Lay-off and Retrenchment –difference between lay-off and
Retrenchment their application, necessary preconditions for their
application, lay-off and retrenchment compensation, special
provisions relating to lay-off, retrenchment, and closure in certain establishments, penalty, and punishment for illegal lay-off or retrenchment, the consequences of illegal lay-off or retrenchment.
Strike and Lockout - Legal and illegal strikes and lockouts,
Justified and unjustified strikes and lockouts, Strike and lockout in public utility services and other industries, Distinction between
lockout and closure, strike and lockout.
This Act applies to wages payable to an employed person in respect of a wage period if such wages for that wage period do not exceed. Six thousand five hundred rupees per month or such other higher sum which, on the basis of figures of the Consumer Expenditure Survey published by the National Sample Survey Organization, the Central Government may after every five years, by notification in the Official Gazette, specify.
Strike and Lockout - Legal and illegal strikes and lockouts,
Justified and unjustified strikes and lockouts, Strike and lockout in public utility services and other industries, Distinction between
lockout and closure, strike and lockout.
This Act applies to wages payable to an employed person in respect of a wage period if such wages for that wage period do not exceed. Six thousand five hundred rupees per month or such other higher sum which, on the basis of figures of the Consumer Expenditure Survey published by the National Sample Survey Organization, the Central Government may after every five years, by notification in the Official Gazette, specify.
BONUS ACT BASICS
A bonus is an extra amount of money that is added to someone's pay, usually because they have worked very hard.
The practice of paying bonus in India appears to have originated during First World War when certain textile mills granted 10% of wages as war bonus to their workers in 1917.
This is a short PPT. It contains the provisions of Unfair Labour Practices and its preventions. It comes under the Industrial Disputes Act. Provisions are complying with relevant case laws. This PPT fulfilling all conditions of a standard PPT.
BONUS ACT BASICS
A bonus is an extra amount of money that is added to someone's pay, usually because they have worked very hard.
The practice of paying bonus in India appears to have originated during First World War when certain textile mills granted 10% of wages as war bonus to their workers in 1917.
This is a short PPT. It contains the provisions of Unfair Labour Practices and its preventions. It comes under the Industrial Disputes Act. Provisions are complying with relevant case laws. This PPT fulfilling all conditions of a standard PPT.
Change in management is very common in business. Both employer & employees get effected with it. The presentation gives reasons,responsibilities of management and rights of an employee.
Sustainable development – meaning, social, economic and
environmental dimensions, principles of sustainable
development. Environment management systems – meaning,
scope, objectives, planning and implementation; ISO 14000;
environmental audit; 4Rs; environmental labeling. World
Business Council for Sustainable Development. Millennium
Development Goals and Sustainable
Development Goals – the role of and implications for business
Acts and Laws (objectives and key provisions):
1. The Industrial Disputes Act, 1947
2. The Industrial Employment (Standing Orders) Act, 1946
3. The Maternity Benefit Act, 1961
4. The Payment of Bonus Act, 1965
5. The Payment of Gratuity Act, 1972
6. The Payment of Wages Act, 1936
7. The Trade Unions Act, 1926
8. The Employees Provident Fund and Miscellaneous
Provisions Act, 1952
9. The Employees Compensation Act, 1923
10. The Sexual Harassment of Women at Workplace
(Prevention, Prohibition and Redressal) Act, 2013
Concept of Social Justice, Working conditions in Organised and
Unorganised sectors; Origin and growth of concept of Labour
Welfare; Scope of Labour Welfare within and outside Factory
premises; Theories of Labour Welfare; Role of Government,
employers and worker trade union vis-a-vis Labour Welfare; Role of Labour Welfare Officer.
Individual and Group-group and intergroup dynamics; managing group in an organization- intragroup behavior and intergroup behavior; self-change- resistance to change- nature of the change-transactional analysis
Reference of industrial disputes for settlement - Settlement
machinery for Industrial Disputes, Conciliation Officer, Board of
Conciliation, Court of Enquiry, Labour Court, Industrial Tribunal
and National Tribunal and Arbitration, their composition, powers,
and duties,
Industrial Relations and Trade Unions
Concept of Industrial Relations - Factors affecting industrial
relations, the importance of Industrial Relations, Collective
bargaining;
International Labour Organisation: Genesis, development and
dimensions, aims, and objectives, Organs of the International
Labour Organisation; Role of the Trade Unions in Modern
Industrial Society of India - Trade Union of Employers and
Workers, their forms and types in India.
