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November 2014 Volume 5 Issue 11

According to media reports, Indian organizations use social

media much more than the global average and their

counterparts in emerging economies.

So what relevance does social media have in HR? Well,

everyone’s using some platform or the other. Majority of social

media-savvy organizations use social media ads to promote

online campaigns and brand awareness, and find them

beneficial. Ordinary folk like you and me use it to explore

companies or employers we’d like to work with or have job

opportunities. Social Media is now being explored as a

powerful business and HR tool. This discipline emphasizes

harnessing social media for effective Human Resource

Management, which includes recruitment, collaboration and

engagement. Needless to say, maximising your company’s

online presence with a focus on content and functionality of

their websites should be a priority.

The festive season is here and we have reason to cheer. The

Narendra Modi government is set to make more employees

eligible for annual bonuses by amending the Payments of

Bonus Act of 1965.

Read more on these and other relevant topics in this issue.

Do enjoy it. We would love to hear from you. Write in to us

at [email protected].

In this Issue

NAIP News:

Labour & Compliance

Festive cheer: Govt set to make more employees

eligible for annual bonuses

Labour Minister Sh Narendra Singh Tomar calls for

‘balanced approach’ towards labourers

33 per cent reservation for women in all Gujarat

state government jobs

National Skill Development Corporation to facilitate

skill training of one lakh urban poor

Industry News & Trends

ET Awards 2014: TCS, company of the year, races

miles ahead of peers

Hiring records 14% growth in September

Power sector fears job loss after Supreme Court

ruling on coal blocks

Doing business in India to get easy, registration in

just a day

Job & Workplace

Learn as if you were going to live forever: Satya

Nadella to students

Jobs gallore in ecommerce space;1.5 lakh jobs likely

in 2-3 years

Rooftop solar plants to create 3.25L jobs in 10 years

India ranks 18th on most desirable place to work

Companies find foreign degree holders better skilled

for jobs: Survey

Embellished skill sets most common fabrications by

job seekers: Survey

1 in 3 use social networking websites like Facebook,

Google+, others to seek more information about

employers

Indian employees heavily dependent on employers for

post-retirement income

Indian Institute of Management Bangalore in tie-ups

for women's leadership plan

How to ask for a salary raise, and get it too

Bring your family to office, India Inc tells employees

Learning Curve

5 ways to deal with a biased boss

Food for Thought

The student and the horse

Laugh a little

Dates for your Diary

Latest Case Laws

NATIONAL ACADEMY OF INDIAN PAYROLL NAIP Education Pvt. Ltd., 256, Second Floor, Satra Plaza Sector No. 19D, Vashi, Navi Mumbai 400703 Tel.: 08080226688/ 9619922909; [email protected] http://naip.in/

November 2014

Volume 5 Issue 11

National

Academy of

Indian Payroll

NAIP News:

NAIP’s Conference on International Payroll

Compliance and Tax Forum... a success

Courses held in August

Calling for Enrolments

Study Online

Capsule Courses:

Employees' State Insurance :

Labour Laws:

Provident Fund:

Taxation in Payroll Management Training

Labour & Compliance

EPF wage ceiling raised to Rs 15,000 per

month w.e.f. 1st September, 2014

Govt. to provide legal framework for Skill

India programme

Apprentices seats to rise to 23 lakh after

passage of Bill

Industry News & Trends

RIL applies 5-day week policy to retain top

staff

Tech Mahindra launches national mobile job

marketplace

Ex-Coal India employees ask for pension

revision

Job & Workplace

How to recover your unpaid salary, pending

reimbursements

Indians know to disconnect from work on

holiday

Learning Curve

5 ways to deal with a difficult team member

Food for Thought

How the path was forged

Laugh a little

The most wasted of all days is one without

laughter. - e. e. cummings

To Do List – October 2014

Latest Case Laws

EDITORIAL

2


NAIP offers 1-day Capsule Courses

Now you can update yourself with NAIP’s 1-day Capsule Courses on

a variety of HR-related topics. The programs are conducted by the

Industry experts who are seasoned professionals with more than a

decade of specialist experience in the area of Payroll, Labour Law

and HR. They have practical and theoretical knowledge of the

Industry with latest updates on the subject.

1. Employees' State Insurance :

The 1-day program aims at orienting participants to understand the

fundamentals of Payroll systems and its linkages with the ESIC Act

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- History of Wage and Salary Systems

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- Payroll Process & Different type of prevailing pay systems

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- Important highlights

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- Care to be taken by the employer to avoid

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The sessions include the following topics:

- Factories Act :- Procedure & Mandatory

Compliances

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Retrenchment Compensation payable by whom.

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to whom and their registration procedure

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under PF, ESI, Employees Compensation Act.

- Calculation and Forfeiture of Gratuity and Bonus.

- Calculation of compensation Employment injury

under Employees Compensation Act.

- What is the maximum limit under the Gratuity Act,

for which Income tax exemption can be claimed.

- Whether voluntary coverage us possible under ESI

& PF.

- Excluded Employee under Provident Fund.

- Under Employees Deposit Linked Insurance

Scheme under PF what is maximum amount

payable?

NAIP NEWS

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enrolments are open. Held at the

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3


- Permissible deductions under the payment of

wages act.

- What is salary / wages (Basic + D.A) limit and on

what amount Bonus is calculated.

- Minimum number of attendance required for

eligibility of bonus.

- Is there limit for ex-gratia payment.

Ideal for: HR, finance, Payroll Compliance,

Partitions as well as Managers, Directors

Fees - 5,500 INR + Tax; Early Bird & Group

Discounts available

3. Provident Fund:

The program works towards orienting participants

to understand the fundamentals of Payroll systems

and its linkages with the Public Provident Fund Act

with special coverage of following aspects:

- History of Wage and Salary Systems

- Salient features of Indian Payroll systems &

various current compensation trends

- Payroll Process & Different type of prevailing pay

systems

- Understand Provident Fund Act and mandatory

compliances under the Act

- Structuring compensation structure to minimize

employer’s PF liability

- Employees Benefits and tax savings under the PF

Act

- Ex-partite PF benefits Management and Rules for

deductions

Also covered will be:

- The tax treatment of PF and possible saving of

Income tax

- PF and Short Service, what to do?

- Making the most of Voluntary Provident Fund. Is it

a “Win- Win "For Employer and Employee?

- Temporary workers, trainees and PF - how to

handle.

- The impact of late joiners to Pension Schemes ,

the eligibility and benefits




Discounts available

4. Taxation in Payroll Management Training

Everyone knows it is not simple and easy to

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understand provisions of the tax laws and how

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This training is intended to help/ introduce

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- Taxable Perquisites under the head of salary.

- Eligible deduction for Individuals under salary

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- Important tips for deduction of TDS & collection

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- Penalty for non compliance.

