Swami Sadashiva Brahmendra Sar
19 May 2009 at 00:25
Normally a government servant can not challenge his compulsory retirement. is there any exception to this rule? can he challenge his compulsory retirement on the ground that it is stigmatic becuse some charges has been alleged ?
Shyam Lal Naik
18 May 2009 at 15:46
Respected Members,
Whether the holidays falling either before or after the period of leave are treated as leave or holiday, either as per law or custom.
SRIPRAKASH BHATTACHARYA
17 May 2009 at 23:37
17.05.2009
BEING A LARGE CO-OPERATIVE HOUSING SOCIETY AS THE PRINCIPLE EMPLOYER, IS IT MANDATORY AS PER VARIOUS ACTS AND LAWS, TO ENSURE THAT ITS SERVICE PROVIDERS LIKE SECURUTY AGENCY AND OTHERS DO PAY THE MINIMUM WAGES, DEDUCT PF AND CONTRIBUTE TOWARDS ESI ETC? PLEASE GUIDE ON THIS.
Sriprakash Bhattacharya
9836310615(M)
gcchs.lakegardens@gmail.com + bhattacharyasriprakash@gmail.com
k c sahu
16 May 2009 at 18:04
I need your help in the following problems:
Background of the problem:
Ours is a manufacturing company (Say X). The land in which our factory is located is a govt-leased land (99 years). Now we have formed a separate new company (Say Y), registered under Companies Act, to cater our raw material needs to be located in the same land/premises. We have obtained separate license for the new company under Sales Tax/Income Tax etc and also approval from state pollution control board. In order to get the factory license under factories act we have submitted all the statutory requirements.
Dispute of Land:
Company X has entered into a conversion agreement with Company Y to install a plant in the land of Company X, which is a govt-leased land.
Problem No-1
The Officials of Factory and Boilers department are raising objections that the leased land is in the name of company X and hence License cannot be given to company Y.
Problem-2
Some officials are of the opinion that one person cannot be Manager of two factories under Factories Act/
I request you to kindly give your suggestions in this matter.
Regards
K.C.SAHU
Mahesh
16 May 2009 at 16:56
Sir,
An employee (peon) in a co operative bank is found to commit the fraud by obtaining signatures of depositors on blank withdrawal slips and withdrawing the money. He has admitted the mistake. The bank's chief executive officer has terminated his services without any further enquiry. The question is whether the officer concerned right in his swift action? Should the bank follow the complete enquiry procedure & Board of Directors issue the termination order? Can our bank succeed in the court if the employee (Scheduled Caste)file the suit against the bank.?
Thanks in advance
CA Mahesh
Abhimanyu Soni
16 May 2009 at 15:11
Dear All,
I am working in a Shipmanagement Co. Mumbai. Our core activity is to man and manage the vessels with regard to onboard staff.
My query is: As this a very small industry, the employees faces problems which are very common to all other companies. Problems are like sacking any employee without any notice, not giving permanent status to the employees even if they have been working since 2-3 yrs.
Viewing this scenario, can employees from the industry as a whole form a union or group with legal identity which can stand together when there is any such wrongs happens with any of the employee.
If yes, what could be the procedure to make such identity to safeguard the employees future.
Thanks in advance
Abhimanyu Soni
vijay dhiman
15 May 2009 at 11:13
How will calculate the bonus amount?
wht is the minimum amount of wages whose comes in bonus liability.
Guest
14 May 2009 at 15:38
Facts :- (1) A person appointed in a managerial position and also allotted with partnership shares in a firm;
(2) He renders resignation;
(3) The firm accepts and asks him to perform notice period;
(4) The person submit application to withdraw the resignation;
What are the options available to the person?
If he is not allowed to withdraw his resignation, can he seek legal remedy?
Its' a peculiar situation and querry as well, learned members' suggestions are solicited; Tks.
Om Prakash
13 May 2009 at 12:40
Sir, I was the employee of a central autonomous body and applied in other central autonomous body through proper channel. At the time of relieving my parent department had refused to pay pensionary benefits stating that this organisation had adopted OM dated 29.08.84, which define the central autonomous bodies i.e. central statutory bodies and central universities but not societies registered under Societies Registration Act. In OM dt. 05/03/87 it is clearly stated that departments registered under societies registration act are comes under the definition of central autonomous bodies but this OM not adopted by my previous department. In one of the order CAT, Mumbai stated that "Para 4 of the said OM provides definition of the term “Central Autonomous Body”. It provides that it includes a Central statutory body. It does not provide for inclusion or exclusion of any specific body or class of bodies." But my parent department is not agree to pay without adopting OM of 87. I my please be advice that what should I do to get my right of counting of past service of 11 years other than court case.
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Want to componsate the Election day Holiday with another day
hi,
I am working in HR dept of an IT company and my query is,
We have declared a paid holiday on Election day in bangalore.Now i want to componsate that Holiday by asking employees to work on some other non working day.
Now my question is that can i do so legally will it comply with government rules and regulations or it will not comply.
Please help in my query ill be very thankful if some one can help me with supporting documents and legal laws.
Thanks and Regards,
Krishna Kumar