Legal & Management Consultant.
The views in this article are author’s point of view. This article is not intended to substitute legal advice.
An Area of Concern to be addressed by the Central as well as State Governments and also by all professionals.
Now, we are very familiar with the provisions of Occupational Safety, Health & Working Conditions Code 2020.
The draft rules based on the Central Draft Rules, also have been published by most of the State Governments.
It is appropriate now to deeply analyze various implications arising out of the Code.
The Code has repealed the existing legislations under the scope of the Code, mainly Centrally enacted with State Rules for implementations.
The Code has not touched upon any State Legislations like, Shops & Commercial Establishments Act, Labour Welfare Fund Act, National Festival Holidays Act etc.
Arising out of this, we need examine the enforceability of Shops & Commercial Establishments Act with Rules and the controversies while deeply examining the Code.
Are there are any overlapping or the extent of repugnancy?
Hence, I have made an attempt to analyze and present to all Legal Practitioners, HR Fraternity and no exceptions to State / Central Authorities.
General Manager-HR, Bharat Fritz Werner Limited
A real man is he or she who lives after death. Similarly he or she is the real employee who remains to be an employee even after the leaving the employment of an employer.
In the employment life of a person employment, resignation, reemployment etc are common.
Especially in the current employment world, post COVID, number of cessations, voluntary as well as involuntary are huge in numbers.
Though a few, there are employees, who are often disgraceful in their communication about the employment resignations.
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