D.M.Puri
04 September 2008 at 22:23
I am a central govt. officer. Sometime back for a year or so, I was the purchase officer. I found that there were lots of fictitious and non-existing firms. Many of these firms were registered without any capcity verification. They were supplying the items at very high rates. For example, one item which was once supplied by one of the firm @ Rs. 1544 was purchased by me @ Rs. 146/-. There was saving of Rs. 9.40 Lakhs in one order itself. One of the officers who was looking after the production sections used to purchase some of the items at 2-3 times the rates, I was purchasing. Later on this production officer became CVO and started questioning me. Though, no action has been initiated against me but it is a source of embarrasement for me. This case is a cakewalk for any advocate to prove personal bias and discrimination. Both of us are from same cadre and know each other for more than 20 years but always had strain relationship. Pl. advice my phone is 92390 12486. I want to take legal action against CVO for defaming me. He cannot produce any proof regarding existence of these firms. Pl. advice. Nothing is more than my dignity and prestige.
madhukar
04 September 2008 at 18:31
Dear friends,
I was working with mininavratna company which is PSU.govt of india hold 63% of shares of our company.
i was working for past 9 years as an officer.i had been dissmissed from the services in an Ex parte enquiry conducted by third party.my query are as
1.will i be entitled to get the gratuity.2.what abt my pf,can i get the employers contribution to the pf. 3.what will happen to my contribution to supperannuation fund.4. my medical reimbursement are pending with the company for past 8 months worth 1.25 lacs. company management seems to vindictive towards this claims. in case they create problems for reimbursement,then what are the remedies for me to get my bill clear.5. can company issued me a letter of work experince on my request, which i need to produce get new employement.
please suggest.
Sridharan Iyengar
02 September 2008 at 14:13
As per the terms of appointment order, an employee is given an employment opportunity based on his willingness to be associate with our organization for a period not lesser than 3 years.
Also, when an employee resigns, he should give the organization 2 months notice.
In case, if he happens to resign the job before the expiry of the agreed period due to any reason, can we ( organization) claim the pay for his short service?
How legally viable for the claim of short service and short notice?
Sridharan
Murugesh
02 September 2008 at 09:32
Dear Sir,
Please inform me that what is the % of salary should calculate for Over time salary/wages as per Labour law, is it restricted % for all or depending on the employer? ( Can employer fix the rate their own?.)
And the % should be on the total salary or only on Basic.
Please clear the doubt.
Regards
Murugesh
BRAJENDRA SINGH
02 September 2008 at 05:31
Recently Supreme Court had given a verdict directing the Government not to send primary teachers on Election related work such as Photo identity Cards i.i. BLO duty.
Kindly get me copy of the judgement as violations are being reported at many places.
Brajendra singh
singhbbd@gmail.com
Chandan Garg
30 August 2008 at 09:17
pls tell me what is the criteria for applicability of Workmen compensation act on a company..
as our company is a steel manufacturing company having employee strength of 5000 and more than 25000 contract labour..
pls tell whether the WCA will be applicable of ESI and why....
thanks
jayanttelang
28 August 2008 at 23:29
Dear Mr Harbhajanji,as written in my earlier query,that a domestic inquiry is going on byb company against me,one more thing,they did not reimburse my expenses,of Oct,Nov,Dec 2007,by telling reason of audit objections,but as yet i did get any audit objection,from their end,i wrote so many request letters to them,but they denied to reimburse the total amount Rs 20000.00,now what to do?
Himanshu Sharma
28 August 2008 at 20:10
Dear Friends
We need to obtain registration under CLRA as principal employer, please let me know the various documents that are required for it.
We also need to register our office in Orissa under Shops & establishment Act. I would appreciate if some one can share the list of documents and procedure for it.
Prompt response on the same will be highly appreciated.
Jaydeep Kurup
27 August 2008 at 10:59
A factory had declared 17 days leave as Diwali Vacation in the year 2007. Can it adjust this against the privileged leave available to the employees. If yes, then whetehr any consent from the employee / labour inspector is requried in this regard ?
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BONUS TO CONTRACT LABOUR
sir,
Pl tell me is principal employer liable to pay bonus to contractual and casual workers ?
What does contract labour and bonus act say ?