1.
SEZ rules
now allow WFH to all IT/ITes staff till 31 Dec. 2023
Earlier,
WFH was allowed for a maximum period of one year alone, and only up to 50% of
the workforce could avail of the facility. With the Government having made
amendments to the Special Economic Zones (SEZs) rules, all employees of IT/ITeS
units in SEZs will now be allowed 100 per cent work from home (WFH) till 31
December, 2023. However, the units allowing their staff to work from home or
any location outside the SEZ, will have to inform the respective development
commissioners of the zones and will also have to keep operating from the
premises as mentioned in their letter of approval. The facility can also
be granted to employees who are travelling, or are temporarily injured or
unwell, or are working offsite. Additionally, such units will have to
ensure that the export revenue of goods manufactured or services offered are
accounted for. Such employees may be provided with the necessary
equipment to facilitate work-from-home, including laptops or desktops
for which duty-free movement will be allowed.
2.
1,100 employees of New
York Times stop work
It is
the first time in 40 years that a strike of this scale has been called for.
About 1,100 employees of New York Times have gone on strike and stopped work,
demanding pay hikes to tackle inflation. Employees, including
journalists disappointed at having reached no positive conclusion post
discussions on contracts, stopped work at midnight on 8 December, 2022.
A strike of this magnitude has never been called for at NYT in over four
decades, according to the union, the NY Times NewsGuild. While those not
members of the Guild will continue to report for duty, others — that make up a
significant number — including reporters, editors, guards and other
employees, will stay away from work. Needless to say that their absence will
disrupt operations. The members of the Guild have been seeking better
remuneration in keeping with the inflation. They have also been
demanding better health insurance and retirement benefits, as was reportedly
assured at the time of hiring.
3.
‘Can’t
appoint ad hoc employee in place of another ad hoc employee’: JKL HC
Only
a regular appointment as per standard procedures can be made in place of an ad
hoc employee. An ad hoc employee cannot be replaced by yet another ad
hoc employee said the Jammu and Kashmir and Ladakh (JKL) High Court. In
place of an ad hoc employee, only a regular appointment can be allowed, after
going through the standard processed prescribed for filling such a vacancy. Justice
Sanjay Dhar was hearing a plea where the petitioners had challenged an
advertisement notice via which respondents were seeking applications for
temporary roles of staff nurses. These nurses were to be appointed as per an
academic arrangement initially for a period of six months. The staff
nurses who were already occupying the posts had also been appointed for six
months, as per a government order. Their contract was, however, extended
off and on. While their recent extension allowed them to work till
November 2022, the nurses objected to the ad seeking staff nurses, posted by
the respondents (their employers), again on an academic arrangement,
that is contractual basis.
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