sailash
26 September 2009 at 08:45
Myself & my wife are working in BSNL.Both of us were transferred from kollam SSA in kerala to Malappuram SSA in kerala on promotion to sub divisional engineer post. We were posted at two different location separated by 35kms. We both applied for transfer grant and The accounts rejected my wife’s applications stating that TA can only be given to one person.
As a rule TA is given when a staff is transferred out of station(>8km) in the interest of service. In our case we were transferred from Kollam to Malappuram(>300km) and posted at different HQ.
Now the accounts is saying that we both had shown the same residance address in our TG application, only one of us is eligable for TG
P.C. Joshi
25 September 2009 at 10:23
Friends,
Pls let me have your expert opinion of the following issue.
An employee working as an accountant in a company has completed service of abt 8 yrs. If the company wants to terminate his services what is the notice pay the company is required to pay under the existing labour laws.
Pls revrt urgently.
regards
P.C. Joshi
Rama mohan Acharya
24 September 2009 at 08:36
I understood that the Trade Union Amendment Act 1947 which had the provision for compulsory recognisation of trade union has not come into force. tThe trade Union havinf majority of the employees as their member got recognised by a PSU under the provisions of code of Discipline in Industries. As per the bye law of the daid Union the election of Office bearer is to be conducted once in two years. Once the election is conducted the new body of the Union used to register the same under the provision of UP Trade Union Act by submitting the Form J. Thereafter they used to request the management for recognistion and management used to recognise them for all bilateral discussion for a period of two years.What the management should do if on expiry of the said two years the Union is not conducting the Election.It is worth to mention that in the same Union there is another group which demand for election. It is a manufacturing unit and management certainly does not want any scene of Industrial Relations which have an effect on the production, Kindly enlight.riven
anshul sangal
23 September 2009 at 07:09
Sir i want to know what are the jobs and career opportunity in labour law field for Hr+LL.Briven
Bhasker Thirumala
23 September 2009 at 00:21
Dear Sir or Madam,
Appreciate your kind advise and guidence on the minimum amount of the gratuity amount that an employer needs to pay his employee in case of termination of services, or retrenchment due to reduction in staff numbers...
What does the latest Gratuity law stste on the settlement.
Thankingyou for your kind and valuable response
Regards Bhaskerriven
kennii
22 September 2009 at 11:56
The labour welfare laws such as - Payment of Wages Act, Minimum Wages Act and Payment of Bonus Acts etc. are applicable to the employees of management cadre who are not a workmen as defined in Industrial Disputes Act ? Will the compliances under theses Acts required at branch offices where there are no workers employed ?
Thank You !riven
Bhumik Dave
21 September 2009 at 01:33
Most of government sectors is demanding NOC from candidates who applied from PSU or any Govt. Department in the recruitment advertise. But higher authority is denaing to give NOC. What will do? And if any citation plz give me.riven
SATISH KUMAR
20 September 2009 at 19:04
Sir,
I had posted a query few days back on the subject.My elder brother was charge sheetd for an alleged misconduct commited in a 1984 and charge sheeted in 1988. in yr 1985 he was promoted also. In 1988 hiservices were terminated. copy of enquiry report not provided inspite of specific request by the delinquent.Two lower courts decided against him. ADJ decided in favour of the terminated officer in 2005.state went in if for appeal to delhi high court in 2005 against the order of the high court. no show cause notice given to him before inflicting punsihment.kindly provide me case laws on the subject as early as possible. I had earlier posted a query on the same issue.bcz i did not get a reply i am posting the same once again. Kindly help. I want to send u brief summary of the case. Kindly advise me how can i send/attach with this message.That wud make the position crystal clear.
regards,
yours sincerely,
satish kumar
9810544388riven
Sandeep Chatre
20 September 2009 at 12:22
Dear Sir,
Please tell me various forms/registers to be maintained under Maharashtra Shops & Establishment Act 1961 and samples therefore.riven
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"employer" means in terms of section 2 (g) (ii) of I D Act
Ld. Member please suggest whether a limited company especially a stock broking comany fall under the definition of employer, given in section 2(g)(ii) if the I D Act
Here is section 2 (g) of I D Act
(g) "employer" means - (i) in relation to an industry carried on by or under the authority of any department of the Central Government or a State Government, the authority prescribed in this behalf, or where no authority is prescribed, the head of the department;
(ii) in relation to an industry carried on by or on behalf of a local authority, the chief executive officer of that authority;
Thanking you