Dear All, I would like to know the latest provisions and amendments related to labour law. can anyone tell me about it or from where I will get this information? Regards, Kunal
From India, Nagpur
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2From India, Nagpur
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Good Afternoon Sir, what is latest provisions and amendments related to labour law. pls information for latest provisions thaning you sir Rambabu Boddu
From India, Visakhapatnam
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From India, Visakhapatnam
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Dear Kunal,
There have not been any amendments in labor law recently; only the old ones have been reprinted. The only suggestion is to buy any related book for the Contract Labour Act of 1970 (Central) and the Maharashtra Contract Labour Act of 1971, which will surely help you.
From India, Mumbai
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There have not been any amendments in labor law recently; only the old ones have been reprinted. The only suggestion is to buy any related book for the Contract Labour Act of 1970 (Central) and the Maharashtra Contract Labour Act of 1971, which will surely help you.
From India, Mumbai
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Dear All, Latest Amendments in labour dept is L.W.F. has revised ,previous it was employees Rs. 3/- employer Rs.6/- but revised employees Rs.6/- employers Rs.9/- w e f dec-2011. regards, saraswathi
From India, Bangalore
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From India, Bangalore
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Dear Mr. Kunal,
The following amendments and latest provisions related to Labour Laws:
1. The Factories Act - 1948: Many changes have been made, such as in Welfare Measures like Canteen, Creche, Appointment of Safety Officers, etc. Employers should not face any police action leading to an FIR in case of accidents resulting in death.
2. The ESI Act - 1948: Wage ceiling for employee coverage is up to Rs. 15,000 per month. Conveyance Allowance is excluded from the wage calculation. Maintenance of previous records for inspection is required for up to 5 years.
3. The EPF Act - 1952: Under EDLI, the benefit has been increased from Rs. 1,00,000 to Rs. 1,30,000.
4. The Workmen Compensation Act - 1923: Compensation for Death ranges from a minimum of Rs. 1,20,000 to a maximum of Rs. 4,25,000. For Permanent Disablement, the minimum is Rs. 1,40,000 and the maximum is Rs. 5,40,000. The computation for compensation calculation based on wages has been extended from Rs. 4,000 to Rs. 8,000. The Act may be amended as the Employees Compensation Act. Casual Laborers are also covered under the latest amendment.
5. The Payment of Wages Act - 1936: Wages should be paid either through bank deposits or by cheque.
6. The Payment of Bonus Act - 1965: Proposed amendments include extending the wage ceiling from Rs. 10,000 to Rs. 15,000 and the computation of Bonus from Rs. 3,500 to Rs. 5,000. The minimum Bonus has been increased from 8.33% to 11%.
7. The Payment of Gratuity Act - 1972: The maximum payment under Gratuity has been increased from Rs. 3,50,000 to Rs. 10,00,000. Compulsory Insurance coverage for employees is mandated under the Gratuity Act.
8. The Industrial Dispute Act - 1947: According to U/s 11a and the impact of Sec 2a, any workmen can directly approach the Labour Court and Tribunal without conciliation if they are discharged, dismissed, or terminated from service.
9. The Contract Labour Act - 1970: Non-compliance with statutory provisions deems contract laborers as employees of the principal employer.
Regards,
V.R. Rao Pulipaka.
From India, Bangalore
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The following amendments and latest provisions related to Labour Laws:
1. The Factories Act - 1948: Many changes have been made, such as in Welfare Measures like Canteen, Creche, Appointment of Safety Officers, etc. Employers should not face any police action leading to an FIR in case of accidents resulting in death.
2. The ESI Act - 1948: Wage ceiling for employee coverage is up to Rs. 15,000 per month. Conveyance Allowance is excluded from the wage calculation. Maintenance of previous records for inspection is required for up to 5 years.
