Wages and Payment under Bangladesh Labor code 2006.
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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.
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.
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.
Employment Law Webinar - Scrase Employment Solicitors.
This webinar was presented on 15 July 2020 and deals with the practical issues that UK employers need to be aware of in dealing with the impact of Coronavirus in the workplace. There are two sections dealing with the return to work and restructuring the workforce. A recording of the webinar is available at https://youtu.be/lwGsHRky218
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.
Employment Law Webinar - Scrase Employment Solicitors.
This webinar was presented on 15 July 2020 and deals with the practical issues that UK employers need to be aware of in dealing with the impact of Coronavirus in the workplace. There are two sections dealing with the return to work and restructuring the workforce. A recording of the webinar is available at https://youtu.be/lwGsHRky218
These seminars are aimed at anyone who deals with employment law on a day to day basis, including HR managers and HR directors.
At these events we present an overview of what we consider to be the most significant cases decided in 2014, and what they teach about managing your workforce – together with our practical tips.
Also hear about what is coming up in 2015, and how you can get ready for what will be another busy year in employment law.
Topics that are covered include:
• changes to TUPE
• changes to flexible working
• shared parental leave
• the holiday pay cases
• equal pay audits
• social media
• zero hours contracts
• discrimination update
• what’s coming up in 2015.
– Health care reform
• Play or pay: final rules
• Employer reporting: final rules
• 90-day waiting period: final rules
• Other health care reform updates
– Executive compensation issues
Slides from Pure Employment Law's update seminar on 5 June 2014 aimed at HR professionals, managers and business owners. Covering updates on human resources, law reform, TUPE, whistleblowing, flexible working, Employment Tribunals, case law, ACAS pre-claim conciliation and more!
Financial Performance Analysis of Conventional and Non – Conventional BanksAN_Rajin
Financial Performance Analysis of Conventional and Non – Conventional Banks.
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Descriptive statistics and Regression
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Building a Coalition (The Woodson Foundation)AN_Rajin
The case focus on nonprofit social organization called The Woodson foundation who wants to build a cohesive coalition among its stake holders who are the Washington DC School and The NCPIE. They want to create an after school program where they faced several types of problem. The background of this case is Nonattendance of students, Crime, high teacher turn over and group development.
The main objective of this case is that, The Woodson foundation wants to improve students’ performance and outcomes. Reducing crime increasing student’s attendance and decreasing teacher’s turnover ratio through After School program. For this they create two team, one is Development team and another is Program team.
This slide is about the tourism spot of Bangladesh, the hidden beauty of Bangladesh, problem regarding the tourism industry of Bangladesh and how we can build better tourism industry.
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NATURE, ORIGIN AND DEVELOPMENT OF INTERNATIONAL LAW.pptxanvithaav
These slides helps the student of international law to understand what is the nature of international law? and how international law was originated and developed?.
The slides was well structured along with the highlighted points for better understanding .
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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.
Military Commissions details LtCol Thomas Jasper as Detailed Defense CounselThomas (Tom) Jasper
Military Commissions Trial Judiciary, Guantanamo Bay, Cuba. Notice of the Chief Defense Counsel's detailing of LtCol Thomas F. Jasper, Jr. USMC, as Detailed Defense Counsel for Abd Al Hadi Al-Iraqi on 6 August 2014 in the case of United States v. Hadi al Iraqi (10026)
3. Table of Contents
Sl Contents
01 Wages and Responsibility for payment of wages
02 Fixation of wage – periods
03 Time of payment of wages
04 Deduction From Wages
05 Claims for deductions from wages or delay in payment of
wages
06 Conditional attachment of property of the person responsible
for payment of wages
4. What is wages?
A fixed regular payment, typically
paid on a daily or weekly basis, made
by an employer to an employee,
especially to a manual or unskilled
worker. (120)
5. Wages
• Any bonus or other additional
remuneration
• Remuneration payable for holiday
• Money payable for lay-off or temporary
dismissal
7. Fixation of wage – periods (122)
• persons responsible for payment shall fix
the payment periods
• No wage period shall exceeded one month
8. Time of payment of wages (123)
• Payment should be paid before the expiry
of the seventh day of the wages period
• If any person is terminated, his/her
payment should be paid within 30 days from
the day of termination
• payment shell be made on working days
9. Deduction From Wages (125)
• Absence from duty
• Damage or loss of goods
• House - accommodation supply
• Recovery of advances
•Income tax payable
10. Deduction From Wages
• Payment to co - operative society
• Contribution to any fund or scheme
• Contribution to CBA union through
check off procedure
11. Deduction From Wages
• Deduction for Absence from duty
(section - 126)
• Deduction for Damage or loss
(Section - 127)
• Deduction for service rendered
(section - 128)
12. Deduction From Wages
• Deduction for recovery of loans or
advances (Section 129)
•Payment of unpaid wages in case of death
of workers (Section 131)
13. Claims for deductions from wages
or delay in payment of wages (132)
• If any wages is delayed then the employee
can apply in the Labor court
• Application should be under the jurisdiction
of the labor court- All the information must be
collected accordingly, where they worked,
there salary sheet, methods of payment
14. Claims for deductions from wages
or delay in payment of wages
•Any Application under sub-section 1 –After
taking Necessary steps and given an
opportunity of being heard, they can direct
the employer on the person responsible for
the payment of wages to refund to the
employed person of the amount deducted.
15. Claims for deductions from wages
or delay in payment of wages
• No direction for the payment of
compensation shall be made in the case of
delayed wages if the labor court is satisfied
that the delay was due to:
1. Boniface Dispute as to the amount
payable to the employed person
16. Claims for deductions from wages
or delay in payment of wages
2. Failure of the employed person to apply to
accept the payment
• If the Lab our court finds a malicious act
then they will fine two hundred to the
applicant or the Payer.
17. Conditional attachment of property
of the person responsible for
payment of wages (136)
1. Where at any time-
a. Application has been filed
under section 132.
b. Appeal has been filed under
section 135.
18. • Pay wages under sections 121 is likely
escape under sections 132 or 135.
• May giving opportunity of being heard.
Provided before giving any opportunity of
being heard, attach the property .
19. • Provided Shall attach so much of the
property as is required to meet the
direction of payment.
2. All provisions of the Code of Civil
Procedure, 1908 (V of 1908), relating to
attachment before judgment, apply to any
order for attachment