240 Days : A Myth towards Permanency

The Indian Labour Law is significant to the Two Hundred and Forty Days (240 Days) which is prescribed in labour laws more than 16 times with different contexts belonging to the Factories Act 1948 for annual leave with wages eligibility above ground; the Payment of Gratuity Act 1972, and the Industrial Disputes Act 1947 for interpretation “How the continuous service will be calculated?” for the gratuity payment and in various cases of termination, and reinstatement in the ID act 1947 respectively. The completion of 240 Days so far, concerned with the Industrial Disputes Act 1947, confronts that continuous service, but in the context of the Contract Labour Regulation and Abolition Act 1971, does not stand with the permanency of contract labour. The beautiful meaning of 240 days is pronounced only “continuous service” and not the permanency of the job. In Gangadhar Pillai v. Siemens Ltd SCC 2006 case it is held that the principal employer obtained the services of Gangadhar Pillai in 1978 to produce mere results not only in India but also in Iraq for the...