Divya Michelle Rajiva
06 March 2008 at 10:11
Hi,
I have 2 questions, one being on Medical Insurance, the other being on Pay Deductions in the event of excess Sick Leaves.
Our company is not registered under ESI, neither do we provide any medical insurance to our employees. Are we liable to compensate employees for accidents/maternity etc?
Our leave policy state an employee can take 7 Sick Leaves in a year. If an employee is sick for more than 7 days and has a medical report to support his illness, can the company deduct pay for excess leaves?
Thanks,
Divya
Rushabh
05 March 2008 at 18:57
I have worked during January-February,2007 in a chennai based I.T. Company " N-Logue Communications Pvt.Ltd."
in Ahmedabad.
My 2 MOnths salary is Still Pendig on 05.03.2008 . Inspite of constant reminders they are not paying me by any how not responding.
I want to take strict action to co. Otherwise I don't think CO. will pAy.
Though during my tenurw there , I demanded Again n Again they didnot gave appointment letter..
SO I don't have the Appointment letter.
PLs. HElp me To receive my 2 months salary as soon as possible.
Rushabh Shah
V G Venugopl
03 March 2008 at 17:10
Please let me know whether contract workers who have been given to perform and paid for piece rated wages are to be covered under PF in construction industries.
ashish garg
02 March 2008 at 11:24
We are an IT Company having offices in the state of Uttar Pradesh (Noida). Please let me know in case we are required to apply for any approval for hiring females in the night.
Upto what time we can hire the employees (Both males and females).
Ashish Garg
Himanshu Sharma
29 February 2008 at 20:20
Dear Friends
I am working in an company which is into executing projects on BOOT basis ( Build Own Operate and Transfer).
In one of the projects we have hired employees through a contractor to execute our project and all these employees are working on the project which is in the premises of the party who has given us the project. In this scenario, in case of Statutory Liability of P.F & E.S.I are we liable to be treated as principle employer. In case yes, Is there a way to get out of it, as the liability is going to be unbearable.
Look forward to prompt reply from all learned friends.
Thanks
SUBHASH BISHNOI
29 February 2008 at 12:10
Sir,
Please send the details of Factory Act & Rules.
e.g.
Minimum wages Act 1948
& Minimum wages rules 1973.
This types all act & rules which are applicable in industrial area in Haryana.
Thanks
SUBHASH BISHNOI
29 February 2008 at 12:08
dear sir,
pls send me detail of factory act.
like form's & return
Ankush Mehta
28 February 2008 at 10:03
My friend is having a problem in getting his bonus because his company is making an excuse that the act refers to gross salary(and his is greater than 10000) while i have seen companies handing out bonus on basic salary.
Is there any govt. document my friend can show to his company to show that the act refers to basic salary.What can he do? please guide
Chitra Sharma
27 February 2008 at 10:04
Hi!
Can anyone give me few details on maternity leaves.
. How many days or weeks before does the employee has to apply for ML?.
2. After applying for ML can she continue with Earned Leave or will have to report in the office 1st then apply for Earned Leaves.
Please reply me for the above i need it quickly as one of our employee wants to apply for leaves.
Thanks
Chitra
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Financial bond
I am working with an export company.
When i had joined this company, i had to sign a bond which stated that i would have to continue with the company for minimum three years.If i do not do this, then i will have to pay them a certain amount.
Now, i want to leave the company.I have not yet completed three years and i do not see any scope for further growth here.
Please inform what is the legal value of this bond.This bond is on a 100 rupee stamp paper. Can the company force me to pay this amount to them. Are such kinds of bonds are a practice in the industry.
I would much appreciate your response in this regard.