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.
Swapnil
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.
Rohit Kedia
31 December 2017 at 20:46
Sir,
I have to fill an online application for a job vacancy of a lower grade pay in State Government. In the application, employment details are asked and a Government servant (central or state) is required to produce NOC at the time of interview. It being a lower grade pay, I am afraid my current Central Government department will deny NOC to me.
Hence, I plan to not mention about my current Government job details in the said application and on being selected for the state government job, plan to give simple resignation in my Department with the understanding that I will forego my service benefits. My query is, what will be the consequences of this? Will I be penalized if my new Department later finds out about my employment history? And what will happen to my PRAN Number. Will police verification be an issue? Respected experts may give their kind opinion in this regard.
Regards,
Rohit
sandeep kumar
31 December 2017 at 15:12
hi dear sir /mam plz guide me best service matter expert advocate in bombay high court thanks in advance plz help me
Saloni dhawan
29 December 2017 at 23:59
Hello Sir/Madam,
I want your advice because my employer has cancelled my employment without prior notice and the reason for that was I have submitted the proof of the derogatory statements against me and the company. This proof I found by accessing my colleague's system and soon after submitting the proof to the management, they fired me along with my other team mates who were involved in the dirty conversations. I need advice if I can claim legally against the company ?
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Defense pension and state govt pension of a deceased employ
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