HOME | ABOUT US | SERVICES | TEAM | CLIENTS | LOCATIONS | CONTACT US
CLIENT LOGIN
 
SUBJECTS WE DEAL IN
 

Employees' Provident Fund

Employees' State Insurance

Contract Labour

Labour Welfare Fund

Shops & Establishments

Factories Act

Payment of Wages

Minimum Wages

Payment of Bonus

Payment of Gratuity

Industrial Disputes

Workmen Compensation

Apprentice

Industrial Standing Orders

Professional Tax

Maternity Benefits

Pay-roll Management

Employment Documents

Environmental Consultancy
 
NEWS

ESI Wage Ceiling enhanced to Rs. 15,000/-:

Monthly Wage Ceiling for coverage under ESI enhanced from Rs. 10,000/- to Rs. 15,000/- w.e.f. 1st May, 2010.

Gratuity Ceiling enhanced to Rs. 10,00,000/-:

The Parliament has approved enhancement of Gratuity Ceiling for employees from Rs. 3,50,000/- to Rs. 10,00,000/-.

Workmen's Compensation Act, 1923 renamed as 'Employees' Compensation Act, 1923' vide Workmen's Compensation (Amendment) Act, 2009.

Private Sector Schools / Colleges & Hospitals / Nursing Homes in Delhi now covered under ESI:

Labour Dept. - NCT of Delhi has notified that all Educational Institutions and Hospitals or Nursing Homes in NCT of Delhi, except those run by Ministries and Departments of Central Government and Govt. of NCT of Delhi, shall now be covered under ESI.

Director is not covered under definition of 'Employer' under EPF & ESI Acts and hence, can not be prosecuted under Section 405 of IPC for offenses by company [Held by Hon'ble Calcutta High Court in Robin Paul V. State of West Bengal [2010] 153 COMP CAS 419 (CAL)]

India & Korea signed reciprocal Social Security Agreement

India and Republic of Korea have signed reciprocal Social Security Agreement (SSA) on 15th October, 2010. This Social Security Agreement shall be beneficial to the migrant workers of both the countries on the reciprocal basis such as relaxation / exemption for payment of social security contribution and import of social security credits to their home country.

Central & State Specific Labour Laws & Rules
 
Industrial Disputes Act, 1947
Purpose & Object Industrial Disputes Act, 1947 has been enacted to provide machinery for peaceful resolution of Industrial Disputes and to promote harmonious relation between employers and workers..
Applicability / Eligibility
  • The coverage of Industrial Disputes Act, 1947 extends to whole of India
  • Applicable to all industrial and commercial establishments
  • Covers all workers and supervisors drawing salaries up to Rs. 1600/- per month
  • Not applicable to person employed in managerial and administrative capacities
Main Provisions
  • Defines terms 'Industry', 'Industrial Dispute', 'Lay-off';, 'Strike', 'Lockout', 'Retrenchment', 'Trade Union' etc
  • Provides machinery for investigation and settlement of 'Industrial Disputes' through Works Committees, Conciliation Officers, Boards of Conciliation, Courts of Inquiry, Labour Courts, Industrial Tribunals, voluntary Arbitration and Collective Bargaining
  • Provides for setting-up of 'Grievance Settlement Authority' (GSA) in certain establishments
  • Provides for notice of change in employment conditions
  • Provides Strike, Lockout & Retrenchment procedures
  • Provides for Lay-off & Retrenchment Compensation
  • Provides for Compensation to workmen in case of transfer of undertakings
  • Protection of workmen during pendency of proceedings
  • Provides for Right to Appeal
  • Provides for Reopening of Closed Undertakings
  • Lays down provisions regarding Unfair Labour Practices
  • Provides Obligations & Rights of Employees
 

Services We Offer

We are Industrial & Labour Law Consultants and at FuturAgeSM, we provide following services in relation to the provisions of the Industrial Disputes Act, 1947:

FuturAge Providing day to day consultancy on matters pertaining to Industrial Disputes Act
FuturAge Assistance to the Management in the proceedings of Works Committees, Conciliation Officers, Boards of Conciliation, Courts of Inquiry, Labour Courts, Industrial Tribunals, Arbitration
FuturAge Preparing Proposal on behalf of the Management to be placed during the process of Mediation / Collective Bargaining
FuturAge Representing Management in the process of Industrial Dispute Resolution such as Mediation / Collective Bargaining with Trade Unions
FuturAge Negotiating on behalf of the Management against the claims of the Trade Unions
FuturAge Assisting in the process of Industrial Dispute Resolution upon invitation of the parties to act as independent 3rd Party in the event of requirement of professional reference
FuturAge Drafting of Collective Agreements
FuturAge Professional assistance in Conciliation / Mediation between the Management and the Workmen in the event of Labour Crisis / Industrial Disputes
FuturAge Assistance in setting-up of 'Grievance Settlement Authority'
FuturAge Assistance to the Management in ensuring / complying various provisions of the Act related to disclosures, notices, displays, etc.
FuturAge Assistance in furnishing notice of change in employment conditions
FuturAge Assistance in Reopening of Closed Undertakings
FuturAge Assistance in settling compensation issues in case of transfer of undertakings
FuturAge Replying / Satisfying Show Cause Notices issued under the Act
FuturAge Assisting the Management during the Inquiries conducted under the Act
FuturAge Filing / defending Appeals under the Act
   
 
 
Start-up Labour Law Support | Labour Law Registrations | Labour Law Licenses | Labour Law Audit | Labour Law Due Diligence | Labour Law Compliances | Labour Law Record Maintenance | PayRoll Management | Industrial Dispute Resolution | Labour Crisis Resolution | Collective Bargaining | Drafting Employment Documents |Environmental Consultancy

LAW FORTE
  © 2009 FuturAge
FuturAge is an initiative backed by LAW FORTE (An Indian Corporate Law Firm)
Notices | Disclaimer
Designed by Star Web Maker