Volume 02


With youngsters being less patriarchal and more sensitive towards gender parity women employees’ favour younger bosses states ‘The Younger Boss- Older Subordinate’ relationship, a detailed research elaborating India’s evolving world of work.

According to the report, more than 52 percentage of women in the start-up sector preferred working under younger superiors. Women felt younger bosses were less prejudiced and more open to diverse point of views. The liking for younger bosses is not just restricted to women, even male employees preferred younger bosses. Around 75 percentages of men, in the start-up industry were open to report to a younger superior indicating a clear shift in the qualities that define leadership. Though there is a penchant for youngsters, there is an equal and strong wave of resentment towards their leadership style. While more than 57 percentages of the entry-to-mid level employees across sectors favoured working with younger superior, around 75% of the seasoned professionals (talent with more than 20 years of experience) looked forward to working with older bosses. They attributed the older chiefs with better capabilities to handle complexities, ambiguity, people and organizational transformations.

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Volume 01

Do referral programs breed mediocrity?

‘Referral Programs Breeding Mediocrity Report’ is the first in TeamLease survey series to understand ‘India’s evolving World of Work’. The survey was administered on HR managers across sectors. The current survey series aims to understand the pulse of young Indian workforce to the different aspects that govern the working environment.

Referral programs have been touted as the newest holy grail of hiring. Purportedly, referral hiring is the silver bullet that solves for employee engagement, culture fit, hiring costs and retention. While some of these benefits may be real and might even be significant, the industry is abuzz with the pitfalls of referral hiring as well. And the most destructive of them all, Talent Managers say, are clique forming and mediocrity breeding.

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TRS Forms & Services


TRS Forms though a decades old company had its challenges to sell the Brand equity of the company and its vision to the candidates from different domain. While the choice of talent pool was specific the client had stringent timelines and budgets to on-board resources. Client needed highly motivated resources to be hired just in time on technical and business development functions which was crucial for their business growth.

TeamLease partnered with client TA team, hiring managers and worked towards their hiring goals, adding value to their current process. Attracting talent with Employer Brand Process and hand holding the resource till the on-boarding was significant to achieve up to 88% conversions in a quarter.

Download the report to see how TeamLease brought difference to the TRS Forms & Services hiring requirement.

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Tata BSS


Tata Business Support Services (Tata BSS), exist to simplify. Simplify the business of customer lifecycle management. Simplify the way we engage with – and deliver value – to clients. Simplify the lives of our client’s customers in an increasingly complex world.

Challenge: TATA BSS, was ramping up their collection business pan India, Challenge was to hire 80 resources in stipulated 45 days’ time. Along with the tier 1 cities, mandate was to pull in resource up country – tier 2 and tier 3 locations. This was pilot project for TATA BSS and expecting huge projections this year.

Download the report to see how TeamLease brought difference to the Tata BSS hiring requirement.

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Siemens India


Siemens India is a technology powerhouse that has stood for engineering excellence, innovation,quality and reliability. The company is one of the leading producers of energyefficient,
resource-saving technologies; combined cycle turbines for power generation; and power transmission solutions. Siemens is a pioneer in infrastructure solutions and automation and software solutions for industry. The company is also a leading supplier of medical imaging equipment – such as computed tomography and magnetic resonance imaging systems. Siemens India has around 16,000 employees and is the flagship listed company of Siemens AG in India.

Challenge:Siemens was looking to outplace a team of their consultants at their manufacturing plant in Oil & Gas domain which was in a remote location. To start with, time was a big constraint as Teamlease had 3 days to start engagement post intimation from the client and the timeline to execute the engagement was 45 days. The requirement was to outplace 25 personnel. Other challenges included limited opportunities in the market and the high cost of resources where there was fitment constraint.

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September 19 2017

WoW Social Time Sink

With mobile internet penetration surging, and having crossed 35% this year, potentially every educated adult – and also many an illiterate – has a bevy of social networks at ones fingertips. The use of social media at the workplace, and the resultant slacking (neglecting work), is more rampant today than ever. While many employers have policies in place, and some employers are actually innovating and leveraging social media to their benefit, most are clueless about how the menace could be handled. As the show goes on Pokemon-Go briefly took over from SnapChat and WhatsApp to play Pied Piper to a crazed generation.

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NxtGen is an emerging leader in data Center and cloud-based services that help empower businesses to grow by cutting through complexity and saving on cost.Their advanced solutions can be provided both from our own High Density Data Center (HDDC™) facilities or deployed at On-Premise Data Centers (OPDC™) that are managed centrally.

Challenge: NxtGen was setting up their Data Center operations in Bangalore, India and as phase one needed to recruit the Sales engine. They needed 30 plus qualified and experienced Sales personnel to be on-boarded with 60 days.

Download the report to see how TeamLease brought difference to the NxtGen hiring requirement.

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Revised rates of Minimum Wages for all Industries/ categories in Bihar

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Notification on Amendments under Tamilnadu Factories Rules

As per the notification dated 28th February 2018, the Government of Tamil Nadu has amended The Tamil Nadu Factories Rules. The amendment now introduced the following features as,


  • All Factory Licenses, Renewals, Amendments, Returns (Half yearly and Annual Returns) can be done through online. (https://dish.tn.gov.in/).
  • The registration and renewal of the factory license can be made for ten years consecutively now from the earlier tenure of five years 
  • Annual Return Form 22 has been amended with relevant changes.
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Notification on Mandatory submission of claims through online

Effective from 27th February 2018, EPFO mandates that in case the amount of claim settlement is above Rs.10 lacs for PF claims and Rs.5 lacs in respect of the EPS withdrawal claims, the claim form must be accepted through online mode only.

