ajay
10 March 2015 at 01:00
I am working for Software industry(works 5 days a week) from last 4 years and 192 days. i consulted about grauity to HR and he is claming that Clause 2A.1
"(1) an employee shall be said to be in continuous service for a period if he has, for that period, been in uninterrupted service, including service which may be interrupted on account of sickness, accident, leave, absence from duty without leave (not being absence in respect of which an order [***] treating the absence as break in service has been passed in accordance with the standing order, rules or regulations governing the employees of the establishment), lay off, strike or a lock-out or cessation of work not due to any fault of the employee, whether such uninterrupted or interrupted service was rendered before or after the commencement of this Act."
of continuous service is applicable for me instead of 2A.2.a.i.
"(2) where an employee (not being an employee employed in a seasonal establishment) is not in continuous service within the meaning of clause (1), for any period of one year or six months, he shall be deemed to be in continuous service under the employer -
(a) for the said period of one year, if the employee during the period of twelve calendar months preceding the date with reference to which calculation is to be made, has actually worked under the employer for not less than -
(i) one hundred and ninety days, in the case of an employee employed below the ground in a mine or in an establishment which works for less than six days in a week;"
I can share the email communication with you.Can you please help me on two things. 1.)my eligiblity for gratuity.
2.)if eligible,neccesary supporting document/argument.
3)Can i fill form I as only 10 days of my relieving.
4)one copy of Form I will be sufficient addressing Employer?
Thanks in advance.
ajay
09 March 2015 at 19:49
Hi,
I am working for Software industry(works 5 days a week) from last 4 years and 192 days.
i consulted about grauity to HR and he is claming that Clause 2A.1 of continuous service is applicable for me instead of 2A.2.a.i.
I can share the email communication with you.Can you please help me on two things.
1.)my eligiblity for gratuity.
2.)if eligible,neccesary supporting document/argument.
it'll be a great help.
Thanks in advance.
Regards,
Ajay
pratik
08 March 2015 at 18:35
Dear Sir/ Madam
Dept. of Posts (DOP) conducted an exam for the post of PA/SA, RMS, PASBCO & few other GROUP C posts. The exam was conducted circle wise. MAHARASHTRA & GOA is a separate circle. The Exam had two papers Paper 1 (written) & Paper 2 (Computer Test). DOP conducted exam in May 2014 for Paper 1 & those qualified for Paper 2, were asked to appear at paper 2 in Nov 2014. This paper 2 was just qualifying nature & merit is based on Paper 1 which was a written test.
After that the DOP declared final result on 08 Jan 2015. But due to discrepancies in Paper 2 (computer test) marks due to some operational errors, DOP removed the result next day from its website. DOP came out with accurate marks & new list in February 2015. This new list has no errors & is still there on DOP Maharashtra website.
In the meanwhile some candidates who were having their names in first list & failed to appear in updated list, approached the Nagpur Bench of high court. Due to this (and also due to political pressure) DOP has not yet released joining letters of selected candidates. Non-selected candidates have put the writ petition on the basis of ARTICLE 226 claiming there are more number of Outside Maharashtra students in the list & exam should be conducted again.[Stamp Number: WPST/3541/2015 Filing Date: 20/02/2015 Bench Nagpur Status: Pre admission]
I would like to know if anything can be done to get the joining. Can we get joining by giving undertaking to DOP or should we admit a counter-case. How much time can this process take?
Anonymous
08 March 2015 at 12:37
I am working as assistant in central govt job.now I complete one month probation. Can I take (without pay leave )or medical leave for 3 months during probation.is it possible? What is the prodecure of taking that leave?
P.ESAKKIMUTHU
06 March 2015 at 19:50
a workman was dismissed in the year 2008 and his case of termination is taken before Labour Court u/s 2(A)(3) of Industrial Dispute Act,1947. The Labour Court returned the case papers stating 3 years period mentioned in the section was already over as on date.My contention is termination done after 15.9. 2010(date of coming into force of Sec 3(A)(3) of ID Act is covered under this section and case of termination done prior to 2010 even though 3 years time is over as on date does not fall under Sec 2(A)(3) of ID Act. . The Labour judge accepted that though this section is not a bar for filing cases of termination prior to 15.9.2010 but he insisted that 3 years period as on today is over and hence the case can not be numbered.Kindly clarify the correct position with regard to the operation of this section especially 3 years period to be counted as on 15.9.2010 or not
balaji
05 March 2015 at 17:33
Can management cancel the agreed incentive as per appointment letter of the employee and lateron as per signed documents to resigned employee?
B N SURESHA
05 March 2015 at 17:31
*Sir,please let me know-the clear distinction between weightage given for years of service rendered by an employee for purposes of promotion and weightage given for years of service rendered by an employee for purposes of seniority in a grade as per the decision of P.Sudhakar_Rao_&_Ors._vs_U._Govinda_Rao_&_Ors.on 03-July-2013-supreme court of india,
*Actually our friend belongs to Assistant engineer transfered in service Junior engineer.
*The impugned rule of our department reds as follows “A junior engineer appointed by transfer as Assistant Engineer shall be entitled to count one third of the service rendered by him as Junior engineer, prior to appointment as Assistant Engineer subject to maximum of 4 years, as if they had been in the post of Assistant Engineer for the purpose of consideration of Promotion to the post of Assistant Executive Engineer division 1."
*Copy of rule is attached.
Member (Account Deleted)
05 March 2015 at 16:12
If a person was hospitalized with life threatening injuries which were inflicted upon him/her when he/she was under the influence of alcohol, does he/she is entitled for medical reimbursement from office. please clarify in the light of CCS rules.
B N SURESHA
05 March 2015 at 12:11
Sir please let me know the Efffect of Sudhakar Rao & Ors. Vs. U. Govinda Rao & Ors. [July 03, 2013-judgment on the service of employees appointed on the basis of transfer as per notification attached along with this query. Another point is to be noted here is that the retrospective operation of scheme is cancelled and only prospective operation is implemented.
Also request yourself to let me know the recent judgments on the basis of above sudakar case which will help us to deep understanding of the sudakar case case. .....With Regards.
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