Murthy Legals

What to do if employer does not pay salary on Time. What can you do if your employer does not pay your salary or infinitely delays it? Employer must pay interest if salary is delayed: HC The employer must pay a reasonable interest if a payment, due to the employee, is made late, the Bombay High Court has held. Whether the service contract of the employee provides for payment of interest is immaterial, said the division bench of Justices Anoop Mohta and C L Pangarkar. Petitioner Yuvraj N Rodye was working with the Maharashtra State Electricity Board since 1975. In 1989, Royde became entitled for arrears of salary from August 1975 onwards. However, for no justifiable reason, the payment was delayed. It was only in September 1994 that he was told to collect his dues. He received the amount but applied for getting interest for the period of delay. It is quite common in India for employers to deny salary to employees, especially at the time of firing t...

Human Rights Introduction Human Rights are those rights which are inherent to all human beings, irrespective of their nationality or ethnic origin, place of birth, current place of residence, sex, religion, colour, language or any other status. These are rights everyone is equally entitled to, without any form of discrimination. These rights are interrelated, indivisible and interdependent. These are rights people are entitled to by humanity. Human Rights are universal in nature and are often laid down and guaranteed by law in the form of treaties, general principles, and customary international law and derived from other sources of international law. Universal Declaration of Human Rights (UDHR), 1948 is the landmark document on Human Rights. It was the first document to put human rights in black and white. There are many other international documents supporting human rights, and most of the states have ratified such documents. To protect human rights, the Indian P...

Payment of Wages Act, 1936 The Payment of Wages Act, 1936 regulates payment of wages to employees (direct and indirect). The act is intended to be a remedy against unauthorized deductions made by employer and/or unjustified delay in payment of wages. Regular Pay Payment should be made before the 7th day of a month where the number of workers is less than 1000 and 10th day otherwise. The wage-period shall not exceed 1 month. The Act is applicable only to employees drawing wages not exceeding Rs. 6500 a month. [20] Mode of Payment Under the act, payment has to be made in currency notes or coins. Cheque payment or crediting to bank account is allowed with consent in writing by the employee. (Section 6) Deduction from Wages Employer is allowed to effect only authorized deductions, as specified in the Act. This include: Fines: Deductions for absence from duty, Deductions for damage to or loss of goods made by the employee due to his negligence, Deductions for house-accommodat...

‘Termination rules for employees’ will always be a daunting term for any employee. An employee’s livelihood is dependent upon them being in employment and earning their monthly salary, and if that very livelihood is taken away, it can cast a gloom in their lives. However, termination of employment can be for various reasons, and a company will and should always have suitable reasons for taking such decisions. Fortunately, we do not have a ‘hire and fire’ policy in India, so there couldn’t be a termination without notice in India, unlike the West. Employers need to follow certain procedures under the law before terminating an employee’s service, and in some instances, even pay compensation. They do need to follow Indian Labour laws for Termination of Employment. In this article, we will try and set down the manner and procedure for termination of service, and the monetary entitlements thereto. ‘Workman’ and ‘Non-workman’ Employees in India are generally categorized as ...