Insights
Deduction and Remittance of Labour Welfare Fund Contribution for 2020 : Compliance Requirements
The Karnataka Labour Welfare Fund Act, 1965 provides for the constitution of Karnataka Labour Welfare Fund for the financing of activities to promote welfare of labour in the State of Karnataka. It is applicable to all establishments, except establishments of the Central or State Governments. The Act mandates employer’s contribution, as also contribution in respect of every employee, whose name appears on the rolls of establishment as on 31st December, to be paid by the employer to the Board in respect of every year. The employer is entitled,
Performance Improvement Programme : A crucial phase for Employer and Employee
It is at the time of recruitment when the employer sets expectations from the employee with regard to his roles and responsibilities. At times, these are subject to change during the tenure of the employment on the basis of skillset and potential of the employee and business needs of the employer. The employee is expected to meet these expectations with reasonable to high degree of diligence, accuracy and perfection in a time bound manner. In many
Eligibility of Employees for payment of Gratuity
It is often a case of ambiguity for employers to decipher eligibility of employees for the payment of gratuity under the Payment of Gratuity Act. The Act stipulates that gratuity shall be payable to an employee on termination of his employment after he has rendered continuous service for not less than 5 years. It is also payable on his superannuation or on his retirement or resignation or on his death
Premise Liability under the Factories Act, 1948
The Factories Act, 1948 regulates the conditions of work, i.e., safety, health & welfare of the workers in factories. It safeguards the interest of the workers. Worker, in the context of a factory, means any person who is employed in any manufacturing process or in premises used for manufacturing process or in any other kind of work incidental to or connected with the manufacturing process. It is immaterial whether the person is employed
Bonus : Not a matter of Grace!
In the realm of employment law, the regime with regard to payment of bonus is often misconceived. The concept is erroneously considered as boon or gift and is described as an ‘ex gratia’ payment. However, bonus is not, as its etymological meaning would suggest, a mere matter of bounty gratuitously made by the employer to his employees, nor is it a matter of deferred wages. The term has gradually acquired
Robust Services Agreement : A Precursor to Engaging Contract Labour
Engagement of Contract Labour proves to be beneficial in speedy completion of assigned work according to specifications and eases burden of the principal employer with respect to extensive supervision and control. Though well intended, the engagement may raise suspicion and questions by labour authorities and courts, if not executed with proper care and caution. The most essential pre-requisite for engagement of Contract Labour in a legally compliant way is to
