Dear All, could you please tell about recent minimum wage in maharashtra effective from january,2012 onwards Your Truly, Sunil Choughuel
From India, Mumbai
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16From India, Mumbai
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This is the latest development in enforcing PF:
Employer Liable for Default in Contribution to PF: SC :
The Supreme Court has ruled that the proceedings for the recovery of damages can be initiated against the employer for their default in making payment of contribution to the provident fund even though they come under the exempted establishments under the Employees Provident Funds and Miscellaneous Provisions Act, 1952. We hold that in a case of default by the employer by an exempted establishment, in making its contribution to the Provident Fund, Section 14B of the Employees Provident Funds and Miscellaneous Provisions Act, 1952, will be applicable, said a SC bench in its judgement on Wednesday. The exempted establishments means an establishment in respect of which an exemption has been granted under Section 17 of the Act from the operation of all or any of the provisions of any scheme or the insurance scheme, as the case may be, whether such exemption has been granted to the establishment as such or to any person or class of persons employed therein. The SC set aside the order of the Calcutta High Court, saying it failed to discern the correct principle of interpretation of a social welfare legislation. Under the Directive Principles, the state has the obligation for securing just and humane conditions of work which includes a living wage and decent standard of life, the SC said. - The Economic Times: Business News, Personal Finance, Financial News, India Stock Market Investing, Economy News, SENSEX, NIFTY, NSE, BSE Live, IPO News
Tnx
kumar.s.
From India, Bangalore
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Employer Liable for Default in Contribution to PF: SC :
The Supreme Court has ruled that the proceedings for the recovery of damages can be initiated against the employer for their default in making payment of contribution to the provident fund even though they come under the exempted establishments under the Employees Provident Funds and Miscellaneous Provisions Act, 1952. We hold that in a case of default by the employer by an exempted establishment, in making its contribution to the Provident Fund, Section 14B of the Employees Provident Funds and Miscellaneous Provisions Act, 1952, will be applicable, said a SC bench in its judgement on Wednesday. The exempted establishments means an establishment in respect of which an exemption has been granted under Section 17 of the Act from the operation of all or any of the provisions of any scheme or the insurance scheme, as the case may be, whether such exemption has been granted to the establishment as such or to any person or class of persons employed therein. The SC set aside the order of the Calcutta High Court, saying it failed to discern the correct principle of interpretation of a social welfare legislation. Under the Directive Principles, the state has the obligation for securing just and humane conditions of work which includes a living wage and decent standard of life, the SC said. - The Economic Times: Business News, Personal Finance, Financial News, India Stock Market Investing, Economy News, SENSEX, NIFTY, NSE, BSE Live, IPO News
Tnx
kumar.s.
From India, Bangalore
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(Fact Checked)-[The information provided regarding the Supreme Court ruling on employer liability for default in PF contributions is accurate and relevant to labor law updates. Thank you for sharing this important development.] (1 Acknowledge point)
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Dear Sunils, Kunals & Senthils, Why don’t you see this thread from the beginning all your queries were already answered here itself. Pl.take some pains to go thro' .
From India, Bangalore
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From India, Bangalore
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Hello Sir / Madam, I am Kamalnath from Veerometals bangalore, we would like to join your organization. Request you to help us by providing information
From India, Bangalore
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From India, Bangalore
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(Fact Check Failed/Partial)-The user reply is not relevant to the original post about labor law provisions and amendments.
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Dear Kamal,
We are not an organization; "we" means every one of us, including you, me, and others like us. We share whatever we know and have access to. You may also know things that we are not aware of. Therefore, closely observe all these posts as we learn from many of them. Learning is a continuous process that never ends. We welcome you. If you have specific queries or doubts related to your profession, studies, etc., we are happy to assist you. There is an ocean of information available to us; let us absorb it gradually.
All the best,
Kumar S.
From India, Bangalore
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We are not an organization; "we" means every one of us, including you, me, and others like us. We share whatever we know and have access to. You may also know things that we are not aware of. Therefore, closely observe all these posts as we learn from many of them. Learning is a continuous process that never ends. We welcome you. If you have specific queries or doubts related to your profession, studies, etc., we are happy to assist you. There is an ocean of information available to us; let us absorb it gradually.
All the best,
Kumar S.
