Friends, PFA articles on the subject which you may find useful. Thanks
From India, Malappuram
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1446From India, Malappuram
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Check the below lines in the document, it may be incorrect in the document - (covid19-guide-legal-issues-employment-workplace.pdf)
1) Insofar as per the orders passed by most states, non-essential services may continue to function as normal.
2) As stated above, some examples of essential functions that are required to be working and functional are outpatient departments, clinics, E-commerce, hotels, and restaurants, etc.
Ensure there is a single line break between paragraphs.
From India, Agra
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1) Insofar as per the orders passed by most states, non-essential services may continue to function as normal.
2) As stated above, some examples of essential functions that are required to be working and functional are outpatient departments, clinics, E-commerce, hotels, and restaurants, etc.
Ensure there is a single line break between paragraphs.
From India, Agra
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Dear colleagues,
I read an article published in the columns of Mondaq newsletter on fallout in economic activities, labor-related matters, and specifically the application of 'force majeure' clause for initiating labor matters with a perspective in Thailand. The views contained in the article are almost akin to the Indian scenario as well. I'm sharing the article with a view to discuss how far the "force majeure" clause, if it forms part of agreements (and how to proceed if there is no such clause in terms of appointment,) can be applied in India. Especially:
i) Reduction in idle wages for the lockdown period and/or 'no-work-no-pay'
ii) Closure of units, reduced operations, lay-off
iii) Termination - all or few on a selective basis
iv) Leave regulation, attendance, Work From Home administration
v) Notices, Compensation, etc.
vi) Reinstatement when resumed, continuity of service, etc.
From India, Bangalore
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I read an article published in the columns of Mondaq newsletter on fallout in economic activities, labor-related matters, and specifically the application of 'force majeure' clause for initiating labor matters with a perspective in Thailand. The views contained in the article are almost akin to the Indian scenario as well. I'm sharing the article with a view to discuss how far the "force majeure" clause, if it forms part of agreements (and how to proceed if there is no such clause in terms of appointment,) can be applied in India. Especially:
i) Reduction in idle wages for the lockdown period and/or 'no-work-no-pay'
ii) Closure of units, reduced operations, lay-off
iii) Termination - all or few on a selective basis
iv) Leave regulation, attendance, Work From Home administration
v) Notices, Compensation, etc.
vi) Reinstatement when resumed, continuity of service, etc.
From India, Bangalore
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Dear Prof. Kumar, I don’t feel that in India we can have 'force majeure' clause for workmen category. Probably we can have it for non-workmen category.
From India, Mumbai
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From India, Mumbai
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Enforcement of negative covenants in employment terms.pdf