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Notification on The Tamil Nadu Contract Labour(Regulation and Abolition) Rules,1975

As per the notification dated 21st February 2018, the Government of Tamil Nadu has amended The Tamil Nadu Labour Contract Labour (Regulation and Abolition) Rules, 1975. The amendment now introduced the following features as,

•Principal Employers and Contractors can pay the statutory fees and application through Online (https://dish.tn.gov.in/).

•The fees towards registration, renewal and amendment of license has been enhanced

•The validity of license now being extended for a period of two consecutive years.


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Notification on Online Submission of FORM 5A Under EPF

Via this notification,” As per EPFO circular dated 25th January 2018, that every employer in relation to a factory or other establishment to which the Employees' Provident Funds & Miscellaneous Provisions Act, 1952 applies, shall furnish online/electronically in Form No. 5A, particulars of all branches and departments, owners, occupiers, Directors, Partners, Manager or any other person or persons who have the ultimate control over the affairs of such factory or establishment and also furnish details of changes in such particulars within 15 days of such change. E-sign facility has been provided to the employers for online submission of Form No. 5A. EPFO or PF Office has also stated that Offline/Physical submission of Form No. 5A stands discontinued. Details for online submission of Form No. 5A are available on the website of the EPFO (Employees' Provident Fund Organization). EPFO or PF Field offices have also been directed to not ask hard copies in case of submission of form 5A with digital/e-signatures by employers

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Notification on Employees Deposit Linked Insurance (Amendment) Act, 2018

Effective from 15th February 2018, Ministry of Labour and Employment has introduced minimum assurance benefit of Rs. 2.5lakhs and maximum of 6 lakhs under Employees Deposit Linked Insurance Scheme and this shall be in force for a period of two years from the date of this Notification.

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Notification on Provision of Two Dispensary/IMP under ESIC

ESIC vide circular dated 07th February 2018, introduced an additional benefits to all Insured Women/ Insured Persons to choose two dispensary/IMP through an employer which includes one for self and one for their families. For further details please find the attached notification for your reference.


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Regulatory Alert TN LWF

Notification on Tamilnadu Labour Welfare Fund (Amendment) Act, 2018

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The Tamil Nadu Labour Welfare Fund (Amendment) Act, 2018 Notification

As per the notification dated 30th Jan 2018 the Government of Tamil Nadu has amended The Tamil Nadu Labour Welfare Fund Act, 1972. The amendment now states that any person in a supervisory capacity drawing wages exceeding fifteen thousand rupees per mensem will be excluded from the coverage of the Act. This extends only to the state of Tamilnadu.

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Compensation & Total Rewards Trend Reports

The report highlights interesting trends in terms of not only how compensation and benefits structures have evolved in India over last few decades but also how these vary from Industry to Industry ; how new age industry sectors differ from tradition industry sectors and what employees actually value.  The Age of Plain old salary increments is over and a radical compensation mix – comprising between 60% and 40% fixed-to-variable and between 38% and 85% intangible-to-tangible – is ushering in the Total Rewards era in India. As a critical component of Total Rewards, Flexi-benefits are fast gaining currency thanks to personalization, higher perceived value and better tax benefits. Sectors employing a bigger pool of mid-level professionals have a rationalized compensation and rewards structure, and hierarchical profiling shows up a sharp increase in variable pay higher up the hierarchy. While organizations are taking active measures to retain critical talent substantial mismatch between employee and employer expectations at both the talent acquisition and retention phases diminishes the economic value to both. Employers have an “attraction disconnects”, and “retention disconnect”; Employee carries liberal benefits expectations throughout the lifecycle and has substantially low satisfaction levels on compensation and benefits. 


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Notification on Contract Labour (Regulation and Abolition) Central (Second Amendment)

Via this notification, The Central Government, has amended Rule 17, 82 in the Contract Labour (Regulation and Abolition) Central Rules 1971, for rule 17 and 82, the following rule shall be substituted, namely:—

Rule 17 – The words and figure ‘in Form I’, the words and figures ‘in Form XIII annexed to the Rationalisation of Forms and Reports under Certain Labour Laws Rules, 2017” shall be substituted

Rule 82 - Every principal employer and contractor shall file a unified annual return in form XIV (annexed to the Rationalisation of Forms and Reports under Certain Labour Laws Rules, 2017) on Shram Suvidha Portal of the Ministry of Labour and Employment on or before 1st day of the February every year. Filing of form XXV is omitted.

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Notification on Employer Contribution to EPF Need Not Mandatorily Exceed Statutory Wage Ceiling Limit

As per EPFO circular dated 03rd January 2018, EPFO has reiterated (the Supreme Court Judgment in the matter of Marathawada Gramin Bank Karamchari Sangathan and another Vs. Management of Marathawada Gramin Bank) and has directed that employers cannot be forced to contribute over and above the statutory wage ceiling in respect of their employees. However, option is available for the employees to contribute beyond the statutory wage ceiling if they so desire subject to the conditions enumerated under Para 26 (6) of the Employees' Provident Funds Scheme, 1952.

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Karnataka Shops & Establishments

This is to inform you that, as per the scheduled revision of Minimum Wages Act 1948, the Minimum Wages Pay for scheduled category, “Shops and Establishment” as prescribed by concerned State Authority (Karnataka) has been revised.

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