This document announces a 3-day workshop on Advanced Labour Laws being held from November 6-8, 2017 at the Sunfort Hotel in Lahore, Pakistan. The workshop is designed for senior professionals who want to specialize and gain advanced knowledge of labour laws and recent developments. It will be led by Mr. Asif Amin, an advocate with over 17 years of experience advising multi-national companies. The workshop will cover numerous topics related to labour laws, including workers profit participation, terms and conditions, working hours and overtime laws, bonuses, gratuity, provident funds, social security, and industrial relations. Attendees will include HR, industrial relations, and administration professionals.
The Fair Work Act And Modern Award System | EmploysureEmploysure AU
This presentation provides an overview to The Fair Work Act and Modern Award System in Australia. It answers the questions: What is the Fair Work Act? What is a Modern Award? What is the Fair Work Ombudsman? And what is The Fair Work Information Statement?
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Employsure is Australia’s leading workplace relations specialist – providing support with employment relations, HR services, and workplace health & safety. Employsure works alongside employers to set solid foundations for business success. With highly skilled professionals assisting over 24,000 business owners Australia-wide, Employsure provides small to medium-sized businesses with the tools, advice, and assistance to be workplace confident.
Instilling Workplace Confidence
Employsure’s main objective as workplace relations specialists is to give business owners peace of mind when they need it most. This is achieved by providing employers advice on the Fair Work Act, National Employment Standards (NES), and relevant Modern Awards. Employsure clients receive tailored documentation such as employment contracts, policies, and procedures – as well as immediate updates of relevant legislative changes. May the situation present itself, Employsure also provides its clients with representation and legal protection.
Employsure also reviews workplace health and safety processes and documents to identify specific gaps and solutions. Based on this, best practice tools are provided to lay the foundations for ensuring a fair and safe workplace.
In essence, Employsure believes that all business owners, no matter their size, deserve access to comprehensive, quality and honest advice – and support that is scalable to the needs of their business.
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CONNECT WITH US
Email: comms@employsure.com.au
Website: https://employsure.com.au/
YouTube: https://www.youtube.com/user/Employsure/
Facebook: https://www.facebook.com/employsure.com.au/
LinkedIn: https://au.linkedin.com/company/employsure
Twitter: https://twitter.com/Employsure
Instagram: https://www.instagram.com/employsure/
"Valid Termination: Substantive and Procedural Requirement under the Labor Code of the Philippines" presented by a Senior Corporate Lawyer of Kittelson & Carpo Consulting. Discussion Topic from ANZCHAM Coffee Mornings - October 28, 2015
The Fair Work Act And Modern Award System | EmploysureEmploysure AU
This presentation provides an overview to The Fair Work Act and Modern Award System in Australia. It answers the questions: What is the Fair Work Act? What is a Modern Award? What is the Fair Work Ombudsman? And what is The Fair Work Information Statement?
--------
Employsure is Australia’s leading workplace relations specialist – providing support with employment relations, HR services, and workplace health & safety. Employsure works alongside employers to set solid foundations for business success. With highly skilled professionals assisting over 24,000 business owners Australia-wide, Employsure provides small to medium-sized businesses with the tools, advice, and assistance to be workplace confident.
Instilling Workplace Confidence
Employsure’s main objective as workplace relations specialists is to give business owners peace of mind when they need it most. This is achieved by providing employers advice on the Fair Work Act, National Employment Standards (NES), and relevant Modern Awards. Employsure clients receive tailored documentation such as employment contracts, policies, and procedures – as well as immediate updates of relevant legislative changes. May the situation present itself, Employsure also provides its clients with representation and legal protection.
Employsure also reviews workplace health and safety processes and documents to identify specific gaps and solutions. Based on this, best practice tools are provided to lay the foundations for ensuring a fair and safe workplace.
In essence, Employsure believes that all business owners, no matter their size, deserve access to comprehensive, quality and honest advice – and support that is scalable to the needs of their business.
