 
 S N MURTHY SENIOR ADVOCATE The Indian laws with regard to flexibility of employment is very harsh on the employers. In its anxiety to protect the security of employment in private sector, the Industrial Disputes Act, 1947 was amended during the year 1976 with introduction of Chapter V-B. We may not find a provision similar to the one in Chapter V-B anywhere in the world. This provision, in short requires every employer employing one hundred or more workmen to obtain prior permission of the Government to lay-off, retrench or close down the establishment. This made it very difficult for employers to employ workmen for short duration, say a year or two or three. To add to the woes of employers, Justice Krishna Iyer in Sundarmoney Vs. State Bank of India laid down a stringent law through interpretation of the word `retrenchment’ by stating that an employee who works for 240 days cannot be retrenched without complying with the provisions of Section 25-F of the Industrial Disputes Act.
In the workplace, one of your colleagues behaves with you as a close friend, a well-wisher, and gives you a lot of praise. However, at the same time, he talks ill about you with other colleagues and seizes every opportunity to damage your reputation without your knowledge. More importantly, he twists your communications with others negatively and spreads negativity about you among others. In such a scenario, how do you deal with this colleague?
---- Dealing with a manipulative and toxic colleague can be challenging, but it's essential to address the situation professionally and assertively. Here's a step-by-step guide on how to handle this situation: 1. Stay Calm and Objective: Remain composed and avoid reacting emotionally to the situation. Emotions can cloud judgment. Try to view the situation objectively. (p) “settlement" means a settlement arrived at in the course of conciliation proceeding and includes a written agreement between the employer and workmen arrived at otherwise than in the course of conciliation proceeding where such agreement has been signed by the parties thereto in such manner as may be prescribed and a copy thereof has been sent to an officer authorised in this behalf by] the appropriate Government and the conciliation officer.
--- Section 2(p) of The Industrial Disputes Act, 1947, defines the term "settlement." The interpretation of this section in detail is as below: 1. Settlement in Conciliation Proceedings:
An organization must guarantee that the HR Department delivers a written or verbal response to all candidates who were not selected after attending an interview. Remember, today's unsuccessful candidate could be tomorrow's perfect fit. Providing a positive experience for candidates will keep them motivated to pursue positions within your company. This approach not only enhances the company's branding but also strengthens the HR department's reputation. Here is a sample e-mail to be sent to the not selected candidates. For example, the position is Manager - Business Development.
Fostering a psychologically safe workplace is the foundation that enables a great attitude to flourish. From this attitude, great behaviors emerge, paving the path for remarkable actions and ultimately, transformative results.
In the fast-paced and competitive world of business, organizations often prioritize performance metrics, profit margins, and market share. While these are undoubtedly essential aspects of success, there's another, often overlooked, factor that can significantly impact an organization's long-term health: Psychological Safety. This article delves into the concept of psychological safety, its profound implications, and how it played a pivotal role in the case of Ms. Rishika, a Sales Manager whose career took an unexpected turn due to the absence of psychological safety in her workplace. Mr. Krish, a technically qualified graduate engineer, has held the position of production manager at a company for a decade. He has displayed commendable proficiency in product management, process optimization, and effective team leadership. However, his approach lacks assertiveness and creativity and often appears lethargic. Notably, Krish seems content with his current role and shows no inclination towards pursuing higher career growth, despite multiple attempts by his superiors to address these concerns. Consequently, he has been assigned you as a mentor. As his mentor, how do you deal with this?
--- Mentoring Mr. Krish, who appears to be technically proficient but lacks assertiveness and creativity, can be a challenging but rewarding task. 1. What is the purpose of Karnataka Act No. 33 of 2023?
The purpose of Karnataka Act No. 33 of 2023, titled "The Factories (Karnataka Amendment) Act, 2023," is to make further amendments to the Factories Act, 1948, specifically in its application to the state of Karnataka. 2. When was Karnataka Act No. 33 of 2023 first published? Karnataka Act No. 33 of 2023 was first published in the Karnataka Gazette Extra-ordinary on the 7th day of August, 2023 3. When did Karnataka Act No. 33 of 2023 receive the assent of the President? Karnataka Act No. 33 of 2023 received the assent of the President on the 10th day of July, 2023. “One of your key employees had submitted his resignation, and despite your efforts to retain him through a counteroffer, he remained firm in his decision to leave the company. Initially, you felt disappointed by his choice and, admittedly, frustrated with his approach.
Approaching the end of the notice period, the employee approached you expressing a desire to withdraw his resignation by accepting the counteroffer provided earlier. How would you make a decision in such a situation?” Considering the situation, there are several positives and negatives to weigh when deciding whether to accept the employee's request to reconsider his decision to leave the company. |
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