Corporate Law : Understand the Karnataka Labour Welfare Fund: Applicability, contributions, benefits for workers, payment process, and penalties f...
Corporate Law : Explore significant High Court rulings from 2024 on the Industrial Disputes Act, including key judgments on workman definitions, e...
Corporate Law : Summary of key 2024 High Court rulings under the Employees' Provident Fund Act, covering employer liabilities, deductions, and mor...
Corporate Law : Explore the concept of layoff under the Industrial Disputes Act, 1947, its legal provisions, procedure, effects on employees and c...
Corporate Law : Key Labour law rulings in November 2024: ESI, ID Act, Provident Fund, and more across various High Courts....
Corporate Law : The Central Government increases minimum wage rates by revising the Variable Dearness Allowance, effective October 1, 2024, aiding...
Corporate Law : Easy steps to file EPF/EPS nomination digitally Submit EPF/EPS Nomination Digitally! Steps to submit EPF/EPS Nomination Digitally:...
Corporate Law : As per the information gathered by me from news/media/notifications etc on new 4 Labour uniform codes few provisions are being imp...
Corporate Law : OFFICE OF THE LABOUR COMMISSIONER LABOUR DEPARTMENT, GNCT OF DELHI 5 – SHAM NATH MARG DELHI- 110054 Public Notice All Shops and ...
Corporate Law : Draft Rules relating to Employee’s Compensation under Code on Social Security, 2020 notified Ministry of Labour and Employment, ...
Corporate Law : The Telangana High Court addressed jurisdiction and employment status in Godrej Agrovet Ltd. Vs Presiding Officer. Key aspects of ...
Corporate Law : The Bombay High Court sets aside the Industrial Court's interim relief, reinstating employer rights to transfer and discipline emp...
Corporate Law : The Allahabad High Court ruled that workers in a statutory canteen operated by a contractor are not employees of Hindustan Aeronau...
Corporate Law : MP High Court upholds Labor Court's authority to include new parties in labor disputes. Manjeet Global Pvt Ltd liable post-unit tr...
Corporate Law : Bombay High Court rejects plea of Venkatesh Seena Naidu in dispute over workman status under Industrial Disputes Act due to delay ...
Corporate Law : The Government of West Bengal extends the jurisdiction of Labour Courts, Industrial Tribunals, and related courts for faster dispu...
Corporate Law : The Central Government increases minimum wage rates by revising the Variable Dearness Allowance, effective October 1, 2024, aiding...
Corporate Law : Learn about the Maharashtra Labour Welfare Fund Amendment Act 2024, raising contribution rates to Rs 25 per employee and thrice fo...
Corporate Law : EPFO constituted committees for drafting schemes under Social Security Code 2020. This article provides details of committees and ...
Corporate Law : Effecting certain provisions of the Code on Social Security, 2020 in respect of Employees’ Provident Funds & Miscellaneous P...
Job or service!!! Whenever one hears the name of this precious or routine word nowadays, one picture depicts in once mind, i.e. person is going to office or work place by wearing official attire and return with boredom in the evening. Some of my colleagues agree with me that presently job timing has changed drastically. […]
(a): The rates of minimum wages fixed for agriculture and nonagricultural workers in the Central Sphere is at Annexure I. The range of minimum wages in the State Sphere is at Annexure II. (b) to (d): There is a wide regional disparity in minimum wages due to variations in socio-economic and agro-climatic conditions, income, prices of essential commodities, paying capacity, productivity and local conditions.
Ministry of Labour & Employment issued notifications enhancing statutory wage ceiling from existing Rs. 6,500/- to ₹ 15,000/-, fixing minimum pension of ₹ 1000/- per month and 20% additional relief on the amount of assurance benefit admissible under EDLI Scheme, 1976.
In this competitive business arena, it is indeed a challenge for every organization to meet the regulatory requirements in terms of compliance. There are many government related taxes that are levied with regard to the monthly payroll for employees and in turn the organizations. The acts and laws that relate to statutory compliance also witness […]
Leave Management/Attendance Management is one of the most vital aspects in workforce management. Leave/Absenteeism may occur in organization due to a wide variety of reasons. Ultimately this is an aspect that directly hits the organizational productivity and indirectly affects the bottom line, therefore the ROI.
Manpower, often referred to as labor is one of the primary concerns of every business. There comes the need of an efficient HR process in place to handle this manpower or labor. When we take HR process, we have two definitions. One part of it is concerned with acquiring manpower which is termed as recruitment […]
The Government is in the process of consulting various stake holders and is yet to take a final decision on the proposal for amending the Minimum Wages Act, 1948 and fixing a statutory National Floor Level Minimum Wage.
Employees’ Provident Funds and Miscellaneous Provisions Act, 1952 statutorily applies to employees getting wages upto Rs. 6500/- in respect of scheduled establishments employing 20 or more workers. State-wise details are given at Annexure.The mechanism to regulate and monitor the implementation of Labour Laws is incorporated in respective Labour Laws. Occasional instances of such nature have been noticed in the Employees Provident Fund offices.
The Labour Laws (Exemption from Furnishing Returns and Maintaining Registers by Certain Establishments) Act, 1988 presently provides for exemption by way of allowing ‘very small’ establishment (employing up to 9 workers) to maintain only one register and submit one return and ‘small establishments’ (employing 10 to 19 workers) to maintain three registers and submit one return. The passage of the Amendment Bill will benefit establishments employing up to 40 workers in maintaining registers and submitting returns electronically under 16 Labour Laws.
In the Payment of Gratuity Act, 1972 (39 of 1972) (hereinafter referred to as ‘the principal Act’), in section 2, for clause (e), the following clause shall be substituted, namely:—‘(e) “employee” means any person (other than an apprentice) who is employed for wages, whether the terms of such employment are express or implied, in any kind of work, manual or otherwise, in or in connection with the work of a factory, mine, oilfield, plantation, port, railway company, shop or other establishment to which this Act applies, but does not include any such person who holds a post under the Central Government or a State Government and is governed by any other Act or by any rules providing for payment of gratuity;’.