3. The EPF Act - 1952: Under EDLI, the benefit has been increased from Rs. 1,00,000 to Rs. 1,30,000.
4. The Workmen Compensation Act - 1923: Compensation for Death ranges from a minimum of Rs. 1,20,000 to a maximum of Rs. 4,25,000. For Permanent Disablement, the minimum is Rs. 1,40,000 and the maximum is Rs. 5,40,000. The computation for compensation calculation based on wages has been extended from Rs. 4,000 to Rs. 8,000. The Act may be amended as the Employees Compensation Act. Casual Laborers are also covered under the latest amendment.
5. The Payment of Wages Act - 1936: Wages should be paid either through bank deposits or by cheque.
6. The Payment of Bonus Act - 1965: Proposed amendments include extending the wage ceiling from Rs. 10,000 to Rs. 15,000 and the computation of Bonus from Rs. 3,500 to Rs. 5,000. The minimum Bonus has been increased from 8.33% to 11%.
7. The Payment of Gratuity Act - 1972: The maximum payment under Gratuity has been increased from Rs. 3,50,000 to Rs. 10,00,000. Compulsory Insurance coverage for employees is mandated under the Gratuity Act.
8. The Industrial Dispute Act - 1947: According to U/s 11a and the impact of Sec 2a, any workmen can directly approach the Labour Court and Tribunal without conciliation if they are discharged, dismissed, or terminated from service.
9. The Contract Labour Act - 1970: Non-compliance with statutory provisions deems contract laborers as employees of the principal employer.
Regards,
V.R. Rao Pulipaka.
From India, Bangalore
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(Fact Checked)-The user's reply contains accurate information regarding the latest provisions and amendments related to various labor laws. Well done! (1 Acknowledge point)
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Sir , my name ramkishore. Iam starting in hr career Present Year , i have information EPF salary contributions Present time
From India, Mumbai
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From India, Mumbai
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Dear Kunal,
Please keep in touch with the following sites:
- [url=http://labour.nic.in] http://ashusaini.blogspot.com/2011/02/latest-amendments-in-labour-laws-labour.html
Also, see the attachment.
Regards,
Kumar S.
From India, Bangalore
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Please keep in touch with the following sites:
- [url=http://labour.nic.in] http://ashusaini.blogspot.com/2011/02/latest-amendments-in-labour-laws-labour.html
Also, see the attachment.
Regards,
Kumar S.
From India, Bangalore
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Dear Senthil, Funeral Expenses has been revised from 2500/- to 5000/- under ESIC ACt,1948
From India, Mumbai
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From India, Mumbai
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(Fact Checked)-The information provided in the user reply is correct regarding the revision of Funeral Expenses under the ESIC Act, 1948. (1 Acknowledge point)
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Dear Senthil, Funeral Expenses has been revised from 2500/- to 5000/- under ESIC ACt,1948 Edit/Delete Message
From India, Mumbai
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From India, Mumbai
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Dear Senthil In Tamil nadu the LWF contribution is as below Employee : Rs.7/- Employer : Rs.14 /- Hope help this to you Regards, Karthikeyan.S
From India, Madras
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From India, Madras
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Dear All, could you please tell about recent minimum wage in maharashtra effective from january,2012 onwards Your Truly, Sunil Choughuel
From India, Mumbai
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From India, Mumbai
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This is the latest development in enforcing PF:
Employer Liable for Default in Contribution to PF: SC:
The Supreme Court has ruled that the proceedings for the recovery of damages can be initiated against the employer for their default in making payment of contribution to the provident fund even though they come under the exempted establishments under the Employees Provident Funds and Miscellaneous Provisions Act, 1952. We hold that in a case of default by the employer by an exempted establishment, in making its contribution to the Provident Fund, Section 14B of the Employees Provident Funds and Miscellaneous Provisions Act, 1952, will be applicable, said an SC bench in its judgment on Wednesday. The exempted establishments mean an establishment in respect of which an exemption has been granted under Section 17 of the Act from the operation of all or any of the provisions of any scheme or the insurance scheme, as the case may be, whether such exemption has been granted to the establishment as such or to any person or class of persons employed therein. The SC set aside the order of the Calcutta High Court, saying it failed to discern the correct principle of interpretation of a social welfare legislation. Under the Directive Principles, the state has the obligation for securing just and humane conditions of work which includes a living wage and decent standard of life, the SC said. - The Economic Times: Business News, Personal Finance, Financial News, India Stock Market Investing, Economy News, SENSEX, NIFTY, NSE, BSE Live, IPO News
Tnx
Kumar.S.
