Best printers for Home

Best Mixer Grinder

Best wired Earphones

Best 43 Inch TV in India

Best Wi Fi Routers

Best Home Theatre in India

Smart Watch under 5000

Best Laptops for Education

Best Laptop for Students

For employees, a job is about more than just the paycheck—elements like work-life balance, career development and a positive <keyword id="20375714" type="General" weightage="20" keywordseo="workplace-environment" source="keywords">workplace environment</keyword> play crucial roles. This broader perspective extends to a national level too, with highly <keyword id="20614079" type="General" weightage="20" keywordseo="skilled-professionals" source="keywords">skilled professionals</keyword> increasingly drawn to countries that offer a more inclusive and progressive atmosphere. A recent study from Washington State University underscores this notion, revealing that European countries which embraced <keyword id="20026331" type="General" weightage="100" keywordseo="same-sex-marriage" source="keywords">same-sex marriage</keyword> saw a significant boost in retaining their top talent. This shift had considerable economic repercussions, particularly in influencing the flow of skilled workers to the United States. <cmsannotation type="cmsannotation" annotationid="Uncovering the link between marriage equality and skilled labour retention" comment="subhead" text="Uncovering the link between marriage equality and skilled labour retention">Uncovering the link between <keyword id="1660336" type="General" weightage="20" keywordseo="marriage-equality" source="Orion">marriage equality</keyword> and <keyword id="22603926" type="General" weightage="20" keywordseo="skilled-labour-retention" source="Orion">skilled labour retention</keyword></cmsannotation> The study, recently published in AEA Papers and Proceedings, analysed 20 years of data on H-1B visas—those coveted permits for immigrants with advanced degrees and specialised skills. The research team’s choice to focus on EU countries was a strategic one, leveraging the shared labour market within this political and economic union for a more precise analysis of marriage equality’s effects. The EU also provided a natural experiment: by 2019, roughly half of the 27 member states had legalised same-sex marriage, while the remaining 14 had not, creating a perfect control group for comparison. The results revealed that from 2000 to 2019, as 13 EU countries adopted same-sex marriage laws, the U.S. experienced a 21% decline in new H-1B visas from these countries. This trend persisted despite differences in enactment dates and economic conditions across the EU. The study also considered the effect of the U.S. recognising foreign same-sex marriages in 2013. Notably, this policy change slowed the decrease in H-1B visa admissions from EU countries with existing marriage equality laws, such as The Netherlands, Belgium and Spain. Koroles Awad, a Ph.D. candidate in economics at WSU, emphasised that <keyword id="21934841" type="General" weightage="20" keywordseo="inclusive-policies" source="keywords">inclusive policies</keyword> make countries more attractive to skilled labour. This finding underscores the broader economic benefits of marriage equality beyond just social progress. Awad further noted that marriage equality could act as a non-monetary incentive for attracting and retaining highly sought-after skilled workers, particularly in STEM fields. Building on previous U.S. studies showing that same-sex couples and households led by women were more likely to relocate to states recognising same-sex marriage, this new research broadens the understanding of how inclusive policies affect migration patterns. Although this study doesn’t address the sexual orientation of H-1B visa holders, it clearly indicates that the appeal of inclusive environments is a significant factor for skilled professionals.

Inclusivity pays off: Countries with same-sex marriage retain skilled professionals more effectively, per study

<ul><li>The <keyword id="14332503" type="General" weightage="20" keywordseo="new-labor-codes" source="Orion">new labor codes</keyword> are expected to be implemented tomorrow, July 1.</li><li>New labor laws will bring a lot of changes in the working culture.</li><li>While the central government plans to implement these new laws by July 1, many states are still yet to ratify the laws.</li></ul>The new labor codes on wages, social security, industrial relations, and occupation safety, health, and working conditions are expected to be effective tomorrow, July 1. And there could be a lot of changes in the salary restructure, provident fund and gratuity, working hours, and leaves. While the central government plans to implement these new laws by July 1, many states are still yet to ratify the laws. Only 23 states and union territories (UTs) have released the draft guidelines under the Code on Wages, according to Rameshwar Teli, Minister of State for Labour and Employment. <cmsannotation type="cmsannotation" annotationid="Four days week with 12 hours shift" comment="subhead" text="Four days week with 12 hours shift"><keyword id="8533668" type="General" weightage="20" keywordseo="Four-days-week" source="Orion">Four days week</keyword> with 12 hours shift</cmsannotation> The new laws will allow companies to have four days working instead of five or six. However, four days doesn’t mean fewer working hours. Employees will have to work for 12 hours a day instead of 8 hours to compensate for the third leave in a week. However, this also doesn’t mean a cut in paid holidays. Four-day work week would mean three paid holidays <cmsannotation type="cmsannotation" annotationid="New exiting polices" comment="subhead" text="New exiting polices">New exiting polices</cmsannotation> According to the new labor codes, companies will have to pay full and clear all pending wages and salaries within the two days of employees’ last working day as per their respective resignation date, dismissal, and removal from employment. Currently, companies pay out or complete their employees' dues in 45 to 60 days from the employee’s last working day. In some cases, companies take 90 days to clear the dues. <cmsannotation type="cmsannotation" annotationid="Work from home" comment="subhead" text="Work from home">Work from home</cmsannotation> Remote working became the new working culture during the covid-19 pandemic, and now employees want this trend to continue. The new labor laws are drafted to help the employees maintain their work-life balance. <cmsannotation type="cmsannotation" annotationid="Take-home salary, provident funds, and gratuity" comment="subhead" text="Take-home salary, provident funds, and gratuity">Take-home salary, provident funds, and gratuity</cmsannotation> The take-home salary for every month will change significantly because the basic salary will be at least 50% of the gross monthly salary, as per the new wage codes. This also means that there will be a substantial rise in gratuity and PF contribution of the employee. <cmsannotation type="cmsannotation" annotationid="Leaves" comment="subhead" text="Leaves">Leaves</cmsannotation> The most significant changes will reflect in the number of paid leaves. Usually, an employee in a government office gets 30 days a year. In addition, employees can cash upto 300 holidays on carrying forward; however, the new laws are demanding to increase this number to 450. Presently, there are 240 to 300 holidays in different departments. Employees can take these holidays in cash only after 20 years of service. SEE ALSO: <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/business/startups/news/in-india-it-could-be-a-funding-autumn-not-winter-with-active-funds-are-still-closing-big-deals/articleshow/92570964.cms">In India, it could be a funding autumn not winter with active funds are still closing big deals</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/business/news/a-cred-like-platform-is-what-indian-ott-users-want-to-juggle-multiple-subscriptions/articleshow/92570894.cms">A CRED-like platform is what Indian OTT users want to juggle multiple subscriptions</a>