principles of reinforcement and Motivation- Types of motivation-Theories of motivation-Requirements of sound motivation-methods of motivating people in the organization; job satisfaction and working environment, work design
Psychology as a science- area of applications – the study of
individual & individual differences-study of behavior stimulus
response behavior heredity and environment
human mind attitude- personality
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A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
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What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
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Business Valuation Principles for EntrepreneursBen Wann
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Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
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2. Layoff ജ ോലിക്കുറവോയതുക ോണ്ട്്തല്ക്ക്കോലം്പിരിച്ചയയ്ക്കു
Suspension or termination of employment (with or without notice) by
the employer or management.
Layoffs are not caused by any fault of the employees but by reasons
such as lack of work, cash, or material.
Permanent layoff is called redundancy.
3. Essentials of lay-off:
(i) There must be failure, refusal or inability on the part of the
employer to give employment to a workman.
(ii) The failure, refusal or inability should be on account of shortage of
coal, power or raw materials or accumulation of stocks or breakdown
of machinery, or natural calamity, or any other connected reason.
(iii) The workman’s name should be on the muster rolls of the
industrial establishment.
(iv) The workman should not have been retrenched.
4. Compensation for Lay-Off (Rights of Workmen):
According to Section 25 C of the Industrial Disputes Act, a workman
who is laid-off is entitled to compensation equivalent to 50 per cent of
the total basic wages and dearness allowance for the period of lay-off.
This right of compensation is, however, subject to the following
conditions:
(i) He is not a badli (a person who is employed as a casual workman who is
working in place of another), or a casual workman.
(ii) His name should be borne on the muster rolls of the establishment.
(iii) He should have completed not less than one year of continuous
service under the employer.
5. A workman is entitled to lay-off compensation at the rate equal to fifty
per cent of the total of the basic wage and dearness allowance for the
period of his lay off except for weekly holidays which may intervene.
Compensation can normally be claimed for not more than forty-five
days during any period of twelve months.
6. Even if lay-off exceeds forty five days during any period
of twelve months no compensation is required to be paid
for the excess period if there is an agreement to that
effect between the workman and the employer.
7. Cases in which a Workman is not Entitled to Lay-Off
Compensation:
Refusal to Accept Alternative Employment:
If a laid off workman refuses to accept alternative employment
provided that such alternative employment is:
(a) In the same establishment from which he has been laid-off or
(b) In any other establishment belonging to the same employer situated
in the town or village within a radius of five miles from the
establishment to which he belongs,
8. (c) In the opinion of the employer the alternative employment does not
call for any special skill or previous experience and can be done by the
workman and
(d) It carries the same wages which would normally have been paid to
the workman in his original employment.
9. Absence From the Establishment:
If the workman does not present himself at the appointed time during
normal working hours at least once a day.
Strike or Go Slow:
If such laying-off is due to a strike or slowing down of production on
the part of workmen in another part of the establishment.
10. Penalty for lay-off and retrenchment without previous
permission
Any employer who contravenes the provisions of section 25M or
section 25N shall be punishable with imprisonment for a term
which may extend to one month, or with fine which may extend to
one thousand rupees, or with both.
11.
12. What is retrenchment? കെലവു്കവട്ടിക്കുറയ്ക്കല്ക്
Retrenchment is a form of dismissal due to no fault of the employee,
it is a process whereby the employer reviews its business needs in
order to increase profits or limit losses, which leads to reducing its
employees.
The employer must give fair reasons for making the decision to
retrench and follow a fair procedure when making such a decision or
the retrenchment may be considered unfair.
13. Retrenchment Compensation
Retrenchment is the termination of an employee by an employer for
reasons other than a punishment meted out by disciplinary action.
Employees terminated in such a manner are financially compensated
by the employer. This kind of compensation is known as retrenchment
compensation.
14. Eligibility for the Compensation
An employee will be considered eligible for retrenchment
compensation on the satisfaction of the following conditions:
The employee must be a workman.
The employee must have offered continuous service for a period of
240 days in the previous 12 months, which will be calculated as a
year of continuous service.
15. Continuous Service
Continuous service means performance of service without any
interruptions. It may be noted that sickness, authorized leave, legal
strikes, lock-outs and work-stoppages (where the worker is not at
fault) cannot be considered as interruption of service. The retrenched
employee must be provided with 15 days of average pay for a year of
continuous service or any part thereof in excess of six months.