From India, Bangalore
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Employer Liable for Default in Contribution to PF: SC:
The Supreme Court has ruled that the proceedings for the recovery of damages can be initiated against the employer for their default in making payment of contribution to the provident fund even though they come under the exempted establishments under the Employees Provident Funds and Miscellaneous Provisions Act, 1952. We hold that in a case of default by the employer by an exempted establishment, in making its contribution to the Provident Fund, Section 14B of the Employees Provident Funds and Miscellaneous Provisions Act, 1952, will be applicable, said an SC bench in its judgment on Wednesday. The exempted establishments mean an establishment in respect of which an exemption has been granted under Section 17 of the Act from the operation of all or any of the provisions of any scheme or the insurance scheme, as the case may be, whether such exemption has been granted to the establishment as such or to any person or class of persons employed therein. The SC set aside the order of the Calcutta High Court, saying it failed to discern the correct principle of interpretation of a social welfare legislation. Under the Directive Principles, the state has the obligation for securing just and humane conditions of work which includes a living wage and decent standard of life, the SC said. - The Economic Times: Business News, Personal Finance, Financial News, India Stock Market Investing, Economy News, SENSEX, NIFTY, NSE, BSE Live, IPO News
Tnx
Kumar.S.
From India, Bangalore
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(Fact Checked)-[The information provided regarding the Supreme Court ruling on employer liability for default in PF contributions is accurate and relevant to labor law updates. Thank you for sharing this important development.] (1 Acknowledge point)
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Dear Sunils, Kunals & Senthils, Why don’t you see this thread from the beginning all your queries were already answered here itself. Pl.take some pains to go thro' .
From India, Bangalore
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From India, Bangalore
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Hello Sir / Madam, I am Kamalnath from Veerometals bangalore, we would like to join your organization. Request you to help us by providing information
From India, Bangalore
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From India, Bangalore
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Dear Kamal,
We are not an organization; "we" means every one of us, including you, me, and others like us. We share whatever we know and have access to. You may also know things that we are not aware of. Therefore, closely observe all these posts as we learn from many of them. Learning is a continuous process that never ends. We welcome you. If you have specific queries or doubts related to your profession, studies, etc., we are happy to assist you. There is an ocean of information available to us; let us absorb it gradually.
All the best,
Kumar S.
From India, Bangalore
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We are not an organization; "we" means every one of us, including you, me, and others like us. We share whatever we know and have access to. You may also know things that we are not aware of. Therefore, closely observe all these posts as we learn from many of them. Learning is a continuous process that never ends. We welcome you. If you have specific queries or doubts related to your profession, studies, etc., we are happy to assist you. There is an ocean of information available to us; let us absorb it gradually.
All the best,
Kumar S.
From India, Bangalore
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Dear Mr. Kumar,
Thank you for informing me about the increase in the funeral benefit limit to Rs. 10,000. Could you please advise me on how I should update my records to reflect these new amendments? Also, kindly provide guidance on where to access the necessary information.
Your assistance in sharing this information would be greatly appreciated as it will be beneficial for us.
Thank you.
From India, Madras
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Thank you for informing me about the increase in the funeral benefit limit to Rs. 10,000. Could you please advise me on how I should update my records to reflect these new amendments? Also, kindly provide guidance on where to access the necessary information.
Your assistance in sharing this information would be greatly appreciated as it will be beneficial for us.
Thank you.
From India, Madras
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Dear All,
You may also follow the below link for 'latest amendments in Labour Laws' and lots more..................
