Yogesh Chauhan
26 January 2017 at 11:47
If my basic salary in new job is more than Rs 15000/- than whether I can withdraw provident fund balance from my previous employer using form 19 withdrawal form
suresh
24 January 2017 at 22:12
Hello,
Regarding for central govt staff.
i am central govt staff nurse working in past 12 years.
my director said may be one of staff transfer from other state . what kind of rule transfer from one state to other state?
we are total 3 permanent staff nurse working here and one deputation staff nurse.
which rule taken while transfer should be go junior staff, senior staff or deputation staff?
please replay thanks. suresh
suresh
24 January 2017 at 21:54
Hello,
Regarding for central govt staff.
i am central govt staff nurse working in past 12 years.
my director said may be one of staff transfer from other state . what kind of rule transfer from one state to other state?
we are total 3 permanent staff nurse working here and one deputation staff nurse.
which rule taken while transfer should be go junior staff, senior staff or deputation staff?
please replay thanks. suresh
Anonymous
24 January 2017 at 21:05
Hi,
My names is sachin showran, I m working in HCL TECHNOLOGIES BPO LTD. My problem is I can't serviving notice period for 2 months because m suffering from disease of Hernia. my operation of hernia happened in previous month that time I was on leave but I joined again after on month leave. But I can't sit for long time, I want immediately releaving but HR don't want give me immediately releaving. They are saying to me then we will terminate you without releaving letter. Plz suggest me
Sandy
24 January 2017 at 02:30
Hi,
I worked in Accenture India for 6+ years and left my job after almost one month I submitted my resignation, but HR asked me to complete 90 days period else will initiate absconding process. Since they had initiated absconding process earlier, now they ask me to pay for 2 months notice period which is more than 2 Lacs. I would like to avoid paying this amount if possible, but in worst condition I will pay. But my main concern is that, I should get all my revealing letters, experience letters etc. without any negative remarks. Also in future if any verification comes to the company, there should not be any negative remarks maintained for me in the system of Accenture.
Please provide your precious advice.
Dr Shahid Nadeem
24 January 2017 at 01:03
Respected Experts...
How much fee is necessary to be paid on the complaint of an Advocate regarding severe Ethical Misconducts towards his services to a client.which is to be made to the Bar council of Maharashtra & Goa ... It's not available on the website of Bar Council and also not available on the website of Bar Council of India, it is written that fee must be paid as per the Bar Council of India Rules....But there is nothing I found regarding the exact amount of the fee required to be affixed with the complaint of an Advocate ....
Regards
Dinesh
22 January 2017 at 22:15
FOR RELEASE ANNUAL INCREMENT AND OPEN SEALED COVER ENVELOPE FOR NEXT GRADE PROMOTION
While working as Assistant manager in State Bank of Bikaner & Jaipur. I was suspended on 11.05.2007 and later reinstated on 31.01.2009. Since my date of suspension to date of reinstated no any charge sheet is given to me by the Bank. My annual grade increment since December-2007 is not released till now. I have also appeared for next grade promotions from the year 2009 regularly but the results was kept under sealed cover envelope and not communicated to me till now.I am working for the Bank. My retirement is due in the month of June-2018
A fraud was taken place at our Ajmer Branch on 17/08/2006 when I was posted at Nathdwara Branch and working on duty on that day in Nathdwara Branch but police of Ajmer had arrested me on 16/04/2007 and framed false charge sheet against me. It is alleged by the police that I had dragged the information in which frauds purported to have been taken place.
As per police charge sheet, I am co-accused in that case. The time taken for disposing of cases in Indian courts is getting longer. Negative aspect of Indian judiciary system is its lethargic and slogging approach. There are countless instances wherein cases run for decades and the defendants pass away without being awarded with the proper judgment.
The Vigilance Department of our Bank has also permitted me to post at sensitive position. Hence there is no matter is pending from vigilance point of view.
Please advice me what is the prescribed time frame for giving charge sheet. Can the Bank withhold my promotions & annual increment kept in abeyance.
Thanks
Dinesh Sharma
9413398026
SB
21 January 2017 at 20:05
Case in brief: I am working in an international NGO , based in New Delhi, India. I am working here for 8 years and 7 months (as of Jan 2017). Since I have joined, my performance has been consistently excellent and I have been promoted as Director (global leader of a particular work area; in my case, application of mobile technology in agriculture) in the senior management grade (one level below the executive management team, comprising the CEO).
Being the youngest director, many have animosity about my progress in the organisation. Recently, such people manipulated the board of the company (comprising of independent executive director and members of executive management team) and convinced them that the theme I am leading has no potential and hence should be made redundant; which in effect makes my position redundant too. They have taken this route, because, otherwise I have been consistently building company's work and bringing in new business, so nothing can be pointed out about my performance.
As a result, the HR has verbally informed me that effective 2017 (they have not mentioned the month but said very soon) my position will be made redundant and I will have to leave the organisation.
My contract with the organisation is on "continuing term basis" that means it automatically gets renewed every year (equivalent of permanent payroll in commercial organisations). As per the contract, I have 90 days notice period or equivalent salary in lien.
However, I think this decision is maliciously intended, without any logic; because there is no factual evidence that the theme that I lead is loosing importance globally (on the contrary, more and more countries are interested in applying information technology in agriculture), nor there is any evidence of financial crisis in the organisation (in last 2 years the employee number doubled). Hence, I want to put up a legal case, challenging this decision with the intent that;
Option A: Company should roll back its decision and let me carry on with my employment and the associated benefits
Option B: In case company is adamant in its decision then I should be getting a fair and justified severance package so that I can get over the this sudden severance decision and carry on my activities with the severance money till I find a suitable assignment for me.
I am seeking a legal practitioner having experience of handling such cases in past, so that my case can be handled suitably and decisively.
Prabhas
21 January 2017 at 13:12
1.We 40 LDA appointed in 2011 under Direct Recruitment Quota in the PB-I (Band Pay 8210/-) with Grade Pay 3500/-. After imparting annual increment it becomes in May 2016 (Band Pay 9710/-) with Grade Pay 3500/-.
2. A Routine Clerk who appointed in Service in 1988 have been given promotion in May 2016, to the post of LDA and pay was fixed as (Band Pay 14390/-) with Grade Pay 3500/-.
3. It is to mention here that the appointment process for the post of LDA in 80% seat is filled by Direct Recruitment and 20% seats is reserved for
Routine Clerk for promotion to the post of LDA after completing a Departmental Exam.
4. My Query is that " Is 40 LDA, who have
been appointed in 2011, eligible to step up their pay as junior LDA in Gradation List.
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Promotion denied
Hello Sir/Madam,
I joined a central service in 2012 and resigned from the same in June.2016 to join another central service. I was eligible for promotion to the next grade w.e.f. 01/04/2016. But just after I left the department (early June, 2016), our whole batch was promoted in the next week. The DPC for considering promotion, met just a day after I had left the department (which they should have completed before 31st March, 2016 as per DoPT's instructions) and did not consider my name for promotion.
Hence, I lost on to a higher pay scale and my pay in the new service got protected at much lower scale. This is causing me loss of around Rs. 10000/ every month.
What can be the remedy? GFR 267 has a provision for retrospective sanction. Would that apply here? How to proceed in this matter.
regards