Littler (JD Supra India)

6 results for Littler (JD Supra India)

  • INDIA: COVID-19 (Coronavirus) – Employer FAQs

    Like many countries, India is grappling with the COVID-19 virus outbreak.  The central and state governments have responded to this evolving situation by imposing curfews, travel restrictions, and closing down certain services and private businesses.

  • Littler Global Guide - India - Q4 2019

    Commercial Establishments in Karnataka Permitted to Remain Open 24/7, for Three Years - New Order or Decree - On October 11, 2019, the State Government of Karnataka has issued a notification permitting shops and commercial establishments in the State of Karnataka employing at least 10 persons to remain open on 24 by 7 basis on all days of the year.

  • Littler Global Guide - India - Q3 2019

    On August 8, 2019, India’s new Code on Wages (Code) received the Presidential assent and was notified in the official gazette. The Code consolidates four major federal-level labor laws pertaining to wages paid by the employer.

  • Littler Global Guide - India - Q3 2018

    HIV Act: Ministry of Health and Family Welfare Issues Official Notification - New Legislation Enacted - On September 10, 2018, the Ministry of Health and Family Welfare issued notification of the HIV Act, which aims to prevent discrimination against a “protected person,” defined as an individual who (a) is HIV positive, or (b) is living or has lived, resided, or cohabited with a person who...

  • Key Recent Developments in Indian Employment Law Impacting Diversity in the Workplace

    Four key recent developments in Indian employment law will impact diversity and inclusiveness policies of companies operating in India. The first is the enhancement of maternity leave benefits.

  • Littler Global Guide - India - Q4 2017

    Delhi High Court: “Mere Physical Contact” Not Sexual Harassment - On October 31, 2017, the Delhi High Court passed a landmark judgment in the case of Shanta Kumar v. Council of Scientific and Industrial Research (CSIR) wherein it was held that mere physical contact without sexual overtones would not amount to sexual harassment at the workplace. The Court noted that in order to constitute...

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