--------
CONNECT WITH US
Email: comms@employsure.com.au
Website: https://employsure.com.au/
YouTube: https://www.youtube.com/user/Employsure/
Facebook: https://www.facebook.com/employsure.com.au/
LinkedIn: https://au.linkedin.com/company/employsure
Twitter: https://twitter.com/Employsure
Instagram: https://www.instagram.com/employsure/
"Valid Termination: Substantive and Procedural Requirement under the Labor Code of the Philippines" presented by a Senior Corporate Lawyer of Kittelson & Carpo Consulting. Discussion Topic from ANZCHAM Coffee Mornings - October 28, 2015
Small Claims 2017: Essential Law, Winning Strategies for Lawyers & Paralegals Evelyn Perez Youssoufian
An employment law primer for paralegals and lawyers, including: Jurisdiction, Possible Claims, Human Rights, Employment Contracts, Wrongful Dismissal, including how to calculate reasonable notice
Unfair Dismissal - Misconduct (2 of 4) Webinar SlidesShorebird RPO
In the second webinar of this series on unfair dismissal, Barrister Helen Gardiner gives us a whistle stop tour of Misconduct and what an employer really should know.
If you would like to view the full webinar, please email marketing@shorebird-rpo.com and we will happily email the recording immediately, or why not join our LinkedIn Webinar Network to access all our archives http://linkd.in/1acZPdh
Philippine Labor Laws
Authorized Causes for Dismissal of Employee
Employee Discipline and Termination
The two most commonly used grounds for termination of employee are the Authorized Causes under Article 283 and 284 of the Labor Code, and the Just Causes under Article 282. Below are the authorized causes for termination of employment.
As maybe broadly defined, authorized causes for dismissal of employee refer to those lawful grounds for termination which in general do not arise from fault or negligence of the employee. “Authorized causes” are distinguished from “just causes” under Article 282 in that the latter are always based on acts attributable to the employee’s own fault or negligence.
Authorized causes: Valid grounds for downsizing the workforce. The Philippine Labor Code allows the employer to downsize its workforce based on authorized causes: installation of labor-saving devices, redundancy, retrenchment, closing of business, and disease. Authorized cause is part of substantive due process in Philippine Labor Law.
Procedural Due Process: Step by Step Procedure. Whether an employee is dismissed for just cause or authorized cause, the employer is required to observe procedural due process or the step-by-step procedure. Procedural due process is an aspect of due process.
Illegal Dismissal: Consequences for No Due Process. Philippine Labor Law emphasizes the importance of observing due process in case of employee termination. If due process is not observed, the employer could be held liable for illegal dismissal which carry the following consequences: full backwages, reinstatement, separation pay, moral damages, exemplary damages, nominal damages, attorney's fees, joint and solidary liability.
Just Causes: Valid Grounds for Dismissing an Employee. The Labor Code authorizes the employer to dismiss an employee based on just causes: serious misconduct, willful disobedience (insubordination), gross and habitual neglect of duties, fraud, willful breach of trust, loss of confidence, commission of a crime or offense, analogous cause, gross inefficiency. Just cause is part of substantive due process in Philippine Labor Law.
Small Claims 2017: Essential Law, Winning Strategies for Lawyers & Paralegals Evelyn Perez Youssoufian
An employment law primer for paralegals and lawyers, including: Jurisdiction, Possible Claims, Human Rights, Employment Contracts, Wrongful Dismissal, including how to calculate reasonable notice
Unfair Dismissal - Misconduct (2 of 4) Webinar SlidesShorebird RPO
In the second webinar of this series on unfair dismissal, Barrister Helen Gardiner gives us a whistle stop tour of Misconduct and what an employer really should know.
If you would like to view the full webinar, please email marketing@shorebird-rpo.com and we will happily email the recording immediately, or why not join our LinkedIn Webinar Network to access all our archives http://linkd.in/1acZPdh
Philippine Labor Laws
Authorized Causes for Dismissal of Employee
Employee Discipline and Termination
The two most commonly used grounds for termination of employee are the Authorized Causes under Article 283 and 284 of the Labor Code, and the Just Causes under Article 282. Below are the authorized causes for termination of employment.
