Advocate Girish Jayram

Dear All, Please find attached circular related notification relating to revision of minimum wages in State of Punjab dated 24-05-2015. Said circular is in Punjabi language. 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 girishvivalkar979@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.

Dear All, As per recent amendment in Profession Tax Act of Maharashtra i.e. Maharashtra State Tax on Professions, Trades, Callings and Employments Act, 1975, the salary slab of female employees has been revised / changed from Rs. 7,500 to Rs. 10,000 which means that female employees whose salary upto Rs. 10,000, the Profession Tax upto that salary slab will be NIL.  The attached is one of page of said circular, for full circular please write us on  girishvivalkar979@gmail.com or juristicsolution@gmail.com Said amendment is w.e.f. 01 April 2015 and attached along with this for further reference. 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 girishvivalkar979@gmail.com with your specific quer...

APPLICABILITY The Act applies to every establishment where the Contractor employs twenty or more contract employees. It also applies to the establishments in which the work is carried only on intermittent or casual nature or the seasonal character work exceeding 60 days. ELIGIBILITY OF EMPLOYEES a.     The contract workman/employee means any person employed in or in connection with the work of an establishment to do any skilled, semi-skilled or unskilled manual, supervisory, technical or clerical work for hire or reward but does not include a person employed in a managerial or administrative capacity. b.     They are entitled for the benefits either directly or through contractor for statutory benefits and protection. BENEFITS UNDER THE ACT a.     The contractor is required to provide canteens, rest-rooms, latrines, urinals, drinking water, washing facilities and first aid boxes for the use of contract labour. b.  ...

The Payment of Gratuity Act, 1972 APPLICABILITY The Act applies to: a.     Every factory (as defined in Factories Act), mine, oil, field plantations, port & railway company. b.     Every shop or establishment in which TEN or more persons are/were employed. c.     Such other establishment in which ten or more employees employed or were employed on any day of the preceding 12 months. ELIGIBILITY OF EMPLOYEES The following persons are entitled to the benefits under the Act. a.     Any person [NOT Being an Apprentice] employed for wages in any kind of work (manual or otherwise) or in connection with work of factory, mine, plantation, oilfield, railway company, port or other establishment; and b.     At the time of retirement, resignation/termination, an employee should have rendered continuous service of not less than 5 years. c.     In case of death or disablement, the ...

The formerly known ‘Workmen’s Compensation Act, 1923,’ is now known as ‘Employee’s Compensation Act, 1923, and is an important enactment as it introduced a kind of social security scheme for the workers of this country. It enables an employee in the case of injury and his dependents in the case of his death, to claim the compensation at the cost of his employer organisation for such employment injury/ death. APPLICABILITY The Act applies to every employer:                       i.         Which includes any body of persons whether incorporated or not and any managing agent of an employer and the legal representative of a deceased employer; AND                      ii.         When the services of a empl...

Dear All, Attached notification is from the Office of the Development Commissioner, SEEPZ Special Economic Zone, Ministry of Commerce and Industry, Mumbai dated 10th December 2014. Said notification is related to implementation of Labour Laws in respect of contract labour engaged in SEEPZ – SEZ Units. The  attached is one of page of said circular, for full circular please write us on girishvivalkar979@gmail.com or 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 girishvivalkar979@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...

The motive for enactment of Minimum Wages Act, 1948 was poor bargaining power of workers’ organisation in the country. The need for having minimum wage fixing machinery was stressed by the International Labour Organisation (ILO) long back in 1928. Alike the Payment of Wages Act, 1936, this Act also is exhaustively amended by many states to widen its application and its scope. APPLICABILITY Any person who directly or through Contractor/Agency or other person whether for himself or for any other persons employees one or more employees in any schedule employment in respect of which minimum rates of wages have been fixed under this Act. ELIGIBILITY OF EMPLOYEES Any person who is employed for hire or reward to do any work in a schedule employment and include an outdoor worker to whom any articles or materials are given for doing some work either at home or any other premises. BENEFITS UNDER THE ACT The Act prescribes the minimum rates of wages payable to empl...

The Payment of Wages Act, 1936 is one of the old enactments dealing with employer-employee relationship. The limited purpose of the Act is to ensure prompt and full payment of wages to persons employed in industry.  APPLICABILITY (a) Every person employed in any factory, upon a railway or through sub-contractor in a railway and any person employed in an industrial or other establishment. (b) The Appropriate Government may by notification extend the provision to any class of person employed in any establishment or class of establishments. ELIGIBILITY OF EMPLOYEES Every person who is employed in any of the above mentioned establishments and who is drawing less than Rs. 10,000/- per month is eligible under the benefits of Payment of Wages Act, 1936. BENEFITS UNDER THE ACT The Act provides for regular and timely payment of wages on or before the expiry of 7th day of every month in cases of establishments employing less than 1,000 employees and on or before the e...

Meaning of common LATIN terms used in LAW: Ab Initio                                               : From the beginning Ad hoc                                                  : For a particular purpose Ad interim                                            : Temporary Ad valorem                                  ...

There are several times question arise relating to what meant by Zones in Maharashtra under The Minimum Wages Act, 1948 for deciding wages for different categories of workers. Therefore, as per The Maharashtra Minimum Wages Act, 1948, Zones in Maharashtra are as follows: ZONE I : shall comprise of the areas falling within the limits of Municipal Corporation. ZONE II : shall comprise of the areas falling within the limits of 'A' & 'B' grade Municipal Councils. ZONE III : Shall comprise of all other areas in the state, not included in Zone I and Zone II. Hope this small write up will give insight about pertained subject. 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 girishvivalkar979@gmail...