- Practical difficulty on Payment and filing of PT &

TDS returns & its solution.




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please contact 8080226688; [email protected].

4


Festive cheer: Govt set to make more employees eligible for annual bonuses

(Indian Express, 21 Oct 2014)

Ringing in some cheer in the festive season for the

workforce, the Narendra Modi government is set to

make more employees eligible for annual bonuses

by amending the Payments of Bonus Act of 1965.

According to the proposal, those

earning upto Rs 18,000 a month

will now be eligible for a bonus

of upto Rs 6,000 a month. This

would be a sharp jump from the

current wage ceiling of Rs 10,000

per month and a minimum bonus

of Rs 3,500 per month or Rs 72,000 annually that

is permitted at present.

The issue was taken up at a tripartite consultation

called by labour minister Narendra Singh Tomar

with trade unions and employers on Monday to

discuss amendments to the Payments of Bonus Act.

“In view of changing scenario and price rise, the

minister asked the participants to deliberate upon

the ministry’s proposal to amend the Payment of

Bonus Act by enhancing the eligibility ceiling under

section 2(13) of the Act from Rs 10,000 per month

to Rs 18,000 month and calculation ceiling under

section 12 from Rs 3,500 per month to Rs 6,000

per month,” said an official release.

Sources said that industry representatives expressed

reservations about the revised ceilings but the

government is still keen to go ahead with it.

The wage ceiling and the entitlement ceiling were

last revised in 2007 and made effective

retrospectively from 2006.

The move, which comes on the back of demands

from trade unions for abolition

on ceilings on payment of bonus

due to rising inflation, was also

recommended by the National

Commission on Labour.

Internal calculations by the

ministry reveal that the Consumer Price Index

(industrial workers) rose to 243 points from 134

points between November 2007 and November

2013. “The equivalent amount of Rs 3,500 works

out to Rs 6,347 and that of Rs 10,000 (eligibility

limit) to Rs 18,134. Hence, there is a case in point

to revise the calculation ceiling to Rs 6,000 and

also the eligibility limit to Rs 18,000 in terms of

rise in price index,” said a note prepared by the

labour ministry.

Under the Act, factories and establishments

employing 20 or more persons are expected to pay

bonus to their employees in every accounting year,

provided the worker has worked in the

establishment for at least 30 days.

However, employees in Life Insurance Corporation,

seamen, dock workers, university employees are

excluded from the provisions of the Act.

Labour Minister Sh Narendra Singh Tomar calls for ‘balanced approach’ towards labourers

(PIB, Government of India, Ministry of Labour & Employment, 20-October-2014)

The Union

Minister of Labour & Employment, Steel and Mines,

Shri Narendra Singh Tomar called upon industry

and trade unions to strike a balance in dealing with

labour issues. Chairing a tripartite consultation

meeting on Amendment to the Payment of Bonus

LABOUR & COMPLIANCE

5


Act, 1965 here today, he said that there is a need

to maintain a balanced approach towards the

welfare of labourers.

Shri Tomar said that the Government is committed

to protect the interests of labourers so that they

remain at the heart of country’s growth story. In his

address, the Minister said, “We want to increase the

purchasing power of the labourer. When production

from industrial units increase, the purchasing power

of the labourer also increases”.

The Minister informed that eligibility limit and

calculation ceiling under Sections 2(13) and 12 of

the Act, were last revised from Rs. 3500/- to Rs.

10000/- p.m. and Rs 2500/- to Rs. 3500/-

respectively in the year 2007 and made effective

w.e.f 1.4.2006. He said, “I am aware that a long

time has passed since then and these ceilings have

lost their relevance presently”.

Shri Tomar said that the present system of two

wage ceiling for reckoning entitlement should be

suitably enhanced from time to time. In view of

changing scenario and price rise, the Minister asked

the participants to deliberate upon the Ministry’s

proposal to amend the Payment of Bonus Act,

1965, by enhancing the eligibility ceiling under

section 2(13) of the Act form Rs. 10,000/- per

month to Rs. 18,000/- per month and calculation

ceiling under section 12 from Rs. 3500/- per month

to Rs. 6000/- per month. He said that this was

recommended by the Standing Committee on

Labour in its 46th Session held on 31st January

2014.

The Payment of Bonus Act was enacted in the year

1965 (25th September, 1965) to provide for the

payment of bonus to persons engaged in certain

establishments on the basis of profits or on the

basis of production and for matters connected

therewith. The Act is applicable to whole of India.

The Payment of Bonus Act, 1965 provides for

payment of bonus to the employees of ‘factories’

and ‘establishments’ employing 20 or more persons,

excluding some categories of employees in Life

Insurance Corporation, Seamen, Dock Workers,

University employees, as per section 8 of the Act,

every employee shall be entitled to be paid by his

employer in accounting year, bonus, in accordance

with the provisions of this Act, provided he has

worked in establishment for not less than thirty

working days in that year.

Present on the occasion were Secretary, Ministry of

Labour and Employment, Smt. Gauri Kumar, senior

officials of various central ministries, representatives

of the State Governments, SCOPE, Industries and

central trade unions.

33 per cent reservation for women in all Gujarat state government jobs

(PTI Oct 13, 2014)

In addition to the existing

30 per cent job reservation

for women in all Gujarat

state government jobs,

Gujarat Chief Minister

Anandi Patel announced a

three per cent reservation here today, taking total

job reservation for women, to 33 per cent.

"At present, we give 30 per cent reservation for

women in government jobs. As part of our women

empowerment drive, we have increased that quota

by three per cent. Now, women will get 33 per cent

reservation in all Gujarat state government jobs

across all services and posts," Gujarat minister and

state government spokesperson Nitin Patel said

As per an official press release issued here today,

CM Anandi Patel amended the existing Gujarat Civil

Services (Reservation of Posts for Women) Rules-

1997 to implement 33 per cent reservation in

Gujarat for women.

● ● ●

CM Anandi Patel

● ● ●

6


During June this year, Patel had announced 33 per

cent reservation for women in Gujarat state's police

services.

"With this new rule, one out of every three posts in

Gujarat will remain reserved for women. It will be

applicable in all government departments and

services, such as police, health, education and

general administration," Nitin Patel said.

National Skill Development Corporation to facilitate skill training of one lakh urban poor

(PTI Sep 28, 2014)

The National Skill Development Corporation (NSDC)

in association with Ministry of Housing and Urban

Poverty Alleviation (MoHUPA) will facilitate skill

training to about 1 lakh urban poor over a period

of one year.

NSDC said it has signed an agreement with the

MoHUPA for providing quality skill training,

certification and placement to the urban poor for a

sustainable livelihood.

"Through this agreement, NSDC will facilitate

training of approximately 1 lakh urban poor in one

year by engaging with its training partners and

leveraging the existing training infrastructure as per

terms and conditions of National Urban Livelihood

Mission (NULM)," it said.

