#Contract Labour Act and Rules

[indizombie]

Workers have the right to equal pay for equal work under the Contract Labour Act and Rules. In the writ of Jagjit Singh vs State of Punjab, in the context of electricity workers of Punjab and Haryana, the Supreme Court in its decision given on 26 October 2016 clearly stated that no person voluntarily works as a contract worker at very low wages. He pays the price of his self-respect, dignity, self-worth and integrity for the food, clothing and shelter of his family. The Supreme Court says that in any welfare state, workers doing equal work cannot be given less wages at all. The decision said that undoubtedly giving less wages for equal work is an act of exploitation, enslavement and oppression. The Central Government has abolished the provision of equal pay for equal work in the Labor Code.

Dinkar Kapoor, ‘Modi Government’s Fraud, Minimum Wage increased by just Rs 3/- per day’, CounterCurrents

[moonastro]

Juno persona chart

fama (408) asteroid in the houses

what is a juno persona chart? looking into juno persona chart gives more detailed insight of how the relationship and marriage overall of you and your spouse will be like. it also describes them in a sense as well. The Greek Goddess Juno is described to rule over love and marriage and hence why the asteroid is looked into for that theme.

the asteroid fama (408) represent how an individual may find success and fame hence the name. in the juno persona chart, the asteroid fama will indicate how the marriage will bring the individual themes of fame in such as attention, success or recognition.

reminder: this is my interpretation from observations and first hand experiences, so don't take this to heart.

fama in 1st house: couple may find success and attention from how they express their way, how they approach things and the way that they look ofc. mostly lenient towards the appearance of the couple, depending of the sign of the first house it may play out a bit differently, for example sagittarius may receive attention of how foreign they appear to be together either if its cultural or not.

other things related: arguments, conflict, independence, fast- paced, self-worth, self- made, strength, body, actions, face, facial features, beauty, cars, vehicles, head, scars, battles, defence, scars, burns, opinions.

fama in 2nd house: the couple may get recognition from their generosity to other people. from their voices so for example speaking up about matters going on in the world. may be recognised by the things they own to express their financial value.

other things related: patience, stubbornness, food, cooking, eating, singing, expressive voice, tone of voice, possessions, items owned, shopping, money earned, luxury items.

fama in 3rd house: it may start as a rumour and this placement gets attention from rumours that people make about them, I'm not even kidding this is the placement that is known from others talking about them, true or not.

other things related: communication, internet, social media, high school, high school friends, friends, siblings, neighbourhood, cars, early education, writing, publishing, books, articles, gossip, newsletter, news.

fama in 4th house: couple may get recognition and attention from having a big family. it may not be big but it may also make your family stand out that other people notice. couple may get attention from their heritage and from their homeland, they may also find success if they have a family member who is well known and so the couple may be known from that.

other things related: mother, house, land owned, land received, ancestors, caring nature, being empathetic, emotions, being vulnerable, crying, being upset, having a mental breakdown.

fama in 5th house: couple may get recognition quite easily. may find success in doing hobbies together or hanging out in entertainments events or industries such as dance, music, art, movies and acting.

other things related: laughter, hobbies, kids, romance, s*x life, cheating, flings, partying, clubbing, being wasteful, being dramatic, being loud, talent, stage, public, audience, speech.

fama in 6th house: literally getting noticed from having a busy schedule. others may speculate on maybe the couple having no free time and always on the move. also may get recognised by other people criticising them for example, if in scorpio criticising the couple on how private they are, cancer criticising the couple on how emotionally vulnerable they are and so forth.

other things related: pets, routine, hard work, being critical, being obsessive, being organised, being too strict, labour, ill- health, accidents, bruising, fighting.

fama in 7th house: couple may receive attention from the contracts that they hold, also from their relationship as a couple in general may cause attention. the enemies that the couple may have can give them attention. also the way the couple deal with things can raise awareness.

other things related: law broken, beauty, taste, relationships, enemies, other peoples opinions, other peoples doings, other people being involved, marriage, love, interests, fashion, clothing, make-up, skin care, vlogs.

fama in 8th house: marriage may find success when discussing taboo topics or not being afraid to transform into new versions of themselves whether it be changing habits or changing lifestyles-look at sign for more detail.

other things related: abusiveness, clubbing, spirituality, death, s*xual acts, being obsessive and possessive, tax, money received from other people, money earned, people giving money.

fama in 9th house: the marriage and the couple may get attention by their broad mind lifestyle. this includes all of the themes that may related to religion, spirituality, culture and education. may get attention from their education, like the degrees that they may have, a blog about teaching etc.

other things related: travel, higher education, spirituality, meditation, working on oneself, time of reflection, learning, cultures, languages, expressions, going off from one extreme to the next, in-laws.

fama in 10th house: the couple in the marriage may get recognised from their careers. they may be in a stable, hard working environment or perhaps they spend too much of their time focused on their career. this can also be an indication of the couple working together in the same industry or even having the same job.

other things related: career, money, age, time, public, job, coldness, high rank, being closed off, keeping to oneself, what other people see, rules, strictness, schedule, father.

fama in 11th house: couple may find attention and success in events where there is a gather of people. themes of hosting or even attending may cause the couple to find attention. being unconventional such as kissing in public or things like that can raise attention. not following the norm of society can also give the couple attention.

other things related: groups, social groups, uniqueness, friends, older siblings, internet, social status, recognition, technology, unconventional, breaking rules, not caring, being emotionless, being detached.

fama in 12th house: the couple may get recognition from their ability to be intuitive and empathetic for others. couple may find success in travels, assisting others in their spiritual journey, seeing the beaty in everything. couple may get rewarded for being imaginative and doing the impossible.

other things related: travel, overseas, holiday, hospital, bedroom, sleep, dreams, drugs, alcohol, addiction, mental health, abuse, isolation, being extreme, foreign environments.

this was a short post but its pretty interesting nonetheless but thank you for reading and have a nice dayy.

