Sunday 12 October 2014

Merely by depositing statutory dues like ESI/PF of Contract Employee will not rise right for absorption with Principal Employer

Simply that a principal employer has deposited statutory dues viz. Provident Fund contribution on its own code number for the workers of contractor, it cannot entitle those contract labour for seeking their regularization.

In one of the case of Hon’ble High Court of India, it has been clarified that the principal employer has discharged its obligation in paying the provident fund contributions of the workers of contractor; then in that scenario it cannot be a ground for regularization of workers of the contractor since the principal employer can recover the amount, as paid, from the contractor. Under section 2(f) of the Employee’s Provident Funds Act, 1952, which defined the expression ‘employee’ as, any employee is included by or through a contractor in connection with the work of the establishment. Therefore, the liability to pay the provident fund would arise even in respect of an employee under a contractor. Under section 3A, the amount of contribution paid or payable by the employer may be recovered by the employer from the contractor either by deduction of any amount payable under the contract or a debt payable by the contractor. Therefore, it is clear that the liability to pay provident fund is mainly on the principal employer and thereafter it is open to the employer to recover from the contractor. Thus, the fact that the employees are covered by the provident fund scheme is not relevant for deciding the status of the petitioners.

There is one more case where it has been held that merely the principal employer is depositing Provident Fund / Employee’s State Insurance contributions, providing medical facilities and uniform/shoes  which were in terms of the Award of the Wage Board and also under the requirement of Factories Act besides the directions given under section 33C(2) of the Industrial Disputes Act, these will not be the factors construing that the relationship of employer and employee existed between the principal employer and the workers as engaged through the contractors.

Hope this small write up will give insight about pertained subject.

To get the supporting case laws for this do write us on juristicsolution@gmail.com

IMPORTANT: 

Information in this blog is being provided as-is without any warranty/guarantee of any kind.

This blog is intended to provide information only. If you are seeking advice on any matters relating to information on this blog, you should – where appropriate – contact us directly at juristicsolution@gmail.com with your specific query or seek advice from qualified professional people.

We encourage you to take steps to obtain the most up-to-date information and to confirm the accuracy and reliability of any information on this blog in general by directly communicating with us.


On whom the burden lies to prove for working 240 days in any establishment?

This question is bit difficult in general. But, as per legal perspective concerned, the burden of proof for having worked for 240 days continuously in the preceding 12 months lies upon the workman/employee.

This is because; it is for workmen and not for the employer to prove, by evidence, that they had completed 240 days service in the preceding one year.                                                                                                                                                                                                                                                                                                   
To get the supporting case laws for this do write us on juristicsolution@gmail.com

IMPORTANT:

Information in this blog is being provided as-is without any warranty/guarantee of any kind.

This blog is intended to provide information only. If you are seeking advice on any matters relating to information on this blog, you should – where appropriate – contact us directly at juristicsolution@gmail.com with your specific query or seek advice from qualified professional people.



We encourage you to take steps to obtain the most up-to-date information and to confirm the accuracy and reliability of any information on this blog in general by directly communicating with us.

Whether overtime working attracts payment of bonus?

To start explaining this, we would like to inform you that ‘Overtime’ do not form part of “wages” for calculation of bonus.

In one case, the Hon’ble Supreme Court has held that the Tribunal was not justified in directing that the calculation of bonus should be made on the basis that the overtime payment to the employees constituted a part of the ‘wages’ of the employees.

To add up more, the definition of “wages” under the Payment of Bonus Act, 1965 also specifically excludes overtime.

Hope this will give clarity on pertained subject.

To get the supporting case law for this do write us on juristicsolution@gmail.com

IMPORTANT: 

Information in this blog is being provided as-is without any warranty/guarantee of any kind.

This blog is intended to provide information only. If you are seeking advice on any matters relating to information on this blog, you should – where appropriate – contact us directly at juristicsolution@gmail.com with your specific query or seek advice from qualified professional people.

We encourage you to take steps to obtain the most up-to-date information and to confirm the accuracy and reliability of any information on this blog in general by directly communicating with us.

Is bonus applicable to Part Time Employees?

Yes, Bonus is applicable to Part Time Employee. To support this, one of the Hon’ble High Court of India has held that sweepers working on part time basis and for fixed hours are ‘employees’ for the purpose of payment of bonus and as such eligible for bonus.

 To get the supporting case laws for this do write us on juristicsolution@gmail.com

IMPORTANT: 

Information in this blog is being provided as-is without any warranty/guarantee of any kind.

This blog is intended to provide information only. If you are seeking advice on any matters relating to information on this blog, you should – where appropriate – contact us directly at juristicsolution@gmail.com with your specific query or seek advice from qualified professional people.

We encourage you to take steps to obtain the most up-to-date information and to confirm the accuracy and reliability of any information on this blog in general by directly communicating with us.

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