The two parties will jointly monitor the progress of

the training and placement of the urban poor.

In NSDC 51 per cent equity is held by private

sector and the remaining 49 per cent by the

central government.

Dilip Chenoy, MD and CEO of NSDC said that more

than 20 per cent of the country's total urban

population comes under the category of 'urban

poor'.

"Through this agreement, NSDC aims to facilitate

skilling of 1 lakh such people through approved

training partners, thereby transforming their lives

and eventually minimising the urban poor population

in India," he said.

MoHUPA is implementing Employment through Skills

Training & Placement (EST&P) component under the

National Urban Livelihood Mission (NULM).

MoHUPA will provide support to the NSDC and its

partners in identification and mobilisation of urban

candidates to undertake the skill training.

Formed in 2010, NSDC is a not-for-profit company

that includes 31 sector skill councils and over 150

training partners with over more than 2,500 training

centres spread across 444 districts. NSDC is

mandated to skill 150 million Indians by 2022.

Acceptance is not submission; it is acknowledgment of the facts of a situation.

Then deciding what you're going to do about it. - Kathleen Theisen

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ET Awards 2014: TCS, company of the year, races miles ahead of peers

(ET Bureau Oct 1, 2014)

The award seeks to recognise a company that has

consistently set clear performance benchmarks for

the rest of the industry and strived to be a world

leader.

Tata Consultancy Services is worth more than its

three closest rivals put together — Infosys, Wipro

and HCL Technologies. The first company to

surpass valuation of Rs 5 lakh crore on the

domestic bourses, earlier this year, has been the

leader of the Indian information technology industry

by a long mile. But over the past year it has also

staked its claim to the upper reaches of the global

IT sector as it has entered the rarified club of top

10 IT companies in the world.

TCSBSE 1.48 % has overtaken Accenture in

headcount and is now second only to International

Business Machines in the number of people it

employs. It has the lowest attrition rate among the

top IT companies and of the 300,000 people on its

rolls, a third are women.

Although Accenture’s annual revenues were more

than double those of TCS’ $13.4 billion in the past

financial year, the Indian company has posted

larger profits over the past two quarters. Moreover,

analysts expect it to buck the trend in the IT

industry of slower growth in a company as its size

increases.

The National Association for Software and Services

Companies or Nasscom expects the Indian IT

industry to grow 13%-15% in the current financial

year. N Chandrasekaran, CEO of TCS has

confidently declared that his company will surpass

that target.

“Talk to any incumbent Western service provider

today, and the one making them all tremble from

the subcontinent is TCS,” analyst firm HfS said of

the company.

Chandrasekaran, who was recently reappointed for

a second five-year term at the Mumbai-based IT

behemoth, is steering towards more broad-based

growth and making

the company less

dependent on the US

financial services

industry. He

spearheaded an

acquisition in Japan

that will boost the company’s revenue from that

large and largely untapped IT market by five times.

Newer technologies like cloud, mobility, social media

and analytics are expected to contribute $5 billion

to the company’s revenues in the next three to five

years.

TCS has also overcome a major weakness — lower

profitability. For years, Infosys had the best margins

in the industry at about 30% in 2008-09. But since

then TCS has boosted its offshore utilisation, kept

down employee costs and sales expenses, to post

the best margins in the industry. TCS had an

operating margin of 29.1% in 2013-14 while Infosys

achieved 24%.

TCS is well on its way to becoming a true Indian

multinational. It operates in 44 countries and is a

considered good corporate citizen in all of them. In

its largest market, the US, it has taken steps to

improve science and technology education and is

the title sponsor for the New York Marathon.

INDUSTRY NEWS & TRENDS

8


Hiring records 14% growth in September

(Economic Times, Oct 7, 2014)

The Indian job market registered 14 per cent

growth during September as major sectors are on a

revival mode and hiring activities have picked up

across the board, says a report.

TimesJobs.com’s employment index — The RecruiteX

— recorded 14 per cent increase in September

2014 over August 2014 with the IT/Telecom

industry witnessing a 20 per cent increase in

employment opportunities in just one month.

“Considering the current pattern, it seems the

Indian job market will stabilise in the coming

months as the major sectors are on a revival mode

and hiring activity picks up across core and support

functions,” TimesJobs.com COO Vivek Madhukar

said.

Though the hiring pattern is strong across all levels

in the IT/Telecom industry, the time is best for

senior IT professionals to look for a job.

Job opportunities have doubled for senior IT

professionals with over 20 years’ experience, with a

67 per cent increase from January to September

2014 period.

As per TimesJobs.com data, software engineers,

application programmers, database administrators,

graphic designers/animators/web designers and

project leaders/project managers are the hottest

jobs in the IT industry, currently.

Meanwhile, the abundance of jobs is not limited to

the IT/Telecom sector, the ITeS/BPO industry has

also reported an 18 per cent increase in job

postings in September 2014.

Moreover, hiring in high-volume sectors such as

BFSI, retail, healthcare / pharmaceutical /

biotechnology is also on a revival mode.

Among the top metros, Delhi NCR is leading

recruitment charts with a 21 per cent increase in

job postings, followed by Bangalore. In tier I

locations, Hyderabad reported a double-digit growth

in demand.

Mid-level hiring (of professionals with 5-10 years

experience) was upbeat in September 2014. The

demand for over 20 years and 2-5 years

experience reported a 10 and 12 per cent growth,

respectively.

Power sector fears job loss after Supreme Court ruling on coal blocks


For people working in the power sector, the recent

Supreme Court order revoking the mining licences

for more than 200 coal blocks has brought in fresh

concerns. In the past few years, the power sector

has emerged as a prominent job creator as India

added more 75,000 MW of generation capacity in

three years.

But with close to

30,000 MW of

power projects

facing

uncertainties

over fuel after

the court order, many are staring at possible job

9


losses. Government utilities, where jobs may be

lower-paying but safer, are witnessing less number

of staff leaving for employment in the private

sector, while private producers that have firm fuel

linkages have seen an increase in job applications.

Hindustan Power projects, for instance, was getting

three applicants for a post on an average six

months ago, but now it gets five, said Sanjeev

Kumar, head of human resources. "We find more

candidates with experienced background wanting to

shift with us. The fact that we have been in the

power sector during the challenging period and yet

managed to grow sustainably is a big positive

factor for us."

The company plans to recruit 500 employees during

the current fiscal year through March as it is close

to commissioning a 1,200 mw power plant at

Anuppur in Madhya Pradesh. This project has firm

coal linkage with South Eastern Coalfields, a unit of

state-run Coal India. More than half of India's power

generation capacity is based on coal, and a

shortage in the supply of the dry fuel has been a

major concern for the sector even before the

Supreme Court last month ordered captive coal

miners to return their mines to the government.

