ravi
07 January 2018 at 20:24
I joined autonomous government organization on 16 july 2007. After joining, I got permission for PhD in 2008. The department give me leave for 2008-2009. After that they did not provide leave further. But I completed my PhD in 2012 by taking extraordinary leave in between 2009-2012. In 2009-2012 they even transfer me. So that I suffered a lot in my research. Whenever I applied for NOC for many job applied, they did not provide me NOC. 80 % of the staff never transfer ed but I got more than 6 transfer in tenure of 10 years. Later on mid Oct 2017 I resigned from this organization via email only { heading: resignation.
Respected Sir, I am not able to do this job at present station due to various circumstances . This is for your kind information.} and joined a contractual government job in haryana government on next day. From Oct 2017 to jan 2018 I mark my attendance only in this contractual job and got salary from this contractual job.
Now I wish to join again in autonomous organization as till the date I did not got any written response about my resignation from my previous employer that is government of india.
Is there any issue to rejoin ?
If any one file any rti against me that this person did not file written resignation {as I just write in email only} and did job in two places, then what happens ?
Is it is safe to rejoin the previous job ?
Is there is any chance to lose both jobs ?
What is most better option:
Please I want to solid and clean advice from a expirenced service matter lawyer.
SAJU MATHEWS
07 January 2018 at 15:52
Father was an Air force pensioner( short Service ) ,After the death the mother get the family pension of her husband Then the mother was a KSEB( Kerala State Electricity Board ) officer with in 6 month mother also expired . They had only one daughter she is now 18 years(01/01/2018) , she is a +2 student . Can she claim the Air force family pension along with KSEB family pension .No legal guardian was appointed by the court . Plz give the me a advice with relevant order No
G.S. Mathew
Member (Account Deleted)
06 January 2018 at 16:18
My award as under;- Thus holding inquiry without proper notice to workman is neither fair nor proper and on the basis of the inquiry report, aforesaid, the termination of the service of the workman is illegal. The third illegality in the termination of the service of the workman is that he has been terminated from service vide letter dated 27-9-1995 ex MW2/11 w.e.f. 10-06-1994. Termination from retrospective date is not permissible or legal. All the issues are decided in favour of the workman and against the management. In views of my aforesaid observations and Findings, I hold that examinating from any angle, the termination of the service of the workman, vide letter letter dated 27-9-1995 Ex MW2/11 can't be upheld. It is illegal without holding proper inquiry . No notice or notice pay was given nor any compensation was paid. The termination is illegal and set aside . The workman is ordered to be reinstated into the service of respondent w.e.f the date of demand notice with continuity of service and with 50℅ of back wages. Management give me 50% back wages from the date of demand notice but without add in salary back 21years's annual increments. I joined my duty on Oct.2015 and now I will retired on Feb.2018. management fixed my pay fresh pay scale without adding 21 year annual increments in pay.
Md Irfan Raza
06 January 2018 at 16:08
Can a Ad-hoc employee be regularized under Co.roll when the said employment was provided against land in Aug.
2014 by issuing letters.
S. S. Rathi
05 January 2018 at 15:06
Dear Sir
i want to know whether employee terminated by pvt insurance company from the post of sales manager in 2009. he was permanent employee but branch manager issued improvement plan before 240 days of service and terminated him after total 240 days of services. he was give reply to improvement plan.
AT the time of termination company not provide his outstanding salary as well not paid one months tech, and after filing police complaint against branch manager then issue partial outstanding salary.
since 2010 to till matter pending at High Court but high court quash FIR against directors while attempts of mediation failed with written offer.
Now can he is able to challenge his termination, and demand his outstanding salary as well salary losses.
whats is the procedure. Labour court to manager category ?
civil suit for termination challenge with losses. ?
or writ petition at High Court for termination ?
pls guide urgenty
Anonymous
04 January 2018 at 12:55
Hello,
Wish you all a Happy New Year.
I am working in a International Mining Consulting firm (technical mining and geology advisory firm) are under process for review our leave policy in India.
Have few queries:
1) Is it mandatory to follow the rules under shop and establishment act as applicable in our state for organisation like ours.
2) Earn Leave, is it mandatory for us to have?
3) Maternity leave, can a Company has its own leave policy, or is it mandatory for 12 weeks?
Will appreciate for your kind and prompt response.
Regards
Satish Patel
03 January 2018 at 14:04
Will any temporary post in state government convert to permanent post?
Satish Patel
02 January 2018 at 15:44
Sir,
I am applying a post of Lecturer advertised by UPPSC.
In this advertisement they mention nature of post: Gazetted/Temporary in which post i am applying.
while in some post they mention nature of post: Gazetted/Permanent.
I want to know that if i am selected either the post is temporary or i will convert to permanent after some time.
Please tell me sir, what is the difference between Gazetted/Temporary and Gazetted/Permanent.
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Regarding fnf settlement
Hi,
Please guide me on below queries
1) After working for 2 months i resigned from a private company job clearly giving the resignation and was ready to serve the notice period(which was 5 days for non confirmed employees)Since the HR Portal was not working I could not mark my attendance online but signatured the manual attendance register in the office.It happened for three days in the due salary cycle. As the email system was not working i reminded by boss many times to approve my attendance regularization requests in the system. On the last day of my working he said that he has approved my attendance regularisation requests. In my FnF settlement these three days salary was not there and on the contrary my boss stated to HR that i was not present and I signatured the register in wrong way as fraud.
2) when I entered my resignation in HR portal and was ready to serve the notice period he asked me not to come to the office in three days. Inspite of his statement i asked him that it is necessary for me to come still my boss didnt agree. Since he was my boss i could not go against him. Again here also he befooled me and stated to HR that i was absconding.
Please guide me how could i prove my honesty and Can I ask for my salary for three days and notice period.Although I have pics also of attendance register,and resignation steps of HR Portal.
Please help
Regards