16. Average Pay
As already observed, an employee must be provided with 15 days of
average pay for a year of continuous service or any part thereof. He
must be compensated in the manner as described below:
If the workman is being paid on a monthly basis – on the basis of
three calendar months.
If the workman is being paid on a weekly basis – on the basis of
four completed weeks.
If the workman is being paid on a daily basis – On the basis of the
last 12 working days.
17. Retrenchment doesn’t cover the following:
Voluntary retirement of the employee.
Employee’s retirement at the age of superannuation കപന്ഷന്്
ക ോടുത്തുപിരിക്കു
Termination due to non-renewal of the contract.
Termination owing to continued illness.
18. Compliance Requirements
The employer must comply with the following regulations in the
event of a retrenchment:
The workman must be informed of the decision of retrenchment
through a notice. The notice must be issued a month before the
decision is implemented.
The notice must state the reason for infringement.
The workman must be compensated at the time of retrenchment
and not after it.
19. Retrenchment Process and Procedures
Process should be divided into 3 phase
Pre- Retrenchment
Retrenchment and
Post Retrenchment.
20. During Pre- Retrenchment phase, the following steps must be undertaken.
Notification in writing to all employees on company’s planned retrenchment
exercise detailing the reasons, selection process and procedures
Notify the Labour Department pertaining to the retrenchment exercise and file
Form
Prepare retrenchment package in accordance to the required regulations
Conduct individual meeting session with selected employees and explain clearly
every detailed information on terms and lay off package offered and possible other
assistance if required
Issue a comprehensive offer letter with details of the lay-off package, job hand-
over process, checklist of documents and other relevant information
21. During Retrenchment phase, the HR department should:-
Assist employees in job counseling and job re-placement
Provide the employees the necessary advice and information on job
openings within the industry
Provide testimonial letters in support for job application
Post employees profile to the HR networking group within the
industry circle
22. During the post –retrenchment phase, the HR department must at
least get in touch with the employees and find out if they have
secured any jobs. This is to show concern and value their
contributions to the company. Let them know that the company is
willing is ready to give feedback if their potential employers are
seeking for reference check.
23. PENALTY S.25-Q
an employer who contravenes the provisions of s. 25 –N shall be
penalised as follows: • (1) imprisonment up to one month or (2)
fine up to Rs. 1000 (3)with both.
24. Lay-Off
Lay-off is defined in Section 2 (kkk) of the Industrial Disputes Act, 1947
It is temporary
In lay-off, the employer is compelled to refuse employment under certain
circumstances, viz. shortage of raw materials, power, finance, etc., which arise
temporarily in the industry.
When the employer declares lay-off, the industry stops its function.
In lay-off, all the employees or a group of employees are refused to employment.
The laid-off employees are paid laid-off compensation. The payment of gratuity
does not arise in a lay-off.
All of the laid-off employees should be taken back in their usual posts, as soon as
the lay-off lifted out.
25. Retrenchment
Retrenchment is defined in Section 2 (oo) of the Industrial Disputes Act, 1947
Retrenchment is permanent. They may again be appointed in appropriate cases.
In retrenchment, the employer lessens over-burdened employees under
circumstances, viz. Government policies, loss in some departments, etc.
While the process of retrenchment is going on, the industry does not stop its
function. It continues to function.
In retrenchment, the last come first goes. i.e. last employed person is retrenched
first.
The Conditions Precedent are to be followed in case of retrenchment, viz. notice
to the concerned employee, notice to Government in the prescribed manner, etc.
(Sec. 25-F).
The retrenched employees are paid retrenchment compensation - payment of
gratuity
Re-employment of retrenched workmen also takes place in certain circumstances.
But it is, not mandatory that all the retrenched workers should be re-employed.
(Sec 25-H)
26. Closure Section 2 (cc) defines 'Closure'.
Closure means the permanent closing down of a place of employment or part
thereof. A closure is not a weapon in the hands of the employer. It equally effects
on both the employer and employees
A bona fide closure can never be illegal.
Closure signifies the final and irrevocable termination of the business itself.
In the Closure, the relationship between them comes to an end.
The causes for the Closure of industry are permanent or lasting and cannot be
cured.
Generally, the cause of closure is economical, poor quality of maintenance, poor
management, non availability of raw material, Government policies, etc.
Closure cannot be turned into a lockout.