Anonymous
31 May 2018 at 16:19
Hi,
I am a female employee working with a US based IT firm and had submitted my resignation on medical grounds stating that the climatic conditions are worsening my respiratory ailments and hence I have been medically recommended to leave the city and relocate. The company has a policy of 90 days notice period, my offer letter reads:
"After completion of the Probation period, either Company or you may at any time terminate this letter of appointment without cause by giving in writing to the other party, 3 months notice. The Company reserves the right either to accept your pay and allowance / towards the notice period or demand for actual service during the notice period. You shall not be entitled to any notice pay if your employment is terminated in accordance with condition 7.6 of the Appendix 3 to this letter of appointment."
Now I had filed for my resignation on 19th May and received a response from my manager on 21st May, who said he would have to consult his superiors and was insisting on my medical reports and certificates. I had shared my medical certificate with him but denied the medical reports as they are private and confidential.
Post which I did not receive any updates and in the meanwhile they changed my last working date from 24th May to 17th August on the portal (without my consent), as the resignation was filed using a system generated portal.
I called up the director and asked, he asked me to wait till 27th May as the process required the approval of the Senior Director, who is on a business visit in the US and in the meanwhile advised me to proceed on sick leave and in case of me having exhausted my leave balances, it would be treated as Leave without pay.
Hence I went back and asked my manager, on the 28th May, about the proceeds on my case and he seemed to be very casual about it and said that they have not been able to talk to the senior director.
So, I asked the director for an appointment to discuss the same on the 29th May, he questioned the credibility of my certificate and said that I had no choice but to wait until the senior director is back, which is another week and I told him about the medical condition, he said that I could stay home.
Now, through my time in the company, I have been mentally harassed on multiple occasions and still feel that purposefully delaying a medical case is causing me a lot of stress and I also perceive it as harassment.
I have secured another employment, which I haven't informed my current firm, in another city (keeping my condition in mind).
My first question is, can the company force me to produce my medical reports, as I want to keep them private and confidential?
Secondly, can the company force me to serve the 90 day notice period?
Can I challenge this as a case of mental harassment and what would be the ideal steps that could be taken in this case so that I could be released soon?
Hoping to seek a suitable advice in my case. Anticipating an early response.
Best,
K
Anonymous
31 May 2018 at 14:01
Respected sir,
I am a student of goa medical college. I had taken a seat through state quota in 2nd counseling. I resigned on the very next day ie 12 05 2018 and have an inward date on the copy. The next round of counseling as per supreme court order should have been on 15th May but it was not kept saying no vacancies are there when i had clearly vacated the seat before the said date. I have not yet signed the bond or even paid fees for my seat. It was told that in such circumstances seat will be cancelled. Now i am being harassed to pay 10 lakh rupees if i want my originals. How can they ask me to pay 10 lacs when i havent signed the bond? And can they keep my certificates? I had resigned on 12th but the dean is saying he didn't get my resignation. What is to be done
Rohit
31 May 2018 at 11:20
Dear All,
please help me.
Facts-1) A is a contract teacher in a school since 2013 and her contact is being renewed every year from 1st of July till 9th of April and after 9th of April she gets relieved like any other teacher and is again being rejoined from 1st of July and the process has been going on like this since 2013 and most probably A may be asked to rejoin again from 1st of July as her contract would get renewed again.
2) Now A has gone on Maternity Leave on 1st of April after applying for the same and her application for it was duly accepted by the School Principal and as of now she is on maternity leave.
3) As per Delhi Govt Circular, Maternity Benefit Act with amendments has been made applicable to all the guest teacher and as per the same, A is entitled to six month maternity paid leave and with refernce to the relevant section of Act, A can neither be discharged or dismissed from her service till the subsistence of maternity period.
Question- As like any other teacher, she is relived(cirular to that effect has surfaced where all the guest teachers have been relived), I want to know
1. whether that Circular would be applicable to A considering she is protected under the act as reliving her would mean discharging her which cannot be allowed?
2. Whether A can be relived and if yes, would not that be contravention of the act and would completely vitiate the object of the act
3. If A rejoins on 1st of July as per the existing process, would she be applicable to affirm/reapply for the remaining Maternity period or not ie prospective period which is July, August and September?
4. if A would be entitled for maternity leave from 1st of July, would she be entited to fight for getting the maternity benefit for the period of May and June?
5. If A does not rejoin on 1st of July and join after compeletion of Materity period, can she claim rejoining and that too in the same school?
Please answer the above queries and suggest how we go about this situation as it is genuine case and we do not want to loose it as we have all the supporting documents to augment our case and we earnesty need advise for this
thanks
Anonymous
30 May 2018 at 07:01
A case has been filed in the Principal CAT in N.Delhi by a group of pensioners. Some other pensioners who are not part of this group want to know how the case has been filed. Is it possible for them to obtain a copy of the application by filing a request for it in CAT?