As maybe broadly defined, authorized causes for dismissal of employee refer to those lawful grounds for termination which in general do not arise from fault or negligence of the employee. “Authorized causes” are distinguished from “just causes” under Article 282 in that the latter are always based on acts attributable to the employee’s own fault or negligence.
Authorized causes: Valid grounds for downsizing the workforce. The Philippine Labor Code allows the employer to downsize its workforce based on authorized causes: installation of labor-saving devices, redundancy, retrenchment, closing of business, and disease. Authorized cause is part of substantive due process in Philippine Labor Law.
Procedural Due Process: Step by Step Procedure. Whether an employee is dismissed for just cause or authorized cause, the employer is required to observe procedural due process or the step-by-step procedure. Procedural due process is an aspect of due process.
Illegal Dismissal: Consequences for No Due Process. Philippine Labor Law emphasizes the importance of observing due process in case of employee termination. If due process is not observed, the employer could be held liable for illegal dismissal which carry the following consequences: full backwages, reinstatement, separation pay, moral damages, exemplary damages, nominal damages, attorney's fees, joint and solidary liability.
Just Causes: Valid Grounds for Dismissing an Employee. The Labor Code authorizes the employer to dismiss an employee based on just causes: serious misconduct, willful disobedience (insubordination), gross and habitual neglect of duties, fraud, willful breach of trust, loss of confidence, commission of a crime or offense, analogous cause, gross inefficiency. Just cause is part of substantive due process in Philippine Labor Law.
Legal And Regulatory Requirements Related To An Organization MansiGupta413277
Taking steps to meet your legal obligations might seem like a management no-brainer, but only fulfilling your minimum requirements might result in missed opportunities. Understanding the reasons for the various rules, laws and regulations that govern your business will help you take advantage of any benefits they offer while ensuring you stay in compliance at all times.
Choosing the appropriate legal structure is a crucial decision for any startup.What are the basic forms of doing business and their relative benefits? Essential procedures and prerequisites of each form of business.
Contractual safeguards: How do we limit contractual liability? Relevant stakeholders (promoters/co-founders; employees; consultants; clients and vendors) and the respective contract liability mitigating strategies.
Data Protection: How do we protect the competitive value of data in our business? Data protection is distinct from IPRs, and therefore, we must understand the legal framework of protecting data and the relevant international trends in this regard.
Eminent offers a range of courses that will enhance your
skills, improving efficiency and productivity. Successful people invest in
themselves and Eminent has been assisting individuals for the last 25 years
in the process by offering an extensive range of courses, at affordable
prices. Our courses are delivered by subject matter experts with both
training as well as industry experience. They are not only professional, but
also considerate and sensitive towards varying individual needs and provide
the necessary support to every participant during the learning process.
Eminent offers a range of courses that will enhance your
skills, improving efficiency and productivity. Successful people invest in
themselves and Eminent has been assisting individuals for the last 25 years
in the process by offering an extensive range of courses, at affordable
prices. Our courses are delivered by subject matter experts with both
training as well as industry experience. They are not only professional, but
also considerate and sensitive towards varying individual needs and provide
the necessary support to every participant during the learning process.
How to Begin Secretarial Audit (Compliance of All Applicable Law )Pavan Kumar Vijay
My Presentation at ICSI on 13/03/2015- "How to Begin- Secretarial Audit".
Secretarial Audit is a process to check compliance with –
• the provisions of various laws and Rules/Regulations/Procedures,
• maintenance of books, records etc,
• by an independent professional to ensure that the company has complied with the legal and procedural requirements and also followed due processes.
• the Board of Directors has to give explanation in the Board’s Report to every qualification and observation or other adverse remark made by the Secretarial Auditor.
•So we can say that the Board of Directors has to ensure that there should be a system in the company through which Compliance Officer can Control on all compliances under all applicable Laws.
Read more...