Four-days work week, full and final settlement within 2 days of exit — new changes at workplaces to reflect from July 1

<ul><li>Around 25% of the organizations are planning to include <keyword id="60251" type="General" weightage="20" keywordseo="variable-pay" source="Orion">variable pay</keyword> in the wage definition.</li><li>One out of three organizations in <keyword id="3658" type="General" weightage="80" keywordseo="india" source="Orion">India</keyword> are also likely to increase the <keyword id="312732" type="General" weightage="20" keywordseo="basic-pay" source="Orion">basic pay</keyword>, as per <keyword id="11979993" type="General" weightage="20" keywordseo="WTW-report" source="Orion">WTW report</keyword>.</li><li>40% of organizations are expecting to have a significant impact on their profit and loss statement due to gratuity.</li></ul>Companies in India are still adapting to the new Labour Code, which will be implemented from July 1 this year. However, a majority of organizations are reviewing retirement or long-term benefits and looking for new ways to package them. In fact, 25% of the organizations are planning to include variable pay in the wage definition. But, a similar percentage of them are also unsure about what to do, reveals a new WTW report on ‘State of Retirement benefits in India’. Variable pay is also known as performance pay and is given to an employee based on the results of their performance. It is usually offered in addition to the employee's fixed salary on completion of certain targets. One out of three organizations in India are also likely to increase the basic pay as a part of the new wage code. The four <keyword id="9986984" type="General" weightage="20" keywordseo="New-labour-codes" source="Orion">new labour codes</keyword> approved by the President of India are — Code on <keyword id="6356975" type="General" weightage="100" keywordseo="wages" source="Orion">Wages</keyword>, 2019, the Industrial Relations Code, 2020, the Code on Social Security, 2020 and the Occupational Safety, Health and Working Conditions Code, 2020. These four codes will replace the existing 29 labour laws in India. Code on Wages will ensure timely payment of salaries and wages both in organized and unorganized sectors. Industrial Relations Code expands the definition of worker to be included under — skilled, unskilled, manual, technical, clerical and operational workers. Code on Social Security is about social security schemes like EPF, EPS, ESI — which are beneficial to the employees and workers. <cmsannotation type="cmsannotation" annotationid="Gratuity pay would rise" comment="subhead" text="Gratuity pay would rise">Gratuity pay would rise</cmsannotation> According to the report, 40% of organizations are expecting the code to have a significant impact on their profits; and are considering options to update their gratuity policy to mitigate the impact. While 28% say that they will not change their gratuity policy and are not expecting any change in their P&amp;L. Gratuity benefits are projected to have the largest impact in the new definition of wages. It is paid to employees who exit their companies after working for over five years. In the new code, the gratuity is expected to increase significantly, particularly for organizations where the basic pay to gross pay ratio has been quite low previously. <cmsannotation type="cmsannotation" annotationid="No change in PF contributions" comment="subhead" text="No change in PF contributions">No change in PF contributions</cmsannotation> The report further suggests that over 46% of the organizations would continue to contribute 12% of basic salary as per prevailing regulation in the provident fund. However, 8% say that they will restrict the PF upto ₹15,000 per month. As many as 32% of the organizations are unsure about what to do with the provident funds for its employees, says the report. During COVID-19 pandemic, a lot of companies had provided extra sick leaves to their employees as the infection required proper isolation and rest. This has led three out 10 organizations to restructure their leave policies, the report says. SEE ALSO: <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/stock-market/news/mid-cap-stocks-will-remain-under-pressure-for-few-more-months-say-experts/articleshow/92387603.cms">Mid cap stocks will remain under pressure for few more months, say experts</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/sustainability/article/not-just-health-tobacco-products-also-degrades-ecosystem-integrity-who-report/articleshow/92380121.cms">Not just health, tobacco products also degrades ecosystem integrity: WHO report</a>