Latest amendments in Labour Laws - Banyan
Latest amendments in Labour Laws – Banyan
From India, Madras
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You may also follow the below link for 'latest amendments in Labour Laws' and lots more..................
Latest amendments in Labour Laws - Banyan
Latest amendments in Labour Laws – Banyan
From India, Madras
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[QUOTE=Ramanath1976;2027167]Dear Mr. Kumar,
Thanks for the information that the funeral benefit limit has been increased to Rs. 10,000. Can you please let me know how I should update these new amendments and where to access the information?
Please share this information as it will be useful to us.
You can browse through ESI's website using the ID ESIC to find all the information, notifications, and other relevant details for your guidance.
Regards,
Kumar S.
From India, Bangalore
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Thanks for the information that the funeral benefit limit has been increased to Rs. 10,000. Can you please let me know how I should update these new amendments and where to access the information?
Please share this information as it will be useful to us.
You can browse through ESI's website using the ID ESIC to find all the information, notifications, and other relevant details for your guidance.
Regards,
Kumar S.
From India, Bangalore
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Hi,
You may also follow the link below for the latest amendments in labor laws and more: [Latest amendments in Labour Laws – Banyan](http://banyanhr.com/?p=2186)
From India, Madras
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You may also follow the link below for the latest amendments in labor laws and more: [Latest amendments in Labour Laws – Banyan](http://banyanhr.com/?p=2186)
From India, Madras
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Hi,
Who all are eligible for Gratuity, and how do we deduct gratuity from employees' salary? Is it mandatory to deduct the salary from day one? I would like to request you to kindly brief on this deduction, please.
From India, Khopoli
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Who all are eligible for Gratuity, and how do we deduct gratuity from employees' salary? Is it mandatory to deduct the salary from day one? I would like to request you to kindly brief on this deduction, please.
From India, Khopoli
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(Fact Checked)-[The eligibility for gratuity is determined by the Payment of Gratuity Act, 1972. Employees who have completed 5 years of continuous service are eligible. The gratuity calculation is based on a formula specified in the Act. Deductions should be made as per the Act's guidelines. It's not mandatory to deduct from day one. For detailed information, refer to the Payment of Gratuity Act, 1972.] (1 Acknowledge point)
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Dear Mr.V.R.Rao Pulipaka., Please share the notification of Bonus Amendment increase up to 3500 to 5000
From India, New Delhi
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From India, New Delhi
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Please go through the below link to find the latest amendments under labor laws: [Home - Social Security - Latest Notification/Amendments: Ministry of Labor and Employment, Government of India](http://labour.gov.in) ([link updated to site home](https://www.citehr.com//results.php?q=Home Social Security Latest Notification/Amendments:Ministry of Labour and Employment Government of India | [Search On Google](https://www.google.com/search?q=Home Social Security Latest Notification/Amendments:Ministry of Labour and Employment Government of India)))
Thanks & Regards,
Ashutosh Srivastava
From India, Mumbai
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Thanks & Regards,
Ashutosh Srivastava
From India, Mumbai
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(Fact Checked)-The user's reply is correct. The link provided directs to the Ministry of Labour and Employment's website for the latest amendments under labor laws in India. (1 Acknowledge point)
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Dear Kunal,
My husband passed away at the age of 45 after one year of service at a corporate company. They have only provided me with 15 days of basic salary as gratuity and no superannuation. Additionally, they gave 5000rs towards funeral expenses. Please guide me on what I should do.
Thank you.
From India, Mumbai
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My husband passed away at the age of 45 after one year of service at a corporate company. They have only provided me with 15 days of basic salary as gratuity and no superannuation. Additionally, they gave 5000rs towards funeral expenses. Please guide me on what I should do.
Thank you.
From India, Mumbai
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Employee Benefits.doc
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(Fact Checked)-[The user reply needs improvement in clarity and grammar. The latest provisions and amendments related to labor law can be found on official government websites or by referring to updated labor law books.] (1 Acknowledge point)