chirag patel
31 July 2018 at 14:21
Are there any rules for flow of cases in Gujarat High Court. My case was Ruled and Amitted in July 2017. Till date it has not come on the board for final hearing. On the other hand my collegue case which was filed in July 16 with ruled and admitted in Feb 2018 and comes on the board on every friday. Are there any rules to finish the cases. I searched that my case is of service matter and classifed under Track-II.
Anonymous
31 July 2018 at 11:46
Respected Sir,
I had applied for a JOB in UPSC through SSC examination. I forgot to intimate my present employer about the application but I had intimated in my leave application while going for document verification. Now my present employer which is an autonomous body is refusing me for lien on the ground that I did not intimate earlier.
So Can I get lien on the basis of leave application intimation.
Anonymous
31 July 2018 at 08:06
Sir I was told to leave job on 17.4.18. Hr told me to put resignation and not termination on verbal talks. So I put resignation and wrote to settle my dues as per terms of employment . Yesterday I got f nd f cheque wherein it was not having notice pay . When asked cfo told we can�t pay owner is saying no . As I got the rest payment also afterclot of follow up . So I toook it also they took signature on no dues left . Pl advice how should I go ahead and get my notice pay . Is it possible for other colleague of mine also they did same . Amount is big 6 lacs approx
chirag patel
30 July 2018 at 16:34
We are two employees who have challenged our petition in Gujarat High Court. One has challanged in the year 2016 and I had challenged in the year 2017. My friends case in on the final hearing board and comes up on the board on every friday. My case is admitted and still doesnt comes on the final hearing. Since the two cases are similar in nature, can we club these two cases ...what is the procedure to club these two cases.
Anonymous
30 July 2018 at 07:25
Sub: Gratuity - Eligibility Criteria - Clarification - Request - Reg.
Dear Sirs,
Your kind attention is invited to the above-cited subject.
I have been working as a Medical Officer in one NGO Hospital since 17/2/2014 to till date. As per the Appointment Order issued, Notice Period has been mentioned as Two Months on either side. In this hospital, there is no practice of Superannuation age even for freshers. All staff, irrespective of cadre, entitled for 09 days Earned leave and 21 days CL. Un-availed leave if any, shall be lapsed. Working hours: 9:00 am – 5:30 pm, 6 days a week. On 24/07/2018 the HR Dept, has verbally informed me that the Management has taken a decision to Superannuate/retire me in view of my advanced age (65 years) hence, my Resignation Date will be taken on record as 24/07/2018. (Kindly note, till date, neither No Letter of Resignation has been submitted by me nor the HR Dept has insisted submission of resignation).
The total uninterrupted working period is as follows [inclusive of Public Holidays, Sundays and Paid Leave]:-
17/02/ - 31/12/2014 . more than 240 days worked 1st Year
01/01/ - 31/12/2015 more than 240 days worked 2nd year
01/01/ - 31/12/2016 more than 240 days worked 3rd year
01/01/ - 31/12/2017 more than 240 days worked 4th year
Details of number
of working days in 2018 5th year
01/01/18 - 23/07/18 .
Jan 31 days
Feb 28 days
Mar 31 days
Apr 30 days
May 31 days
June 30 days
July 24 days = 205 days
Notice Period: 2 months.
24/07/2018 to 23/08/2018 31 days
24/08/2018 to 23/09/2018 31 days
Total no of days worked
in 2018 = 267 days
-----
Leave break up
Casual Leave availed :
(01/01/18 to 24/07/2018) 06 days
Earned Leave 09 days (entitled)
Un-availed CLs 15 days
Note: During Notice period, no employee is eligible to avail Leave, if so, same will be treated as Loss of Pay.
Subsequently, the HR Dept has come forward with an option of settling my account against payment of Notice Period Salary (two months 24/7/to 23/09/2018) and advised submission of resignation immediately. On going through the whole of the HR exercise, it seems to be an effort to avoid Gratuity which I am eligible for.
In view of the circumstances as envisaged, it is urged that matter may kindly be looked into in its own perspective and seek your invaluable advice for which act of kindness I shall ever grateful and thankful to you,
Best regards,
Very truly yours,
Sita.T
Anonymous
29 July 2018 at 14:35
I am a permanent employee of central public sector company. The company follows govt of India rules.
I was granted Ccl for 3 months with permission to leave the country. I had travelled abroad. Post exhaustion of my sanctioned leaves, I had applied for extension of leave. On receipt of non- approval for extension of my leave, (communicated to me after almost 4 months), I was prepared to return to India.