One in four organizations plan to make variable a part of the wages

<ul><li>India's new labour codes, which include a revised definition of wages, are supposed to kick in starting April 1.</li><li>The new definition is expected to shrink your cash-in-hand salary at the end of the month but boost long term benefits like gratuity and leave encashment.</li><li>Indian companies are hoping that the implementation of these rules will get delayed as businesses are still reeling from the impact of the COVID-19 pandemic.</li></ul>Indian companies are hoping that the government will delay the rollout of the country’s new labour codes or at least provide some clarity ahead of the April 1 deadline. If that doesn’t happen, it could mean a sharp cut in the cash-in-hand salary that you get to take home once the new financial year kicks off. “Ideal would be if the rules get notified and everybody gets a little bit of a breather. The new legislation applies and only kicks in let us say after x,y, z days. That would be ideal but that's wishful thinking at this point,” said Shambhavi Solanki, vice president of corporate human resources (HR) at Policy Bazaar during The Indus Entrepreneurs (TiE) webinar on March 18. Timing is a concern for most companies. Businesses are still reeling from the impact of COVID-19 and the pandemic is not yet over. “It’s going to be a crazy implementation and I have huge questions. And, I am worried, I am anxious, to be honest,” said Sagar Daryani, the co-founder and chief executive of Wow! Momos. The National Association of Software and Service Companies’ (NASSCOM) Ashish Aggarwal believes that the rules are most likely to kick in May or June, as per his discussions with the government and the industry. “Overall, the labour codes are quite welcome. But, as with any new law, there are these initial stages where there is a lot of uncertainty,” he said. India’s new definition of wages The issue at the heart of the matter is the Indian government’s new definition of wages. It includes all remuneration, whether by way of salaries, allowance or otherwise. Exclusions — like house rent allowance (HRA), provident fund (PF) contribution and others — still exist but can’t be more than 50% of your basic salary. This means that even though companies have not been explicitly asked to redefine their compensation structure for employees, they may not have a choice but to take a second look. According to Vishal Grover, a senior consultant at professional services firm Aon Hewitt, companies in India are currently considering three options: <ul><li>A large part of the salary gets technically defined as basic pay, and the balance moves to exclusions.</li><li>They don’t change anything. They keep the structure as it is. But use the new definition of wages for all social security programmes.</li><li>A sort of a middle ground, where the basic is close to 50% and the balance of 50% is made up of exclusions.</li></ul> <table style="border-width: initial; border-style: none; table-layout: fixed; width: 468pt;"></colgroup><tbody><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Inclusions </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Specified Exclusions </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Basic pay </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Statutory bonus </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Dearness allowance </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Value of house accommodation and utilities (light, water, medical, etc.) </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Retaining allowance </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Employer contribution towards provident fund </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;"> </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Conveyance allowance </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;"> </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Sum paid to defray special work expenses </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;"> </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">House rent allowance (HRA) </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;"> </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Remuneration payable under settlement </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;"> </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Overtime allowance </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;"> </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Gratuity </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;"> </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Retrenchment compensation </td></tr></tbody></table> <keyword id="1481502" type="PERSON" weightage="20" keywordseo="take-home-salary">Take home salary</keyword> most likely to take a hit under the new definition of wages Under the cost to company (CTC) model, companies are likely to increase the share of salary that goes towards your PF. And, it will be at the expense of other allowances leading to lower take-home salary. Depending on the ratio between basic pay and gross pay, the reduction in cash-in-hand salary to take home would range from 3% to 8% if PF contributions are increased, according to Grover. This means that even if you get a wage hike in 2021, it's unlikely that there will be any major increase in the amount of money that actually gets deposited into your bank account. The impact on long term benefits uncertain The good news is that long term benefits like gratuity and leave encashment are likely to increase under India’s new definition of wages, especially if it's applied retrospectively. <table style="border-width: initial; border-style: none; table-layout: fixed; width: 468pt;"></colgroup><tbody><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Gratuity </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Old definition of wages </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">New definition of wages </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Basic to gross ratio </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">25% </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">50% </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Basic salary </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">25 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">50 </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Past service as on date </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">10 years </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">10 years </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Accrued gratuity </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">144.23 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">288.46 </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Percentage increase in accrued gratuity </td><td colspan="2" style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">100% </td></tr></tbody></table> This means higher liability for companies, but more money on leaving an organisation for employees. However, the government is yet to clarify how the change in definition will be applied to such long term benefits. “A lot of things are ambiguous right now until we actually have the draft rules out.” said Solanki. SEE ALSO: <a href="https://www.businessinsider.in/stock-market/news/how-to-check-allotment-status-of-kalyan-jewellers-ipo/articleshow/81626536.cms">Kalyan Jewellers IPO — Here is how to check share allotment status</a> <a href="https://www.businessinsider.in/stock-market/news/how-to-check-allotment-status-of-laxmi-organic-ipo/articleshow/81624672.cms">Laxmi Organic IPO allotment live – how to check allotment, listing date and more</a>

Your take-home salaries could shrink sharply from April with India’s new definition of wages — but companies are hoping for a delay

