Welcome to Labour Law Reporter

A monthly journal, Labour Law Reporter, now popularly known and authoritatively referred as LLR, is designed to be useful to the Human Resources People/Personnel Managers, law practitioners as well as those implementing, administering and adjudicating Labour Laws and Industrial Relations. LLR publishes articles, notes and comments, and detailed commentaries on recent cases and legislation in the field of labour laws, besides publishing solutions to the problems on employee-employer relations, ESI, PF, Bonus, Gratuity & all other employment related Acts, applicable especially in the Indian context.  

LLR has always kept pace with the changing times. That, not so recent transformation of “Personnel Management” into “Human Resources Management” has been very well spotted by LLR and a segment on Human Resources Management was added, which is now “an inseparable part of the journal”, as remarked by one of the readers of LLR. For over four decades now, LLR is an inseparable stationery on the desk of an HR Professional and a Labour Law Practitioners.

Labour Law Reporter is a must-have journal for all those who wish to find a source of quality reading material relating to Employee-Employer Relations, Labour Laws in India and important judgments of Indian Courts in that connection, more particularly with authoritative head-notes and the ratio at a glance.

ARTICLE OF THE MONTH

Trade Chambers must come out of their Ivory Towers

The Chambers of Commerce & Industry have miserably failed to represent the interest of employers in the important Indian Labour Conference

by H.L. Kumar

What an irony that there are scores of chambers, employers and manufacturers organizations in India but they function more like clubs than the centres of meaningful activities. There is an American quote about the clubs that appears to be quite apt for these chambers of commerce and industry, which says: “The way a team plays as a whole determines its success. You may have the greatest bunch of individual stars in the world, but if they don’t play together, the club won’t be worth a dime.” Read more...

IMPORTANT JUDGMENTS

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  • Termination sans retrenchment compensation would be illegal.
  • Provident Fund Act once applicable will continue to apply even if number of workers is reduced.
  • Canteen workers through contractor(s) when controlled and supervised by principal employer will be regularised.
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  • Clubbing of two independent establishments for coverage under provident fund is not proper.
  • Supervision and control by an employer is a decisive factor for determination of relationship of employer and employee.
  • An ‘employer’ under provident fund does not include managing director or manager.
  • Go slow; shut down, strike and abusive language will justify dismissal.     .

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UNBELIEVABLE BUT TRUE!

BION- Sept 15 Click to Zoom

SUBSCRIBE TO LLR

Subscribe to the most preferred journal on Labour Laws and practical concepts of HRM, esp., in the Indian context.

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REFERENCER 2016

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