Puwar Dhairyapalsinh N.
30 November 2016 at 00:34
Sir,
If employer (a PSE) has suspended employee for reasons like,
(1) for filing PIL for interest of company to setting right its functioning
(2) for doing police complaint against other corrupt officials
(3) for doing court case against other corrupt officials
(4) for exposing other employees with evidences to public portal
(5) for applying RTIs
(6) for using office computer, stationary etc. alleged for personal use
(7) for alleged absence from duty without information
In above situation, can the said employee get justice from High court?
or what are other alternate remedies?
Experts, Please, suggest.
Amaresh Patel
29 November 2016 at 19:51
My disciplinary authority who is not my appointing authority is competent to impose minor penalty. Is he competent to issue Rule-14 charge sheet?
Gaurav
29 November 2016 at 16:46
sir
fir under 294 and 506 was filed aginst me by a girl. matter has been settled by compromise. i was detained.... later granted bail by court. now i have to fill antecedent form for psc exam.
1)am i suitable for job... can they cancel or hold appointment
2)does this case involve moral turpitude or misconduct...
(i will not suppress information)
Shashi
29 November 2016 at 15:11
Hi Everyone,
I am working in one of the MNC & it's registered as a PVT Ltd. I have joined in this company was 17th september 2015. My basic salary was 10100 & Statutory bonus is 700. My take home salary is 26950. In April 2016 company is reduced my Allowances and increased Statutory bonus. by this time there is no changes in my salary.
So my question is can i get Bonus as per Payment of bonus Act amendment 2015?
Thanks in advance
Regards
Shashi
Mahendra
27 November 2016 at 12:40
Hon' ble Experts
I was teacher in c.b.s.e.school for 9+ years. Authority suspended me with chargesheeted under M.E.P.S.ACT.( MAHARASHTRA EMPLOYEES OF PRIVATE SCHOOLS ACT).BUT They formed one member inquiry committee.now according to M.E.P.S.. Act 3 member committee is mendatory . During inquiry I was unaware of process so I finished. crossexam of witnesses within 2-3 minutes each . But finally I realise my blunder and I submit request letter to re- cross of 2 lady employees with the help of lady member or my lawyer.I.O.reject that request.He submit report stating charges conclusively proved.After that at presentation stage I demand 10-12 key documents since my joining but They replied that this is time consuming tactics . So now matter is in teachers tribunals for final argument .please suggest any law point or case law as well.
AKS
26 November 2016 at 23:38
Dear Experts,
I need Honest and skilled labour lawyer in Mumbai urgently to take care my case.
Kindly help.
Sonu ojha
26 November 2016 at 20:44
Dear Sir,
I am an employee of a Pvt. Ltd. company, company has got a stone mining on lease in haryana since Feb. 2016 the lease is for approx 11 year, i have appointed as a Dept. Manager Sales before 1.5 month, now in this demonetization scenario my director has sold this business to other investor, and gave us a 15 days notice up to 30th Nov. 2016, as in my offer letter notice period is 15 days company has given me verbal notice on 15th nov. 2016.
I found my self foolish as with in 15 days i am unable to find a new job.
And my Oct. 2016 salary is still not received, company is asking to take salary in old 500-1000 currency notes.
I request you to please suggest me what to do in this situation, can i sue on my employer and get compensation for my loss and for spoiling my carrier.....
Attached is my offer letter.
gunturu madhubabu
26 November 2016 at 16:47
If continue in service, an adhoc lecturer how many days after he willbe regularise
SUDHAKARAN V T
25 November 2016 at 22:49
This is the case of a public limited company, where payment towards salary to employees is irregular during last 3 years and as of now 6 months salary is pending. EPF contributions not remitted for past 8 months. Full & final settlement of employees left/terminated earlier are still outstanding.
Now the company voluntarily terminates some employees (forced resignation) and offering some of them an employment on contract basis for 2 days duty per week at 40% of current CTC as professional fees.
But they do not commit any date for payment of salary dues, gratuity, EPF & full & final settlement.
Kindly suggest what are the options available for such employees who have served for the Company for last 20 -30 years. Also please mention relevant sections/clauses of applicable laws.
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Schedule iv of id act
Dear Sir,
I have query for Change of name in earning head under salary structure. The Salary structure is comprises of different heads and some of are statutorily compulsory like Basic, Sp. Allowances, and HRA.
My query is if the Sp. Allowance is included in Salary structure only for adjustment of salary and it is not directly linked to any statutory calculations. Then can we change its name to some other like compensatory allowance or other allowance.
If we change this name, will it be attract attention of Schedule IV of ID act under Change in Service condition?
Thanks in advance.
Thanks & Regards,