Region of Law Practice
Courts, forums and jurisdictions
- Supreme Court Of India
- High Courts Of Various States
- Labour Court
- Labour Tribunal
- Labour Commissioner
- Assistant Labour Commissioner
Legal Advice & Consultation
- Strictly by appointment.
- For appointment reservation, call +91-7710777770, or fill the form given below.
- Available methods:
1. In-person 2. Email 3. Telephonic
- Legal Consultation Fee Starts at INR 1000/-
Lawyers with over 40 years of standing and thousands of rightly resolved matters. START CONSULTING:
(Explore this page to learn more about the law firm’s industrial law practice, fields of interest, region, steps of retention and applicable procedure.)
Labour & Industrial Laws refer to the body of laws, administrative policies, rules and judicial pronouncements, which deal with the legal rights and restrictions on working people and their organizations. In India, industrial and labour law includes a number of Central and State-specific Acts pertaining to employment and administrative regulations as well as judicial decisions. The applicability of all the statutes is dependent on various factors like the nature of the industry, work carried therein by the employees, the strength of the workforce, wage/remuneration, duration of service, etc. Moreover, with the rapid growth in the number of industries in India coupled with substantial shifts in the culture of work and management techniques, our team at Noida has gained expertise in tackling the challenges that our clients are facing or may face in the future.
About our Industrial / Factory Lawyers in Noida
From assisting in litigation to compliance issues, B&B Associates LLP- Noida has become a name to reckon with owing to our practical and strategy-driven approaches. With domestic and international clientele, we offer a wide range of legal services to our clients. The firm has a practical experience of more than 40 years which makes our work culture distinct and impeachable. We take pride in our client-centric approach and keeping the client’s interest before anything else. Having handled a plethora of labour disputes before various forums, tribunals and courts, we offer practical solutions to the clients to avoid any prospective loss arising out of the dispute.
Services offered by B&B Associates LLP in Industrial / Factory Law Matter
The scope of our work is given below, however, the following list is merely indicative and not exhaustive:
Scope of the services by our Industrial and Factory Law Advocates:
- Removal, termination, retrenchment.
- Labour disputes
- Industrial Disputes
- Labour Court cases
- Industrial Tribunal cases.
- SLP before the Supreme Court of India in labour matters.
- Industrial Disputes
- Labour law cases
- Employment disputes.
- Writ against the awards passed by the Industrial and Labour Courts.
- Writ against the orders passed under the Payment of Gratuity Act.
- Appeals against the orders passed by the Commissioner Workman Compensation.
- Filing and defending appeals before the EI Courts against the order passed by the ESI Authorities under proceedings of Section 45 A of the Employees’ State Insurance Act.
- Appeals against the orders under The Employees’ Provident Fund Act against assessment orders.
- Litigation services by highly qualified service and labour lawyers before the Supreme Court of India in the fields of service and labour laws in India.
Documentation Services by Service and Labour Lawyer
- Drafting and vetting of settlements related to service and labour disputes.
- Drafting and vetting of replies to charge sheets, memos, warning letters.
- Drafting and vetting of strike notices.
- Drafting and vetting of lockout, closure, and lay off retrenchment notices.
Compliance Services under the following legislation
Regular and periodical compliance audits and compliance checks of establishments, factories.
- Apprentices Act, 1961
- Bonded Labour System (Abolition) Act, 1976
- Building and Other Construction Workers (Regulation of Employment and Conditions of Service) Act, 1996
- Building and Other Construction Workers’ Welfare Cess Act, 1996.
- Child Labour (Prohibition & Regulation) Act, 1986
- Children (Pledging of Labour) Act, 1933
- Cine-Workers and Cinema Theatre Workers (Regulation of Employment) Act, 1981.
- Cine Workers Welfare Cess Act, 1981
- Cine Workers Welfare Fund Act, 1981
- Contract Labour (Regulation and Abolition) Act, 1970
- Dangerous Machines (Regulation) Act, 1983
- Dock Workers (Safety, Health & Welfare) Act, 1986.
- Dock Workers (Regulation of Employment) Act, 1948
- Dock Workers (Regulation of Employment) (Inapplicability to Major Ports) Act, 1997
- Employment of Manual Scavengers and Construction of Dry Latrines (Prohibition) Act, 1993
- Employee’s Compensation Act, 1923 [Earlier known as Workmen’s Compensation Act, 1923].
- Employees Provident Funds and Miscellaneous Provisions Act, 1952
- Employees’ State Insurance Act, 1948
- Employees’ State Insurance (Amendment) Act, 2010
- Employers Liability Act, 1938
- Equal Remuneration Act, 1976.
- Fatal Accidents Act, 1855
- Industrial Disputes Act, 1947
- Industrial Employment (Standing Orders) Act, 1946
- Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979.
- Iron Ore Mines, Manganese Ore Mines and Chrome Ore Mines Labour Welfare Fund Act, 1976.
