Umesh Chandra
11 February 2018 at 22:05
मै एक गवर्नमेंट पब्लिक सेक्टर मैन्युफैक्चरिंग यूनिट में था , एक रात ड्यूटी से निकलते समय cisf ने मेरे जेब की तलाशी ली और उसने दिखाया कि मेरे जेब से कंपनी का कॉम्पोनेन्ट निकला है यह फरवरी १९९७ का मामला है , घरेलू जाँच करके मुझे अप्रैल 1999 में मेजर पनिशमेंट के बाद ड्यूटी पर ले लिया गया, जिस से मेरी सैलरी आज अपने साथी कर्मचारियों की तुलना में लगभग 10000 कम बनती है | मै तब ज्यादा समझदार नहीं था , न ही मुझे अपने कंपनी के standing orders or natural justice के बारे में कुछ पता था , न ही उस समय मुझे जाँच रिपोर्ट की कॉपी दी गयी थी | जब मैंने अभी RTI से अपनी फाइल चेक की तो पता चला कि जो गवाह उन्होंने पेश किया था वे ठेकेदार के आदमी थे न कि मेरे कंपनी के कर्मचारी जो कि कंपनी रूल्स के खिलाफ था , नियमानुसार मुझे जाँच रिपोर्ट देने के लिए नोटशीट बनी उस पर आर्डर हुआ पर मुझे रिपोर्ट नहीं दी गयी जब कि competent authority ने झूठा रिपोर्ट लगाया है कि उन्होंने जाँच जाँच रिपोर्ट पर मेरा स्पष्टीकरण देखा उसके बाद दण्ड दिया | इस पर मैंने अपील किया तो 19 साल पुराना मामला बता कर मैनेजमेंट मेरी अपील रिजेक्ट कर दी है |
अब मै यह जानना चाहता हूँ कि मै इसे कोर्ट में कैसे ले जाऊं और किस कोर्ट में ले जाऊं ?
कृपया बताने की कृपा करें |
NAZAR A
11 February 2018 at 09:14
Dear Sir,
As our client doing a job work and due to financial crisis they are not released their employee salary on the date of 10.02.2018 because client expected payment from their customer due to unavoidable circumstances they could not release but employees raise the legal notice stating that as per payment wages act less than 1000 employees 07th of every scucceeding month required to release the salary in this regards any exception available as per act for such kind of delay.
Thanks & Regards
A.NAZAR
9884327349
CHENNAI
Dharam Jeet
10 February 2018 at 14:33
Employer is a workmen contractor located in Delhi. He got a contract in Noida where labour will work in Noida, Uttar Pradesh. Whether minimum wage act of Delhi or Uttar Pradesh apply in this situation? Please reply
raghavendra
10 February 2018 at 09:54
Respected sirs
i was working in a company as administrator.i had been issued charge sheet for false declaration in employment application regarding qualifications. company only conducted departmental enquiry by internal officials and proved the charges and i have dismissed from the service. i have filed Writ Petition in High court. Since enquiry is committed court prepare to remand the matter to civil court.
but, company issued the charge sheet for no misconduct. there is no false declaration in employment application.
one more thing is application filled in the year of 2009 and joined in 2013.
i have taken contention in enquiry that, the rules of the company applicable only upon joining company hence charge for so called misconduct charge sheet should be given. company got power to cancel the appointment letter without notice immediately. but enquiry conducted, which was not necessary.
i am requesting kindly provided me some judgement as
1. for no misconduct, the charge sheet should not be given.
2. even though charges are proved high court can appreciate the evidence and document done in DE
3. company rules cannot be applicable to employee before employee join the company.
4. disciplinary authority and presenting officer, enquiry officer are interested person being employee of company proved charges and high court can interfere with the enquiry findings.
Thanking you
Ananth
09 February 2018 at 01:28
Sir/Madam,
I had joined India post on 02.03.2017 as postal assistant and attended the induction training program at Postal training centre PTC, madurai for 60 days which is compulsory and residential during my probation period. I had paid Rs14000/- to PTC from my pocket for boarding and lodging. Since i am a government employee from 02.03.17 and only after my appointment worked for few days in a post office and then only attended the induction training, please tell me does I eligible to claim/reimburse the Rs.14000/- from the postal department. If so, please inform me the central government rulings by which i can apply for claim
Shashank Pandey
08 February 2018 at 13:02
Dear Experts,
I was appointed as a laboratory assistant in a state government university. Initially, I was appointed for 11 months or until regular appointment whichever earlier. After that, again my contract was renewed and subsequently, I was appointed for complete 1 year i.e. 12 months or until regular appointment whichever earlier. I am not appointed in any government project or temporary scheme and my work is of regular and permanent nature. Also I'm appointed in a post which is sanctioned, vacant and regular post in the department. Also, I was selected by proper selection i.e. on merit basis after scrutiny by executive council of the university at state level and the same method is followed for selecting regular candidates. Now, I'm well aware that after competing 12 months I will gain continuous service as per the Industrial Disputes Act, 1947 but nothing is mentioned in the act for claiming regularization after continuous service. What should be the ideal procedure for this?
Anonymous
08 February 2018 at 10:51
I would like to know whether ESI is applicable to Non Profit Seeking Organisations or not.
Please provide me with suitable sections.
Anonymous
07 February 2018 at 21:50
Reverend experts, my query is-I have been working as a PO in of our public sector bank, posted in Delhi and my hometown is West Bengal. As I got legally married and my wife is a government school teacher under government of West Bengal and as there is a certain circular by the DOPT of transfer policy of posting husband and wife in same station, would I get the benefit of the same? As banks some time ignore such circulars saying these are only for women employees, though the concerned circular is for everyone and unfortunately there is no categorization of PSU and central government. Please suggest me. Thanks in advance....
Anonymous
06 February 2018 at 19:30
We 8 girls were rejected due to less height as per the medical norms of the company. Out of 8, 6 belong to finance discipline and 2 belong to mechanical discipline. There are two groups in the company's medical norms. Group A is applicable to "ALL CLASSES OF EMPLOYEES DIRECTLY
CONNECTED WITH COAL MINING (MINING, GEOLOGICAL, SURVEY, MECHANICAL,
ELECTRICAL, ELECTRONICS, OPEN CAST, PERSONNEL, MINING TRAINEES, AUTHORIZED DRIVERS AND WATCH AND WARD EMPLOYEES, ETC.)"
And group B is applicable to posts other than group A.
And on asking in the RTI about the group in which finance and mechanical falls . They replied finance comes under group A.
And as per group A norms minimum height requirement for the candidate is 159 cm. And we all are less than that. But in other batch of appointment which was after 15 days if our batch, the candidate was selected and not declared unfit though the cabdidate's height was less than 159 cm. We know the name and height of the the Candidate but we have no knowledge of what height they must have written in the medical report.
And also in batches which were before ours batch, Candidate with less height were selected.
Also no separate height is mentioned for male and female candidates. Both have same minimum height requirements.
We made an appeal to the company but there is no response on their part since 2 months.
I want to know whether we 8 can proceed for court case on the basis of info of that selected candidate.
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