[bimboficationblues]

Marx, Capital, Volume I, 13.5: "The Struggle Between Workers and Machines":

Much of what has been invented since 1830—certainly enough to fill a whole volume—was brought into the world expressly to serve capital as a weapon for combatting workers’ mutinies. The self-acting mule is the first thing to mention here, since it launched the new epoch of the automatic system. Ure remarks about the coloring machines made for calico printing, “At length capitalists sought deliverance from this intolerable bondage [namely, those so onerous conditions set forth in their contracts with workers] in the resources of science, and were speedily re-instated in their legitimate rule, that of the head over the inferior members.” On the topic of a machine for making dressing wraps, which was invented in response to a strike, he says, “The combined malcontents, who fancied themselves impregnably intrenched behind the old lines of division of labour, found their flanks turned and their defenses rendered useless by the new mechanical tactics, and were obliged to surrender at discretion.” He has this to say about the invention of the self-acting mule: “A creation destined to restore order among the industrious classes. . . . This invention confirms the great doctrine already propounded, that when capital enlists science into her service, the refractory hand of labour will always be taught docility.” Although Ure’s book appeared 30 years ago, or at a time when the factory system was still in its early stages, it remains the classic expression of the factory spirit, with its frank cynicism but also owing to the naïveté with which the author parades the mindless contradictions in capital’s head. He articulates the “doctrine” that capital, having put science on its payroll, will always teach the “refractory hand of labour” to be “docile,” but then he waxes indignant because the “physico-mechanical science has been accused of lending itself to the rich capitalist as an instrument for harassing the poor.” And he sermonizes at length about the advantages workers derive from the rapid development of machinery, only to warn that if they go on strike, machinery will develop even faster. “Violent revulsions of this nature,” he says, “display short-sighted man in the contemptible character of a self-tormentor.” The opposite is the case just a few pages earlier: “Had it not been for the violent collisions and interruptions resulting from erroneous views among the factory operatives, the factory system would have been developed still more rapidly and beneficially for all concerned.” Ure proceeds to exclaim again, “Fortunately for the state of society in the cotton districts of Great Britain, the improvements in machinery are gradual.” “It [the introduction of such improvements] is said to lower the rate of earnings of adults by displacing a portion of them, and thus rendering their number superabundant as compared with the demand for their labour. It certainly augments the demand for the labour of children and increases the rate of their wages.” On the other hand, having offered such consolation, this same writer defends the paltriness of children’s wages, arguing that if they were higher, parents would send their children to the factory at too young an age.

The whole point of Ure’s book is to justify the unrestricted workday. Legislation that prevents thirteen-year-old children from being worked to the bone twelve hours a day reminds his liberal soul of the darkest moments of the Middle Ages. This doesn’t stop him, however, from admonishing factory workers to say prayers of thanks to Providence, which uses machinery as a means of supplying workers with “the leisure to think of their immortal interests.”

[clatterbane]

Oh my. This whole ongoing mess really is crap hilarious.

The ruling is the latest twist in a battle between Tesla and labour groups in Sweden. Union IF Metall put mechanics on strike on Oct. 27, refusing to service Tesla's cars because the company would not accept collective bargaining.

Members of other unions, including dockworkers, electricians and cleaners have since taken action in sympathy.

Tesla has a policy of not signing collective bargaining agreements and says its employees have as good, or better, terms than those demanded by IF Metall. The union says it is vital to the Swedish labour market model that all companies have collective agreements...

Seko, the union that organised the PostNord workers, told Reuters an easy solution for Tesla was to sign the collective bargaining agreement with IF Metall.

So yeah, the agency issuing the licence plates needs to find some way of getting them to Tesla, without any obligation on anyone else to actually deliver them.

It also sounds remarkably like someone at the Transport Agency was being purposely obstructive there too, beyond normal-level dealing with bureaucracies. They also probably did NOT particularly want to piss off the postal workers in question, by trying to circumvent their existing shipping contract while said postal workers were refusing to deliver to Tesla.

A little more background:

So yeah, good luck getting anything done when basically every other industry is refusing to deal with your business, or even deliver its mail. You would think that whoever was actually making certain decisions at Tesla would have learned from the similar Toys 'R' Us debacle in the mid-'90s.

My guess is that they were at least hoping that nearly 30 more years of neoliberal influence might have weakened organized labor enough for them to get away with pulling this shit now. Either that, or 'just' contravening the Being Bloody Stupid Act of 1581. And then freaking Elon did an Elon, and responded to any criticism by doubling down on some terrible choices.

I can only hope that, if this was the line of thinking? That someone was sorely mistaken, and severely underestimated how well the whole Nordic Model has managed to hold up.

[empirearchives]

The Livret

“Under the Old Regime, the billet de congé was a document used as an instrument of control by employers. Workers had to hand over this document to their employer in order to be hired. Holding on to this document until a job had been completed to their satisfaction, employers made sure that workers could not leave them at will. The billet was a tool of subordination, since it allowed employers to write down an assessment of their employees that would be considered by the next person to hire them. Falling into disuse during the revolutionary decade, this practice became the object of a widespread debate that led workers, but also bosses and state administrators, to agree that Old Regime rules would not be restored. When the billet de congé was reinstated as the livret ouvrier by the Napoleonic state in 1803, its function was radically transformed by the application of revolutionary principles of reciprocity and equality to labour relations, under the auspices of tribunals and local authorities. The document had thus lost its disciplinary power, and the law that re-established it was in any case largely ignored by employers and labourers alike. Prud'hommes ensured that employers could not retain the livret, even in case of conflict with their employee, and labourers no longer faced criminal charges when unilaterally leaving their bosses. Moreover, according to a frequently reprinted circular by the Minister of the Interior, Montalivet, in 1809, [employers] were expressly prohibited from making any comment about a worker’s performance or ability on the livret itself. Far from restricting it, by acting as a way to establish private contracts (in accordance with customary usages), the livret had in fact become a means to facilitate the worker’s mobility.”

— Xavier Lafrance, The Making of Capitalism in France — Class Structures, Economic Development, the State and the Formation of the French Working Class, 1750-1914, ch. 3, p. 129-130

[sankhlaco]

Best for industrial law and labour law for HR

HR labor law is the area where employment-related legal requirements and HR management practices converge. This area is crucial for making sure businesses manage their workforces efficiently and adhere to all relevant rules and regulations. The following are some salient features of HR labor law.

Hiring and Recruitment: HR practitioners must be aware of the laws pertaining to hiring and recruitment procedures, such as those pertaining to equal employment opportunity (EEO) and anti-discrimination, as well as those regulating the hiring of foreign nationals and minors.

Employment Agreements and Contracts: HR specialists are frequently in charge of creating and managing employment agreements, which may contain provisions pertaining to pay, benefits, working hours, and layoff policies. They are responsible for making sure that these contracts abide by all applicable labor laws and rules.

Wages and Hours: HR departments are in charge of making sure that rules pertaining to minimum wage, overtime compensation, and other requirements pertaining to remuneration are followed. This entails abiding with rules like the Fair Labor Standards Act (FLSA) in the US or comparable laws in other nations.

