Labour Law

  • LAWYERS FOR LABOUR DISPUTES IN CHANDIGARH

    Labour law deals in regulating the relationship between the workers, employing entities, trade unions and the government. The tripartite relation between employee, employer and union is governed by labour laws. Employers are bound to maintain certain socially acceptable standards as per the norms and regulations. The employees have certain rights as well as duties. Since many years, labour law has been one of the most complicated areas of law. the best lawyers for Labour Disputes in Chandigarh work towards simplifying the matters in hand and help secure safety while employment and human rights and also prevent violation of labour rights.

    The best lawyers for labour disputes in Chandigarh provide the following services:

    1. Advisory Services
    2. Litigation Services
    3. Documentation Services and,
    4. Compliance Services

    The know-how of even the tiniest aspects of labour laws is a prerequisite to be able to deliver the above mentioned services. Labour Laws in India are structured and therefore require expert legal hand to deal with. Various workers and their associations have time and again revolted against violation of labour rights and hence, labour law exists as complete a domain in itself. Labour laws ensure just, humane and egalitarian conditions at workplace. It is also a directive to the State to strengthen the rights at workplace.  It is important to address violation of rights at workplace be it employee, employer or the union.

    Cases that best Lawyers for Labour Disputes in Chandigarh look after:

    There are many distinct issues and disputes related to labour laws that need expert advice and support of the best attorneys. Issues related to employment, compensation, gratuity, trade unions, lay offs, promotion, accidental liability etc. are some of the most common disputes in labour law. Over the years, we have resolved numerous labour rights related matters in different tribunals and courts. Our team of experienced lawyers for labour disputes work towards solving all kinds of labour issues concerning employees, employers, unions or any other channel involved. The most important thing for top lawyers is to keep in mind the welfare of their client. This is the motto we work with. Our team of best lawyers for labour disputes work on all legal issues with extreme dedication to bring out the best solutions possible.

    Labour Law

    B&B Associates LLP

    Advocates & Legal Consultants

    Head Office SCO 45-46, Sector 11, Panchkula, 134109

    Lawyers for Labour Cases in Chandigarh

    Lawyers for Labour Cases in Panchkula

    Lawyers for Labour Cases in Mohali

    Lawyers for Labour Cases in Dehradun

    Lawyers for Labour Cases in Delhi

    Lawyers for Labour Cases in Noida

    Lawyers for Labour Cases in Faridabad

    Lawyers for Labour Cases in Punjab and Haryana High Court

    Lawyers for Labour Cases in Supreme Court of India

    Lawyers for Labour Cases in Delhi High Court

    Advocates for Labour Cases in Chandigarh

    Advoates for Labour Cases in Panchkula

    Advocates for Labour Cases in Mohali

    Advocates for Labour Cases in Dehradun

    Advocates for Labour Cases in Delhi

    Advocates for Labour Cases in Noida

    Advocates for Labour Cases in Faridabad

    Lawyers for Labour Cases in Punjab and Haryana High Court

    Advocates for Labour Cases in Supreme Court of India

    Advocates for Labour Cases in Delhi High Court

    Advocates for Labour Law in Chandigarh

    Advoates for Labour Law in Panchkula

    Advocates for Labour Law in Mohali

    Advocates for Labour Law in Dehradun

    Advocates for Labour Law in Delhi

    Advocates for Labour Law in Noida

    Advocates for Labour Law in Faridabad

    Lawyers for Labour Law in Punjab and Haryana High Court

    Advocates for Labour Law in Supreme Court of India

    Advocates for Labour Law in Delhi High Court

  • Rights Of Adhoc Appointees

    STATUS OF AD HOC bPLOYEES The ad hoc bployees basically stand at the lowest grade as against a permanent, quasi-permanent and tbporary bployee. It has been held that an ad hoc bployee does not get the right to hold the post or to continue in bployment endlessly in comparison to a regular bployee. The ad […]

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    Adhoc Appointment

    INTRODUCTION Article 309 of the Constitution of India confers power on the appropriate authority to regulate the recruitment to the public services of the Union or of any State. It enables the Executive to make recruitment to the governmental services. However, this power of the Executive is subjected to the provisions of the Constitution and […]

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    Accident Liability Towards Workmen

    ACCIDENT LIABILITY TOWARDS WORKMEN Over the years various rules have been framed for the protection of workmen. Accidents during work are common to see but workmen are not in a condition to pay for them because they are already underpaid and fulfil their basic requirements with great difficulty. So Workmen Compensation Act, 1923 has been […]

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    Suspension

    OBJECT: – To keep employee away from a position where He can interfere with the conduct of enquiry, or may tamper with documentary or oral evidence in any manner, and to ensure smooth disposal of the proceedings initiated against him It is unsafe to continue to vest in him powers of his post. To safeguard […]

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    Regularisation Of Ad Hoc Employees- Principles Thereof

    It has been said that the State must be a model employer. It is for this reason, the Courts have stressed that a person should not be kept in a temporary or ad hoc appointment status for long. Where a temporary or ad hoc appointment is continued for long, The Court supposes that there is […]

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    Promotion

    OVERVIEW: In layman’s language promotion means a step forward. Promotion under the ambit of service law means advancement in the position of the employee in the same organization. It is a common human trait that a person always wants higher pay scale, more responsibility and a better position at organizational level. All this can be […]

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  • The Beedi Workers Welfare Fund Act 1976

    No.62 OF 1976 [10th April, 1976.] An Act to provide for the financing of measures to promote the welfare of persons engaged in beedi establishments. BE it enacted by Parliament in the Twenty-seventh Year of the Republic of India as follows:- 1.Short title ,extent and commencement.- (1) This Act may be called the Beedi Workers […]

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    The Beedi Workers Welfare Cess Act 1976

    No.56 OF 1976 [7th April, 1976.] An Act to provide for the levy and collection, by way of cess, a duty of excise on tobacco issued for the manufacture of beedi. BE it enacted by Parliament in the Twenty-seventh Year of the Republic of India as follows:- 1.Short title ,extent and commencement.- (1) This Act […]

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    The Beedi And Cigar Workers Amendment Act 1993

    No.41 OF 1993 [22nd May 1993.] An Act to amend the Beedi and Cigar Workers (Conditions of Employment) Act, 1966. BE it enacted by Parliament in the forty-fourth Year of the Republic of India as follows:- 1.Short title and Commencement.- (1) This Act may be called the Beedi and Cigar Workers      (Conditions of Employment) Amendment […]

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    The Beedi And Cigar Workers (Conditions Of Employment) Act 1966

    No.32 OF 1966 [30th November 1966] An Act to provide for the welfare of the workers in beedi and cigar establishments and to regulate the conditions of their work and for matters connected therewith. BE it enacted by Parliament in the Seventeenth year of the Republic of India as follows:– 1.Short title, extent and commencement.- […]

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    Workmens Compensation Act 1923

    CHAPTER I PRELIMINARY 1.Short title, extent and commencement.—(1) This Act may be called the Workmen’s Compensation Act 1923. [1][(2) It extends to the whole of India [2][***]. (3) It shall come into force on the first day of July, 1924. Definitions.—In this Act, unless there is anything repugnant in the subject or context,— [3][***] (b)  “Commissioner means […]

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    Trade Unions Act 1926

    CHAPTER I PRELIMINARY 1.Short title, extent and commencement.— (1) This Act may be called the[3][***] Trade Unions Act 1926 [4][(2) It extends to the whole of India [5][***]. (3) It shall come into force on such date[6] as the Central Government may, by notification in the Official Gazette, appoint. Definitions.—In this Act[7][“the appropriate Government” means, in relation […]

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