ramana
26 August 2014 at 22:36
sir, i am a teacher in government school in ap. my wife registered 498a case on me and my family members,which caused judicial custody for more than 48 hours. District educational officer issued orders for suspension for the above said reason. He ordered for the departmental enquiry, which is held, but of no use to me , hence i pushed to go to andhra pradesh tribunal at hyderabad.
my prayer details are "proceedings of suspension is being illegal, arbitrary and set aside same with a consequential direction to D.E.O.to reinstate me into service forthwith with all consequential benefits".
The honorable APAT ordered "the case of the applicant is squarely covered by the order passed in O.A.6286/2013 by division bench of this Tribunal on 26.08.2013." further it added "in view of the circumstances explained above and also following the order in O.A.6286/2013, this O.A. is allowed by setting aside the order of suspension issued by the respondent".
when i sent my represention for reinstatement with APAT order to my D.E.O.,by clasue (C) of sub-rule 5 of rule 8 of the Andhra Pradesh Civil serivices rules 1991, he reinstated me into service pending finalization of disciplinary proceedings and subject to the outcome of the result of the judgement in the 498a case".He has not mentioned regarding my suspension period (7 months)i.e. it is to be considered as period spent on duty or any adjustment to leaves .now my questions are
!)am i eligible to get back wages or not, as per tribunal order?
2)what should be done when an officer issued proceedings to reinstate into service from suspension, without mentioning the suspension period?
3)is my suspension period is regularized or not?
4)if i am not elgible to get back wages what about my annual increments and other benefits , are they postponed or stopped till the judgement in 498a case.
please guide me .thank you in advance
nitin saxena
25 August 2014 at 17:47
hello sir, please advice if the applicant during the pend ency of the revision against termination order here superior authority the applicant had died... after the died of applicant appointing(superior ) authority pass termination order and order challenge in high court ..if the termination order quash after 7 years by high court ..then compassionate appointment time period count or not? bcoz at that time applicant was not in service he was terminate..here dying in harness rules apply or not during the termination of service.
Anonymous
25 August 2014 at 12:04
Can an employer trouble or make claim on a employee after issuing releiving order, acceptance of resignation, no dues certificate and the certificate of satisfactory handing over the charge
Nishant Singh
25 August 2014 at 00:47
Dear All Members,
Currently i am working in Cash Management service company as AM_HR,our company is into managing ATM(cash loading in Bank ATMS).currently one of the central labour inspector visited one SBI ATM & has served us notice under display of abstract of minimum wages & maintenance of various registers.Here the question now arises that,we are into service agreement with the Bank,we dont supply them any kind of labour services or manpower services,we have our manpower on our company payroll &also the premises doesn't belong to us:
1.Can the labour officer serve us notice under the Minimum wages act or for maintaining registers at the ATM
2.They have not served notice to SBI as ATM belongs to SBI.
3.Also can the labour officer sent the matter to court inspite of our reply that premises dont belong to us & we are not supposed display anything.
What should be our next course of action,please suggest.
attribution http://www.citehr.com/503455-display-various-notices-bank-atm.html#ixzz3BL3jvROX
wasi
23 August 2014 at 14:02
hi,
Kindly advice me on the below my ex company is calming my 8 days salary stating that i have done 30 GB OF inter Usage in 9 Days and ,is it possible??? and opening fashion website in official laptop on off office hours is illegal below are the clams from my company
"mail from my company is copied below"
>a) You have misused used the official Laptop given to you for Official
work for personal use . Your Laptop internet history has the following
registered
Your visit to various Job and Fashion sites.
2) You have downloaded TV serials during office working hours
3) There are passport applications uploaded. Passport is not our line of
business then what were you uploading ?
>b) This month Airtel has advised that our utilisation has exceed the
>30GB limit before the monthly billing and our internet access was affected.
>You were the only staff in the office for full time this month as Rahul was
>unwell for a few days. We have been billed additional charges.
>Your salary for 8 days is forfeited against the Internet billing .
kindly advice how do i revert back to them on the above points
shailesh pandey
23 August 2014 at 10:22
Dear Sirs,
Kindly help to know for Pension Calculation.Pensionable salary x pensionable years / 70 . This is the formula.At present average 2 years salary & amt. @ 541/-is being taken for its calculation.In future when 15000/- will be limit.what will be formula.
if at age of 50 years 1/3 of what amount if we start our pension. what will be the amount till 58 years & after 58 years as full .Kindly give me calculation.
regards
shailesh pandey
GAURAV ARYA
23 August 2014 at 09:07
sir
i am working as an astt manager in coal india limited.
i have submitted my resignation with three month notice period.
i want to know can i avail the leave during notice period. if yes then which type of leave can i avail.
Omkar
22 August 2014 at 21:59
I have been terminated from job on May 28 2014. I am planing to question this in court. Is there any time limit to file a service related case in high court?
Dheeraj Kaushik
22 August 2014 at 19:39
Security service company (pvt. ltd. status) engaged in security service buisness, one of its client terminate contract. hence the workman deployed there become idle. the company discharge these employees because not having any post vacant where these employees may be posted, and paid there full and final settlement by deposit amount in their bank account.
Now my query is above said procedure adopted by co. is correct as per industrial dispute act and if not correct that what is the right procedure.
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Labour license in gujarat
Labor License - Gujarat
Previously labor license (Gujarat) was applicable if 20 or more than 20 workers work in an Organization. Has this been changed to 10 or more workers? Is there any notification on the same?