Some of the major power producers in the private

sector were already bleeding because of increased

costs of operations, and were unable to increase

spending on staff.

Doing business in India to get easy, registration in just a day

(TNN, Oct 22, 2014)

In order to make India a better place to do

business, the government is working to cut down

the time for registering a business from 27 days to

a single day. Towards this end, it has readied a

raft of measures, such as, single registration for all

labour laws, overhaul of tax systems, reduction in

the number of permits required, easing up property

registration, quick electricity connection and

property registration -

measures that are

expected to make the

country a friendlier

investment destination.

Currently, India has the

reputation of being a

notoriously difficult

place to do business.

According to The

World Bank's "Ease of doing business" index, India

ranked 134 out of 189 countries in 2014, behind

China (ranked 96) and behind neighbours Pakistani

(110) and Bangladesh (130). During the launch of

the 'Make in India' campaign, Narendra Modi had

announced that his government would take steps to

bring the country's ranking among the top 50.

The Department of Industrial Policy and Promotion

(DIPP) has been made the nodal agency for pushing

these procedural reforms. In turn, DIPP has set a

time frame of 3-6 months for implementing the

changes. It has asked all ministries to come on

board and work to reform the regulatory structure

and overhaul the investment climate. States are

also being encouraged to join the Centre's efforts

to improve the regulatory structure and cut down

delays.

During the launch of 'Make in India'

campaign, PM Narendra Modi had

announced that his government would

take steps to bring the country’s ranking

on the "Ease of doing business”

index among the top 50. (File photo)

10


Among the focus areas are reforms of the tax

system. It has been suggested that the number of

taxes be reduced and online payment of taxes

allowed. Education and higher education cess,

dividend and withholding taxes can be incorporated

under corporation tax to simplify the process,

officials said. The Minimum Alternate Tax (MAT) for

developers of special economic zones (SEZs) and

units in SEZs is proposed to be abolished. There is

emphasis to expeditiously implement the Direct Tax

Code and goods and service tax (GST).

Learn as if you were going to live forever: Satya Nadella to students

(PTI Sep 30, 2014)

Live as if it’s your last day, but learn as if you

have to live forever, said Satya Nadella, the India-

born Chief Executive of global software giant

Microsoft while interacting with students here today.

At an interactive event with students, Nadella, who

is on his maiden visit to India after taking over as

the CEO of the US-headquartered firm, said one

should be passionate about what he or she does

and should never stop learning irrespective of the

heights they scale.

He, along with Human

Resources Development

Minister Smriti Irani, was

addressing students at an

event, which was streamed

live across 20 states, 300

cities and 750 locations.

Nadella advised the youth

that they should “fall in love

with what you do. Then it doesn’t feel like work!”

Talking about the opportunities in India, he said the

energy and optimism in the country is palpable.

“As you prepare to change the world, the

opportunity before you is unparallelled. All of you

represent a multi-disciplinary approach to innovation

— and that will change the future. The mobile first,

cloud first is a very rich canvas for innovation — it

is not the device that is mobile, it is the person

that is mobile.”

He added that “in the long run, EQ (emotional

quotient) trumps IQ 9 (intelligence quotient). Without

being a source of energy for others very little can

be accomplished.”

Reminiscing his journey, Nadella said

when he was growing up, he had

not anticipated that he would “go

west of Mumbai”.

“…and then I land up in Wisconsin.

Believe me, my journey has not

been a simple journey of progress.

There have been many ups and

downs and it is the choices that I made at each of

those times that have helped shape what I have

achieved,” he added.

JOB & WORKPLACE

11


Jobs gallore in ecommerce space;1.5 lakh jobs likely in 2-3 years

(PTI, Oct 05, 2014)

It’s raining jobs in the e-commerce space as this

segment could grow at 20-25 per cent over the

next 2-3 years in terms of jobs, salaries and

growth, which in turn could create at least 1,50,000

jobs.

The current estimated size of the industry is about Rs 18,000 crore and

is expected to reach Rs 50,000 crore by 2016 and as the industry grows,

the demand for talent would grow proportionally.

The current estimated size of the industry is about

Rs 18,000 crore and is expected to reach Rs

50,000 crore by 2016 and as the industry grows,

the demand for talent would grow proportionally.

“We are extremely bullish on the ecommerce sector

in India. There are nearly 200 start-ups flush with

PE/VC funds within this area and several hundred

that are treading the same lines. We believe over

the next 2-3 yrs, this sector will create at least

1,50,000 jobs,” Antal International Network India

Managing Director Joseph Devasia said.

Commenting on this trend, Mani Sankar Das Gupta,

Chief, Placement Unit, BITS Pilani said “the industry

is very bullish, the main players- Amazon, eBay,

Flipkart, Myntra etc. are regular recruiters from BITS

and are now generating huge revenues, and have

increased the number of hiring this year.”

Since the sector is fairly new, there is a severe

dearth of talent at all levels and in order to attract

and retain key talent some of the leading

ecommerce players today are even shelling out

“crore+” salaries.

On this, BITS Pilani’s Gupta said “In India, most

ecommerce players increased the salaries by 10-40

per cent between 2013 to 2014 and are now

paying salaries ranging from Rs 10-23 lacs and are

hiring large entry level employees.

At mid & senior level also salaries are swelling by

10-15 per cent every year, besides the priceless

stock options that are offered, that makes

employees millionaires,” Gupta added.

Indian Staffing Federation executive director Suchita

Dutta said “E-commerce hiring is extremely bullish

with the sector alone ready to hire over 15,000 in

the next 5 months. The upscale is largely driven by

robust positive sentiment both amongst consumers

as well as the industry.”

The indicative salary outlook for junior employees is

Rs 1.45 lakh-Rs 3 lakh per annum, while for mid-

management it is between Rs 12 lakh-Rs 30 lakh

per annum.

Rooftop solar plants to create 3.25L jobs in 10 years

(PTI Oct 7, 2014)

Small rooftop solar power plants alone are likely to

create 3.25 lakh jobs cumulatively in the next ten

years in India, says a report.

“The small rooftop scenario (sector) would

contribute the most to job creation, with around

3,25,000 cumulative new jobs in next ten years,” a

report by Bridge to India, a company engaged in

businesses like Strategic Consulting, Market

Intelligence and Project Development, said.

12


The supply chain for small rooftop systems would

include many intermediaries, spreading margins

across more layers, it said.

The report divided the solar power sector into four

segments – small rooftops, large rooftops, utility

scale projects and ultra mega projects.

The average size of a small rooftop solar is 3 KWp

(kilowatt peak), the power achieved by a solar

module under full solar radiation. The average size

of a large scale rooftop is 250 KWp, utility scale

project 20 MW and that of ultra mega solar

scheme is 1,000 MWp or 1 GWp.

In large rooftop systems, around 2.20 lakh

cumulative jobs and in the utility scale scenario

around 71,000 cumulative jobs will be created in

the next 10 years.

