Manish Agarwal
08 June 2008 at 12:26
Hi,
I left my earlier company without serving the full notice period. I had served for 1 and half months where as my contract asked me to serve for 3 months. Apart from this I don't have any binding from company, no other service agreements.
Now its been 5 months since I left the company, were during the time I have received the experience certificate, my full and final sheet with 1 and half months salary as well for the months I have not served which at the time of leaving, company denied me to do so.
I would like to know from the respected experts that now i have received a notice from the court asking me to appear before them.
What they have prayed is:
I should not join any other company during the notice period. which ended on 17 March 2008.
and other things regarding not sharing valuable information of the company etc
What are the legal repercurtion of the notice i have received from the court
Thanks
awadhesh kumar gupta khadiwala
07 June 2008 at 20:46
wheather a man who was working as a daily wages worker in the construction of a private residence buildingand fell down from first floor and sustaind injuries is a workman under W.C. ACT.?
Neha Shah
05 June 2008 at 16:04
Is it compulsory to maintain Leave Cards for Service industry?
Naveenkumar
04 June 2008 at 13:16
Dear sir / madam,
please help for me,
what is the sealing age for childrens in
pension scheme ?
please reply to : nmhiremath@yahoo.co.in
Thanking you,
With Regards,
Naveenkumar Hiremath.
HR Asst.
Rajaram C Iyer
04 June 2008 at 10:07
I am a PF Trust Secretary in an Institute. Ours is a exempted institution. One of our employee who has just reitred is not filling up the PF claim form.
Is there any provision in EPF Act 1952 to settle his PF account with out getting his application. 2) How long can we wait.
3) Also tell me whether the Trust can stop paying interest to those subscribers who don't want ther money. Please provide me the rule position
dkm_2k
03 June 2008 at 22:48
My wife could not go to office because of illness during her pregnancy from October 2007. Doctor strictly advised bed-rest on account of previous miscarriage and present conditions. She informed the same to office in timely manner. The boss asked to give leave in one shot and not in months' durations. Doctor told rest is actually needed as the pregnancy is high risk and gave a certificate in one shot. The same was intimated with an indication that maternity leave will be applied at the required time. She applied leave well in time and there was no response of communication. She delivered the baby in the meanwhile which was informed by me to her boss by email. Later the leave was approved conditionally saying the approval is pending her joining back. She shall join back in November 2008. Is it correct on part of the employer to hold the benefit giving such a reason. Is it not against the law under which women are protected? Employer says that they can terminate her services without giving any benefit and they do not believe in any medical certifiate. The certificates are from treating doctor (Central Govt. Health Scheme Dispensary). What best can be done in order to come out of the situation? If my wife is unable to join back, can the company refuse her benefit? Shall we take legal help now or later? We shall be having a strong stand later? The employer has yet not refused but conditionally approved leave and told they will be approved after her joining back only. Kindly help if somebody can. Thanks in advance.
Abhimanyu Soni
02 June 2008 at 19:52
Dear All,
Is Min Wages Act becomes applicable to company head quartered in Mumbai having no other regd. branches in other parts of India.
But carrying on business on project basis on the client site in Delhi and some other places.
If it is applicable then which rates would be applicable to the co., Mumbai or Delhi rates?
From where I can get the various notifications related to this matter.
What are the different rates according to Mumbai and Delhi for graduates, under graduates, 12 pass ans below that.
Thanks and regards
Abhimanyu Soni
vijay shitole
01 June 2008 at 23:06
Dear Sir,
I have quit US MNC and have joined another company on 12th Feb 08.My notice period was 3 months but i could give only 21 days notice. However I am willing to pay recovery on account of notice pay whichever falls due.
Two weeks back I recd call from DY Manager HR of my company that I owe approx 9000 to the company and requires to be paid ASAP and my PF/Superannuation settlement is held up for the same.
I apprised her of delay in settlement and requested her to send the statement of recovery. However instead of sending the statement she has sent me a reminding letter to pay up the dues or pay 18 percent interest on the amount till date of recovery / face legal action.
There was no such clause in my contract terms with regard to interest payable or legal action for failure to pay up the recovery.
I am willing to pay but such attitude has hurt a lot to me.
May I request you to educate whether there in any provision in employment law regarding 18 percent interest and/or legal action //My relieving letter and experience letter is also not issued.
I was duly relived from the company.
Please advise ASAP whether I can take any legal recourse for this injustice meted to me.
Best regards
Vijay Shitole
Mobile 9820929247
e
Ajitabh
01 June 2008 at 22:30
Hi, I was employed in an Indian software company which made me sign a bond to serve them for 2 years or a penalty of some variable amounts is to be paid to them to get Relieving/ Experience letter.
Can u plz let me know if bonded labour is legal in India.
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Applicability of Various Labor Laws.
Hi,
we are UK based corp.Communication company intends to register and stard india operation. it's going to be (India)Pvt Ltd registration. (in the stae of Gujarat)
i would like to know what all different labour laws that are going to be applicable ?
can anyone please advise..
Gaurang