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1. H.K. Sharey Industrial & labour laws in India (Prenctice-Hall) New Delhi. 2. I.A. Sayieed Labour laws, Himalayan Publishing Co. Nagpur  3. Reshma Arora Labour law, Himalayan Publishing Co. Nagpur 4 S.K. Mishra Labour and Industrial law Allahabad law agency Faridabad. 5. Taxmann Labour laws - Bare Act (Taxmann allied series, Allahabad)  6. S.C. Shrivastava - Treatise on social security and labour laws EBC Lucknow. 7. S.N. Mishra Labour & Industrial laws CLA Allahabad. 8. P.L. Malik Hand Book of Labour and Industrial laws, EBC Lucknow. 9. Seth D.D. Commentaries on Industrial Act (Law publishing house - Allahabad) 10 . K.D. Shrivastava - Commentary of payment of wages act (1998) EBC Lucknow. 11. O.P. Malhotra The law of Industrial Disputes (1998) Universal Delhi.  12.  V.G. Goswami Labour and Industrial laws, CLA Allahabad.  13. P.K. Padhi -Labour and Industrial Laws, Prentice Hall of India Pvt. Ltd. New Delhi.

The Employee's Compensation Act, 1923AN (Read Section 19 to 31)

Definition of Layoff A “layoff” means when an employer doesn’t offer a job to a worker whose name is on the worker list for their industrial business. This happens when the employer can’t provide work due to reasons like not having enough electricity, coal, materials, having too many goods in stock, machines breaking down, natural disasters or other good reasons. This definition is in Section 2(kkk) of the Industrial Disputes Act, 1947. Requirements for a Layoff To have a layoff: 1. The employer can’t provide work to the workers. 2. This inability to provide work should be due to a lack of electricity, coal, materials, excess stock, machine breakdown, a natural disaster or other valid reasons. 3. The worker’s name should be on the employer’s list of workers for their industrial business. 4. The worker shouldn’t have been fired. If a worker’s name is on the employer’s list and they show up for work but aren’t given work within two hours, they are considered laid off for that day. Simila...

Workmen Compensation Act of 1923 is the first social security measure implemented in India to provide workers and their dependents relief for harm by accident that results in either death or disability. It is a fictitious employment extension, in accordance with the theory of notional extension of employment. And it is a presumed or fictitious extension of an employee's working period under specific conditions so that the employee may benefit from temporary advantages provided by various laws by the employer. Even if the employer is not present on the premises when the accident occurs, there are several situations when he is nonetheless responsible for the harm done to his employees under the Workmen Compensation Act 1923. WHAT IS THE SCOPE OF WORKMEN COMPENSATION ACT 1923? The scope of the Workmen's Compensation Act 1923 can be broadly categorized as follows: 1. Scope: When it comes to the employees that falls under this act, it covers full-time, part-time, temporary and perm...