Yogita
19 September 2018 at 05:43
I just want to know that what are the provision of non compounded ph.d increment to those who has completed their ph.d in 2009 and joined the university or college after the UGC regulation 2010 came into existance?
BAIJU KUMAR ROY
18 September 2018 at 16:46
Can an Private Sector employer ask their employees to come for work on the national holiday like Independence Day, Republic Day, Eid Al Fitra, Diwali, Durgapuja, Holi and Eid Al Adha?
Can the employees ask for the remuneration for those days or not?
Is there any National Holiday regulation to follow for a Private Sector employer?
Anonymous
17 September 2018 at 23:22
Dear Sir,
Nice to read about the Knowledge you have shared.
Why not any one of you is finding out and writing up an article on:
"Intentionally Non-Performing Employees Case"
Now, Don't tell that you have never heard of such employees.
The question is when these kind of employees threat to be going to the labour commission or consumer court, what are the rights of a company?
If the Company is not paying such employees, then why does that becomes an offense. Such Employees keep switching the companies in 1-6 months duration. They keep enjoying the the tag of being employed until they are caught not-working.
When caught, they say they were not sure whether the company will operate or not and whether their clients will get the services properly or not. So, they did not get the clients.
What do you legally suggest in such cases, a company must do?
Especially, such cases arises with the sales people.
These days, employees try to be more bigger and smarter than the company, where as it is very simple "Employees bring revenue for the company and from that revenue the salaries and other benefits, perks and expenses are taken care of"
Or is it written some where that employees can decide to be non-performing and piss down the company for the payments.
I hope you know, that it takes some time to understand whether the zero or lowered down performance is intentional non-performance or it is just not happening. In such cases, company seeks time either by delaying the salaries of such doubtful employees or some other practices.
But later on the same non-performing employees, start creating the ruckus by spreading negativity amongst other employees, clients and also start threatening the company with the help of "lawyers"
What remedies and solutions do you suggest in legal terms against such employees.
Because it is very simple, if a growing company gets 10 sales employees every month who are intentionally not performing. So, keep paying their salaries leads to losses to the company as well the company fails to reward the actually performing employees.
Waiting for your Reply
Anonymous
17 September 2018 at 19:42
Hello Respected Layers of India,
Thank you for your suggestions!
Anurag
17 September 2018 at 15:35
I am working for a pvt Ltd company at Bahadurgarh who are manufacturing plastics raw materials, I joined the company in July, 18.in August, 18 they had given cash against my salary and told us by September, 18 they will transfer the salary in my account. The HR department took my account details this month, but till the date the company didn't transfer the salary. Even they deposited my original certificates as security, now I need suggestions what to do? After requesting many times the company is saying that they have fund issue, now I am on leave.
M.K. Agarwal
16 September 2018 at 15:46
Please inform me forum address for file the complaint against employers
raghavendra
16 September 2018 at 07:27
Sir,
I have been dismissed from service for suppression of higher qualifications. Charge sheet issued, enquiry conducted. I have filed WP challanging the dismissal order and confirmation of dismissal order of appellate authority.
1. Is that require to pray quash the charge sheet and departmental enquiry after dismissal.
Please provide me some judgements after diamissal, prayer to quash the charge sheet and departmental enquiry not required, challenging dismissal order sufficient.
Please provide some judgements as me higher qualified could appoint in the basis of his lower qualifications, when there is no conditions in employment notification.
Thanks in advance
Tanmoy Chatterjee
14 September 2018 at 07:59
Hi, There is a mismatch in my Exit documents from my previous employer. As per the FNF the last working day 29th December 2014 and in the relieving letter the date is mentioned as 11th January 2018, which is different.The last working day mentioned in the FNF, which was shared with me by the Business HR and I signed off, is different from the Relieving letter. I have requested them to amend, but my previous employer is not doing the same. The companies are raisng question because of the mismatch. Hence kindly suggest ho
vandana
13 September 2018 at 17:54
I have joined a school in March 2017 and resigned on 2 July 2018 and served one month notice period and got released on 31 July 2018 now the school is not giving the salary of June. And they have deducted the salary of 6.5days in July also but iIwas having leave off days in July. Can they stop salary of June ND cut the the salary of July for more than two days
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Meaning of 'suppression of material facts' in govt. job
Got it, thank you!