Gaurav Lall
11 August 2008 at 12:57
Hi,
I am employed as a Senior Software Engineer in a company for the last 21 months. I have resigned this company on 17-July-2008 and serving notice period of 1 month. But according to the Company's appointment letter clause, if an employee gets confirmed he need to serve 3 month of notice period. In that clause it is also mentioned that in case the employee do not serve for 3 month, he need to pay his gross salary amount to the period he did not served. I have 15 PL left, but this company is not ready to relieve me before 3 month. They are not ready for the buyout and they are not ready to adjust the PL. I have no pending task and still i am ready to serve 1 month notice period and buyout remaining part of it. Plz help me, for your reference i am copying the appointment letter clause below:
After completion of Probation and confirmation, you have the right to resign from your employment at any time not less than 3 month's written notice to the company. The company reserve the right to require you to not be present in its premises during such notice periods. In the event you do not provide the Company the requisite notice the company shall have the right to deduct gross salary in lieu of the requisite notice from any payments that may be then or thereafter due to you. The company also reserves the right to demand the aforementioned payment from you, in
the event there are no payments that may be then or thereafter due to you.
Regards
Gaurav
Murugesh
09 August 2008 at 15:23
Dear Sir,
I have Joined a company on Sept 2002 and till Jan 2007 I worked as full time employee and from Jan 2007 to till date I am a contract employee of the same company. I received my salary from the same company from Sept 2002 to till date. Also My EPF has been deducted and deposited by the same company till date.
Please inform me that 'am I eligible for claim Gratuity from the Employer '?
advocate satya
08 August 2008 at 13:47
sir
one person was working at an office and his provident fund had been duly deducted from the salary slip, however the company has not provided the p.f number at the salary slip, when the employee left the company he asked the employer to provide the p.f number but the company has not turned up , a legal notice has also been sent to the employer and the p.f commissioner but the employee got no reply.my question is
can tne consumer file a complaint before the consumer or state commission and what compensasion can be demanded or any othe suggestion from experts?
venkatesh.blore
07 August 2008 at 13:43
Company A employs 4 persons who are on the rolls of the company. Further, it hires 18 persons to work for it who are on the rolls of B company. Company B is registered with PF & ESI authorities and complying with the relevant laws.
In this situation, since the company A has only 4 persons on its rolls, it has not registered under PF & ESI. Is there a statutory requirement to register?
NAMRATA DONTUL
07 August 2008 at 13:16
I am an employee of IT co. I would like to know the eligibility of a woman to avail maternity benefit in an IT Company. Is it 80 days or 160 days? What are the various benefits that she could avail if she is eligible for maternity benefit/provisions.
Jaydeep Kurup
07 August 2008 at 12:23
Does section 54 and sec 56 of the Factories Act contradict each other. Whereas sec 54 states that a worker shall not be employed for more than 9 hrs in a day and 48 hrs in a week, sec 56 states that inclusive of rest hours it should not exceed 10 and 1/2 hrs.
So the company is supposed to pay OT after 9 or 10 and 1/2 hrs.
Please clarify asap.
hemant
06 August 2008 at 14:50
Is there any law covering the protection of an employee working in a government undertaking who wants to take up small time consulting jobs during his free time without compromising his official duties?
Arihant AC
06 August 2008 at 10:55
Dear Friends,
Please know me that the work done outside factory/ Office premices on that whether PF & ESIC is applicable to outside Labour Work? For e.g. in Diamnond Industry the Factory who is covered under EPF & ESIC Act is giving some of Diamond work to outside Labour wide Challan & that Labour Provide Bill to the Company, the said Labour is doing the labour work for other also then whether it is necessary that EPF & ESIC is applicable to that outside Labour?
Thanks Regards,
Nehal
Jaydeep Kurup
05 August 2008 at 16:52
Dear Friends,
Iam posting this request for the 2nd time since i didnt get a response earlier.
I need a comparitive chart of various labour laws, rules / regulations.
I will update it in case any one has the basic chart / format ready.
Thanks & Rgds,
Jaydeep Kurup.
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need quick reply
a person who was the GM of a construction company died on site where the wotk is going on.
the person is earning gud amount in lakhs.
he left over his wife and a unmarried daughter.
what remedy available to the legal heirs to get more compensation besides workmen compensation Act.
any another act/law from where they got compensation (gud amount)