Bileyswar das
01 May 2018 at 00:17
I joined the company on 6th March, I was within training period of 3 months, I left the company after getting better opportunity on 30th April after dropping formal resignation letter, without resignation acceptance as my joining date in the MNC was very near. As on that day, HR and Admin people were on leave, I was not able to submit Company belongings like Laptop, ID cards and moreover I tried having a discussion within HR but HR avoided me(which I want to submit in avery short time, after a Hr discussion). So, Can the company have any legal action with me or try to influence my present employer regarding leaving without serving the notice period of 60 days(I was b/w the training period).?
Sunil Kumar
30 April 2018 at 18:48
It is intimated that Sandeep has sent a letter to our govt. office addressed to MD for the post of land oustees cases but my office clerk has intimated that he has not received any letter on that date after checking the official record. Now sandeep has filed civil suit for getting the job and he intimated that I have sent a letter to MD office. But the then clerk has leaved the job and the letter is not found in official record. The case has been fixed for 04.05.2018 and the govt. MD office has to file an affidavit in the court in which they have intimated to the court that in MD office no official record of the above letter has been found.
I am working as personal assistant and the Govt. office concerned pressured on me that being a PA you have to intimated on behalf of the then clerk. What can I do in this matter? Is any risk for a govt. employee or not if I written a letter on behalf of the then clerk.
Anonymous
29 April 2018 at 19:33
I work in a private Bank from last 7 years. This year my seniors has given me a low performance rating resulting in no salary increment, no annual bonus and no promotion.
The discrimination can be due to personal reason which are still unknown. But annual rating and bonus is dependent of 5 key parameters and my score is 101% achievement, still people with lower achievement between 50% to 95% are getting better rating and bonus and I am asked to improve. What to improve is still a question as beyond 100% is my achievement for this year.
How can Indian law support me against this discrimination.
Pankaj
29 April 2018 at 16:20
Respected experts
I am working as a Junior Hindi Translator in postal dept in Bengaluru. My work profile includes translation from Hindi and vice versa, I have zero knowledge of Kannada and knowledge of Kannada is also not compulsory for this post. I got this job in December 2017. Now my problem is that I am nominated as Presiding Officer for Karnataka state elections. I know that it is a post with great responsibility. A Presiding officer is responsible for managing a polling booth and to ensure that everything goes smoothly. Due to communication problems I cannot perform this duty as majority of voters know only Kannada. If any problem arises at my polling booth I cannot solve it due to language barrier. I have also heard that you can be suspended for not discharging your duty properly. I requested my office head for either changing my duty or not giving me election duty at all, but nothing was done by my office. So please help me and tell me what can I do in this matter. Is there any law or judgement which can help me. It is very urgent.
Thanks
Anonymous
29 April 2018 at 15:38
नमस्कार सर,
में नवनाथ कल्हाटकर, मुंबई में pvt ltd कंपनी में काम करता था. मेंने resignation 4 मार्च 2018 में दिया था. 10 दिन का notice period दिया था. 14 मार्च को मेरा काम का अंतिम दिन था.
मेंने एप्रैल के महिने 12 तारीख में कंपनी को HR DEPARTMENT में फोन करके FNF के बारे में पुछा तो कमसे कम 45 दिन लगेंगे बताया.... आज के दिन वो पुरे हुवे है... लेकिन अभी तक ना ही mail आया है और ना ही फोन..तो मुझे यह जानना था कि 45 दिन के बाद fnf मिलता है...एैसा कानुन है कि नही.. अगर नही है तो में इसपर कुछ action ले सकता हुँ.. आनेवाले दिनो में अगर और late करेंगे तो..
आप जानकारी दिजिए.
achiever
29 April 2018 at 09:30
In 2013 a special writ of allahabad HC order to constitue a full bench to decide a matter. Full bench is not constituted yet? How it can be constitued now. What is way if someone is not a party in it?
Thanks in advance...
achiever
29 April 2018 at 09:26
Someone got adhoc based temporary assistant teacher job in 1994,DIOS trivedi rejected his salary, via writ in HC he is getting a salary with intrem order. Writ is pending yet and he is talking long dates in it . I am not a party in it. How can i fastern the case ?
Anonymous
29 April 2018 at 01:29
Hello, my appointment order states that Probationary period is six months and employee shall continue to be so until the confirmation is given in writing. Further, during probation, there is a notice period of one month if employee wish to separate from the company.
So, I have been working since 20 months and my services aren't confirmed yet. I have resigned a month back but my HR is asking me to serve three months notice as per new HR policies. When I tried to defend on month's notice, they are not agreeing and refusing to relieve me by putting an induction program sheet that was acknowledged by me. The sheet consists of a list of induction programs from various departments wherein "HR policy rules and regulations" is one of them and they are claiming that the HR policy consists of three months notice which I need to follow. They are also claiming that, my services are confirmed right after six months of my appointment although there is no information about confirmation verbally or in writing.
How do I move ahead? My company is no mood to listen to my requests as the client I'm working for doesn't want to leave me.
Anonymous
28 April 2018 at 14:52
I joined a Noida based Pvt. limited LED Lighting company and now after leaving they are refusing to pay my last working month salary and other dues and giving excuses for past many months. I am based in Maharashtra and one of my other ex- colleague in gujarat we both are facing the same problem along with some more employees who have left the job in last one year. please advise what action should we take for the fastest recovery of our dues. Also whom should we report so that they do not victimise other employees in future. we are a Mid / senior level ex employees cannot approach labour court.
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Punishment -disciplinary proceeding-right to reconsider .
I am seeking advise of the Ld Expert about the law of land by way of Hon'ble Court ruling as well as in vogue statutory provisions pertaining to the right of an punished employee to ask for re-consideration of his imposed punishment like reduction of his stage in the prescribed pay scale on permanent basis affecting future service on the basis of his subsequent good conduct for long and that subsequent good conduct in the form of utmost diligence in discharging his duty , he has been rendering after the punishment imposed by the the Disciplinary authority of reducing stage in the prescribed scale of pay on permanent basis.
It is also to mention after getting punishment of reduction of stage in the scale of pay, the employee concern had preferred appeal before the appellate authority and the same was rejected affirming the order of punishment of the disciplinary authority. The employee concern was charged in the disciplinary proceeding with the allegation of taking bribe and dereliction in discharging duty.
I also seek the advise that reconsideration as of right can be pressed by the punished employee against the above stated background of getting punishment of reduction of his stage in the prescribed pay scale on permanent basis affecting future service when afterwards he is suffering from financial distress on the ground of such steep fall in his salary arising on and from imposed punishment of permanent reduction of his stage in the prescribed pay scale as well as long non --consideration for his promotional avenue after such imposed punishment.