Pankaj
26 June 2017 at 08:12
Dear Sir
I am working in reputed telecom company since last 3years , my TCTC is 415000 in which 13% amount deducted per month as performance level indicator , as per HR policy if your rating by reviewing manager is 2 out of five no performance bonuses will be given either it is part of salary , now I have awarded with rating of two , they given certain reasons major reason is of transfer to other location that is only discussed verbally on same salary along with current responsibility , I denied same time that two responsibilities on same salary is not justified, i said transfer me but remove current responsibility. this communication was verbal , my current performance and goals set in starting are absolutely achieved but higher management decided to make pressure on me with degrading my performance , I have my goals in writing and achievement also ,
Kindly suggest me should I go to labour court
subir Gupta
24 June 2017 at 21:04
I have worked a limited company period of 4yrs 301 days.company close their division. released me 13/5/2016.& released all the staff. not giving my gratuity money.They are saying I am not eligible for gratuity money.pl help me
shravan kumar
24 June 2017 at 13:30
Sir/Mam, I am employed in Air Force Canteen, Bamrauli, Allahabad which is governed by Air Force Official but as a private firm. e.g. My firm is a private firm which nature of work is a retailing. As per meaning of appropriate government of the Minimum Wages Act, it falls under central government that means I should get the rates of MWR of Central government but the SHOP is not a scheduled employment of central government. THE SHOP is listed in stage government scheduled employment. I REQUIRED A JUDGMENT WHICH WOULD BE PASSED IN FAVOUR OF ME I.E. A JUDGMENT MUST BE GIVEN TO APPLY MWR OF CENTRAL GOVERNMENT WHETHER THE INDUSTRY NOT FALLS IN SCHEDULED EMPLOYMENT OF SAME GOVERNMENT RELATING TO MY CASE. I will highly oblige to you. Thanks
chandrabhanu
23 June 2017 at 20:47
Dear Experts,
I am an professional accountant. I have few clients approaching me for accounting. Kindly clarify the below.
1) Can we practice our profession while in full time employment in pvt ltd company?
2) Can we do Business while in employment in pvt ltd company?
3) Can we do both business and practice our profession while in working full time employment with Pvt ltd company.
sp acharya
23 June 2017 at 19:48
I have signed a contract with my employer that The total training cost i.e. Rs 20,00,000 can be deducted from my salary every month on an EMI of Rs 1,00,000 per month. My total salary per month is Rs 1 lakh. Than means I wont get anything in my hand. Is that legal? I signed the contract because I had no other option to get that training.
Can they legally deduct full amount as per Indian law?
Anonymous
23 June 2017 at 17:16
I held a Grade B gazzetted post at Ministry of MSME, GOI from 27/07/2016 to 19/06/2017. During this period I availed two spells of leaves. In the first spell from 01/08/2017 to 16/11/2016 i.e. 108 days after adjusting for 13 days of EL 8 days of Half pay leaves, my office classified the remaining 87 days of my absence as extraordinary leaves for which only HRA was paid to me.
After this I joined my office on a regular basis and took the second spell of leaves from 16/01/2017 to 27/04/2017 (i.e. 102 days). This time
my office adjusted 4 days as EL and 3 days as HPL. The remaining 95 days were classified as Dies non. I joined the office on 28/04/2017 and finally resigned on 19/06/2017 after serving 30 days notice period as was mandated for officers on probation in the Offer letter for this job.
I wish to ask whether the treatment of leaves during second term of leaves is justified. My office said that since CSS rules permit only three months of EOL on one occasion and that my leaves for second term exceed three months so the entire period of 95 days will be treated as Dies non. Further they say that this term can' t be birfucated into 90 days of EOL and 5 days of dies non since as per them there are no such written instruction permitting birfucation of leaves. Is it the correct interpretation ?
Moreover, I wish to ask that what would be the impact of Dies non Vis a vis EOL in terms of HRA payment and my service record ?
