No, the employee is not eligible for encashment of the 15 lapsed leave days under the Factories Act, 1948, unless the leave was refused or company policy allows it.
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The Factories Act, 1948 does not specify a tenure for the Canteen Managing Committee, but the applicable Factories Rules generally prescribe that it shall be reconstituted every two years.
Yes, contract workers can be part of the Canteen Managing Committee (CMC) under the Factories Act, 1948 and the Karnataka Factories Rules, 1969. This is allowed when we interpret the word "worker" in a broad and meaningful way, as defined in Section 2(l) of the Factories Act.
Yes.
A fixed-term contract can end if not linked to pregnancy, she’s not on leave then, and benefits are fully paid. If leave extends beyond, benefits must still be provided. 
Since all employees earn above ₹21,000/month, the company isn’t bound by the Bonus Act and can freely manage the surplus.
Yes, an EPF-covered establishment can legally refuse to extend mandatory PF coverage to a new employee earning above ₹15,000/month, treating them as an excluded employee.
Yes, as per the EPF Scheme 1952, interest on new contributions is calculated from the month following the month of deposit.
Yes, it's mandatory. In Karnataka, certified Standing Orders are required for industries with 50 or more workmen.
No, certified Standing Orders are not mandatory in this case. The Act applies only if an establishment employs 100 or more workmen, not non-workmen.
No, it is not mandatory for an industrial establishment with 150 contract labour and only 40 regular workmen to have certified Standing Orders under the Industrial Employment (Standing Orders) Act.
Is the Employee's Compensation Act, 1923 applicable to all employees working in a software company?2/2/2026 
No, the Employee’s Compensation Act, 1923 does not apply to all software company employees. It only applies to those whose jobs are listed in Schedule II of the Act, such as drivers, mechanics, or other technical staff not typical software or IT roles.
Is it mandatory to have Workmen Compensation Insurance under the Employee's Compensation Act, 1923?2/2/2026 
No, it is not mandatory to have Workmen (Employee’s) Compensation Insurance under the Employee’s Compensation Act, 1923. However, employers are legally required to pay compensation for workplace injuries or death, and insurance is a recommended way to manage this liability.
A Group Personal Accident Policy can help cover liabilities under the Employee’s Compensation Act, 1923, but it must fully meet the Act’s requirements, including coverage for occupational diseases and compensation amounts. Employers remain legally liable, so supplementing with a dedicated Employees’ Compensation Policy is advisable for complete protection.
Yes, the Employees’ Compensation Act, 1923 applies to employers under the Karnataka Shops and Commercial Establishments Act, 1961, but it mainly covers employees working in hazardous or specified jobs listed in Schedule II.
No, while an Ordinance has the same legal effect as an Act during its validity, it is not equal to an Act in terms of process, permanence, or democratic legitimacy.
Yes, it is mandatory for a factory employing more than 250 workers to provide cool drinking water during hot weather, as per the Factories Act, 1948.
Yes, it is legal to install a water bottle vending machine in a factory with 50% discounted pricing for employees in India, as long as it is only a supplementary facility and does not replace the factory’s legal obligation to provide free, safe, and adequate drinking water under the Factories Act, 1948 and relevant state rules.
Yes, a worker can report imminent danger directly to the Inspector, but they must also inform the factory manager or person in charge at the same time
No.
Exculpatory Evidence is used to defend the employee or raise doubt about the charges. 
Technically, No. The Act does not specifically use the phrase "Basic + DA". However, functionally, Yes - gratuity is calculated based on "wages", which include Basic and DA.
No, a Contract of Service and a Contract for Service are not the same. A Contract of Service is an employer-employee relationship with job protections. A Contract for Service is with an independent contractor without employee benefits.
An appointment letter, once accepted by the employee, is a contract because it creates legally enforceable obligations between the employer and the employee.
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