<ul><li><keyword id="6354427" type="ORGANIZATION" weightage="20" keywordseo="apple">Apple</keyword> has frozen any new business deals with primary <keyword id="10247016" type="UNKNOWN" weightage="20" keywordseo="iphone-manufacturer-in-china">iPhone manufacturer in China</keyword>, <keyword id="274256" type="COMPANY" weightage="20" keywordseo="Pegatron">Pegatron</keyword>, due to labour abuse allegations. </li><li>Luxshare Precision Industry could be the likely beneficiary of this fallout, according to a local Chinese news outlet The Paper.</li><li>Pegatron’s shares were down over 2% on the Taiwan Stock Exchange before closing, while Luxshare Precision Industry’s stock was up nearly 1% on the Shanghai Stock Exchange at the end of Monday.</li></ul>China may be touted for its cheap labour, but the country is also known to be vagrant when it comes to its labour protection laws. This time around, the premium smartphone maker Apple is putting one of its key suppliers in the country, Pegatron, on probation after discovering violations with a student workers’ program, according to <a href="https://www.bloombergquint.com/global-economics/apple-suspends-new-business-with-pegatron-over-labor-violations">Bloomberg.</a> While this may put a wrench in the supply chain for Apple, it opens up a plethora of possibilities for the competition. This is because Pegatron is only one of Apple’s many partners that help the US giant manufacture its signature iPhones. Who gets Apple’s new iPhone orders? In India, the backbone of Apple’s manufacturing is managed by Wistron and Foxconn. While they may welcome the move to fill in the gap left behind by Pegatron, Apple could likely approach a new player altogether. Luxshare Precision Industry is reportedly in line to become the first mainland company to assemble the iPhone, according to a local Chinese news outlet <a href="https://twitter.com/thepapercn?lang=en">The Paper</a>. Pegatron, on the other hand, is located in Taiwan. Besides, Foxconn dealt with its share of controversy back in 2010 when a spate of suicides led to protests over the harsh working environment at its plants. Since then, Apple has upped its standards and started to audit its third-party manufacturers, with the condition that labour law violations may lead to the termination of ongoing business. “Pegatron’s current iPhone business should not be affected. However, it is likely that Pegatron will lose some orders for the Apple’s new handsets next year to Luxshare, which is poised to become a new iPhone assembler in 2021,” GF Securities analyst Jeff Pu told <a href="https://www.bloombergquint.com/global-economics/apple-suspends-new-business-with-pegatron-over-labor-violations">Bloomberg</a>. These new orders include Apple’s four new 5G iPhones. Pegatron’s shares were down over 2% on the Taiwan Stock Exchange before closing, while Luxshare Precision Industry’s stock was up nearly 1% on the Shanghai Stock Exchange at the end of Monday. Pegatron went out of its way to hide labour code violations Apple claims that even though it did not find any evidence that hints at forced or underage labour, it did find falsified paperwork that hid several violations. “The individuals at Pegatron responsible for the violations went to extraordinary lengths to evade our oversight mechanisms,” the company said in a statement. Pegatron has clarified that the violations were incidents of students working night shifts, overtime, and positions that were unrelated to their degree in college. The manager who oversaw the student workers’ program has since been fired, and quick action has been taken to strengthen procedures within its facilities. As of right now, all student workers have been pulled off the production lines and sent home with the proper compensation and necessary arrangements. SEE ALSO: <a href="https://www.businessinsider.in/tech/news/hyperloop-pod-carries-two-humans-through-a-tube-at-over-160-kmph-for-the-first-time-ever/articleshow/79121765.cms">Hyperloop pod carries two humans through a tube at over 160 kmph for the first time ever</a> <a href="https://www.businessinsider.in/tech/news/top-cyber-espionage-groups-that-have-india-in-their-crosshairs/slidelist/79120867.cms">Top cyber espionage groups that have India in their crosshairs</a> <a href="https://www.businessinsider.in/business/startups/news/bigbasket-the-e-grocery-startup-which-tata-group-is-eyeing-admits-a-data-breach-of-over-20-million-users/articleshow/79122791.cms">BigBasket, the e-grocery startup which Tata Group is eyeing, admits a data breach of over 20 million users</a>

Apple’s new 5G iPhones could reportedly be manufactured by a company within Mainland China for the very first time