Workplace Safety and Health: By putting policies and processes in place that go by occupational safety and health standards, HR professionals help to promote workplace safety and health. They might also assist in organizing safety procedure training and managing workers' compensation claims.

HR departments are frequently tasked with handling matters related to employee relations, including as grievances, disciplinary actions, and conflicts. They have to make sure that employee rights are upheld and that disciplinary actions adhere to labor regulations.

Employee Benefits and Leave: Human resources specialists oversee benefit schemes like health insurance, paid time off, and retirement plans. Laws pertaining to the administration of benefits, such as those governing leave entitlements like the Family and Medical Leave Act (FMLA), must be understood by them.

Termination and Layoffs: HR specialists are in charge of managing employee terminations, including any necessary layoffs or downsizing projects. They have to make sure that all termination procedures adhere to labor rules, including giving notice and paying severance when necessary.

Employee Privacy and Data Protection: When handling sensitive employee data, HR departments are in charge of protecting employee privacy and making sure that data protection rules are followed.

Union Relations: HR specialists may be involved in collective bargaining discussions, contract administration, and handling in companies where workers are members of a union.

To know "How many labour laws are there ?" click here

[dailyanarchistposts]

Let us learn from our past struggles, in the USA and in Malaysia. May Day should be an occasion to reflect not jubilate, to engage not agonize, to demand not relent, and to organise, not complain. We need systemic change that can guarantee equality, fraternity, self-management and socialisation of the commonwealth, guided by a bottom–up approach to decision making. We need a labour movement that is multicultural and international, feminist, active in urban and rural struggles, and that prizes reason over superstition, justice over hierarchy, self-management over state power, international solidarity over nationalism. We need to fight for a universal human community, not parochialism and separatism. The organisational power and strategic location of the Malaysian union movement provides an excellent point of departure for building this counter-movement. This is our appeal and message as we celebrate this May Day, on the eve of dark days in which the storm clouds gather over humanity – but in which the light of hope of a better future can break through, if we arm ourselves with the correct ideas and approaches. May Day began as an example of globalisation-from-below. Let us rally to it. Let us take back its original vision: liberty, equality, unity.

May Day, popularly known as international workers day, started with a historic fight for decent working hours that culminated in the execution of four trade unionists in Chicago, United States, in November 1887. This was a decisive moment in the struggle for a just society through militant trade unionism. May Day was globalised from 1889 by the workers’ movement, being held in China from 1919, and in Malaysia from 1921. Today it remains a key day of reference – but its roots and aims are often forgotten.

May Day commemorations can be a platform to harness the power of the working class and poor into a counter-movement for social protection and changed society. Ordinary people worldwide face ecological problems, economic crisis, massive unemployment, low wages, denials of right to freedom of association, vulnerable, informal work and sub-contracting, suffering as immigrants– all in the context of destructive market competition and the rule of self-serving politicians and bosses.

Solutions do not lie in reformed capitalism or in the free market: the problems humanity faces have gotten worse. Capitalism adversely affects working class communities and their livelihoods; states act to enforce these horrors with laws and guns.

In Malaysia, this destruction is manifested in an ecological crisis expressed in disasters such as flooding that displaces tens of thousands, police brutality against picketing workers (like the National Union of Tobacco Industry), and a massive gap between rich and poor, powerful and powerless. Unions need to be central to the fight to win social protection floors, decent conditions and a better future for the Malaysian working family.

This article draws attention to the alternative: the “anarchist” ethos of firstly, building a working and poor people’s counter-culture to unravel the dominant class culture in society; and secondly, building a counter-power from below, that draws its energy from the trade unions and workers, the unemployed, the poor and the peasantry (small farmers), to fight to change the world for the better.

Let us start by looking at what the “Chicago Martyrs” died for – and then at the historical role and the future potential of Malaysian trade unions in the fight for justice and equality.

[mariacallous]

A landmark study has uncovered corruption “red flags” in government Covid contracts worth more than £15bn – representing nearly one in every three pounds awarded by the Conservative administration during the pandemic.

The analysis, billed as the most in-depth look yet at public procurement during the crisis, warns that systemic bias, opaque accounting and uncontrolled pricing resulted in vast waste of public funds on testing and personal protective equipment (PPE).

The review of more than 5,000 contracts across 400 public bodies identifies 135 high-risk contracts with a value of £15.3bn where investigation is merited due to the identification of three or more corruption red flags, which include a lack of competition, delays or failure to release information on procurement, and conflicts of interest in the award of contracts. The report by Transparency International UK finds:

At least 28 contracts, worth £4.1bn, went to those with known political connections to the Conservative party. This amounts to almost a tenth of the money spent on the pandemic response.

Fifty-one contracts, worth £4bn, went through the “VIP lane”, a vehicle through which certain suppliers were given priority, of which 24, worth £1.7bn, were referred by politicians from the Conservative party or their offices.

£1bnwas spent on personal protective equipment from 25 VIP-lane suppliers that was later deemed unfit for use. The VIP lane was found to unlawful by a high court judge in a 2022 ruling.

Eight contracts, worth £500m, went to suppliers that were no more than 100 days old.

The UK government awarded more than £30.7bn in high- value contracts without competition – equivalent to almost two-thirds of all Covid contracts by value.

The Department of Health and Social Care wrote off £14.9bn in public money over a two-year period – equivalent to the government’s total spend on personal protective equipment.

In response, a spokesperson for the Conservative party pointed to a National Audit Office report that found that ministers had properly declared their interests.

“Government policy was in no way influenced by the donations the party received – they are entirely separate,” he said.

The Labour chancellor, Rachel Reeves, has said she will appoint a Covid corruption commissioner to examine an estimated £7.6bn worth of Covid-related fraud, with particular focus on the billions wasted on useless PPE.

The National Crime Agency (NCA) is investigating PPE Medpro – a company led by Douglas Barrowman, husband of the Conservative peer Michelle Mone – which was awarded government contracts worth more than £200m. Barrowman and Lady Mone deny any wrongdoing.

But researchers warn of a potential higher cost to the public purse than that acknowledged by Reeves as a result of the previous administration’s widespread and “often unjustifiable” suspension of procurement checks and safeguards.

Of the £1tn-worth of contracts signed in the three years from February 2020, government data shows that £48.1bn was spent in relation to the pandemic, largely on Covid testing and PPE, and a third (32%) of that spending raised serious concerns.