As I was planning to depart, I twisted my knee and suffered severe leg pain and Muscle Tear rendering me unable to take a long duration flight. On being advised to take rest and avoid all journeys by the local physician, I found myself in circumstances beyond my control and had no choice but to stay back. I did apply for medical leave alongwith medical certificate from doctor. I did not receive any response from office.
Despite being on leave without pay, in order to do justice to my position, I have been in constant touch with the Office and have been attending to work through internet and following all the instructions and directions given to me from time to time. I tried to provide all support to the best of my ability to minimize the impact of physical absence from work.
After two months, I received a memo requiring me to submit explaination as to why disciplinary proceedings should not be initiated against me for unauthorized absence from work. I did submit my justification and also further requested them to grant me extra ordinary leave after debuting earned / medical leaves.
No communication / response has been received by me till date regarding the same also.
Unfortunately, since my recovery was not as expected, I had again applied for further leave on medical grounds( along with medical certificate from doctor) as my doctor
Had suggested me to further take rest and refused to give Fitness certificate. I had again requested that extra ordinary leave may be granted .
No response on this also has been received by me.
After 2 months , I have received a Suspension order as disciplinary proceedings/ actions are contemplated for unauthorized absence from work.
In this context, I have a few queries:
1. Is this suspension justified / legal? What should I do - appeal for revocation?
2. Can I be terminated under suspension? (I know they assume that I don�t intend to return and are upset about it) If yes, how and on what grounds? What should I do to avoid it ?
3. What should be my course of action -given the fact I can�t travel back right now ?
4. Can I simply join office when my doctor provides me with Fitment Certificate ?
Anonymous
29 July 2018 at 11:59
Sub: Gratuity - Eligibility Criteria - Clarification - Request - Reg.
Dear Sir,
Your kind attention is invited to the above-cited subject.
I have been working as a Medical Officer in one NGO Hospital since 17/2/2014 to till date. As per the Appointment Order issued, Notice Period has been mentioned as Two Months on either side. In this hospital, there is no practice of Superannuation age even for freshers. All staff, irrespective of cadre, entitled for 09 days Earned leave and 21 days CL. Un-availed leave if any, shall be lapsed. Working hours: 9:00 am – 5:30 pm, 6 days a week.
On 24/07/2018 the HR Dept, has verbally informed me that the Management has taken a decision to Superannuate/retire me in view of my advanced age (65 years) hence, my Resignation Date will be taken on record as 24/07/2018. (Kindly note, till date, neither No Letter of Resignation has been submitted by me nor the HR Dept has insisted submission of resignation). The total uninterrupted working period is as follows [inclusive of Public Holidays, Sundays and Paid Leave]:-
17/02/- 31/12/2014 . more than 240 days worked 1st Year
1/01/ - 31/12/2015 more than 240 days worked 2nd year
1/01/ - 31/12/2016 more than 240 days worked 3rd year
1/01/ - 31/12/2017 more than 240 days worked 4th year
Details of number of working days in 2018 5th year
1/01/18 - 23/07/18 . Jan 31 days
Feb 28 days
Mar 31 days
Apr 30 days
May 31 days
June 30 days
July 24 days = 205 days
Notice Period: 2 months.
24/07/2018 to 23/08/2018 31 days
24/08/2018 to 23/09/2018 31 days
Total working days worked in 2018 = 267 days
Leave break up Casual Leave availed : 06 days (1/1/18 to 24/7/2018)
1/1/2018 to 24/07/2018 Earned Leave 09 days (entitled)
Un-availed CLs 15 days
Note: During Notice period, no employee is eligible for availing Leave and same will be treated as Loss of Pay.
Subsequently, the HR Dept has come forward with an option of settling my account against payment of Notice Period Salary (two months 24/7/to 23/09/2018) and advised submission of resignation immediately. On going through the whole of the HR exercise, it seems to be an effort to avoid Gratuity which I am eligible for.
In view of the circumstances as envisaged, it is urged that matter may kindly be looked into in its own perspective and seek your invaluable advice for which act of kindness I shall ever grateful and thankful to you, Sir,
Best regards,
Very truly yours,
Sita.T
Mahesh
26 July 2018 at 12:34
Can a policeman get promotions and other benefits while he under trial before a criminal court for grievous penal offences. Any Supreme Court decisions?
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No scope of work
Hi sir im working in ltd company from last 4yrs recently i got increment letter last 15 days ago now yesterday i got a mail from company side there is no scope of work due to company policy changes. I just wanna ask with any notice is that company can terminate me?