<ul><li>The Trump administration has rolled out new H-1B visa rules less than a month before the US Presidential election. </li><li>This time the minimum wage requirements have been bumped up, and the eligibility criteria has been tightened along with some other changes. </li><li>Lawyers and experts believe that since the order didn’t follow the normal regulatory process, it’s likely to face a fierce challenge in court. </li></ul>The Trump administration has moved to make significant changes to Silicon Valley’s converted H-1B visa. The rules proposed by the US President will make it more expensive to hire employees from outside the country, tighten the eligibility criteria for visas, and plug up some of the other ‘loopholes.’ However, they may not stick around for very long. For Indian IT companies — like TCS, Infosys, HCL Technologies, and Wipro — this may <a href="https://www.businessinsider.in/business/corporates/news/tcs-infosys-hcl-tech-dont-want-h1b-ban-but-are-pocketing-savings-while-it-lasts/articleshow/77120776.cms">not be a very big deal in the short run</a> since they have already been localising their workforce and trying to cut down on visa requirements. However, in the long run, this could bode darker tidings. On the other hand, tech giants within the US, like Google, Apple, Facebook and others, depend on the H-1B visa to hire tens of thousands of employees each year, not just from India, but also other countries where the cost of labour is cheaper. Critics believe that the changes are more political in nature, coming just ahead of the 2020 US Presidential election in November. Regardless of the motivation, lawyers and experts assert that the new rules are likely to be challenged in court since they bypassed the normal regulatory process. Department of <keyword id="123836" type="ORGANIZATION" weightage="20" keywordseo="Homeland-security">Homeland Security</keyword> acting deputy secretary Ken Cuccinelli estimates that a third of applicants would be denied under the new rules. What are the new changes to H-1B visa rules? The new rules significantly raise the existing wage levels of H-1B employees. There are four wage levels, and the minimum amount for each has been bumped up — in certain cases, to more than double than what it used to be. <table style="border-width: initial; border-style: none; width: 468pt; table-layout: fixed;"></colgroup><tbody><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Wage level </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">Earlier wage percentile </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">New wage percentile </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">1 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">17 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">45 </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">2 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">34 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">62 </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">3 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">50 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">78 </td></tr><tr><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">4 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">67 </td><td style="border-left:solid #000000 1pt;border-right:solid #000000 1pt;border-bottom:solid #000000 1pt;border-top:solid #000000 1pt;vertical-align:top;padding:5pt 5pt 5pt 5pt;overflow:hidden;overflow-wrap:break-word;">95 </td></tr></tbody></table> The definition of ‘speciality occupation’ has also been narrowed down. Only certain types of degrees will now qualify a candidate for a visa. Select contract workers will also have a shorter time limit on their visas. More monitoring is also on the cards with the new rules enhancing the government’s ability to enforce compliance with worksite inspections, before and after an H-1B petition is approved. “With millions of Americans looking for work, and as the economy continues its recovery, immediate action is needed to guard against the risk lower-cost foreign labor can pose to the well-being of U.S. workers,” Patrick Pizzella, the deputy secretary of labor, told reporters on Tuesday. Trump has already been overruled once before The change to the H-1B visa ruels comes after a federal judge ruled that <keyword id="6354484" type="PERSON" weightage="20" keywordseo="Donald-Trump">Donald Trump</keyword> had overstepped his authority in June when he issued an order suspending H-1B visas, H-2B visas, L-1 visas, and J-1 visas till December 2020. This time the new rules augment the play book for two departments — Homeland Security and the <keyword id="57432" type="ORGANIZATION" weightage="20" keywordseo="Labour-department">Labour Department</keyword>. According to immigration law firm Berry Appleman &amp; Leiden, Homeland Security and the Labor Department are expected to publish the new rules in the federal register in “coming days.” However, the firm expects the matter to end up in court. SEE ALSO: <a href="https://www.businessinsider.in/tech/news/malware-infiltrates-the-defenses-of-common-antivirus-softwares-like-mcafee-kaspersky-symantec-and-others/articleshow/78515377.cms">Malware infiltrates the defenses of common antivirus softwares like McAfee, Kaspersky, Symantec and others</a> <a href="https://www.businessinsider.in/science/space/news/andrea-ghez-is-the-fourth-woman-to-win-the-nobel-prize-for-physics/articleshow/78514164.cms">Andrea Ghez is the fourth woman to win the Nobel Prize for Physics — found the first signs of the supermassive black hole at the center of the Milky Way</a> <a href="https://www.businessinsider.in/business/corporates/news/tcs-expected-to-post-higher-revenue-and-margins-led-by-a-streak-of-deal-wins-over-the-last-three-months/articleshow/78511834.cms">TCS expected to post higher revenue and margins led by a streak of deal wins over the last three months</a>

New H-1B visa rules make it more expensive and harder to hire workers from India — but they may not hold ground

New Delhi, May 8 () Employers' associations on Friday demanded suspension of labour laws barring some key provisions across the country for next two-three years to help the industry come out of the crisis induced by the lockdown to combat COVID-19 pandemic.Labour Minister Santosh Gangwar on Friday held a webinar with employers' bodies such as CII, Ficci and Assocham to discuss issues like restarting economic activities, job creation and measures to improve the situation of MSMEs to enable them to discharge their liabilities under labour laws.The industry bodies suggested a slew of measures and sought relaxations such as increasing working hours to 12 hours per day from the existing 8 hours per day to help them revive operations, according to a release by the Labour Ministry.The release said the industry associations suggested "to suspend the labour laws for the next 2-3 years except for provisions like minimum wages, bonus and statutory dues, to help the industry come out of the present crisis".The suggestion follows the Uttar Pradesh government's move to bring an ordinance on Thursday to suspend all labour laws barring some provisions for the next three years to give relief to the industry hit by the existing lockdown.Labour is a concurrent subject and states can amend certain labour laws for their regions.The industry bodies also suggested "to increase working hours to 12 hours per day", the release said.They also demanded that power to the industry may be supplied at subsidized rates."Instead of different zones like red, orange and green, there should be (2) zones viz. containment zone and non-containment zones to facilitate easy movement of workers and goods. Allow all activities in the non-containment zones."The employers' organisations also sought relaxation of the provisions of the Industrial Disputes Act to treat the lockdown period as lay-off.Employers wanted that keeping in view the difficulties being faced by the industry and liquidity crisis, the wages paid by to workers may be covered under expenses under CSR funds.They asked to increase the maximum limit of 33 per cent workforce to at least 50 per cent of the workforce after the reopening of the industry to allow an increase of goods and services to the optimum level.Industry bodies asked the minister to waive the PMGKY's condition of covering only those enterprises whose 90 per cent or more employees were drawing monthly wages less than Rs 15,000 under the Scheme so that more workers can be covered under the scheme. They said that the status of migrant labour is a matter of serious concern. Employers' bodies suggested that a programme may be formulated for return of these migrant labour to work by providing counselling to alleviate their fears on COVID-19, providing financial help for their transportation, providing free groceries for about six months, etc.They also suggested to create a databank of migrant labour and to create a national epidemic fund to help the workers of the unorganised sector and daily wagers.They also pitched for reducing social security costs on both employees and employers.Concluding the discussion, Labour Secretary H L Samariya stated that the focus should now be on reviving the industry and opening of economy, to fully revive the economic activities and employment opportunities. He assured that the Ministry of Labour and Employment is committed to provide all the help in case of any problems faced by the industry and also to protect the interests of the workers. As many as 12 employers bodies participated in the webinar including CII, FICCI, PHDCCI and ASSOCHAM. KKS MR

