enforcing only a 10-day notice period and counting it from the transfer date. They still have not allowed me to return to the office. The company is a significant entity worth 70000 crore. Please confirm whether the notice period should be counted before resignation or after. Kindly advise me on what steps I can take.
Thank you.
From India, Bhubaneswar
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I have a query. My company has transferred me to a location after two months, and then transferred me again to another place, which is 2000 km away from my house. However, during this period, my father underwent cardiac surgery. I requested for cancellation, but after 15 days, they replied that they are unable to consider my request. I made another request for an additional 20 days to settle matters before relocating, but the company did not respond and did not allow me to enter the office. During this time, I had around 28 days of paid leave.
After some days, I resigned due to my father's unstable condition, citing the standard 60-day notice period requirement. However, the company informed me that they are enforcing only a 10-day notice period and counting it from the transfer date. They still have not allowed me to return to the office. The company is a significant entity worth 70000 crore. Please confirm whether the notice period should be counted before resignation or after. Kindly advise me on what steps I can take.
Thank you.
From India, Bhubaneswar
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Sir,
I am Bharat, working as a safety officer in a Thermal power plant (contract O&M). As per my appointment letters, I have a one-year agreement. However, due to some politics in our management, they have removed me from my job even though I had 7 months left on my agreement. They informed me at the end of the month and instructed me not to come from the next month.
They did not remove me based on my work performance or behavior; rather, they did so to give the job to their relative.
With this sudden turn of events, what should I do? How can I support my family? Is there any law that requires the company to provide me with 3 months' advance notice or allow me to continue my job for 3 months to find a new job? Please advise me on what steps to take, sir.
From India, Hyderabad
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I am Bharat, working as a safety officer in a Thermal power plant (contract O&M). As per my appointment letters, I have a one-year agreement. However, due to some politics in our management, they have removed me from my job even though I had 7 months left on my agreement. They informed me at the end of the month and instructed me not to come from the next month.
They did not remove me based on my work performance or behavior; rather, they did so to give the job to their relative.
With this sudden turn of events, what should I do? How can I support my family? Is there any law that requires the company to provide me with 3 months' advance notice or allow me to continue my job for 3 months to find a new job? Please advise me on what steps to take, sir.
From India, Hyderabad
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Labr laws for Vendor compliance Management.pdf
Notice of Employee Change.doc