- Factories Act, 1948.
- Limestone and Dolomite Mines Labour Welfare Fund Act, 1972
- Maternity Benefits Act, 1961.
- Merchant Shipping Act, 1958.
- Mica Mines Labour Welfare Fund Act, 1946
- Mines Act, 1952.
- Mines and Mineral (Development and Regulation Act, 1957.
- Minimum Wages Act, 1948
- Motor Transport Workers Act, 1961.
- Payment of Bonus Act, 1965
- Payment of Gratuity Act,1972
- Payment of Wages Act, 1936
- Payment of Wages (Procedure) Rules, 1937.
- Plantation Labour Act, 1951
- Personal Injuries (Compensation Insurance) Act, 1963
- Personal Injuries (Emergency Provisions) Act, 1962.
- Private Security Agencies (Regulation) Act, 2005.
- Shops and Commercial Establishments Act
- Sales Promotion Employees Act, 1976.
- Sick Industrial Companies (Special Provisions) Act, 1985
- Trade Unions Act, 1926.
- Unorganised Workers’ Social Security Act, 2008.
- Weekly Holidays Act, 1942.
- Working Journalists (Fixation of Rates of Wages Act, 1958)
- Working Journalists and other Newspaper Employees’ (Conditions of Service and Misc. Provisions) Act, 1955.
Steps of retaining B&B Associates LLP
1. Reserve appointment
- Explain your matter by filling the form above and wait for a revert. If the matter needs urgent intervention, call us on +91-7710777770.
- Carry all the relevant documents on the date of appointment.
- Truthfully and fearlessly depose to avail right guidance.
- Know your right recourse and follow the advice.
- Discuss the scope of retention.
- Submit documents and detailed narration.
- Discuss important points of concern.
- Discuss on recourse, pleadings, and arguments
Why prefer B&B Associates LLP for Factory Law related matters?
B&B has been working on principles and ethics for over 5 decades. The law firm has grown its clientele at a steady pace. The firm has been trusted with high stake matters and has proudly represented individuals and organisations in solidarity to fetch best possible results. We firmly stand with our clients and believe in uphold their trust.
Our clients enjoy our fair dealing policy with complete transparency. The firm guarantees rightful advice and recourse. The work ethic at B&B involves disciplined work protocols. The firm functions with efficient management which ensures role distribution, scheduling, priority and effective communication with clients. At B&B every client and case gets the deserving time and attention which otherwise isn’t possible in conventional ways of law practice.
Team of B&B Associates LLP
**We deject un-ethical and immoral practices, and reserve our rights of extending legal services only to a select clientele which exhibits civility, faith in law, sound moral footing, and good conscience. Our legal counsels defend the ones who have falsely been implicated, and prosecute for those who have actually been victimized – in either case, our counsels reserve their right of exercising discretion in accepting or rejecting a brief/ lawsuit
Public Dealing and Work Timings
Mon – Fri: 10:00am to 6:00pm
Saturday & Sunday: on prior and special request, depending on availability.
#101, Tower 12, Supreme Court Bar Association Residency, Sector 99, Noida.
Industrial / Factory law FAQs
1. Is an employee entitled to be paid a bonus for the period during which he is laid off and is paid layoff compensation?
Section 14 of the Payment of Bonus Act, 1965 states that “an employee shall be deemed to have worked in an establishment in any accounting year also on the days on which he has been laid off under an agreement”. He is therefore entitled to be paid a bonus for the period.
2. What is the maximum bonus payable under the Payment of Bonus Act, 1965?
The maximum amount of bonus payable under the Payment of Bonus Act, 1965 Act is two and a half months’ basic salary or 20% of the annual basic salary.
3. Who are the best Industrial / Factory Lawyers at B&B Associates LLP?
- Mrs. Savita Bhandari – Founding Partner.
- Dr. Rohit Samhotra – Sr. Associate
- Mr. Ambransh Bhandari – Managing Partner
- Mr. Paras Chugh – Sr. Associate & Head Legal Research
- Mr. Sunny Menghi – Sr. Associate
- Ms. Anjali Bisht – Sr. Associate
4. What is the meaning of “factory”?
According to the Factories Act,1948, a ‘factory’ means “any premises including the precincts thereof – (i) whereon ten or more workers are working or were working on any day of the preceding twelve months, and in any part of which a manufacturing process is being carried on with the aid of power, or is ordinarily so carried on, or (ii) whereon twenty or more workers are working or were working on any day of the preceding twelve months, and in any part of which a manufacturing process is being carried on without the aid of power, or is ordinarily so carried on; but this does not include a mine subject to the operation of the Mines Act, 1952, or a mobile unit belonging to the armed forces of the union, a railway running shed or a hotel, restaurant or eating place.”
5. Is registration of a trade union compulsory?
The registration of a trade union under the Trade Unions Act, 1926, is not compulsory.