Relationship between Employer and Employee

Dear All,

Today, we will discuss in this blog about term “Employer – Employee relationship”.

To give brief information about Employer – Employee relationship, reference can be made to the judgment wherein it has been held that a driver who was orally appointed by the Chairman and Managing Director in their personal capacity and said driver salary was reimbursed by the Management of the Bank, the driver cannot hold liable to the bank for wrongful termination of the services by the Chairman and Managing Director of the Bank.

To explain further with regard to pertained topic, we can take reference of another case wherein it has been held that oral testimony by a driver, that too when rebutted by the witness of the management of company pertaining to the relationship of employer and employee has been wrongly relied upon by the Labour Court in holding that the respondent driver was employed by the Management whereas he was directly engaged by the Regional Manager in his personal capacity to drive the car hence in the absence of appointment letter or any documentary proof, the relationship of employer and employee could not be established.

To conclude we can say that when if there is no control and supervision by the employer over the employee then no such relationship can be established. 

Namo…..

Regards,

Girish Jayram Vivalkar



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.


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Information about Revision of contribution slab in Gujarat Labour Welfare Fund (GLWF) - dated 10 November 2016

Dear All,

Please find below information which informs about revision in contribution slab rates of Gujarat Labour Welfare Fund (GLWF) from Rs. 3 to Rs. 6 for Employee's share and Rs. 6 to Rs. 12 for Employer's share.

The contribution months for Gujarat Labour Welfare Fund are June and December.

We thanks for the below mentioned information which has been contributed through the support of Gujarat state's well-known and topnotch labour law consultant "INTACT CONSULTANCY SERVICES" Ahmedabad, Gujarat.

Namo…..

Regards,

Girish Jayram Vivalkar



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.


Disclaimer - IMPORTANT
Privacy Policy:-

We do not share personal information with third-parties nor do we store information we collect about your visit to this blog for use other than to analyze content performance through the use of cookies (see below), which you can turn off at anytime by modifying your Internet browser’s settings. We are not responsible for the republishing of the content found on this blog on other web sites or media without our permission.

Terms and Conditions:-

All content provided on this blog is for information purpose only. The owner of this blog makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this blog site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information.

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The owner of this blog reserves the right to edit or delete any comments submitted to this blog without notice. The owner of this blog is not responsible or liable for any comments made by others on this blog.


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I hope the above Disclaimer will give you my concern for your privacy and security and would like to inform that this blog is only founded for the purpose of information purpose only.


Thank you.

Information about PF ceiling increase to Rs 25000

Dear All,

The below mentioned notification about "Minutes of the sub committee of the Central Board of Trustees, EPF on Contract Workers held on 07-11-2016 held at New Delhi" which we shared might not be useful in actual but it informs data about putting forward proposal to increase in Employee’s Provident Fund ceiling limit increase to Rs. 25,000/-. 

 If you required full page notification then do write us at girishvivalkar979@gmail.com

Namo…..

Regards,

Girish Jayram Vivalkar



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.


Disclaimer - IMPORTANT
Privacy Policy:-

We do not share personal information with third-parties nor do we store information we collect about your visit to this blog for use other than to analyze content performance through the use of cookies (see below), which you can turn off at anytime by modifying your Internet browser’s settings. We are not responsible for the republishing of the content found on this blog on other web sites or media without our permission.

Terms and Conditions:-

All content provided on this blog is for information purpose only. The owner of this blog makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this blog site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information.

Blog Comments Policy:-

The owner of this blog reserves the right to edit or delete any comments submitted to this blog without notice. The owner of this blog is not responsible or liable for any comments made by others on this blog.


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I hope the above Disclaimer will give you my concern for your privacy and security and would like to inform that this blog is only founded for the purpose of information purpose only.


Thank you.

ESSENTIAL INGREDIENTS OF A CONTRACT AGREEMENT WITH CONTRACTOR

Dear All,

This article will provide information related to inputs on essential ingredients of a contract agreement with contractor.

·         The agreement should be drafted and executed on non-judicial stamp paper.

·         The agreement must disclose the names and addresses of the Contractor and the principal employer.

·         The agreement must contain the rights and obligation of both the parties.

·         The agreement must disclose the place of work, time of working, rate of compensation (towards consideration) and consequences arising out of breach of contract and procedure for termination by either of the parties to the agreement.

·         The agreement must disclose the scope of work, deployment of manpower in number, period of validity, compensation, security deposit and terms of payment of bills.

·         The agreement should be between the contractor and the principal employer and should be witnessed by two witnesses.

·         The agreement should disclose the name and address of the contractor.

·         The agreement should disclose the exact nature of job to be assigned.

·         The agreement should narrate the job actually to be performed.

·         The agreement should ensure and disclose the obligations to pay the minimum wages as applicable.

Hope above information will help you to gauge knowledge relating to pertained topic.

Namo…..

Regards,

Girish Jayram Vivalkar



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.


Disclaimer - IMPORTANT
Privacy Policy:-

We do not share personal information with third-parties nor do we store information we collect about your visit to this blog for use other than to analyze content performance through the use of cookies (see below), which you can turn off at anytime by modifying your Internet browser’s settings. We are not responsible for the republishing of the content found on this blog on other web sites or media without our permission.

Terms and Conditions:-

All content provided on this blog is for information purpose only. The owner of this blog makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this blog site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information.

Blog Comments Policy:-

The owner of this blog reserves the right to edit or delete any comments submitted to this blog without notice. The owner of this blog is not responsible or liable for any comments made by others on this blog.


Cookie Policy:-

This site uses cookies which are small text files that are placed on your machine to help the site provide a better user experience. In general, cookies are used to retain user preferences and provide anonymous tracking data to third-party applications such as Google Analytic.

As a rule, cookies will make your browsing experience better. However, you may prefer to disable cookies on this site and on others. The most effective way to do this is to disable cookies in your browser. We suggest consulting the Help section of your browser or taking a look at the About Cookies website (http://www.aboutcookies.org/ ) which offers guidance for all modern browsers.


I hope the above Disclaimer will give you my concern for your privacy and security and would like to inform that this blog is only founded for the purpose of information purpose only.


Thank you.