The report, entitled Behind the Masks, acknowledges that there had been a need to act quickly as Covid took grip, but the authors claim there was an unjustifiable disregard for publishing the details of contracts and an unhealthy reliance in government on uncompetitive procurement even as the impact of the crisis on the health system subsided.

Almost two-thirds of all high-value Covid contracts by value lacked competition. A year into the pandemic, UK contracting authorities were still frequently making awards without competition even as countries in the EU such as Italy were reverting to competitive bidding.

It is claimed that the so-called VIP and high-priority lanes – which triaged offers of assistance that came via officials, MPs, members of the Lords and ministerial offices – enabled unqualified politicians to fast-track the reviewing of offers from PPE and testing suppliers – a practice said to be unique to the UK’s pandemic response.

About 2% of all offers – about 500 – went through the VIP lane. Of these, 51 suppliers were successful, representing a 10% success rate, compared with the 0.7% rate on other routes, while the prices paid were on average 80% higher.

The report estimates that Covid contracts boosted some suppliers’ profit margins by as much as 40%.

Of the 135 contracts identified as being high risk, the report’s authors write: “The most common red flags were delayed publication of contracts and those awarded uncompetitively. However, most of these contracts exhibited red flags across multiple areas of risk – including those associated with the supplier profile, the procurement process and the contract outcomes – and often spanning all three. Some contracts displayed as many as eight red flags.”

A Treasury spokesperson said: “The chancellor has been clear that she will not tolerate waste and will appoint a Covid Corruption Commissioner to get back the money that is owed to the British people.

“The commissioner will report directly to the chancellor, working with the secretary of state for health and social care, and their report will be presented to parliament for all members to see.”

The findings have been published on the day that public hearings examining the impact of the pandemic on the healthcare system are due to start. Transparency International UK, as part of the UK Anti-Corruption Coalition, has core participant status in the proceedings.

Joe Powell, a Labour MP and the chair of the all-party parliamentary group on anti-corruption and responsible tax, said: “The scale of money lost to the taxpayer is staggering. Amid a cost of living crisis, it is simply unacceptable that so much money could have been lost to cronyism and human error. Public money must be accountable.

Daniel Bruce, the chief executive of Transparency International UK, said there had been a collapse in the normal checks and balances, and that a slew of changes in procurement was necessary to rebuild confidence in the system.

He said: “The scale of corruption risk in the former government’s approach to spending public money during the years of the Covid pandemic was profound.

“That we find multiple red flags in more than £15bn of contacts – amounting to a third of all such spending – points to more than coincidence or incompetence.

“The Covid procurement response was marked by various points of systemic weakness and political choices that allowed cronyism to thrive, all enabled by woefully inadequate public transparency. As far as we can ascertain, no other country used a system like the UK’s VIP lane in their Covid response.”

[warningsine]

Democracies are no better than other forms of government at avoiding catastrophic mistakes. But they are much more effective at rectifying them. While the 2024 British general election might have seemed a long time coming, as the country meandered from one failure to the next, the utter scale of defeat for the Conservatives is testament to the ability of a democratic system to reject, reverse and renew.

It also places a singular challenge on the desk of the new prime minister, Keir Starmer. He will be judged by his ability to restore probity to government and address the damage suffered by the country.

It is easy to see this election in the tradition of other big defeats like 1997 or 1979 or 1964. A powerful theme of “time for a change” was at play and the governing party seemed to have run out of steam. It can even be interpreted as sending a powerful message to Rishi Sunak’s Conservative party that voters wanted to inflict punishment for incompetence, economic mismanagement and sleaze.

But this one is more than that.

The now former governing party, returned with a majority of 80 in 2019, has been beaten to within an inch of its life. A generation of politicians long criticised for treating public life with contempt, have been ejected from office and parliament.

Step back, and this election can be seen as democracy rectifying the catalogue of its own glaring mistakes. Since the calamitous Brexit referendum eight years ago, Britain has suffered economic decay and a cost of living crisis (briefly exacerbated by Liz Truss and Kwasi Kwarteng’s disastrous so-called “mini-budget”).

It has endured a government with a lengthy record of rule breaking reflected in the UK falling to its lowest ever ranking in the Global Corruption Index. It has seen dodgy pandemic procurement contracts handed out, party donors appointed to the House of Lords and a sustained attack on its constitution, institutions, and rule of law. Tiresome culture war crusades have divided communities and polluted public life.

Denigration of public services from education to the NHS to the armed forces, crises in housing, the climate and inequality have been left unchallenged. Damage has been done to the country’s international reputation and relations strained with the UK’s closest allies in Europe.

What these errors have in common is that each one sits firmly at the door of 10 Downing Street and its four most recent inhabitants. This election emphatically draws a line under them.

Parties can fall

For so long in opposition and even during this campaign, Starmer’s party has danced to the populist tune of the government and its media cheerleaders. The challenge for his new administration as it takes power is to recognise that this election is a watershed, a rejection of this catalogue of mistakes, and an expectation of political renewal.

The more existential question is whether this election is also a watershed moment that will permanently change the shape of British politics. Could we be witnessing the demise of the Conservative party and the end of its hegemonic position at the centre of public life?

It happened to the previously dominant Liberal party a century ago when it split down the middle and was replaced by a new emerging Labour party. Such a shift is rare, of course, and requires some sort of major disruption.

In the years following the fist world war, Labour’s rise was fuelled by an extension in the franchise so significant that it makes the proposed votes for today’s 1.5 million 16 and 17-year-olds appear trifling. Indeed the Representation of the People acts more than doubled the electorate by giving the vote to women and the 40% of (working-class) men who were also previously disenfranchised.

There is nothing quite so seismic heading Westminster’s way today (though plans for automatic registration could add millions of voters). But the potential for comparison should not be dismissed.

Post-Brexit realignment, realigned

Party identification in the electorate, which has been in decline since the 1960s was turned on its head in 2019 when Boris Johnson’s Tories won a swathe of red wall seats in the Midlands and the north of England. For the first time, Labour voters were wealthier than Conservative. Labour, of course, went down to its worst defeat since 1935. There was talk of a new political cleavage, where class divisions had been replaced by leavers and remainers.

That this has all been reversed in the space of one parliament demonstrates the incredible fluidity in the electorate today. The more than 70 seats that have gone to the Liberal Democrats show the determination of the electorate to vote tactically to remove Conservatives in spite of an electoral system that has historically kept them in office.