Lockdown-hit industry demands suspension of labour laws for 2-3 yrs

<ul class="summary-list"><li>It's now illegal for bosses to contact their employees after work hours in <keyword id="12009681" type="UNKNOWN" weightage="60" keywordseo="portugal" source="Orion">Portugal</keyword>, <a href="https://apnews.com/article/coronavirus-pandemic-business-lifestyle-europe-health-3ac9da7707ce270d98d392c94154b909">AP reported</a>. </li><li>Employers must also pay WFH expenses such as increased electricity and internet bills. </li></ul>Portugal passed a batch of <keyword id="12507558" type="UNKNOWN" weightage="60" keywordseo="labor-laws" source="Orion">labor laws</keyword> last week in an attempt to attract more digital nomads to the country, <a href="https://apnews.com/article/coronavirus-pandemic-business-lifestyle-europe-health-3ac9da7707ce270d98d392c94154b909">The Associated Press</a> reported. The new protections for digital workers include fining employers for calling workers after hours and requiring companies to pay for work-from-home expenses such as internet and electricity.But not all of Portugal's proposed labor laws were approved. The "right to disconnect," or the legal right to turn off work devices and messaging services after-hours, was struck down by Portuguese lawmakers. Freelancers and entrepreneurs are already taking advantage of Portugal's newly designed temporary resident visa. In February, the Portuguese islands of Madeira launched a "<keyword id="11929863" type="UNKNOWN" weightage="60" keywordseo="digital-nomad" source="Orion">digital nomad</keyword> village" with free WiFi and workstations. The European nation is not the only country hoping to attract a virtual workforce, despite <a href="https://www.businessinsider.com/partying-yachts-drugs-remote-work-destroying-worlds-most-instagrammable-destinations-2021-7">the strain long-term tourists place on local infrastructure and frequent tax exemptions</a>. Tropical destinations such as <a href="https://www.gotobermuda.com/workfrombermuda">Bermuda</a>, <a href="https://antiguanomadresidence.com/">Antigua</a>, and <a href="https://www.lonelyplanet.com/articles/costa-rica-digital-nomad">Costa Rica</a> announced plans to offer digital nomad <keyword id="12229793" type="UNKNOWN" weightage="60" keywordseo="visas" source="Orion">visas</keyword> during the pandemic, which allow long-term stays up to two years. <a href="https://www.etiasvisa.com/etias-news/digital-nomad-visas-eu-countries">European countries</a> including Croatia, Greece, and Spain also offer variations of virtual work visas. The term "digital nomad" became so popular over the past year that Merriam-Webster added it to the dictionary in late October. The number of digital nomads - now officially defined as someone who performs their occupation entirely over the internet while traveling - jumped nearly 50% in 2020. About 11 million Americans now identify as digital nomads, and over half are traditional full-time employees who've decided to do their jobs from the road, Insider's David Kushner reported. "We consider Portugal one of the best places in the world for these digital nomads and remote workers to choose to live in, we want to attract them to Portugal," Ana Mendes Godinho, Portugal's Minister of Labour and Social Security, said at the recent Web Summit conference in Lisbon. "The pandemic has accelerated the need to regulate what needs to be regulated."

It's now illegal for bosses to text workers after hours in Portugal, as the country attempts to attract digital nomads with new labor laws

<ul class="summary-list"><li>A <keyword id="11909004" type="UNKNOWN" weightage="60" keywordseo="wholesale" source="Orion">wholesale</keyword> CEO said he's had to turn down a painful number of <keyword id="6374551" type="UNKNOWN" weightage="60" keywordseo="truckers" source="Orion">truckers</keyword> because they can't pass drug tests. </li><li>Drug and alcohol rules are keeping about 72,000 <keyword id="11947253" type="UNKNOWN" weightage="60" keywordseo="drivers" source="Orion">drivers</keyword> off the road in the US, per government data.</li></ul>The CEO of a food wholesaler said he was turning down some candidates for trucker jobs amid a <keyword id="12011920" type="UNKNOWN" weightage="60" keywordseo="labour-shortage" source="Orion">labour shortage</keyword> because they couldn't pass drug tests. Chris Pappas, CEO of Chef's Warehouse, which provides ingredients to restaurants, told the <a href="https://nypost.com/2021/11/07/supply-chain-stalled-by-72000-truckers-who-failed-drug-tests/">New York Post</a> that he was short about 1,000 drivers. The number of candidates being turned away due to drug tests was "a big enough number that it hurts," he said, without giving more detail.The rules on vetting truckers were changed in 2020. Under the new driver Drug &amp; Alcohol Clearinghouse system for recording drug and alcohol violations, 72,000 drivers were prohibited from work as of September, <a href="https://clearinghouse.fmcsa.dot.gov/Learn#news-events">per government data</a>. All employers and truckers must update their records annually and all employers must consult the database before they approve a new driver. In October, the <a href="https://www.businessinsider.com/us-needs-truckers-trucking-association-president-says-2021-10">American Trucking Association estimated that the industry was short around 80,000 drivers.</a> There were <a href="https://www.businessinsider.com/truck-driver-shortage-staffing-industry-problems-2018-9">already concerns about staffing before the coronavirus pandemic pushed people out of the workforce.</a> Employees are generally pleased with the new, stricter rules, but industry groups say it has made it harder to enroll new drivers, per the New York Post."It's a staggering number of drivers we have lost" because of the rules, Jeremy Reymer, chief executive of industry recruiter DriverReach, told the Post.Steve Keppler, co-director of Scopelitis Transportation Consulting, said drivers that tested positive were previously able to hop between jobs. "They wouldn't report their previous employer, so a carrier wouldn't pick up on the positive test. The Clearinghouse has stopped that from happening," he said.The driver shortage has caused delays in food and goods supply at some companies and contributed to <a href="https://www.businessinsider.com/record-100-ships-float-california-ports-despite-biden-extending-hours-2021-10">backlogs at ports</a>, as ships are unable to offload cargo. <a href="https://www.businessinsider.com/soaring-pet-ownership-angry-clients-causing-vets-burn-out-2021-10">Like workers in other sectors</a>, drivers say that <a href="https://www.businessinsider.com/labor-shortage-georgia-restaurant-staff-quit-macon-work-jobs-employment-2021-9">improving pay and conditions </a>will encourage more people into the industry. Pappas spoke to the New York Post alongside other trucking executives and industry leaders about the impact of the system on recruitment in the sector. Insider has contacted Chef's Warehouse for further comment. According to <a href="https://clearinghouse.fmcsa.dot.gov/Learn#news-events">Clearinghouse's monthly report for September 2021</a>, 72,444 drivers had "prohibited" status. About 54,000 of these were yet to start the reassessment process required before they can return to duty. Of these people, 11,922 were eligible to be reassessed, per the report.Overwhelmingly, employers see the rules as a positive for safer roads, but some say there are some inconsistencies in the rules, including the fact that different states have different laws surrounding the use of cannabis, per the Post.Expanded Coverage Module: what-is-the-labor-shortage-and-how-long-will-it-last