Lifting the Corporate Veil. Power Point Presentationseri bangash
"Lifting the Corporate Veil" is a legal concept that refers to the judicial act of disregarding the separate legal personality of a corporation or limited liability company (LLC). Normally, a corporation is considered a legal entity separate from its shareholders or members, meaning that the personal assets of shareholders or members are protected from the liabilities of the corporation. However, there are certain situations where courts may decide to "pierce" or "lift" the corporate veil, holding shareholders or members personally liable for the debts or actions of the corporation.
Here are some common scenarios in which courts might lift the corporate veil:
Fraud or Illegality: If shareholders or members use the corporate structure to perpetrate fraud, evade legal obligations, or engage in illegal activities, courts may disregard the corporate entity and hold those individuals personally liable.
Undercapitalization: If a corporation is formed with insufficient capital to conduct its intended business and meet its foreseeable liabilities, and this lack of capitalization results in harm to creditors or other parties, courts may lift the corporate veil to hold shareholders or members liable.
Failure to Observe Corporate Formalities: Corporations and LLCs are required to observe certain formalities, such as holding regular meetings, maintaining separate financial records, and avoiding commingling of personal and corporate assets. If these formalities are not observed and the corporate structure is used as a mere façade, courts may disregard the corporate entity.
Alter Ego: If there is such a unity of interest and ownership between the corporation and its shareholders or members that the separate personalities of the corporation and the individuals no longer exist, courts may treat the corporation as the alter ego of its owners and hold them personally liable.
Group Enterprises: In some cases, where multiple corporations are closely related or form part of a single economic unit, courts may pierce the corporate veil to achieve equity, particularly if one corporation's actions harm creditors or other stakeholders and the corporate structure is being used to shield culpable parties from liability.
Defending Weapons Offence Charges: Role of Mississauga Criminal Defence LawyersHarpreetSaini48
Discover how Mississauga criminal defence lawyers defend clients facing weapon offence charges with expert legal guidance and courtroom representation.
To know more visit: https://www.saini-law.com/
Guide on the use of Artificial Intelligence-based tools by lawyers and law fi...Massimo Talia
This guide aims to provide information on how lawyers will be able to use the opportunities provided by AI tools and how such tools could help the business processes of small firms. Its objective is to provide lawyers with some background to understand what they can and cannot realistically expect from these products. This guide aims to give a reference point for small law practices in the EU
against which they can evaluate those classes of AI applications that are probably the most relevant for them.
Responsibilities of the office bearers while registering multi-state cooperat...Finlaw Consultancy Pvt Ltd
Introduction-
The process of register multi-state cooperative society in India is governed by the Multi-State Co-operative Societies Act, 2002. This process requires the office bearers to undertake several crucial responsibilities to ensure compliance with legal and regulatory frameworks. The key office bearers typically include the President, Secretary, and Treasurer, along with other elected members of the managing committee. Their responsibilities encompass administrative, legal, and financial duties essential for the successful registration and operation of the society.
Car Accident Injury Do I Have a Case....Knowyourright
Every year, thousands of Minnesotans are injured in car accidents. These injuries can be severe – even life-changing. Under Minnesota law, you can pursue compensation through a personal injury lawsuit.
Matthew Professional CV experienced Government LiaisonMattGardner52
As an experienced Government Liaison, I have demonstrated expertise in Corporate Governance. My skill set includes senior-level management in Contract Management, Legal Support, and Diplomatic Relations. I have also gained proficiency as a Corporate Liaison, utilizing my strong background in accounting, finance, and legal, with a Bachelor's degree (B.A.) from California State University. My Administrative Skills further strengthen my ability to contribute to the growth and success of any organization.
In 2020, the Ministry of Home Affairs established a committee led by Prof. (Dr.) Ranbir Singh, former Vice Chancellor of National Law University (NLU), Delhi. This committee was tasked with reviewing the three codes of criminal law. The primary objective of the committee was to propose comprehensive reforms to the country’s criminal laws in a manner that is both principled and effective.