Achu
22 June 2017 at 23:50
I have applied an application(submitted biodata and xerox copy of qualification certificates directly to Med. Suptd.) to the post of staff nurse in contract basis at NIMHANS Bangalore. There was no notification for the post or in official website. I heard this vacancy from NIMHANS staff only. Now while enquiry from H.R Dept. they told they were already selected 10-12 candidates. There were no open exam or interview and selected candidates are known to nimhans employees or relatives only. I just want to know this kind of recruitment valid in a central govt. Autonomous insinstitution? They were not published selection list, offer letter directly handed over to candidates. How to get stay order for this recruitment and make the recruitment through proper way
Qasim
22 June 2017 at 01:43
Whether person promoted( Departmental promotee) on acting charge basis can challenge seniority list in which regular appointee( Direct Recruitee) were shown senior to him? Department is justified to enter his name in list of regular incumbents of grade or carder despite of fact that he is promoted on acting charge basis and not regularly promoted.
jacquiline
19 June 2017 at 21:22
Summary of Facts
1. At the outset I, Makesh wish to express my extreme dismay regarding the treatment which is being meted out to me by my employer Vita Limited regarding breach of terms and conditions of our contract entered on 28th May 2017 as provided under section 6 of the said contract attached hereto as Annex 1.
2. On 30th January 2017 which was the agreed regular wage monthly pay date as per the new revised wage Vita policy dated? attached hereto as Annex 2, my monthly payment was not credited into my account and no further satisfactory explanation was given to me as to why I was the only standing out employee whose salary was not credited into account.I have hereto attached as Annex 3 a Bank statement showing gaps in payment of my salary.
3. On the morning of 31st Saturday 2017. I contacted the HR, Finance dept, Head of Business Department and Director regarding non payment of my monthly wage on the agreed wage payment date. Unfortunately, there was no response from my employer Vita as to my humble inquiry or explanation.
4. On 1st February, 2017 I further delivered a formal letter to my employer Vita requesting clarification and inquiry as to why my salary was not paid while other employees salary were credited into their account with pending no response or explanation from my employer Vita.
5. On 30th May, 2017, the same scenario occasioned itself and my salary was not credited into my account while other employees salary was credited on time and surprisingly on the same date my personal Vita mobile banking account was also blocked by my Head of Department without any further explanation as to the cause of action.
6. On 1st June 2017 I wrote an inquiry formal letter to my employer Vita regarding non payment of my monthly wage while other employees wage was credited into their accounts on timely manner as attached hereto as Annex 4 with no response from my employer.
7. On 3rd June 2017 the same monthly wage was credited into my account but not through the Vita Headquaters Account which is the normal transferee of funds to employees account but through Vita Branch] account. Attached hereto Annex 5. It is with no doubt that my employers action raises a question of doubt as why no notice or clarification were given in respect of default of my monthly payment. The said conduct has been a witnessed repeatedly routine of my employer regarding non payment of wage without any notice or explanation as to non payment or delay of such.
8. As an employee, I have the right to be paid my full wages as agreed in my contract of employment with Vita Limited dated 28th August 2016. I also have the right to be paid at the time given in which is on the 30th day of the consecutive month as per the change of company policy regarding payment of salary annexed hereto.
Basis of Claim
Based upon the evidence attached hereto, I assert that my employer Vita Limited has failed to provide reasonable and satisfactory explanation as to the non payment of my wage. I therefore base my claim on breach of contract.
Amount of Claim
I hereby claim the sum of six months wage as penalty for loss I incurred due to non payment of my wage (see enclosed invoice). Additional expenses which I have suffered or lost out due to the non payment of my wage on time.
Accordingly, I claim a total of Indian rupees 2 lakhs together with interest as permitted under at the rate provided by the recognized law of India per annum until final decision.
Next Steps
Vita Limited is expected to acknowledge this letter of claim within 14 days of the date of this letter and either pay the debt in full or provide a detailed letter of response within 28 days.
I am prepared to consider mediation and other forms of dispute resolution procedures prior to issuing Court proceedings to avoid uncalled for costly, time consuming and even embarrassing litigation.
Yours faithfully
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Salary & full and final stopped by employer
Hi
I have worked with one of well known organization, where I have resigned from my duties after completing & serving notice period, have completed handover process, surrendered all assets, completed all formalities and taken clearances from all departments. I have copy of resignation acceptance, last working day, exit formality completed as per company norm. Now after too much of follow up of 2 months I received my full and final schedule from HR. At the time of payment HR has stopped my pending salary and sent me a legal notice on joining competition company.
How can I get my pending salary and Full and Final payment.