Which is better: to fight a case against an organization for reinstatement with back wages?
Employees who have completed 1 year of service in an organization under the Shops and Establishment Act in Tamil Nadu,
or
Employees who have completed 1 year of service in an organization under the Industrial Disputes Act, 1947.
From India, Chennai
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1Employees who have completed 1 year of service in an organization under the Shops and Establishment Act in Tamil Nadu,
or
Employees who have completed 1 year of service in an organization under the Industrial Disputes Act, 1947.
From India, Chennai
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The objective of the Shops and Commercial Establishments Act is not the redressal of complaints, but the Industrial Disputes Act is meant for dispute redressal. Therefore, a complaint for forced resignation should be filed following the relevant provisions of the ID Act only.
From India, Kannur
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From India, Kannur
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Termination or dismissal challenges under the ID Act
Termination or dismissal in any form can be challenged under the ID Act if the termination is not proper.
The concept of forced resignation
There is nothing called forced resignation because the resignation letter of the employee doesn't bear the reason that his resignation was due to a threat from the employer to sign the letter.
Advice on handling termination or resignation cases
In my view, it's better to search for a new job because your case could linger for several years. You are the best person to decide your course of action. The suggestion is based on your posting.
From India, Mumbai
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Termination or dismissal in any form can be challenged under the ID Act if the termination is not proper.
The concept of forced resignation
There is nothing called forced resignation because the resignation letter of the employee doesn't bear the reason that his resignation was due to a threat from the employer to sign the letter.
Advice on handling termination or resignation cases
In my view, it's better to search for a new job because your case could linger for several years. You are the best person to decide your course of action. The suggestion is based on your posting.
From India, Mumbai
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If you're dealing with a work issue and thinking about taking legal action against your employer, the choice between the Industrial Disputes (ID) Act and the Shops and Establishment Act depends on what the problem is about. The ID Act is more for things like getting unfairly fired or disputes about work conditions in industries, while the Shops and Establishment Act is more about rules for daily work life in places like shops or offices.
If it's about bigger work problems and discussions with your employer, the ID Act might be the way to go. But if it's about everyday things like your work hours or breaks, then the Shops and Establishment Act might be more fitting.
Remember, it's a good idea to talk to a legal expert who can help you figure out which path is best for your specific situation. Every case is different, and understanding these laws will help you make the right choices.
From India, Kolkata
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If it's about bigger work problems and discussions with your employer, the ID Act might be the way to go. But if it's about everyday things like your work hours or breaks, then the Shops and Establishment Act might be more fitting.
Remember, it's a good idea to talk to a legal expert who can help you figure out which path is best for your specific situation. Every case is different, and understanding these laws will help you make the right choices.
From India, Kolkata
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Industrial Disputes Amendment Act 2010.doc
INDUSTRIAL DISPUTES ACT.pdf