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Check the below lines in the document, it may be incorrect in document - (covid19_-guide-legal-issues-employment-workplace.pdf")
1) In so far as per the orders passed by most states, non-essential services may continue to function as normal
2)as stated above. Some examples of essential functions that are required to be working and functional are
outpatient departments, and clinics, E-commerce hotels and restaurants, etc.
From India, Agra
1) In so far as per the orders passed by most states, non-essential services may continue to function as normal
2)as stated above. Some examples of essential functions that are required to be working and functional are
outpatient departments, and clinics, E-commerce hotels and restaurants, etc.
From India, Agra
Dear colleagues,
I read an article published in the columns of mondaq news letter on fallout in economic activities, labour related matters and specifically application of 'force majeure' clause for initiating labour matters with a perspective in Thailand. The views contained in the article almost akin to Indian scenario as well. I'm sharing the article with a view to discuss how far "force majeure" clause, if they form part of agreements (and how to go about if there is no such clause in terms of apptt.,) can be applied in India. Especially - i) reduction in idle wages for lock down period and/or 'no- work-no-pay'
ii) Closure of units, reduced operations, lay-off
iii) Termination-all or few on selective basis
iv) Leave regulation, attendance, Work From Home admin.
v) Notices, Compensation etc.
vi) Reinstatement when resumed, continuity of service etc.
From India, Bangalore
I read an article published in the columns of mondaq news letter on fallout in economic activities, labour related matters and specifically application of 'force majeure' clause for initiating labour matters with a perspective in Thailand. The views contained in the article almost akin to Indian scenario as well. I'm sharing the article with a view to discuss how far "force majeure" clause, if they form part of agreements (and how to go about if there is no such clause in terms of apptt.,) can be applied in India. Especially - i) reduction in idle wages for lock down period and/or 'no- work-no-pay'
ii) Closure of units, reduced operations, lay-off
iii) Termination-all or few on selective basis
iv) Leave regulation, attendance, Work From Home admin.
v) Notices, Compensation etc.
vi) Reinstatement when resumed, continuity of service etc.
From India, Bangalore
Dear Prof. Kumar, I don’t feel that in India we can have 'force majeure' clause for workmen category. Probably we can have it for non-workmen category.
From India, Mumbai
From India, Mumbai
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Dispciplinary Action.doc
DISCIPLINARY ACTION.ppt