Lavanya LDC
27 May 2018 at 13:37
Sir,
I have joined Central government service, last 5 years back claiming OBC as my caste in Tamilnadu as BC.
My grandfather migrated from Kerala to Tamilanadu last 40 years back. In Kerala my grand father was ST and he lost the ST caste certificate proofs. Last one year back my father found One Xerox copy (Proof of Document) as my grandfather belonging to ST.
Due to lack of proof of documents, after expiry of my grand father, my father enrolled as BC in Tamilanadu during 1970s, so that, I have claimed BC Status and got the Central Govt Employment. Now my father approaching the MRO in Kerala and claiming ST Status. In this case, how to protect myself as I have not submitted any false caste certificate to Govt Authorities.
Kindly suggest.
Lavanya.
Anonymous
27 May 2018 at 10:22
Hi All,
My wife is working in Pvt Ltd firm, having total 11 members , out which 9 are permanent working employees and 2 of them are directors.
When she asked for maternity benefits , there CA refuse that, stating the reason for maternity benefits there should be at least 10 permanent working employees at that time excluding directors of the company.
Can someone please confirm is this is correct statement in terms of maternity benefits and is there any way to challenge them
Thanks
Santhosh Kumar
27 May 2018 at 01:54
The mode of assessment in our office for scientists changed from time bound to flexible complimenting scheme and finally to modified flexible complementing scheme w.e.f. June 2014. However, timely DPCs have not taken shape citing administrative delay, due to which several senior officers who stood good chances for career upgradation have failed to get opportunity. Senior officers (3 Nos.) approached CAT for relief, that their assessment be carried out as per old scheme and given a verdict for implementation within six months. The office failed to implement the same within stipulated time. Now, Ministry approached High Court to challenge verdict of CAT, because of which assessment of about 85 Nos. of officers is held up.
Qn.: Is there any way out that assessment of 85 Nos. of Officers be carried out, while the case of 3 Nos. of Senior officers vs. Union of India is not settled. Like any sealed cover procedure option!
RK
26 May 2018 at 17:25
Good Evening Sirs !
I am working in a State co-operative bank which is registered under Registrar of Co-operative societies and the bank is following CCS rules for bank employees. I was applied for paternity leave for 15 days on 07.05.2018 whereas, God has blessed me with a baby boy on 10.05.2018.
On 08.05.2018 the management had issued a circular that the management decided to discontinue the paternity leave due to shortage of staff. In fact, there is no shortage of staff in the bank.
Kindly advice me in this regard please
Thanks in advance
yours truly
Ravi Kumar
Jaswanth Adapa
26 May 2018 at 07:53
TSSPDCL has recently conducted exam for the Post of Junior Accounts Officer for 100 Marks (Part A for 80 marks and Part B for 20 Marks).
I have got 70 Marks (56 Marks in Part A and 14 Marks in Part B) and I was ranked 93rd. My Date of Birth is 22.05.1987
For the same 70 Marks, a Candidate whose Date of Birth is 30.07.1995 was given 69th Rank, becasue he scored better marks than me in Part A. (His scoring was Part A 62 marks and 8 Marks in Part B).
As per my understanding and time tested principle, which is usually adopted by UPSC/ TSPSC or any other Institiution in case of a Tie of Marks is that, The Person who is Older in Age is given better rank than Candidate whose is younger.
But in my case, first preference in ranking was given to that candidate who secured better marks in Part A , instead of Age being given first preference.
Had the Selection of Candidates been made on the Basis of Age (in case of equal marks), I would stand a chance to get Selected and find a place in the Selection List.
Even the Notification inviting application for the Job, never mentioned the fact that Weightage will be Given to Part A while ranking Students. Not even the Service Regulations of TSSPDCL speaks about Tie Breaking Principle.
Very recently I have got to know that the entire Selection Procedure (including Certification Verification, Executing Bond etc) has been completed by TSSPDCL and is in the process of issuing Appointment Letters in a day or two.
During these Vacations, my Case could not be accepted by the Telangana High Court, because Service Matters were not taken up by the Judge.
In View of the above Situation,
1. I would like to know my Legal Position.
2. What is the Settled Law Position with respect to giving priority to age over marks in Part A.
3. Do I stand a chance in getting/ winning this case and secure a seat in TSSPDCL.
4. Do I need to worry because the entire Selection Procedure will get over, by the time Courts Resume on 04.06.2018.
I am giving links to the following for reference, as i am unable to attach the same.
1. Notification: https://www.tssouthernpower.com/ShowProperty/CP_CM_REPO/Pages/Careers/Direct%20Recruitment%20to%20JAO
2. Merit List: https://www.tssouthernpower.com/ShowProperty/CP_CM_REPO/Pages/Careers/JAO%20Results%20Qualified
3. Service Regulations adopted by TSSPDCL: http://apsebea.org/files/APSEB%20Service%20Regulations%20final.pdf
Any help is highly Appreciated !!
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