The committee’s focus was on ensuring the safety and security of individuals, communities, and the nation as a whole. Throughout its deliberations, the committee aimed to uphold constitutional values such as justice, dignity, and the intrinsic value of each individual. Their goal was to recommend amendments to the criminal laws that align with these values and priorities.
Subsequently, in February, the committee successfully submitted its recommendations regarding amendments to the criminal law. These recommendations are intended to serve as a foundation for enhancing the current legal framework, promoting safety and security, and upholding the constitutional principles of justice, dignity, and the inherent worth of every individual.
Synopsis On Annual General Meeting/Extra Ordinary General Meeting With Ordinary And Special Businesses And Ordinary And Special Resolutions with Companies (Postal Ballot) Regulations, 2018
A "File Trademark" is a legal term referring to the registration of a unique symbol, logo, or name used to identify and distinguish products or services. This process provides legal protection, granting exclusive rights to the trademark owner, and helps prevent unauthorized use by competitors.
Visit Now: https://www.tumblr.com/trademark-quick/751620857551634432/ensure-legal-protection-file-your-trademark-with?source=share
Training "Advance Labour Laws (for Senior Professionals Specialization)"
1. facebook.com/Softax twitter.com/SoftaxGroup google.com/+SoftaxGroup
Registration & Details: 042-36312148 , 03214144002
SpecializationforSenior
Professionals
06, 07,08-November , 2017
at Sunfort Hotel, Lahore
ABOUT SOFTAX
Softax (Private) Limited has been established in 1997 with an objective to part with
affordable quality training in the field of Taxation & Corporate laws, Internal Audit,
Accounting and Finance etc. by introducing a unique teaching concept of “learning
for solutions”. Today Softax is proud to have trained over 25,000 Corporate
Executives and arranged more than 800 workshops and short courses.
INTRODUCTION
This 03 days advance learning programme is specially designed to support senior professionals
who want to specialize in and get advance knowledge with valuable insights into Labour Laws
and its Recent Developments. An excellent understanding of the labour laws will enhance and
professionals will be enabled to correctly implement the law in their organisation as well to save
organisations from future expected legal risks.
RESOURCE PERSON
Mr. Asif Amin (Advocate)
3-Days long workshop on
Mr. Asif Amin (Advocate ) has over 17 years of service experience in multi-national and well
reputed national organizations.
Some of his renowned serving organizations' sectors include Pharmaceutical, Banking,
Telecommunication, FMCGs, Health Care etc.
He has conducted numerous workshops on corporate management & legal topics (includes
complete range of Industrial Relations Laws, Employment Laws, HRM etc with practicle
approches), imparted training to senior professionals of various leading multi-national and well
known organizations in Pakistan.
He has provided training to over 6000 senior professionals from more than 700 plus leading
MNCs and Well Known Corporate Organizations in Pakistan.
He is enrolled Advocate and being a Legal Consultant specific dealing in Human Resources
Management, Industrial Relations , Employment & Commercial Laws.