The report added that the least number of jobs will

be created in the ultra mega scale category. The

total number of jobs in this scenario comes to only

around 63,000 in ten years.

The general policy recommendations to enable the

sector to grow under any of the four scenarios is

creating transparent and dependable solar policies

to encourage Indian and international investment.

They also include making available better financing

instruments whether related to the end-consumer or

infrastructure finance, making the electricity market

more competitive and transparent with respect to

power tariffs and grid usage and rules.

At present, the country’s installed solar power

capacity stands at about 2,600 MW. The

government has plans to scale this capacity up to

20,000 MW by 2022.

India ranks 18th on most desirable place to work

(PTI Oct 7, 2014)

India has been ranked 18th globally on the list of

most desirable destinations to work, even as 70-80

per cent of Indians are willing to work in an

overseas location, says a new report.

The US has been ranked on the top, followed by

the UK, Canada, Germany and Switzerland, making

them the five most desirable countries to work on

the list compiled by the Boston Consulting Group,

total jobs.com and The Network.

The other countries in the top 10, where foreigners

said they would like to work include — France (6th),

Australia (7th), Spain (8th), Italy (9th) and Sweden

(10th).

As a desirable work destination, India was ranked

18th among G20 nations.

The Asia Pacific region does not generate as much

interest as a possible work destination as the US

or Europe, largely because of the perceived

difficulty of learning Asian Language, the report

13


said, but noted “some fast growing Asian countries

are starting to reclaim workers they have lost.”

Globally, one in every five participants already has

international work experience and almost 64 per

cent said they would be willing to go to another

country for work.

According to the survey, around 70-80 per cent of

Indians are already living abroad or are willing to

move to a foreign country for work.

Some of the most important workplace attribute in

India include good work life balance, job security,

learning and career development and appreciation

for your work.

The report noted that most people are willing to

uproot themselves and head for a foreign country

for work mainly because they want to broaden their

life experience and that of their families.

“The proportion of people willing to work abroad is

particularly high in countries that are still

developing economically or are experiencing political

instability,” the survey said adding that more than

97 per cent of Pakistanis say they would be willing

to go abroad for work.

Around 94 per cent of survey respondents in

Netherlands said they would consider moving to

another country for work. In France, where the

economy has been showing signs of stagnating, the

same proportion (94 per cent) is willing to leave

home.

On the other hand, people in the US, Germany and

the UK — three economies that have rebounded

more convincingly — are not as willing to go

abroad for work.

Barely a third of US respondents say they would

consider the idea and only 44 per cent of those in

the UK and Germany say they would be interested

in taking a job in another country, the report said.

Companies find foreign degree holders better skilled for jobs: Survey

(PTI Oct 7, 2014)

Functioning in an increasingly globalised

environment, many companies feel that foreign

degree holders have better technical skills for jobs

compared to the Indian university graduates, says a

latest survey.

As per British Council’s ‘India Employability Survey

2014′ , as much as 39 per cent of the companies

in India said that foreign university graduates are

better prepared for the jobs than those from Indian

ones.

Further, the survey conducted among 200 Indian

and foreign companies in the country found that 41

per cent have hired at least one foreign-university

graduate in the last two years.

Sector-wise, consumer goods (60 per cent), services

(52.2 per cent), infrastructure, telecom and energy

(50 per cent) firms are the most likely to have

hired at least one candidate with a foreign degree.

Industrial (34.5 per cent) and IT (35.7 per cent)

firms are the least likely to hire foreign degree

graduates, the survey said.

14


“As organisations strive to compete and drive

business growth in an increasingly global

marketplace, they place significant importance on

international education in talent they recruit,” British

Council India director Rob Lynes said.

“Hiring foreign-university graduates is an integral

part of talent plan for a large percentage of firms,”

Lynes added.

About 41 per cent of companies surveyed prefer to

hire graduates from American universities, while 25.8

per cent do so for universities in the United

Kingdom.

Subject-knowledge related to the job was ranked

the most important skill by the companies. This was

followed by communication skills, the ability to

apply one’s knowledge to solve real-world issues

and critical thinking skills.

Inter-personal skills, the ability to work with diverse

groups of people, leadership experience and the

ability or willingness to work hard, were placed

lower down the order.

“Foreign-degree holders appear to be more

disposed towards having strong ‘technical’ skills –

critical thinking, the ability to use knowledge to

solve real-world problems,” Lynes said.

On the other hand, Indian-university graduates were

found to be relatively stronger on the ‘soft’ skills,

such as working with diverse groups of people, and

inter-personal skills, he added.

“While the US leads the way on almost every major

skill, the UK is a clear second in terms of

communication and inter personal skills and

Germany come close to second along with the UK

in most other arenas,” Lynes noted.

Embellished skill sets most common fabrications by job seekers: Survey

(PTI Oct 8, 2014)

When it comes to hiring, employers have found that

a large number of aspirants tend to exaggerate

their skill sets and even fabricate employment

history, says a survey.

About 78 per cent of hiring managers have found a

lie on a job seeker’s CV (curriculum vitae) and

more than half of these employers have seen

growing instances of embellishment of the bio-data

in the post-recession period, according to a survey

by online job site CareerBuilder India.

Among the most common lies, embellished skill set

was the most common fabrication caught by

majority of the employers (61 per cent) followed by

companies worked for (50 per cent).

Besides, other frequently used lies pertained to

embellished responsibilities (49 per cent), dates of

employment (47 per cent), job title (46 per cent),

awards/ recognitions (35 per cent) and academic

degree (30 per cent).

“While most jobseekers presume by adding things

here or there the chance of they getting shortlisted

might increase, however they do not realise that

the recruiters on the other side have sufficient

experience to map competencies and achievements

mentioned,” CareerBuilder India managing director

Premlesh Machama said.

15


“Most importantly recruiters can very well identify

gaps between profile on the CV and the jobseeker

in person at the time of the interview,” he added.

As per the survey, about 28 per cent said they

would dismiss a candidate if they caught a lie on

the biodata, while 58 per cent said their decision

to reject would depend up on what the lie was

about.

Another 14 per cent showed willingness to overlook

a lie if they liked the candidate.

1 in 3 use social networking websites like Facebook, Google+, others to seek more

information about employers

(PTI Oct 8, 2014)

Nearly a third of all candidates use social

networking websites like Facebook, Google+ and

LinkedIn to gather information about open positions

as well as the organisation they wish to work for.

According to a report by Manpower Group

Solutions, in order to engage prospective talent,

employers should focus on the content and

functionality of their websites besides maximising

their presence on social media.

“Since 9 in 10 candidates (86 per cent) use them

as primary sources of information about employers,

making them relevant, compelling and user-friendly

should be a priority of employers,” Manpower Group

Solutions Vice President Jim McCoy said.

