m.v.prabhakar
18 September 2008 at 14:54
Sir, Shall be greatful if you could givet your expert opinion on the following facts and questions.
An adhoc promotion was given pending criminal case. CS has been filed and framing of charges has not taken place for the past 8 years.Sanction order issued but it is defective as there is no pecuniery loss to the company on the date of sanction.All the money had been received before the date of sanction. However the sanction do mentions there is loss which was later clarified to Prosecution that all the mpney was received adn to take a view to continue the case or not.
Q1. An adhoc promotion was given. now next DPC is due and applicant is eligible otherwise for appearing for the DPC. During ad-hoc promotion can we call the applicant to face DPC for the next promotion. Pl. give reasoning in either case.
Q2. When the Review DPC is warrented.The earlier DPC was informed about the Criminal FIR, arrest and release of the applicant and also pending CS. Though the then DPC would not have taken these information, still they would have been biased in thier decision.The above ad-hoc was given based on the finding of the subsequent DPC. Can the Review DPC is warrented to make the record stright.
Pl. give SC or any HC decision to support with citation.
Regards
Prabhu40
Arihant AC
18 September 2008 at 08:46
Dear Friends
Can any has draft for agreement for commission agent?
Regards
Nehal
Balaram
15 September 2008 at 18:15
Dear Experts...!
As per our policy, 45 days notice / in-lieu of salary is mandatory either side.
Now one person left breaking that with just 2 days of notice and without approval of his resignation.
Can you please tell me what all the possible legal actions can be taken against him ?
Abhimanyu Soni
15 September 2008 at 17:55
Dear All,
I have worked with a company for almost 5 months i.e. 3 March - 21st July. I was on probation period during this period. I left the co. due to some personal reason. According to appointment letter I had to give 15 days prior notice before resigning. I gave the notice on 11th of july but i left the job on 21st of July only. Till date I didn't get my June month salary which became due on 7th of july.
I have mailed my previous employer regarding my the salary matter, but he replied that, I have to be there in person to fulfill full & final settlement procedure and then only I can get the due amount, if any.
Only 50% of my June month salary was transferd to my account on 7th of July reason being insufficiency of funds.
the rest 50% is stil due. They purposely stopped my salary
Now my query is that, is it necessary to follow the full & final settlement procedure as for me it is not possible to visit the last co. again.
Can i claim for 20 days worked in the month of july also.
Can i file a case where i am staying at present.
Is Limitation Act applies in this case? If yes, then what is the time limit in which I can sue the company.
Kindly suggest
thanks & regards
Abhimanyu Soni
shantilal k. patel
15 September 2008 at 17:16
How to form the trade union?
What are the conditions to be satisfied
to form a union of the employees? is it
possible to form in the Professional firm?
S.K.PATEL
advocate satya
15 September 2008 at 12:12
sir,
is there any restriction under labour law which says person upto this salary slab can only defined as labour? suppose a person working as manager in a company and drawing salary 20000/ rs, is he not come under labour act,what is the appropriate forum for employees working in call centres?
advocate satya
15 September 2008 at 12:09
sir
an employee was working at gurgaon, have some disputes regarding p.f where can he file her case under E.P.F ACT whether she can file it at delhi, she had written to regional p.f commissioner at gurgaon but nothing happens, what is the remedy and where is the tribunal for e.p.f matters at delhi?
NAMRATA DONTUL
15 September 2008 at 11:48
i want to know whether esic is calculated on net salary / gross or on CTC.
HIRAL THAKKAR
14 September 2008 at 12:03
CAN THE COMPLAINANT UNDER MRTU AND PULP ACT GO IN APPEAL AS FILING A REVISION IN INDUSTRIAL COURT WHEN THE DOMESTIC ENQUIRY IS ADUJICATED UPON HIM.
Please give citations in support for the answer
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applicability of P.F.Act & E.S.I.Act.
Sirs,
What is the criteria (minimum number of employees) required for registration under
a) P.F.Act
b) E.S.I.Act
Please clarify.