Advanced
Labour Laws
2. Registration & Details: 042-36312148 , 03214144002
CONTENTS
Major Contents of the Course
The Law rela ng to Companies Profit Workers
Par cipa on (WPPF)
Ø The Law of The Companies Profit Workers
Par cipa on (WPPF)
Ø WPPF (Federal & Provincial)
Ø WPPF (Calcula ons and Distribu ons Mechanism)
Ø Sindh WPPF –2015 (Calcula ons and Distribu ons
Mechanism)
Ø Recent Legal Development
Ø Case Laws of WPPF
Ø Applicability of Sindh WPPF 2015 as compared to
WPPF 1968
Ø Major Changes in Sindh WPPF 2015 - Highlights
Ø Board of Trustees Role
Ø Board of Trustees Cons tu on Mechanism
Ø Disputes Se lement
Ø Penal es
Ø Applica on and Scope of Sindh WPPF 2015
Scheme
Ø Applica on of Fund to Employees
Ø Coverage of Employees Criteria
Ø Distribu on Mechanism of Fund
Ø Le over Amount - Dispute
Ø Distribu on of Interest
Ø Categories for Distribu on
Ø Categories Comparison of Sindh WPPF 2015 verses
WPPF 1968
Ø Overview of upcoming new Legisla on for Punjab
The Law rela ng to Terms and Condi ons of Labours
Ø Overview of the Law
Ø Advantages and Disadvantages
Ø Difficult Provisions
Ø Applicability to Establishments
Ø Major Impacts on Establishment
Ø Statutory Benefits for Employees/Workers
Ø Statutory Obliga ons of Employers
Ø Recent Major Changes as per law
The Law of Working Hours & Over me
Ø Law of Over me and Distribu on Mechanism
Ø Working Hours (Federal & Provincial) Laws
The Law of Bonus and Prac ces for Employment
Categories
Ø Employment Classifica on as per Labour Laws
Ø Bonus Concept in Law
Ø Types of Bonus as per Labour Law
Ø Distribu on Mechanism of Bonus
The Law of Gratuity & Provident Fund (Overview)
Ø The Law of Gratuity
Ø Case Laws of Gratuity
Ø The Calcula on Mechanism of Gratuity
Ø Recognized & Un-Recognized Gratuity -Concept
Ø The Law of Provident Fund
Ø Provident Fund Percentage –Legality & Solu on
Ø Provident Fund Percentage –(Federal & Provincial)
Laws
Ø Provident Fund Trust - Concept
Ø Provident Fund versus Gratuity
The Law of rela ng to Shops and Commercial
Establishment
Ø Overview of the Law
Ø Applicability to Establishments
Ø Working Hours and Over me
The Law of Social Security
Ø Overview of the Law
Ø Advantages and Disadvantages
Ø Contribu on Mechanism
Ø Applicability to Establishments
Ø Coverage of Employees
Ø Major Impacts
Ø Recent Judgment of Superior Court
The Law of Employees Old Age Benefits
Ø Overview of the Law
Ø Contribu on Mechanism
Ø Applicability to Establishments
Ø Coverage of Employees
Ø EOBI Benefits
Ø Major Impacts
Ø Legal Disputes
Ø Impact of Recent Apex Court Judgments
3. The Law of Factories Act
Ø Overview of the Law
Ø Applicability to Establishments
Ø Differen al between worker and non worker
Ø Working hours, leave and over me
Ø Major Impact on Organiza ons
The Law rela ng to Workmen Compensa on
Ø Overview of the Law
Ø Applicability to Establishments & Industries
Ø Compensa on rates
Ø Authority to payment
Ø Judicial Forum of Workmen Compensa on
Ø Legal responsibility of Organiza ons
The Law rela ng to Industrial Rela ons
Ø Industrial Rela ons Law in a Historical Perspec ve –
Overview
Ø Current Status of Industrial Rela ons Laws
Ø The role of HR Mangers in Industrial and Employees
Rela ons.
Ø What skills are required for HR/IR Managers to handle
Industrial and Employees Rela ons ma ers.
Ø Industrial Rela ons versus Employees Rela ons.
Ø Industrial Rela ons Law Overview.
Ø Provincial Industrial Rela ons Law.
Ø Trans-provincial Industrial Rela ons Law.
Ø Trade Unions and their roles.
Ø Role of Collec ve Bargaining Agent (CBA).
Ø Charter of Demand.
Ø Charter of Demand Clauses.
Ø Charter of Demand (Legal and illegal Clauses).
Ø Counter of Charter of Demand.
Ø Overview of Industrial Disputes.
Ø How to avoid Industrial Disputes.
Ø How to conclude Charter of Demand.
Ø Time Period for Charter of Demand.
Ø Procedure of Charter of Demand.
Ø How to reach on WIN-WIN Situa on.
Ø Failure of Charter of Demand & repercussions.
Ø Overview of Memorandum of Se lement.
Ø How to ini ate Legal Ac ons against unwilling
Employees.
Ø Bar on Legal Ac on against Office Bearers.
Ø Role of Federa ons in Charter of Demand.