And then there is Reform. Nigel Farage’s rag bag of a party has proved to be the ultimate protest vote for disenchanted Tory voters, attracted to the open acknowledgement that few if any seats could be won but the higher the vote, the harder the beating for the Conservatives.

As it happens, millions more voted Reform than was reflected in their seat share. While there are some leading Tories who would still welcome him into the fold, Farage perhaps overplayed his hand during the campaign making the Conservatives defensive of a rival, hell bent on their destruction. Time will tell if the Conservatives can resist the onslaught but for now the psychodrama of the right will be a political sideshow to the main event: an innocent new government and a refreshed parliament.

Britain’s parliamentary democracy facilitated this catalogue of mistakes which have proved so damaging to the country over recent years. But in this election it has also proved highly effective at beginning the work to rectification. If Starmer gets a moment to catch his breath, he might reflect upon this as the key reason he has been handed such a decisive majority.

[vergess]

Also, to be clear, in the US it's fully like. Big boy illegal for companies to fire/dock wages/etc from a normal employee over shoplifting.

Now! Comapnies 100% do it anyway. But if you, as a worker not contracted for security in the US, can get it on video or in writing that you were terminated because you didn't stop a shoplifter, you can take that to any labour lawyer in the country.

Because of that and other liability issues, some big companies even have a non-intervention policy for their main staff. If you aren't "loss prevention" (security), then you're not even allowed to stop a shoplifter. EG: if you OR the lifter get hurt, the store is liable for that unless they can prove you acted outside the scope of your position.

What i'm saying is, as lifters, follow these rules.

As workers, record EVERYTHING you shitty fucking bosses tell you. Write a daily email summarizing your work to yourself (and SEND the email to yourself for timestamp data). Because they WILL punish you, and it IS ILLEGAL for them to do so.

We are forced to live in a system that steals from us daily, Kill snitch culture.

[praansconsultech0]

Retrenchment vs. Termination Under Indian Labour Laws: A Comprehensive Guide

India’s employment framework is regulated through a range of labour laws covering everything from hiring to exit. Among the most misunderstood areas are retrenchment and termination—two terms that both involve ending employment but differ significantly in terms of procedures, legal obligations, and employee rights.

Whether you're an HR professional, business owner, or employee, Praans Consultech brings you a detailed breakdown of retrenchment vs. termination under Indian labour laws, helping you stay compliant and informed.

What is Retrenchment?

1. Definition and Legal Foundation

Retrenchment refers to the removal of an employee from service for reasons unrelated to misconduct. Defined under Section 2(oo) of the Industrial Disputes Act (IDA), 1947, retrenchment typically arises due to:

Excess workforce or redundancy

Financial losses or cost-cutting

Technological upgrades reducing labour needs

Business reorganization or closure

Unlike termination for disciplinary reasons, retrenchment is employer-driven but not based on employee fault.

2. Legal Conditions for Retrenchment

To safeguard employees, the Industrial Disputes Act enforces several conditions for lawful retrenchment:

a. Notice or Pay in Lieu

One month’s written notice or wages in lieu for employees with one year of continuous service.

b. Retrenchment Compensation

15 days’ average wages for every completed year of service (round up periods exceeding 6 months).

Example: For 5 years of service → 5 x 15 = 75 days' wages.

c. Re-employment Priority

Section 25H mandates that retrenched workers must be offered priority if the same job reopens.

d. Government Approval

Under Section 25N, establishments with 100+ employees need prior approval from the appropriate government authority before any retrenchment.

e. Last-In-First-Out (LIFO) Principle

Generally, the most recently hired employees are retrenched first, unless there's justification based on skill retention or performance.

Praans Consultech strongly advises businesses to document all decisions and comply with LIFO to avoid legal pitfalls.

What is Termination?

1. Definition and Scenarios

Termination is a broader term and includes any end of employment, whether initiated by the employer or employee. Termination may occur due to:

a. Termination for Cause

Misconduct (fraud, theft, harassment)

Non-performance

Breach of company rules

b. Termination Without Cause

Completion of fixed-term contracts

Redundancy or role dissolution

Mutual separation

2. Legal Framework for Termination

Unlike retrenchment, termination is governed by multiple statutes and policies:

Industrial Disputes Act (IDA), 1947 (mainly for "workmen")

Section 25F for compensation if qualifying as retrenchment

Section 11A requires proper inquiry for misconduct dismissals

Shops & Establishments Acts (state-specific notice, severance rules)

Employment Contracts for notice periods, exit terms, and severance pay

Praans Consultech recommends reviewing employment contracts and local laws before proceeding with termination to ensure fairness and legality.

Key Differences Between Retrenchment and Termination

Aspect

Retrenchment

Termination

Definition

Job cut due to business need

Ends employment for any valid reason

Governing Law

IDA, 1947 (Section 2(oo))

IDA, Shops & Establishments, Contract Act

Applicability

Only "workmen"

All employees (workmen & non-workmen)

Notice Period

1 month or wages in lieu

As per contract or state law

Compensation

15 days' pay per completed year

Not mandatory unless contractually stated

Re-employment Priority

Yes (Section 25H)

No such provision

Government Approval

Required for 100+ employees (Section 25N)

Not needed (unless mass layoffs)

Reason

Non-fault (business-driven)

Can be fault or non-fault based

Employee Rights and Employer Duties

For Retrenched Employees:

✅ Right to compensation ✅ Priority for rehire if the role reopens ✅ Right to challenge unfair retrenchment in Labour Court

For Terminated Employees:

✅ Entitled to notice or pay in lieu ✅ Fair inquiry in case of misconduct ✅ Legal recourse if terminated unfairly

Employer Compliance Essentials

⚠️ Follow Last-In-First-Out unless a valid exception applies

⚠️ Seek government approval for large-scale retrenchment

⚠️ Conduct proper inquiries before disciplinary termination

⚠️ Maintain clear documentation of all separation procedures

Praans Consultech assists companies in implementing compliant separation procedures and conducting internal audits to minimize legal risks.

Conclusion: Retrenchment vs. Termination

Understanding the differences between retrenchment and termination is vital for creating a compliant and transparent HR ecosystem. Retrenchment is strictly regulated and applies to business-related job cuts, while termination is a broader category that includes voluntary exits and performance-based removals.

Key Takeaways

✔ Retrenchment needs statutory compensation and notice ��� Termination may or may not involve compensation ✔ Government approval is needed for large retrenchments ✔ Employees can seek legal redress for unfair treatment ✔ Always refer to the applicable state laws and contract terms

To ensure compliance and protect both employers and employees, Praans Consultech provides end-to-end support on employment separation strategies, legal documentation, and dispute resolution.

