P.Anandharajakumar
21 August 2014 at 21:53
Dear Sir,
I want to clarify from you regarding the following.
Case:
My university (Gandhigram Rural Institute-TN) is funded by MHRD and we are following CCS Rules .
My senior colleague was appointed as Professor in the pre-revised scale of pay of Rs.16400 in 1996 against an ex-cadre post which was sanctioned by Rajiv Gandhi foundation to my university for a period of 3 years. The single post was advertised and recruitment was done as per the procedures.
The above post was not part of cadre strength sanctioned by the UGC. The post was extra sanctioned by Foundation.
Before getting appointed against the ex-cadre post, my Colleague was occupying the post of Reader (substantive post) in the pre-revised scale of pay of Rs.12000.
He was appointed to ex-cadre post while serving in the Reader post. He worked in the ex-cadre post for nearly 3 years. He earned 2 annual increments in the temporarily created post of Professor.
Subsequently my university advertised another post of Professor in the same scale of pay of Rs.16400 which was a cadre post sanctioned by the UGC. My college who was occupying ex-cadre post once again applied for regular post and got appointed through open selection.
He was not reverted back to his original post of Reader from ex-cadre. He simply relinquished the ex-cadre post and joined in the new post of Professor the scale of pay which was identical with that of ex-cadre post.
Before relinquishing the ex-cadre post, he was drawing the basic pay of Rs.17300 in the scale of pay of Rs.16400.
However, my university did not protect the pay previously drawn by him against the ex-cadre post in the new post to which he was appointed in 1999. He was allowed only the minimum pay of Rs.16400 in the scale of pay of Rs.16400 ignoring the pay previously drawn by him in the ex-Cadre post.
Sir, kindly clarify as to how his pay should be protected?
Thank you,
Dr.P.Anandharajakumar
Head
Department of Rural Development
Rural University, TN
Basavaraj
21 August 2014 at 19:55
I am employed in PSU as asst gen manager in engineering.. Now transferred as medical rep.to N E region where co. do not have factory/office.even though my service conditions are changed and salary reduction my writ appeal is dismissed by HC in Jan 14
Now may i file SLP in SC with delay condonations with valid govt medical certificates and non payment of salary in time...if yes..what is the time limit after expired time limit of 60days..?
Arif Ali (Apt Co Advisory)
21 August 2014 at 18:18
Dear all Sir,
I want to know about that notification for increased wage ceiling limit for PF & ESI has been issued or not. If yes then please mention the date.
Thanx
C Mohan
21 August 2014 at 16:00
Sir,
I have served a subsidiary office of govt. of india for 17 years and my services were terminated in the year 2009. I filed the case in the year 2009 and this case was put in regular matters or can say had put in the "Rule" category in March, 2010. As on date more than five years have been passed but the case has not come out from the rule category.
It is requested to kindly let me know how much time the High Court of Delhi will take to take out my case from Rule category / regular matters.
As on August, 2014, which year's ruled/regular matters have been come up.
Kindly suggest.
randomethic
21 August 2014 at 11:06
Sorry for the long post but I would really appreciate your advice on the below.
I started working at my current organization on May 05, 2014.
On June 26, 2014 a company announcement was made stating that the team of which I am a part will be moving to another city, along with a couple of other teams as well.
On June 30, 2014 the following mail was received by all employees affected by the announcement:
Dear Employee,
This is with reference to the organisation’s decision to relocate certain positions to the Gurgaon location.
Your position is one among those and is expected to be located out of Gurgaon.
You have three weeks period by 23rd July to decide and revert back to the Organisation on your willingness to move and function from new location.
1) If you decide to relocate to our new office, the following support will be provided to assist you in the relocation:
a) You and one other member of your family would be provided the opportunity to travel to and stay for two days for city familiarization.
b) Prior to finally relocating, you and your family (upto a maximum of 6 which includes spouse , 2 dependent children and 2 dependent parents) would be provided a two day stay in a hotel tied up with the organisation for this instance
c) You will be paid relocation reimbursement on actuals as incurred for packing and transportation of goods, provided you use the vendor contracted by us
d) You will be provided flight tickets for you and your family (upto a maximum of 6 which includes spouse , 2 dependent children and 2 dependent parents).
e) You will be provided with a hotel stay you and your family (upto a maximum of 6 which includes spouse , 2 dependent children and 2 dependent parents) for 14 days at a hotel that the organisation has tied up with for this instance.
f) You will be paid a one-time relocation allowance of one month gross salary (minus retirals) in the month you relocate. This will be recovered should you not complete one year of continued service in the organisation
g) You will be reimbursed the brokerage you have paid for renting a house. Alternatively you can choose a company appointed vendor, in which case company would pay the brokerage directly to the vendor.
h) You would also be eligible for an Interest free loan up to a maximum of three months security deposit for your rented house.