Ø Redress of Individual Grievances
Ø Types of Employees
Ø Employees Termina ons & Transfers
Ø Best Prac ces of Well Known Organiza ons.
Ø Superior Courts Judgments
Laws rela ng to Retrenchment & Termina ons and
procedure of Disciplinary Enquiry, Inves ga ons and
Punishments
Ø Retrenchment as per Employment Laws (Latest
Changes)
Ø Retrenchment Procedure as per Employment Laws
Ø How and When Retrench Employees
Ø Legal Grounds of Retrenchment
Ø Employee Discipline & Labour Laws (Latest Changes)
Ø Employees Categories as per Labour Laws
Ø Employee Grievances & Redress of Grievances
Ø Disciplinary Ac on as per Labour Laws
Ø The Role of Trans-provincial Organiza ons
Ø Show Cause No ce & Charge Sheet
Ø Time Bar Charge Sheets
Ø Mistakes in Charge Sheets
Ø Types of Misconducts (Latest Changes)
Ø How to conduct Enquiry
Ø Enquiry Procedure as per Labour Laws (Latest
Changes)
Ø Office Bearer of Trade Union and Enquiry reac ons
Ø Enquiry during Industrial Disputes
Ø Enquiry in Women Harassment Cases
Ø How to cons tute Enquiry Board on Women
Harassment ma ers
Ø Enquiry Board working on Women Harassment Cases
Ø How to conduct Enquiry on Women Harassment
ma ers
Ø Loopholes in Enquiry Procedures
Ø Case Laws of Enquiry Defects
Ø Case Laws of Re-instatement
Ø Natural Jus ce & Social Jus ce according to
Employment Laws
Ø Guilty of Misconduct as per Labour Laws
Ø Punishments & Penalty Procedure as per Law
Ø Judicial Forums for Employees
Ø Termina on, Dismissal, Suspension, Discharge,
Ø Layoffs, Retrenchment, Resigna on, Re rement
Ø How to take Prohibitory Orders from Courts
Ø Legal Remedies & Defenses
Ø Legal Dues
Judicial Forum for Employees
Ø Overview of Judicial Forum for Employees Claims
Ø Jurisdic on of Judicial Forum for Employees
Ø Who can go in which Judicial Forum
Ø Legal responsibility of Organiza ons
Ø Legal Remedies for Organiza ons
Some other Latest Features
Ø Contract Labour Management
Ø Terms and Condi ons of Contract Employees
Ø Employment Bonds
Ø Labour Laws and Contract Employment
Ø Recent Apex Court Rulings in Contract Labour ma ers
Ø Recent Judgment of Apex Court the principle of “Quid
Pro Quo” impact in major labour laws
4. www.softax.com.pk
For more details, please contact:
Who Should Attend?
Ÿ Human Resources Professionals
Ÿ Industrial Relations Professionals
Ÿ Employees Relations Professionals
Ÿ Administration Professionals
Programme Detail:
Date: 06,07,08 November, 2017
Time: 9:30 AM to 4:30 PM
Venue: Sunfort Hotel Hotel, Lahore.
Registration Details
Please send the following information of the participant(s)
through e-mail:
1. Name of Participant 2. Designation 3. Organization
4. Telephone # 5. Cell # 6. E-mail
Workshop Investment:
Up to last Date: Rs. 35,000/-
After last Date: Rs. 37,000/-
+16% PST
Last date for registration:
02-November-2017
Inclusive of Course Material, Relevant Case Studies,
Lunch, Tea, and Certificate of Participation.
Mr. Adeel Afzal khan
(Assistant Manager Training)
C: 0323-4144002
E: training@softax.com.pk
Softax (Pvt) Limited
Softax House 51/A-2,
Lawrance Road, Lahore.
Phone: 042-36312148
Advanced
Labour Laws
Specialization for Senior
Professionals
at Sunfort Hotel, Lahore
06, 07,08-November , 2017
facebook.com/Softax twitter.com/SoftaxGroup google.com/+SoftaxGroup
10 %
Discount
for group of 3 Participants
from
one Organization