Shweta
19 March 2009 at 13:02
Can u please upload the Marathi and Hindi extracts of Shop & Esta Act, Gratuity Act, Payment of Bonus Act, Labour Welfare Act, Payment of Wages and Minimum Wages Act since the same needs to be displayed in the premises of our office as per the rules
Regards
Shweta
Madhurima .Nandimandalam
18 March 2009 at 18:14
Hi,
we are coverd under ESIC by ESI corporation where few of our employees fall under this purview and we also have a sophisticated mediclaim policy applicable to all our employees .
we are hiring some employees who would be earning less salary than 10k intially when the resource is on training but covered by our medical policy and later when he is released in to project he would be out of ESI limit .
Should we cover these employees under ESI For these intial period , are there any exemptions (case law citations available to )to not cover these employees .
Kindly help
Regards
Madhurima
Chandan Garg
18 March 2009 at 17:08
A worker Age 20. Died with accident at wrk in the course of his employment in a steel and power manufacturing company.
For how much compensation his family is entitled to.
SARAVANAN.R
18 March 2009 at 16:20
Sirs,
I have got an elaborate explanation regarding legality and illegality of strikes and lock outs in PUBLIC UTILITY SERVICES.
In case of private enterprises, what is the procedure adopted for strike and lockouts.
In case, workmen has an industrial Dispute and resort to strike, whether two notices as mentioned in I.D Act is necessary?
In case, an employer resort to lock out, what is the procedure, whether the two notices are needed.
Does Standing Orders of an industrial establishment in Private Sector, contain any procedure for Strikes or lock outs.
I hope I have clarified my question. The earlier question in this connection still remains unanswered,and I received a mail saying that the question is not clear.
Hope I have clearly expressed my question.
Kindly advice
Saravanan
Jaydeep Kurup
17 March 2009 at 14:31
A company wants to shift its employees from Mumbai to Surat.
1. Whether any mandatory allowance needs to be paid.
2. Whether the company can compel the employees to shift, if there is an enabling clause in the appointment letter. Can the company terminate, if certain employees do not agree.
Pls clarify.
Madhurima .Nandimandalam
16 March 2009 at 18:51
Hi,
Is there anyone who can guide us on United States & United Kingdom Labour Laws
Regards
Madhurima
SARAVANAN.R
16 March 2009 at 18:10
Sir,
I am an employee of a Company. I have been receiving bonus for the last two years or so.
If I resign from this Company from 1st June 2009,after giving one month notice in May 2009, kindly advice whether I am eligible for bonus for the year 2008-2009.
Saravanan
keyur bhatt
15 March 2009 at 14:57
Respected Sir,
Myself keyur bhatt, working as Executive - HR & Personnel in one of the leading company. I just wanted to know the nutshell of entire statutory compliances regarding PF, ESI, Bonus,Gratuity, Contract labour, Factory Act etc. Can you provide the stuff materials for that.
REgards,
Keyur Bhatt
keyur bhatt
15 March 2009 at 14:57
Respected Sir,
Myself keyur bhatt, working as Executive - HR & Personnel in one of the leading company. I just wanted to know the nutshell of entire statutory compliances regarding PF, ESI, Bonus,Gratuity, Contract labour, Factory Act etc. Can you provide the stuff materials for that.
REgards,
Keyur Bhatt
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Remmitance of PF
Is it mandatory to remmit the PF of every contract labour? suppose one contract labour comes only for two days in month still we have to remmit his PF for 2 days?
He will not join his duties in future.
Regards,
Sangram