FAQs – Retrenchment vs. Termination in India

Q1: Can an employer retrench without compensation? No, retrenchment requires compensation as per Section 25F of the IDA.

Q2: Is termination without notice legal? Only when done after a lawful inquiry for misconduct. Otherwise, notice or equivalent pay is required.

Q3: Can terminated employees sue for wrongful dismissal? Yes, they can file complaints with labour authorities or in court.

Q4: Does retrenchment affect gratuity? No. Eligible employees still receive gratuity under the Payment of Gratuity Act, 1972.

Q5: What happens during a company shutdown? Employees are entitled to retrenchment compensation, gratuity, and PF benefits.

Q6: Is government approval needed for retrenchment? Yes, for establishments with 100+ workers.

Q7: Can retrenchment be challenged? Yes, if the process is unfair or discriminatory.

Q8: Can retrenched staff be rehired? Yes. Under Section 25H, they must be prioritized if the role reopens.

Q9: Is termination during probation allowed? Yes, per the contract, usually without retrenchment benefits.

Q10: Can someone be terminated while on medical leave? Not unless statutory and policy leave has been exhausted.

Q11: Are fixed-term employees eligible for retrenchment pay? Generally no, unless specified in the contract or they meet IDA criteria.

Q12: Can termination occur due to poor performance? Yes, with proper documentation and process.

Q13: What happens if a company shuts down permanently? Eligible employees receive due compensation and benefits.

Q14: Are pregnant employees protected from termination? Yes, under the Maternity Benefit Act, 1961, termination during pregnancy is illegal.

If you need assistance with retrenchment policies, termination documentation, or legal compliance audits, Praans Consultech is here to help. Let us support your HR practices with clarity, legality, and empathy.

[royzzco]

Top Legal Services Corporate Law Firms in India Offer to Startups and MNCs

In India’s rapidly evolving business landscape, both startups and multinational corporations (MNCs) rely heavily on expert legal guidance to navigate the complex regulatory environment. Corporate law firms have emerged as essential partners, offering end-to-end legal services tailored to the unique needs of these businesses. From incorporation to mergers and acquisitions, the top corporate law firms in India provide strategic legal solutions that not only ensure compliance but also enhance operational efficiency and business resilience.

1. Business Formation and Structuring

For startups, choosing the right business structure is crucial. Legal advisors assist in selecting suitable entities such as LLPs, private limited companies, or public limited companies, depending on the business objectives, growth plans, and funding strategies. They also ensure compliance with the Companies Act, 2013, and other regulatory requirements. MNCs entering India rely on top legal firms in Mumbai and other key cities to establish subsidiaries, branch offices, or joint ventures under Indian law.

2. Regulatory Compliance and Corporate Governance

Adherence to corporate laws, tax regulations, foreign investment rules, and sector-specific compliance is a critical component for sustainable business operations. Legal firms help organizations put in place sound corporate governance practices and internal policies. They assist in filing necessary documentation with regulatory bodies like the Ministry of Corporate Affairs (MCA), SEBI, RBI, and others. These services are especially beneficial for MNCs that must align global standards with Indian legal norms.

3. Contract Drafting and Negotiation

Whether it’s a vendor agreement, employee contract, shareholder agreement, or joint venture deal, well-drafted contracts are the backbone of risk mitigation. The top corporate law firms in India provide meticulous contract drafting and vetting services, ensuring that every clause safeguards the client’s interests. They also facilitate negotiations to ensure favorable terms in line with business goals and legal norms.

4. Intellectual Property Rights (IPR)

Startups often drive innovation and need strong protection for their intellectual property. Top legal firms assist in the registration, enforcement, and management of patents, trademarks, copyrights, and trade secrets. MNCs, on the other hand, need help with IP licensing, portfolio management, and addressing cross-border IP issues. Legal experts also provide representation in IP litigation and dispute resolution.

5. Mergers, Acquisitions, and Joint Ventures

M&A activity is a critical aspect of business growth, especially for startups scaling operations or MNCs consolidating market presence. Law firms conduct due diligence, structure deals, draft transaction documents, and handle regulatory approvals. Their legal counsel ensures that such deals are compliant, strategically sound, and minimize legal and financial exposure.

6. Employment and Labour Law Advisory

Compliance with employment laws is vital for both emerging and established enterprises. Legal firms help draft employment agreements, develop HR policies, manage employee disputes, and ensure adherence to labour regulations, including PF, ESIC, and workplace safety laws. This becomes even more critical for MNCs with large workforces and cross-border employment considerations.

7. Data Protection and Technology Law

With the growing emphasis on digital transformation, data security and privacy have become top concerns. Legal firms provide counsel on the IT Act, data protection compliance, and draft privacy policies and cybersecurity frameworks. Startups in the tech sector and MNCs operating digital platforms in India, particularly, benefit from legal insights into India’s evolving data protection regulations.

8. Litigation and Dispute Resolution

In cases of commercial disputes, recovery suits, or shareholder conflicts, law firms represent clients before various forums, including NCLT, High Courts, and arbitration panels. For MNCs and startups alike, timely and strategic dispute resolution helps protect business interests and maintain credibility.

Conclusion

From formation to global expansion, corporate law firms play a pivotal role in every stage of business development. Whether it’s ensuring regulatory compliance, managing intellectual property, or handling disputes, these legal partners provide critical support that empowers businesses to thrive in a competitive market. Among the top legal firms in Mumbai, Royzz & Co. has built a reputation for delivering comprehensive legal solutions to both startups and multinational corporations, driving sustainable business success in India’s complex legal environment.

[amberavaava]

India’s startup scene is absolutely exploding right now, and honestly, it’s not just the tech bros and unicorn chasers who need to keep an eye on HR compliance. If you’re running a business, even a scrappy little SME, you mess this up and—bam—sudden fines, lawsuits, and your shiny reputation goes straight down the drain. Not to mention, the last thing you need is your best folks jumping ship ‘cause of avoidable HR drama.

Here’s where SapientHR jumps in. We basically take the compliance headache off your plate, so you don’t have to constantly worry if you’re about to break some obscure law and get a nastygram from the government. You get to focus on building your brand and, you know, not going to court.

So, HR compliance—what’s the big deal? Think of it like this: all your hiring, pay, work conditions, employee relations, paperwork… that’s gotta match up with India's maze of laws. We’re talking stuff like labor codes, employee benefits, safety rules, the whole enchilada.