2) If you decide to not to relocate to our new office, then following support would be provided:
a. You can continue to work from current location for next 3 months from the date of you communicate your unwillingness.
b. These three months would be considered as notice period, post which you would be relieved from the position.
c. A severance allowance equivalent to 15 days gross pay(excluding retrials) for every completed year that you have served would be paid to you. However to avail this allowance you must serve at least two months notice (No buy out/ adjustment against balance of leave)
d. All other terms and condition as expressed in the employment contract would remain unchanged.
Please do come back to us by 23rd July on your decision of willingness / unwillingness to relocate. We would be more than happy to have you in our team working from the new location and anticipate your favorable response.
Accordingly, on July 23, 2014, I shared the following response with the company:
Hi,
Thank you for the mail and subsequent discussion. Unfortunately, I will be unable to join the team in functioning out of the new location.
Considering that I started at the organization on May 05, 2014, I have been here for 2.5 months and am currently on probation, I am up for confirmation of services only by Nov 05, 2014.
Per my Appointment Letter, my notice period during probation is 45 days.
However, given the present circumstances and company requirements, I am willing to serve my complete notice period (until September 09, 2014) and stay on for a further 45 days, until Oct 23, 2014, completing three months from today.
At the same time, post completion of 45 days of notice period and before Oct 23, 2014, should I find a subsequent opportunity which I want to take up, I propose giving an additional 15 days’ notice to PAYBACK and request that I be relieved within the said 15 day time-frame.
I hope this is agreeable.
I have not received any formal communication from the company after this date. My boss spoke with me once and asked if I would be willing to stay on until Oct 31, 2014 and verbally took an ok response from me, however this is not documented anywhere.
Now, my boss is making my life a living hell and I do not see any reason to continue to work at the company for longer than the notice period in my offer letter.
I would like to write to them on Sep 01, 2014 and re-state that per my offer letter, my notice period on probation is 45 days which ends on Sep 09, 2014.
In keeping with my earlier communication, I will be serving an additional three weeks until Sep 26 2014 and will not be able to continue working after the said date.
Please advise how I can proceed.
Thanks!
lakshman
20 August 2014 at 18:58
sir, i am placed under suspension bcoz of spending more than 48 hours in remand due to 498A case on me.after seven months i appelead for the honourable tribunal for the reinstatement,which gave order in favour of me and mentioned in the order that
"the suspension is illegal, arbitrary and set aside the same with a consequential direction to the respondent to reinstate the applicant into service forthwith with all consequential benefits". basing on the tribunal order my authorities reinstated me into service quoting "finalization of disciplinary proceedings and subject to out come of the result of the judgement in the criminal case filed".nothing more than this is mentioned.
my questions are
1) what about my suspension period ? is it rugalarized or not?
@) what about the salary for the suspension period? am i eligible to get my full salary or i have to content with subsistence allowance for the said period?
3) what about my salary after joining in the duty? am i eligible to get my annual increments or not? is it will be postponed ?
plz clarify my doubts on the above issues?
thanks in advance for kind consideration and replies
Vikas Sharma
20 August 2014 at 15:15
Hi ,
One of my friend was terminated from his job due to some misbehavior and his salary on hold, should we take help of Labour ACT
And in this case any provision of getting three month salary due to (on the spot) termination. Please response ASAP
Mohanlal J P
20 August 2014 at 05:50
After providing thirty days notice period ,what are the precautions to be taken by the principal employer to ensure that the contract labour receives all terminal benefits including last month pay.
ramprasad patel
19 August 2014 at 21:31
sir mere bhai jo madhya pradesh vidhyut vitran co.limit.me class IV karmchari tha use years 2010 me absent ke karan noukari se nikal diya tha jis officer ne dissmmied kiya tha vah curent charg officer tha kya is order ke vs.appeal ab etane samay ke bad ki ja sakati hai aur kya kiya ja sakata hai margdarsan dene ka kasht karen
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Dpc interview / baseless adverse acr / apar remarks
Sir,
I have not received a single warning despite I received adverse entries in my ACR.
Competent authority also noticed the same and approved for its expunction but simultaneously gave to chance to my reporting officer for his comments one more time.
Thereafter they passed order in the light of rules we are unable to expunge remarks.