A wholesaler CEO says he's having to turn down truckers in the labor shortage because they can't pass drug tests

<ul class="summary-list"><li>An influential <keyword id="12143327" type="UNKNOWN" weightage="60" keywordseo="labour-party" source="Orion">Labour Party</keyword> group has been fined £14,250 for failing to declare donations on time.</li><li>Labour Together's directors include two senior Labour MPs and a major Labour Party donor.</li><li>Figures published by the <keyword id="11940466" type="UNKNOWN" weightage="60" keywordseo="electoral-commission" source="Orion">Electoral Commission</keyword> suggests more than £800,000 was not declared properly.</li></ul>An influential Labour Party group with links to the party's leader, Sir <keyword id="12143328" type="UNKNOWN" weightage="60" keywordseo="keir-starmer" source="Orion">Keir Starmer</keyword>, has been fined £14,250 by the UK's Electoral Commission after failing to declare more than £800,000 in donations within the required 30-day period.Labour Together counts among its directors high-profile Labour frontbench MPs Lisa Nandy, who is the shadow foreign secretary, and Steve Reed, the shadow communities and local government secretary.The group had led a high-profile review into the party's disastrous performance in the 2019 general election, which was later described <a href="https://www.newstatesman.com/world/uk/2020/06/labour-2019-election-review-blueprint-starmerism">by the New Statesman</a> as a "blueprint for Starmerism."The Electoral Commission fined Labour Together after opening an investigation in December 2020 into multiple breaches of electoral law. Its investigation found that the group had failed to deliver donation reports within 30 days, inaccurately reported a donation, and failed to make an administrative appointment after having received the donations.The overdue donations were first published in February 2021. <a href="https://www.businessinsider.com/labour-together-donations-under-investigation-by-electoral-commission-2021-2?r=US&amp;IR=TIR=T">Analysis of the figures by Insider</a> suggested only £165,000 of £970,492 donated between October 2015 and January 2021 were declared on time.Since February 2021, Labour Together has declared a further £120,000 in donations from its two main backers, Martin Taylor and Trevor Chinn.<ul><li>Taylor gave £100,000. In 2015, The Bureau of Investigative Journalism revealed him to be a <a href="https://www.thebureauinvestigates.com/stories/2015-03-20/labours-mystery-600k-donor-martin-taylor-revealed-as-mayfair-hedge-funder">Mayfair hedge fund manager</a> who had given the party more than £600,000. He has given Labour Together £806,992 since October 2015, and <a href="http://search.electoralcommission.org.uk/English/Donations/C0495821">gave Starmer £95,000 in March 2020 during the Labour leadership contest.</a></li><li>Chinn gave £20,000. He is a businessman and has given Labour Together £245,500 since August 2017. Chinn <a href="http://search.electoralcommission.org.uk/English/Donations/C0495835">donated £50,000 to Starmer's leadership campaign</a>.</li></ul>There is no suggestion of wrongdoing by the donors.The Electoral Commission has also announced the outcome of a separate investigation into the Labour Party, which the watchdog said had failed to deliver accurate quarterly donations reports. The party was fined £1,820.A former managing director of Labour Together is Morgan McSweeney, who was Starmer's chief of staff until June 2021. Companies House records for the company behind Labour Together show McSweeney was secretary from July 2017 to April 2020, when Starmer became leader of the Labour Party.In June, McSweeney was moved to a "strategic role" after the party's consecutive losses in two Parliamentary by-elections, <a href="https://www.independent.co.uk/news/uk/politics/starmer-adviser-morgan-mcsweeney-election-b1869165.html">the Independent reported</a>. Hannah O'Rourke, director of Labour Together, told Insider on Tuesday: "We accept the findings of the Electoral Commission today, and have already paid the fine. "The administrative oversight that led to this fine was entirely unintentional. We contacted the Electoral Commission as soon as we became aware of the error, and it was important to us to cooperate fully with their investigation."We are now fully transparent and compliant with regards to our donations, and have introduced a range of safeguards to our internal processes to ensure that no similar error can occur in the future."