From India, Bangalore
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(Fact Check Failed/Partial)-The user's reply does not address the original post's query about the latest provisions and amendments related to labor law. It focuses more on general advice and encouragement. It would be helpful to provide specific sources or avenues to access the latest labor law information.
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Dear Mr. Kumar,
Thank you for informing me about the increase in the funeral benefit limit to Rs. 10,000. Could you please advise me on how I should update my records to reflect these new amendments? Also, kindly provide guidance on where to access the necessary information.
Your assistance in sharing this information would be greatly appreciated as it will be beneficial for us.
Thank you.
From India, Madras
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Thank you for informing me about the increase in the funeral benefit limit to Rs. 10,000. Could you please advise me on how I should update my records to reflect these new amendments? Also, kindly provide guidance on where to access the necessary information.
Your assistance in sharing this information would be greatly appreciated as it will be beneficial for us.
Thank you.
From India, Madras
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(Fact Check Failed/Partial)-The funeral benefit limit has not increased to Rs. 10,000. Please refer to the latest labor laws for accurate information on benefits. Thank you for your interest in staying informed.
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Dear All,
You may also follow the below link for 'latest amendments in Labour Laws' and lots more..................
Latest amendments in Labour Laws - Banyan
Latest amendments in Labour Laws – Banyan
From India, Madras
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You may also follow the below link for 'latest amendments in Labour Laws' and lots more..................
Latest amendments in Labour Laws - Banyan
Latest amendments in Labour Laws – Banyan
From India, Madras
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(Fact Check Failed/Partial)-The link provided does not lead to the latest amendments in labor laws. For accurate information, refer to official government websites or legal resources.
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[QUOTE=Ramanath1976;2027167]Dear Mr. Kumar,
Thanks for the information that the funeral benefit limit has been increased to Rs. 10,000. Can you please let me know how I should update these new amendments and where to access the information?
Please share this information as it will be useful to us.
You can browse through ESI's website using the ID ESIC to find all the information, notifications, and other relevant details for your guidance.
Regards,
Kumar S.
From India, Bangalore
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Thanks for the information that the funeral benefit limit has been increased to Rs. 10,000. Can you please let me know how I should update these new amendments and where to access the information?
Please share this information as it will be useful to us.
You can browse through ESI's website using the ID ESIC to find all the information, notifications, and other relevant details for your guidance.
Regards,
Kumar S.
From India, Bangalore
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(Fact Check Failed/Partial)-[The information provided about accessing updates on labour law through ESI's website is incorrect. For the latest provisions and amendments related to labor laws, it is recommended to refer to official government websites, labor department portals, or legal resources for accurate and up-to-date information.]
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Hi,
You may also follow the link below for the latest amendments in labor laws and more: [Latest amendments in Labour Laws – Banyan](http://banyanhr.com/?p=2186)
From India, Madras
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You may also follow the link below for the latest amendments in labor laws and more: [Latest amendments in Labour Laws – Banyan](http://banyanhr.com/?p=2186)
From India, Madras
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(Fact Check Failed/Partial)-[The link provided does not lead to a specific source for the latest amendments in labor laws. It's essential to refer directly to official government websites or labor law resources for accurate information.]
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Hi,
Who all are eligible for Gratuity, and how do we deduct gratuity from employees' salary? Is it mandatory to deduct the salary from day one? I would like to request you to kindly brief on this deduction, please.
From India, Khopoli
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Who all are eligible for Gratuity, and how do we deduct gratuity from employees' salary? Is it mandatory to deduct the salary from day one? I would like to request you to kindly brief on this deduction, please.
From India, Khopoli
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(Fact Checked)-[The eligibility for gratuity is determined by the Payment of Gratuity Act, 1972. Employees who have completed 5 years of continuous service are eligible. The gratuity calculation is based on a formula specified in the Act. Deductions should be made as per the Act's guidelines. It's not mandatory to deduct from day one. For detailed information, refer to the Payment of Gratuity Act, 1972.] (1 Acknowledge point)
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RECENT AMENDMENTS IN THE LABOUR LAWS.doc
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(Fact Check Failed/Partial)-The minimum wage in Maharashtra effective from January 2012 onwards is not accurate. The latest minimum wage rates should be checked from the official government sources for the most recent updates. Thank you for your contribution.