Why care? Well, if you don’t, you’re looking at:

Fines, and let’s face it, nobody wants those

Angry employees (and lawsuits)

Delays in funding ‘cause investors notice this stuff

Your business looking sketchy to outsiders

HR Compliance Basics (Don’t Skip These) Let’s run through the stuff you absolutely can’t ignore:

Offer Letters & Contracts Every single person you hire needs an actual contract or appointment letter. None of this “handshake agreement” or “we’ll email you later” stuff. Spell out the job, salary, hours, benefits, notice period, and how things end if it all goes sideways. Startups especially mess this up and, trust me, verbal promises won’t save you in court. We’ll sort out the paperwork so you don’t get burned.

Statutory Deductions (the stuff that comes out of pay) You have to register and contribute for:

Provident Fund (PF): Both sides chip in, required for folks earning up to ₹15k/month.

Employees’ State Insurance (ESI): Again, mandatory for those earning below ₹21k/month.

Professional Tax: Kicks in for certain states.

Labour Welfare Fund: Only in some states, but don’t skip it.

Gratuity: If someone’s been with you 5+ years, this is a must.

We automate this with our payroll tools, so you’re not stuck with Excel hell every month.

Minimum Wages & Work Hours You can’t just pick a salary out of thin air. There’s a government minimum (differs by state and job type), and it changes, so stay sharp. Also: 8 hours a day, 48 a week, overtime is actually a thing (and yes, you gotta pay extra). And those paid holidays? Not optional. Ignore this stuff and you’ll get slapped with fines.

Leaves & Holidays Depending on your state, there are rules for how much leave you have to give—earned, sick, maternity (26 weeks!), sometimes paternity. Plus, there are mandatory national holidays. We help you set up leave rules that check all the boxes, but still keep your team happy.

Sexual Harassment (POSH Act) If you’ve got 10+ employees, this is non-negotiable: set up an Internal Committee, draft a clear anti-harassment policy, train your people, and file the paperwork. If you sweep this under the rug, it WILL come back to haunt you. We handle the whole process—zero drama.

Employee Docs You gotta keep records for everyone—KYC, contracts, payslips, attendance, PF/ESI details, complaints, all of it. We digitize and organize these so you don’t panic every time an auditor drops by.

Why Don’t Wait Till You’re In Trouble Way too many founders try to wing it until they hit a funding round or someone quits in a huff. By then, you’re looking at way bigger costs—money, time, and your company’s rep. Do it right from the start:

VCs and serious hires look for compliant companies

Fewer nasty surprises from audits

Smoother onboarding and exits

Top talent actually cares about ethics these days (wild, right?)

How We Make It Stupidly Simple SapientHR handles the ugly side of compliance for all sorts of companies:

Labor law audits

Statutory registration and filings

Employee handbooks/policies

Payroll compliance

Grievance and legal help

POSH Act (from A to Z)

Bottom line: we keep you safe, legal, and looking good—so you can actually grow your business without sweating the small (but crucial) stuff.

[f-acto]

Why Is ISO 45001 Certification in Philippines Important for Companies?

What is ISO 45001? 

ISO 45001 Certification in Philippines ISO 45001 is the standard that is widely used to establish the foundations to establish Occupational Health and Safety Management Systems (OHSMS). The standard was made by collaborating with ISO, the Universal Organization for Standardization (ISO). The standard will help businesses dodge harm, sickness, and, indeed, passing. This is a substitution for the current OHSAS 18001 standard, broadly respected as the standard for word-related security and wellbeing. 

Why Is ISO 45001 Certification in Philippines Imporant for companies? 

1. Compliance with Philippine Labor Laws: In the Philippines Philippines, The Department of Labor and Employment (DOLE) implements strict occupational safety and health (OSH) rules. ISO 45001 aligns well with the laws of every country, for example, 

Republic Act 11058: An Act for Strengthening Compliance Occupational Safety and Health Standards 

DOLE Department Order No. 198-18 

Its ISO 45001 certification ensures your business is prepared to be inspected, reduces the chance of legal liability and demonstrates a commitment to standardization within the country. 

2. Reduces Workplace Injuries and Accidents: Workplace accidents can lead to reputational damage, financial losses, and also emotional suffering. ISO 45001 helps identify hazards, identify risks, assess risks and take security measures to protect against: 

Ailments and injuries 

The loss of productivity and downtime 

Medical and insurance claims 

This proactive method keeps your operation operating smoothly and safely. 

3. Boosts Employee Morale and Retention: A secure workplace promotes a culture of caring and accountability. If employees feel appreciated and safe: 

Morale improves 

Absenteeism declines 

Rates of retention increase 

In areas such as manufacturing, construction, and logistics, which are common in the Philippines this has a tangible impact on efficiency and employee loyalty. 

4. Enhances Reputation and Client Trust: ISO 45001 Certification shows investors, clients, and other partners that you are concerned about the welfare of your employees. This increases the credibility of your business and opens the door to: 

Contracts with the Government 

B2B partnerships 

Opportunities for international trade

It makes your business stand out in a highly competitive marketplace. 

5. Supports Global Competitiveness: Globalization means that the majority of foreign customers require conformity with international standards. ISO 45001 gives Philippine companies an edge in the market by ensuring their systems are in line with global standards for safety, making the ideal choice for: 

Supply chain functions 

Opportunities to Outsource 

Global procurement listings 

6. Encourages Continuous Improvement: ISO 45001 uses the Plan-Do-Check-Act (PDCA) cycle to ensure continuous improvement. The security measures you adhere to won’t stay in place. However, they’ll be updated to meet the most recent challenges and ever-changing laws. This will guarantee you longevity and excellence in your business.

Benefits of ISO 45001 Certification in Philippines

Legal Compliance: Aids to meet the requirements under DOLE, OSH standards, and local labour laws. 

Lower Risk: proactively detects risks and implements preventive measures. 

Increased Morale of Workers: A safe workplace improves the satisfaction of employees and retention. 

Chances for Business: Numerous international and government contracts prefer ISO-certified firms. 

Operations Effectiveness: Fewer disruptions due to accidents or problems with compliance. 

Worldwide Recognition: ISO 45001 is recognized throughout the world, increasing the potential for partnerships and exports.

How long Does it take to Get ISO 45001 Certification in Philippines? 

The timeframe depends on the size of your business complexity, size, and security practices. On average:

Small-sized companies 3 to 6 months 

Medium-sized to large companies for 4-6 months 

Cost of ISO 45001 Certification in Philippines 

The cost is based on: 

The size of the company 

Employee number 

Industry type 

Complexity of operations 

A certification body has been selected. 