“By maximising their presence on, and engagement

with carefully selected social media, employers can

attract and engage the right candidates faster and

more efficiently,” McCoy said.

According to the report, more than 70 per cent of

social media users have Facebook accounts and

they use them to learn about organisations and

available jobs.

Around 43 per cent of social media users have

acquired information about jobs and employers

through their Google+ and LinkedIn accounts.

Besides, the other top social media platforms used

to gather information about employers and open

positions include – Pinterest (22 per cent),

Instagram (15 per cent), Twitter (13 per cent) and

others (10 per cent).

Though technology and social media can reinforce

their brand and enhance their reach, technology

cannot replace the impact of human interactions,

the report said.

“Even as technology – and the awareness of new

tools – continues to rapidly advance, the tried, but

true methods of in-person and phone interviews

and more frequent, personalised interactions with

hiring managers or recruiters remain the clear

preference of job seekers across generations,”

McCoy added.

The study results show that the nature and

frequency of employer-candidate interactions should

be driven by the type of talent employers wish to

attract.

The survey added that 52 per cent use search

engine results, and 45 per cent use peer

16


recommendations to gather information about

prospective employers and positions.

Around 72 per cent prefer traditional, in-person

interviews, while 15 per cent choose telephone

interviews.

The “one-size-fits-all” approach to engaging

prospective employees is not going to work and

employers must evaluate their talent acquisition

strategy and customise job seekers’ experiences

based on the talent they want to hire, it added.

Indian employees heavily dependent on employers for post-retirement income


Employer retirement plans have emerged as the top

source of income for retirement for many

employees, according to the Global Benefits

Attitudes Survey, conducted by global professional

services company Towers Watson. Minimal social

security benefits and inadequate awareness about

suitable retirement savings vehicles have resulted in

employees becoming over dependent on retirement

plans provided by employers. Employees who are

members of a retirement plan believe that their

most important income sources during retirement

are likely to be their employer retirement plan,

followed by savings/investments and property.

Most important sources of income in retirement

Below 40 40-49 50+

1st Employer

retirement plan

Employer

retirement plan

Employer

retirement plan

2nd Savings/

Investments

Savings/

Investments

Savings/

Investments

3rd Property Property Property

This trend is accentuated amongst employees

approaching retirement, with 78% (of those with a

retirement plan) saying their retirement plan is the

primary way they save for retirement, compared to

68% of those under forty.

Interestingly, only 12% of Indian employees who

agree their retirement plan meets their needs plan

to leave their organisation in the next 2 years

compared to 39% of those who disagree the plan

meets their needs, signalling a noteworthy co-

relation between the two and a likely confirmation

that retirement benefits are emerging as an

important retention driver.

The survey undertaken across 12 countries, drawing

participation from 22,347 employees working for

large, non-government employers, shows emerging

economies like India and China enjoy a higher

savings culture as compared to their western

counterparts like US and UK. With a majority of

Indian employees expecting to retire around 60,

despite a high savings rate, a large number are not

confident of affording a long spell of retirement.

Employee preference mismatch

When given a choice between a better retirement

provision and larger base pay, employees have

begun opting for generous and guaranteed

retirement benefit. However, when given an

independent choice between the various

components of rewards, Indian employees prefer a

larger base pay hike across all age groups. This

contradiction signals a visible need for employers

17


to enhance retirement education and help

employees understand the value of retirement

benefits.

Commenting on the growing importance of the

retirement benefits, Anuradha Sriram, Director -

Benefits, Towers Watson, India said, "Traditionally,

retirement planning has never been an important

financial priority owing to the Indian family structure

and elders dependence on their children. However,

the breakdown of traditional support systems,

increased longevity, rising inflation and rapid

urbanization now require a large proportion of the

current working population to build their own

retirement corpus."

"It is important that employers educate their

employees on the need and value of retirement

planning and provide them adequate tools to help

them to save adequately and manage their financial

risks better. As the war for talent intensifies,

retirement benefits have emerged as a powerful

tool to boost employee retention and given its

growing importance, progressive employers will re-

examine the total rewards mix and leverage such

benefits as a differentiator. "

Indian Institute of Management Bangalore in tie-ups for women's leadership plan

(ET, Oct 14, 2014)

IBM has collaborated with The Indian Institute of

Management, Bangalore (IIM-B) and Catalyst India

WRC to launch a cross-industry women's leadership

development programme, 'Tanmatra'.

Tanmatra, which means 'potential' in Sanskrit, will

leverage the best collective practical experience and

research to prepare women for leadership in the

Indian business community. The programme will also

create a common networking platform for

highpotential women.

The programme is open to organisations across the

country and will train a batch of 30 high-potential

women across industries with at least 12 or more

years of industry experience over 10 months.

IBM will serve as the knowledge partner, while

Catalyst India WRC is the research partner. IIM-B is

the education partner, and will provide relevant

leadership modules led by leading faculty.

"Tanmatra supports our vision toward building

women leaders not just in a unidimensional context

but in the larger canvas of multi-industry," said

Dilpreet Singh, vice president, HR, IBM India/South

Asia, in a release

Women currently represent less than a quarter of

the labour force, says Vasanthi Srinivasan,

programme director, IIM-B. "Tanmatra is a one-of-a-

kind developmental programme for high-potential

women that will enable them to gain exposure to

business concepts, mentoring and networking

opportunities,"

18


How to ask for a salary raise, and get it too

(ET Panache, 27 Oct, 2014)

Recently, Microsoft CEO Satya Nadella suggested

that women should have faith in good karma to get

a salary hike instead of asking for one. Most

people rightly disagreed. So, how does one ask for

a raise that is justly deserved? Here’s how to give

your ‘karma’ a hard nudge and ensure a salary

hike.

1. Learn the rules

You cannot negotiate your salary without knowing

the rules of the game. So, find out about your

company’s compensation structure, pay comparisons

across levels and the responsibilities that go with

them. Know your key result areas (KRAs) and the

reward policy for achieving and exceeding them.

2. Play the game

The key component to ensure you get a salary hike

is documented performance. Keep an eye on your

key result areas and work on them. Pull your

weight to make sure that the goals of your team

and boss are met because the quantum of pay

hike will depend on how well you, your team and

company perform.

3. Mind the score

A game can’t have an outcome if you don’t keep

score. Hence, define performance indicators for all

work and know how you are doing it vis-a-vis

others, and the relative performance of your team

and company, to build a case for an increase in

salary.

4. Get current data

Find out about the trend for pay hikes in your

company in the past three years to figure out how

much raise you can ask for. Next, figure out the

percentage of salary hikes across the industry for a

person with your skill set and level. This will help

you craft a realistic request for your raise.

