smitha
20 September 2014 at 17:36
This is a firm in kerala.
How much is the % of basic on gross.
As there are staff earning above rs 18000 ranging to 40000 , what can be % we fix for the basic and da?
Could it be taken as 40%?
regards
smitha
advocate jeevan kumar
19 September 2014 at 14:58
the workmen filed a complaint against the employer for throwing out the workmen from the factory working for last 5-6 years. during the pendancy conciliation proceeding before labour officer the employer sent a notice to workmen to join duty stating the workmen is absent for past many days.
what is the legal effect of this notice
sunil
19 September 2014 at 13:08
sir,
i am maharashtra state government employee.i have two kods(boys). state government rule not allow third child.our family wants girl child. is it possible. what could be disciplinary action if we will take chance? does maharashtra gov will give any relaxation for third child as girl ? is their any progress in below attached news from TIMES OF INDIA.
It may be OK to have 3rd child, only if it's a girl
Sharad Vyas, TNN | Oct 4, 2011, 04.24AM IST
MUMBAI: Four decades ago, India was introduced to the government plea—Hum Do Hamare Do (We Two, Our Two), Horn Ok Please—through highway trucks. The state government now plans to rethink the campaign, and incentivize the birth of a third child—but only if it is a girl. The idea is to narrow the state's child sex ratio, among the worst in the country at 883 girls for every 1,000 boys. The national average is 914:1,000.
The proposal will soon come to the cabinet. It seeks to reward couples who give birth to a third child, a girl, by taking care of her education and giving other financial rewards on the lines of those being offered under the Rajmata Jijau Malnutrition Free Maharashtra programme. The existing laws will be tweaked to ensure government employees or elected representatives at all levels, including the gram panchayats, are not disqualified for giving birth to a third girl child.
Senior Mantralaya officials on Monday convened a meeting on effective implementation of the Pre-Conception and Pre-Natal Diagnostic Techniques (Prohibition of Sex Selection) Act (PC-PNDT). A consensus was achieved on introducing the new changes as part of a new proposal for amendment which will be forwarded to the cabinet soon, said officials attached to the chief secretary's office. "We all agreed that if the third child is a girl child, it could be safely assumed the couple did not go for a prenatal sex selection," said a senior official confirming a need to strengthen the information network to curb the practice of prenatal sex selection, increasingly being embraced in remote parts of the state. An awareness campaign will be launched in the seven worst-affected districts of the state soon, he said.
Member (Account Deleted)
18 September 2014 at 18:06
Dear Sir,
Can you please help me out with an issue I am facing with my previous employer by providing me some advice. The employer has put restrictions to stop me from joining a similar industry, he has taken a affidavit (non compete and non solicitation) on a Rs. 100 stamp paper from me which contains a statement from me that directly says that I agree to not join in any organisation that competes with the business of the previous company all this happened at the time of my relieving from the company. Will there be any problem If I join a competitor now, I came to know from a friend of mine that it will become a invalid agreement because it violates a constitutional right "Right to Work". I am not getting any clear idea, please sir please provide me some advice. Also how many days can a employer take to settle the money? My previous employer also blocked my salary and paid leaves. Please help me out from this issue sir, I will be thankful to you.
ANANDA H
17 September 2014 at 22:45
My Query is about NOC, I am working in a PSU and wishing to apply for government jobs for which my current organization is delaying to give NOC.
Now my questions are
1. If i HIDE my details regarding working in PSU as am not able to get NOC before last date of applying job which they ask in Notification.
2. What happens If I get NOC AFTER last date of notification and attend interview stating above said problem
3. If I have selected and later they came to know that I WAS WORKING in PSU. What hardest action can they take on me after any stage they came to know about this. (Though Before joining if I have resigned and taken reliving letter from PSU)
4. Is NOC so necessary if am applying for Govt jobs. IF THERE IS NO relation with my current work nature to job which applyed (Like Manufacturing sector to Administrative type)
5. Some people say NOC and reliving letters are only for work experience consideration/age relaxation if required is it so?
RAGHUNATH G L
17 September 2014 at 09:31
SIR
AM WORKING IN PSU AND WISHING TO APPLY FOR STATE GOVT JOB.
THEY HAVE MENTIONED TO TAKE NOC BEFORE APPLYING JOB.
IF I TAKE NOC WHILE GOING TO INTERVIEW(THAT IS AFTER CLEARING WRITTEN EXAM). THOUGH THEY HAVE MENTIONED TO TAKE BEFORE APPLYING JOB IN NOTIFICATION.
WILL THEY ACCEPT OR LEGALLY IS IT OK
sowkath ali b
16 September 2014 at 21:07
Sir I had completed my ms ophthalin april 2013 through tamilnadu state pg entrance exam as a non service candidate and I had signed a bond fr 10 lakhs for a period f two years rural service and now I m n a gh for d past 17 month s. As per my career I m doing nothing great as I m not doung any surgeries. . M doing nly general duty... 7 more months still remains but I feel I ll forget all my skills .. I got my certificate back.. I wanna quit.. but I m not rich enough to pay d full bond.. all I wanna know is can I put a writ petition asking for lowering d bond amount to half as I almost worked fr one and half years.. is it possible fr me to get a positive verdict. ???
Upendra P Sinha
16 September 2014 at 15:43
I was earlier employed in a Delhi based telecom company from 11th Aug 2011 to 14th May 2013 till my superannuation. My employer has not paid the following
1. Salary - Rs. 11.17 Lacs (for 6.5 Months)
2. Income Tax - Rs. 3.18 Lacs (Deducted but not deposited with IT Dept)
3. Employer Provident Fund - Rs. 1.02 Lacs (Deducted but not deposited).
4. Form 16 - Not issued because they have not deposited the Income Tax deducted.
My several letters sent by registered post & speed post have gone unreplied. My telephonic calls have not been answered. Now my only option seems to take a legal recourse.
My only worry since I am resident of Navi Mumbai and want to file a case against the employer in either at Thane or Mumbai court will be admissible or not.
The appointment letter clause 21 states.
Arbitration :
All the dispute/differences arising out of or relating to this appointment shall be referred to Indian Chamber of Commercial Arbitration/ Committee, Delhi at 1/112-113, Loha Mandi Naraina, New Delhi-28 for arbitration and the award given by the arbitrator shall be final and binding upon both the parties.
I want advise as to whether this case can be filed in some other court outside Delhi convenient for me as it will not be possible for me to travel to New Delhi every now and then.
Further I would like to know whether Indian Chamber of Commercial Arbitration has the power or jurisdiction to deal with employee employer relation. Here it is a simple case of non payment of salaries and taxes deducted but not deposited with IT Department.
Kindly advise as to what best can be done.
Mita Chopra
16 September 2014 at 13:52
Hi..I joined my current organization on 6th November 2009 as a permanent employee in a management consulting firm. My last working day here will be 19th Sep 2014. I have been working continuously with this organization without any break.
My employers have declined my request for gratuity claiming my ineligibility due to non-completion of 5 complete years with the company.
However, as per my knowledge & research I am eligible as I satisfied the criteria of 4 years & 240 days. Kindly give clarity on my eligibility and way to take it fwd with my employers.
Thanks
Mita
© 2026 LAWyersclubindia.com. Let us grow stronger by mutual exchange of knowledge.
Resignation
Can an employee (executive)at the time of resignation claim adjustment of sick leave against the mandatory notice period, as a matter of right? Further can the employee join another company after resignation but without either completing notice period or the same is waived off?