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"Sirs, I would like to know whether the Factory Act becomes applicable from the day the drawings/plans are submitted to the Factory Inspectorate office or from the day the manufacturing activity is started. Secondly, if the manufacturing activity is not started and the other conditions, i.e., the us" ... (more)

"Hi, Generally, the leave policy differs from company to company. In manufacturing industries, the leave policy gets divided for two sets of employees: 1. Unionized Employee: They are entitled to Privileged leave / Earned Leave as per the India Factories Act, i.e., one leave for each 20 days worked. Casua" ... (more)

"Hi all, Quite an interesting discussion on whether Gratuity should be included in the CTC or not. I have worked in companies where gratuity was added to the CTC, and in another one, gratuity was not included in the CTC. In case gratuity is paid as per the law, i.e., 4.81% of basic + DA after completio" ... (more)

"No, Mediclaim insurance premium is paid by the company to the insurance company for any unforeseen events happening to the employee, ensuring that no financial burden immediately falls on the employee. This amount is not claimable even if you have not made a claim under the company’s Mediclai" ... (more)

"Hi all, Interesting discussion. Would like to share my experience. I worked in a factory where multiple unions existed. My experience tells me that fairness and firmness on the part of the employer is the key to having harmonious relations with the employees. Union or no union, it is just that problem" ... (more)

"Hi, Another thing to keep in mind is the number of working days. If there are 5 working days per week, the allocated leave days are sufficient. However, if it is six days per week, a reassessment is necessary. Additionally, the treatment of intervening holidays and weekly offs in leave calculations need" ... (more)

"Agnes, The subject is very wide when you say labor policy. Would you please clarify what areas you want to cover or which incident triggered this thought process. Would you be able to give some help. Regards, Anand" ... (more)

"Hi all, An interesting topic. This has to be seen from three points of view: Organisation, Humanitarian (Employees) & Legal; 1. From the organization’s point of view, generally, such type of terminations do not take place unless the employee in question is alleged of gross misconduct serious i" ... (more)

"Hi Gaurang, Just to add to what Rajashri has mentioned, also consider the nature of the industry you are in. Firstly, gain an understanding of the entire manufacturing process. Conduct a time study of the process. To begin, be present on the shop floor, observe the process, and note the required time" ... (more)

"Neel, If you are paying the March salary as per the new structure, the Full and Final (F&F) settlement will also follow the new structure. If the salary hike has not been confirmed in writing, then you have the option to process the F&F at the old rate as well. Anand" ... (more)

"Greetings All, Can anybody come up with the latest Supreme Court case law under the Factories Act regarding the Occupier? I have a situation on hand: My company is engaged in a project, and we are in the process of registering our factory. We intend to designate our Head of the unit (an employee of th" ... (more)

"Hi, In such a scenario, HR should send another letter to the concerned employee stating that as mentioned in the previous letter, you are eligible for the increment effective from (mention the date). However, it appears that due to an oversight or mistake, your salary has been credited with the revise" ... (more)

"Hi, As per the description, it seems that: a) A separate appointment letter is there. b) A bond was signed specifically for the purpose of training. c) In case the employee leaves within the stipulated time, no bond amount was to be recovered. Hence, considering all these factors, you can deny him th" ... (more)