rahul
11 July 2009 at 13:14
i am working in aviatioan company.As per terms of conrract one has to complete Six months trainging and on sucessfull competion of trining it will be six monts probaion. After sucessful completion of six months probation employee be confirmed in writing.
There are more than 200 persons those who have sucessfully completed thier probation sucessfully and even after woking for 20 - 24 months are not confirmed.
It is also pertinent to state that company is employee more new employees and not confiming the the earlier employed employees.
This is a clear case of Exploitation and denying the benifits of confimed employee.
PLS ADVICE THE REMIDY WHAT TO DO AND HOW TO PROCEED IN THIS MATTER.
IF SUGGESTED CAN WE APPROCH THE UNION & LABOUR AUTHORITIES.KINDLY SUGGEST THE WAY TO GET CONFIRMATION.
THANKS // RAHUL
Murugesh
11 July 2009 at 10:59
Dear Sir,
Please inform any minimum period shoul required for the employment agreement. Normaly companies making employment agreement for 1 year. But in exceptional case any minimum period is mentioned as per law like 1 month or 3 month?
HEMANT KUMAR LUTHRA
10 July 2009 at 16:10
sir , i am working in a nationalised bank and have been suspended since dec-07-2008 but till date i have been not served charge sheet by my employers as such i am not able to justify myself.i want to know the time frame of charge sheet to be served to me is there or no limit as per law in banking industry or indian law.
aparna
10 July 2009 at 10:40
Hello,
Though late, yet appreciably the Supreme Court did think of getting a legislation in the above matter. The Vishaka case has really made many aware of this.
But I still dont know whether such an act has been passed or is still pending? If no, why has such a delay been caused? Please clarify my doubt. If possible can you please give facts of the Vishaka case in a nutshell and guide me as to from where can i get other such cases to refer the same?
Pankti
10 July 2009 at 00:56
Hello there
Can anyone help me out in the following case:
I gave my resignation letter on 2nd July, 09 from the position of manager in a pvt.co with a willingness to work during the notice period..
The company stopped my payment of salary for the month of June, 09 and told me that the June, 09 salary and the notice period salary shall be paid to you along with your full and final payment..ie. in my case after 2nd sept, 09
My question is can such action of company be held legal?
Can holding of salary for the period of 3 months where the notice period is 2 months allowed...?
Is there any remedy..?
Please guide me
Regards,
Pankti
Angel
09 July 2009 at 13:23
We would like to know whether a salesman is classified as a workman under the ID Act, 1947? Are there any case laws to the contrary?
Thanks!
sundararajan
08 July 2009 at 15:28
I joined in a company in coimbatore on March 4 , 2009. On March 24th 2009 I have met with an accident and was hospitalised for 1 week. Moreover I was not able to walk for 25 days due the severity of the injury and doctor also advised for 1 month rest.
I have duly communicated everything to the company rightfrom the accident and I have also submitted all medical copies along with a medical certificate given by the doctor.
But the company refused to grant me any medical leaves stating , as per the company rules sick leave or medical leaves are not permitted and Only Casual leave and previlege leaves are allowed.
Can a company refuse to grant a medical leave ? What does our labour say for this ?
Girish
08 July 2009 at 11:55
Dear Experts
My appointment letter says that " a clear notice of 3 months " and does not state any in lieu provisions.
I have resigned from my job and have asked for 1 months notice , and have also agreed to forfit my salary for the period and leaves .
The company is not willing to relieve me and is adament on 1 3 months notice , which of cource is not acceptable to me.
Please advise what options do I have.Pleas enote that I have already agreed to pay slalary in lieu of short served notice period.
Best Regards
Giri
Krishnamurthi Navuda
08 July 2009 at 10:39
Hi All,
I would like to request for your expert advice / comment on the below questions on encashment of annual leave.
1. Can a company on its own discretion define an Annual Leave Policy or are there any governing laws for defining the annual leave for which companies need to adhere to?
2. Can a company on its own discretion define the Annual Leave Encashment Policy or are there any governing laws for which companies need to adhere to?
I am posting these queries on the applicability for IT organizations.
Thanks in advance.
Navuda.
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presenting officer
Dear learned colleagues,
My querry is regardin presenting officer in a deptt. proceeding going beyond his jurisdictin e.g.a head of office(d.d.o.)is caught in embezelement of huge govt. money ,was suspended,and served charge -sheet along with two other officer/official.Presenting officer who is the succesor of above main delinquent& equal in rank with him in an effort to dilute the charges levelled against him is trying to find fault with the prosecution witness who has deposed against the above delinquents and side track the issues.
What protection is available to the departmental wintness in the above case where Presenting Officer is out to defeat the Govt. case by mixing up with the delinquent-main accused.
K.K.Jandial