5. Know your boss

Next, find out what works best with your boss when

it comes to negotiating a salary hike. Does he

prefer to have a direct meeting or a detailed e-mail

before having a one-on-one discussion; a data-

driven argument or an emotive one; an assertive

approach or a gentle and polite request? It’s also

important to identify the right time of day or work

cycle to talk to him.

6. Know your professional self

Identify your shortcomings. Do you hesitate to

speak to authority, see it as an unnecessary

confrontation and tend to take refusal personally?

Work on an approach that will help you avoid these

pitfalls and have a fruitful discussion with your

boss.

7. Schedule the right time

If your firm has a fixed performance review cycle,

schedule a meeting three months before it,

preferably immediately after you have achieved a

major target or milestone, and not after a big

failure. Avoid discussions if your company is going

through cost-cutting measures or layoffs.

8. Write the script

Prepare as if it is a business meeting. Make a case

for the reason you and the product should be

priced more. This approach forces you to think

logically and build a compelling argument, instead

of shooting for sympathy or personal requirements.

19


Bring your family to office, India Inc tells

employees

9. Act it out

Get mentored before you take the plunge. Rehearse

with a friend on how you to deal with tough

negotiations and emotional spaces. Prepare for your

boss’s logical answers, questions and emotions, and

your responses to them. Showcase your

achievements in reverse chronological order and

include the additional skills you have picked on the

way. Make it a meeting on salary correction rather

than a salary raise.

10. Just do it

Think about it as just another meeting. Take the

first step and schedule an appointment with your

boss through e-mail. This will help you overcome

resistance.

11. Plan for the next meeting

Treat this as an ongoing series of salary meetings.

You can continue the discussion beyond the

immediate raise and discuss the path ahead for

your next raise or promotion. If you give an

ultimatum, you are telling your employer that you

are not going to be around for long and they are

welcome to cut you out.

DEALING WITH ‘NO’

1. Ask what will get you a raise: If your boss is

ambiguous about the reasons for rejecting your

request or says you are not deserving, ask what

will get you a hike and the time frame needed.

Once you negotiate and agree on the answers, put

it in an e-mail, expressing your enthusiasm to work

towards these outcomes.

2. Check for a better time: If your boss says it is

not the right time, request for a suitable date when

he is free of immediate deadlines or when the

company has performed well.

3. Take a bonus: If your boss is constrained by

company policy or rigid budgets, ask for a bonus

instead. You get an equivalent one-time payment

and your boss can reward you appropriately without

rocking the boat too much. A bonus instead of a

salary hike also increases your chances of retention

during cost-cutting.

4. Get a better designation: If your boss’s hands

are tied with respect to your salary raise, but he is

willing to reward you, ask for a higher designation.

Though your salary and role do not change, the

better title will get you a salary hike faster in the

present or future organisation.

5. Negotiate work content: Always ask for additional

work that has a direct impact on the company’s

business. As your work profile grows and you

contribute more to the company’s revenue or

profits, you are guaranteeing the next hike in your

salary.

Bring your family to office, India Inc tells employees

(TNN, October 24, 2014)

Parents Also Get To Know Child’s Job Profile

An HR director received a call late one evening

from a harried parent of one of the employees. The

question: What is going on in the office that my

daughter is working so late? This was a wake-up

call for this organization. Not many families

20


understand the job profile of their working

daughters or their daughters-in-law which is leading

to some unease.

To address this issue many companies are now

opening their doors to the families of their

employees to quell needless apprehensions and

promote better understanding.

At the `Bring Your Parents to Work Day' event,

Vinita Gera's parents and in-laws glowed with pride.

“While my father-in-law had a better sense of what

I was doing, the event helped my mother-in-law

understand my job profile better --that it was a

responsible role, one I was passionate about and it

was not just another job,“ says Gera, senior

director of an engineering division at BMC Software

India.

“We invite family members of shop-floor employees,

especially women, at the time of on-boarding and

show them around the premises. This instils a lot

of confidence in families and also helps us in

retaining them,“ says Vikas Thapa, VP-HR, Cummins

Group in India. The company has launched this

initiative as a pilot at its `megasite' (housing eight

factories) at Phaltan, near Pune.

At Marico Kaya, a wellness chain, 80% of the

workforce comprises women from diverse

backgrounds. “It is common for our HR teams to

interact with spouses or parents, since they are

worried about allowing their wife or child to work.

One-on-one interactions are conducted if required,“

explains Ruhie Pande, VP and head, HR & training

at Marico Kaya. For ongoing contact, relevant

phone numbers, including that of HR personnel, are

provided to parents and counselling is available for

both employees and their families.

PwC India is currently exploring the option of

family-meeting events at its offices, where spouses

of women employees will get an opportunity to

interact with others, including spouses of their most

successful women employees. “We expect this

initiative will reduce any apprehension that families

may have as regards our work culture, clients, or

even work related travel,“ says Mark Driscoll, human

capital leader at PwC, India.

On `family day', Deutsche Bank-India throws open its

office doors. “We have seen employees and their

families click photographs at their work stations.

Children like to sit at their parent's desk and

understand what their parents accomplish on a

day-to-day basis,“ says a spokesperson.

It has a positive impact even for India Inc. “We've

witnessed multiple instances where an employee got

signif icant breakthrough offers, yet their parents

counselled them to stay back. Parents clearly felt

that the careers and lives of their children are in

safe hands,“ says Shashank Bhushan, senior

director-human resources, BMC Software, India.

Such interactions also help parents understand

clearly what their child does. According to a global

study recently released by LinkedIn, a professional

networking platform, 60% of professionals surveyed

believed that their parents have valuable advice to

offer, but are not sharing enough of it.

In the Indian context, 52% of parents felt that they

have skills and knowledge, such as time

management or problem solving that could benefit

their child’s career but have not shared it. A drastic

change in the work environment was the reason

most parents (nearly 40%) cited for their hesitancy

in sharing their experience, skill and knowledge with

their children. LinkedIn has dedicated November 6

as a ‘Bring in Your Parents Day’, with the theme

this year being ‘gratitude’. It also reaches out to

other companies and encourages them to open

their doors.

“Such interaction helps bridge the generational gap

when it comes to the world of work. It seems like

there are a lot of untapped opportunities for

parents to share their skills and knowledge – yet,

one in three parents did not understand what

exactly their child does for a living,” says Deepa

21


Sapatnekar, head corporate communications at

LinkedIn (India & HK).

At Google, ‘bring your parents to work’ is a global

initiative and the Hyderabad campus has hosted

parents.

“We have a young workforce which works on new

and exciting products and technology. Yet very few

have parents who fully understand what their

children do. This initiative helps Googlers to share a

slice of their worklife with their families,” says

Sharad Goyal, head of people operations, Google

(India).

5 ways to deal with a biased boss

(http://ktmaruthu.blogspot.in; 10 August 2014)

You worked long hours and put your heart into

your last assignment, but that just didn’t cut it with

the boss. No matter how hard you try, your boss,

who plays favourites, never thinks you’re good

enough for the next promotion. ET guides you on

how to cope with such a situation.

