Courts, forums and jurisdictions
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(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.
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 37 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.
The scope of our work is given below, however, the following list is merely indicative and not exhaustive:
Regular and periodical compliance audits and compliance checks of establishments, factories.
1. Reserve appointment
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.
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.
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.
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.”
The registration of a trade union under the Trade Unions Act, 1926, is not compulsory.
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Recent Landmark Judgements