Labour group with links to Keir Starmer fined £14,250 for failing to declare donations

In a move that will benefit millions of unskilled workers across the country, the current Indian government is about to make its first significant foray into <keyword id="954190" type="PERSON" weightage="20" keywordseo="labour-reform">labour reform</keyword>. On May 1st, the country’s minister of labour, Santosh Gangwar, told the Press Trust of India that a Parliamentary standing committee had finalised a policy draft of the <a href="http://www.prsindia.org/uploads/media/Code%20on%20Wages,%202017/Code%20on%20Wages,%202017.pdf">Wage Code Bill 2017</a>, and that the bill would be debated for passage in the next session of <keyword id="6354721" type="ORGANIZATION" weightage="20" keywordseo="parliament">Parliament</keyword> commencing in July. The bill largely aims to set a <keyword id="562632" type="UNKNOWN" weightage="20" keywordseo="minimum-wage">minimum wage</keyword> for different geographical regions in India. It was introduced in the lower house of Parliament (Lok Sabha) in August last year before being referred to a standing committee- the second step in the process of a bill becoming an act. Once the bill is implemented, a state government will not be allowed to set a minimum wage below the central government’s benchmark for that industry. A combination of four laws The bill updates and combines all four of India’s outdated minimum wage and remuneration laws- the 1936 Payment of Wages Act, 1936, the 1949 Minimum Wages Act, the 1965 Payment of Bonus Act, and the 1976 Equal Remuneration Act - into one <keyword id="2808767" type="PERSON" weightage="20" keywordseo="Labour-Code">labour code</keyword>. This will reduce overlap and contradictions and also make it easier for businesses to comply with the norms. The previous minimum wage acts only applied to “scheduled companies” with more than a 1000 employees, while the new bill applies to all workers across India in different sectors. The new bill also proposes the payment of wages to beneficiaries through electronic means, for the purpose of monitoring, and allows the central government to set a minimum overtime wage- which will be twice the normal minimum wage. No national benchmark The government will not specify a set national minimum wage. In response to news reports that the national floor level minimum wage would be fixed at ₹18,000 per month, the labour ministry has said that the <a href="http://www.business-standard.com/article/news-ani/national-minimum-wage-will-vary-not-fixed-at-rs-18-000-month-centre-117090501042_1.html">minimum wage will vary across the country</a>. Furthermore, the minimum wage levels will be assessed and revised every five years by central and state governments. While one can’t help thinking that a national floor rate across the country would be easier to enforce, the government is taking into account the widely disparate costs of living in different states and the nature of work in different industries. For example, rent and food costs in urban areas in Maharashtra are a lot higher than they are in the Northeast, hence they will have a higher minimum wage. Or labour intensive industries like manufacturing will likely have a higher minimum wage than less arduous ones like hospitality. A few problems There are a few weaknesses in the new bill, however. Firstly, it dilutes the Equal Remuneration Act of 1976 by taking out the clause preventing companies from discriminating against women when making <keyword id="6357342" type="UNKNOWN" weightage="20" keywordseo="Hiring">hiring</keyword> decisions, <a href="https://www.businessinsider.in/India-would-be-US550-billion-richer-if-it-just-increased-its-share-of-women-in-the-labor-force-by-10/articleshow/63974273.cms">which is definitely a problem </a>in today’s climate. Secondly, while the practice of having different minimum wage levels for different states and industries makes sense, it could lead to lobbying by large companies or resistance from states that aren’t ruled by the BJP. A number of industry leaders campaigned for lower GST rates while the rates were being set, and it isn’t hard to see that happening again here. Knock-on effects Following the recent slowdown in India’s economy, India’s small businesses have been struggling to stay afloat. They have had to contend with demonetisation, the implementation of GST, a dearth of credit options and a hike in wages paid to employees might just force them to slow down their hiring. While actual minimum wage rates are yet to be determined, they will be higher than current wage rates, which could impact employment in the formal sector. Concurrently, as India struggles to create new jobs, higher minimum wages could serve to exacerbate the situation. A hike in minimum wages could compel companies to hire employees on a temporary basis or off the books- something that the new bill should seek to address. Companies could also pass on the higher labour costs to customers. It’s highly plausible that you might end up having to pay more for your food at a restaurant or for gadgets that were assembled in India. What is certain though, is that the government needs to supplement the minimum wage code with policies that enable the formalisation of the economy and make hiring-and-firing easier. This will allow the new bill to have its intended effect.

You Searched For "new labour laws" and got 11 results

Inclusivity pays off: Countries with same-sex marriage retain skilled professionals more effectively, per study

Kunal Kambli

Four-days work week, full and final settlement within 2 days of exit — new changes at workplaces to reflect from July 1

Vaamanaa Sethi

One in four organizations plan to make variable a part of the wages

Vaamanaa Sethi

Your take-home salaries could shrink sharply from April with India’s new definition of wages — but companies are hoping for a delay

Prabhjote Gill

Apple’s new 5G iPhones could reportedly be manufactured by a company within Mainland China for the very first time

Prabhjote Gill

New H-1B visa rules make it more expensive and harder to hire workers from India — but they may not hold ground

Prabhjote Gill

Lockdown-hit industry demands suspension of labour laws for 2-3 yrs

PTI

It's now illegal for bosses to text workers after hours in Portugal, as the country attempts to attract digital nomads with new labor laws

Hannah Towey

A wholesaler CEO says he's having to turn down truckers in the labor shortage because they can't pass drug tests

Stephen Jones

Labour group with links to Keir Starmer fined £14,250 for failing to declare donations

Henry Dyer

India is revamping its minimum wage laws for the first time in 60 years

Dilsher Dhillon

Popular Keywords

Buying Guides