1 Set a Rapport with the Super Boss

If your boss is repeatedly favouring others over

you, build a ‘skip level relationship’ with the super

boss. The annual appraisal is a process of

moderation and is expected to take into account

assessments conducted by both. So it’s important

to let the super boss know about your

performance, says Mohinish Sinha, director and

leadership and talent practice leader, Hay Group

India.

2 Keep Records of Your Work

Start keeping records of emails and documents.

Swati Maheshwari, an employee at an FMCG firm,

learnt it the hard way after succumbing to pressure

and quitting in 2011. “I should have challenged my

boss professionally with facts as it was never about

my abilities,” she says.

3 Use the Boulder Strategy

Few employees go in for this, as it takes courage,

says Sinha. The strategy refers to an honest

discussion with your boss about your work, wherein

you outline your goals and objectives and seek

your boss’ assistance. “Ask for periodic reviews

where you ask what you’re not doing right,” says

Sinha.

4 Continue to Work Hard

A 2011 study by Georgetown University’s

McDonough School of Business and research firm

Penn Schoen Berland showed 23% of around 300

senior business executives in the US admitted to

practising favouritism in determining promotions.

How should you overcome such a challenge?

Through hard work.

5 Network Across Teams

Networking across teams help build bridges within

the organisation, says Padmaja Alaganandan, leader

of PwC’s people and change practice. “If one

reaches out to other teams, they would be aware

of what you do, and can vouch for you,” she says.

Networking can also help in shifting from one team

to another, instead of quitting.

LEARNING CURVE

22


JUDGEMENT COURT

Prosecution of employer for breach of the

provisions of Industrial Disputes Act without

affording explanation for violation liable to be set

aside.

Mach Aero Components P. Ltd. through

its Chief Administrative Officer vs.

Labour Commissioner, Government of

Karnataka & Ors., Karn. HC 1065

Workers of statutory canteen run by contractor

would not be treated as employees of principal

employer.

Balwant Rai Saluja & Anr. vs. Air India

Ltd. & Ors., Supreme Court 1009

Removal of an employee for indiscipline is not

tenable in absence of supporting documents.

Ram Narain Singh vs. State of Punjab &

Ors., Supreme Court 1026

After retirement of employee, employer will have no

control over him.

Maharashtra Gramin Bank vs. Dhondiba

Raghoji Kahalekar & Ors., Bom. HC

1037

Gratuity of an employee on his retirement can’t

forfeited mere by because disciplinary proceedings

are pending against him.

Maharashtra Gramin Bank vs. Dhondiba

Raghoji Kahalekar & Ors., Bom. HC

1037

Misconduct would stand proved when employee has

confessed misappropriation earlier.

Sankar Prasad Ray vs. West Bengal

State Electricity Distribution Company

Ltd. & Ors.. Cal. HC 1038

Personal employee of Managing Director but being

paid by company would justify coverage of

establishment under Provident Fund Act with 20

employees.

Sinha Shipping Pvt. Ltd. vs. The

Assistant Provident Fund Commissioner,

Regional Office, Delhi North, Del. HC

1028

Performing incidental work by a person would be

deemed employee for coverage under Provident

Fund Act.

Sinha Shipping Pvt. Ltd. vs. The

Assistant Provident Fund Commissioner,

Regional Office, Delhi North, Del. HC

1028

Due Date Act Form Description

07/11/2014 TDS e-payment Month for Oct-14

15/11/2014 Provident Fund Electronic Challan cum

Return (ECR) E-Payment of PF for Oct-14

21/11/2014 ESI ESI Challan Month for Oct-14

29/11/2014 P. Tax Challan Month for Oct-14

DATES FOR YOUR DIARY

LATEST CASE LAWS

23


Last drawn wages payable to reinstated workman

when the employer has challenged the Award in

higher court.

Their Workman represented by the

Secretary Bihar Jasnta Khan Mazdoor

Sangh vs. Employer in relation to the

Management of Sijua Area of M/s.

Bharat Coking Coal Limited, Jhar. HC

1041

Model Standing Orders apply till the employer

sends standing orders for certification.

Mach Aero Components P. Ltd. through

its Chief Administrative Officer vs.

Labour Commissioner, Government of

Karnataka & Ors., Karn. HC 1065

Gratuity can be forfeited only on termination for

any of the prescribed misconducts.

C.C.I. Ltd., Udupi vs. Deputy Labour

Commissioner and Appellate Authority

under the Payment of Gratuity Act &

Ors., Karn. HC 1064

Additional documents can’t be produced without

request.

State Bank of Travancore, rep. by its

Asst. General Manager-III vs. Industrial

Tribunal, Alappuzha and Ors., Ker. HC

1044

Demanding ESI contribution without verifying

records is not tenable.

Regional Director, Employees’ State

Insurance Corporation, Thrissur & Ors.

vs. Divya Exports Enterprises, Ker. HC

1046

Reinstatement would be justified when enquiry is

not proper held and documents not supplied.

Management, N.N.565 Thiruvetriyur

Primnary Agricultural Co-operative Bank

Ltd. vs. Labour Court, Madurai & Anr.,

Mad. HC 1053

Industrial dispute can be raised where employee

working on last day or at the location of the head

quarters of the establishment.

Naresh Prabhakar vs. Industrial Tribunal,

Amritsar and Others, P&H HC 1056

Misuse of housing loan by bank employee would

justify termination.

Santosh Kumar Shukla vs. Syndicate

Bank and Ors., All. HC 1059

Termination of an employee who worked for more

than 240 days without retrenchment compensation

will be illegal.

Raj Kumar and Another vs. Industrial

Tribunal, Patiala & Others, P&H HC

1092

Enquiry for misconduct is imperative under

Standing Orders.

Raghubir Singh vs. General Manager,

Haryana Roadways, Hissar, Supreme

Court 1075

Change in conditions of service without prescribed

procedure will be illegal.



Court 1075

Termination for unauthorised absence, without

enquiry, not justified.



Court 1075

24


The student and the horse

by Paulo Coelho

The master was an austere man, so the disciple decided to lead a life of sacrifice by sleeping on a bed

made of straw.

After some time the master noticed a change in his disciple’s behaviour and decided to find out what was

happening.

“I am climbing the steps of initiation,” was the answer.

“The white of my garments shows the simplicity of the search, the vegetarian food purifies my body, and the

lack of comfort makes me think only of spiritual things.”

Smiling, the master took him to a field where a horse was

grazing.

“Do you see that animal over there? His skin is white, he eats

only herbs, and he sleeps in a barn with a floor covered in straw.

Do you think that he looks like a saint, or that one day he will

manage to become a true master?”

***

LAUGH A LITTLE...

FOOD FOR THOUGHT

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