To obtain a precise quote get a precise quote, speak to a knowledgeable ISO expert from the Philippines.

Steps to Get ISO 45001 Certification in Philippines 

1. Gap Analysis: Examine current security practices to ISO 45001 requirements. 

2. Training and Education: Training and awareness for employees and managers on the health and safety guidelines. 

3. Documentation: Create the documents, including policies, documents, and risk assessment. 

4. Implementation: Use the Health and Safety Management System throughout all departments. 

5. Internal Audit: Examine the efficiency of the implementation system. 

6. Manager Review: Make sure that top-level management evaluates and endorses the system. 

7. Third-Party Audit: A reputable certification organization will be auditing your business. 

8. Certificate: After passing the test, you’ll be awarded ISO 45001 certification.

Why Factocert for ISO 45001 Certification in Philippines

We provide the best ISO 45001 Certification in Philippines who are knowledgeable and provide the best solutions. Kindly contact us at contact@factocert.com. ISO 45001 Certification consultants in Philippines and ISO 45001 auditors in Philippines work according to ISO standards and help organizations implement ISO 45001 certification consultants in Philippines with proper documentation.

For more information, visit ISO 45001 Certification in Philippines.

Related Link:

ISO Certification in Philippines

ISO 9001 Certification in Philippines

ISO 14001 Certification in Philippines

ISO 45001 Certification in Philippines

ISO 13485 Certification in Philippines

ISO 27001 Certification in Philippines

ISO 22000 Certification in Philippines

CE Mark Certification in Philippines

[savvyhrms01]

An Overview of Statutory Compliance in Human Resources and Payroll.

You've undoubtedly heard the phrase "statutory compliance" and thought, "Sounds important," particularly if you're managing a startup business or are new to payroll or human resources. But what does it really mean?

Don't worry, you're not alone. Let's make it easy.

What is statutory compliance? Simply stated, statutory compliance is the observance of the laws and regulations set forth by the government with regard to the administration of workers, salaries, benefits, and taxes. It's not a decision. No matter how many employees you have—five hundred or five hundred—if you are running a business, compliance is crucial. Penalties, legal issues, and reputational harm may result from breaking these laws.

Why Payroll and HR Care About It

The core of payroll and human resources is statutory compliance software. It has an impact on everything, including how much tax is withheld from salaries and how you manage contract labour, employee benefits, and overtime.

If you do it incorrectly, you're breaking the law in addition to upsetting your employees.

Key Areas You Need to Know

Here are some of the most common statutory components HR and payroll teams in India (or globally) need to stay on top of:

Provident Fund (PF) A retirement savings scheme where both the employer and employee contribute.

Mandatory for companies with 20+ employees (India).

Contributions need to be deposited every month with proper filings.

State Insurance for Employees (ESI) a health insurance program for workers with lower incomes.

Applicable to companies where employees earn below a certain wage threshold.

Contributions are shared by employer and employee.

Professional Tax A state-level tax on income, deducted from employee salaries.

The rules and rates vary depending on the state.

Labour Welfare Fund A small deduction is made for employee welfare activities.

Not applicable in all states, but must be followed where it is.

Gratuity A lump sum paid to employees who’ve completed 5+ years of continuous service.

It’s part of an employee’s retirement benefits.

Minimum Wages and Payment of Wages Act Ensures employees are paid fairly and on time.

Employers must follow state-prescribed minimum wages and avoid arbitrary deductions.

TDS, or income tax The correct amount of tax must be withheld by employers from employee pay cheques and deposited with the government. Regular filings (like Form 24Q in India) are mandatory.

How to Stay Compliant

Use HR and Payroll Software Modern platforms calculate deductions, file returns, and send reminders for deadlines—so you don’t miss a thing.

Stay Updated with Law Changes

You might be surprised to learn how frequently laws change. Engage with a compliance consultant, follow government portals, or sign up for newsletters.

Maintain Records.

From payslips to contribution challans—keep everything documented. It’s not just good practice, it’s essential during audits.

Train Your HR Team

Even basic compliance training can help avoid costly mistakes. Make sure your HR staff knows the “why�� and “how” behind the rules.

Concluding remarks

Although the statutory compliance system may seem daunting, it doesn't have to be. You can maintain complete compliance and employee satisfaction with the correct resources, awareness, and discipline. Over time, it safeguards your company and increases team trust.

Following the book is always beneficial for business in the end.

[ethicallegalblog]

Minimum Wages Act 1948: What Employers & Workers in Gurugram, Delhi NCR Need to Know

The Minimum Wages Act, 1948 ensures that Indian workers are paid fair wages based on their skill and role. In fast-growing hubs like Gurugram and Delhi NCR, compliance with this law is critical for businesses and workers alike.

For a detailed breakdown, read the full article on our blog: Minimum Wages Act 1948 – Ethical Legal

Applicability in Gurugram & Delhi NCR

The Act applies to various categories such as:

Unskilled, semi-skilled, skilled, and highly skilled workers

Contractual and outsourced staff

Clerical and support personnel

Drivers, security guards, and hospitality workers

Wage structures are periodically revised by the Haryana and Delhi Labour Departments.

Employer Responsibilities

Employers must:

Display wage rates in both Hindi and English

Pay salaries before the 7th of each month

Keep accurate records of hours, pay, and job classification

Avoid unauthorized deductions and cooperate with labour inspections

Penalties for Non-Compliance

Fines up to ₹10,000 or imprisonment up to 5 years

Recovery orders for underpaid wages

Additional compensation up to 10 times the wage gap

Blacklisting from government contracts

How Workers Can File Complaints

Workers may:

Visit the Labour Commissioner Office in Gurugram

Submit a written complaint with job details, ID, and payslips

Seek help from labour unions or legal aid organizations

Useful Link:Haryana Labour Department Portal

Code on Wages, 2019 – The Next Step

This upcoming central law will unify wage laws, introducing:

Universal minimum wages across sectors

Gender-neutral and region-specific wage rules

Centralized digital compliance

Penalties under the Code on Wages, 2019:

First offence: Fine up to ₹50,000

Repeat offence: Fine up to ₹1,00,000 or imprisonment

Obstructing labour inspectors: Fine up to ₹20,000

Stay informed. Stay compliant. Protect your workforce. Legal Support: +91 9811341058 / 9717295772 Email: info@ethicallegal.in