ckanta
07 April 2014 at 23:34
Hi everyone,
Here I would like to take your attention on Relieving Letter. I have resigned from my existing company which is one of the best BPO in gurgaon and I am serving 30 days of notice period. As per my Offer Letter 3 months of Notice is applicable or salary for the equal amount need to deduct in F&F however it is at the discretion of the company to accept the buy out option.
After my resignation, my reporting boss and Top management pushing me to serve 90 days of Notice instead of 30 days. I have requested him at my best. I am agree on the deduction part but still he is pushing me to serve 90 days of notice. I already had discussion with HR but he said he wont do anything if my manager is not ready.New employer does not allow me more than 30 days of time.
Could you please suggest me for happy and legal exit, process, method or action which I have to take during my 30 days of Notice so that I can save my new Job.
Please tell the rule or way so that I would be able to get the relieving with in 30 days notice period.
Looking forward for your support
srinivas
07 April 2014 at 21:23
can any expert help me to provide a check list for hr department for service industry...
Your expert advice in this reard is highly obliged.
Satish Kumar
07 April 2014 at 13:30
I am working as Junior Manager in Public Sector Undertaking. I want to lodge a police complaint regarding my harassment by my boss who sends me SMS text messages and death threaten over mobile phone. I want to know, whether I should seek written permission from my PSU - Personnel Department or go straight away to police station for lodging the complaint against my boss. Please advice me.
Satish Kumar
07 April 2014 at 13:27
I am working as Junior Manager in Public Sector Undertaking. I want to lodge a police complaint regarding my harassment by SMS text messages and death threaten over mobile phone by my boss. I want to know, whether I should seek written permission from my PSU - Personnel Department or go straight away to police station for lodging the complaint against my boss. Please advice me.
Member (Account Deleted)
07 April 2014 at 04:23
Sir/ Madam
I was working for a private firm two years back on a contract for 2 yrs.
I had to leave the job in middle due to some personal problems.I gave in my Resignation and paid the bond money but could not pay notice period dues at that time, so the company terminated me.I'm ready to pay the remaining dues to the company but they say that they would not provide me relieving letter .
I wanted to ask that if i'm selected for civil services or any other govt job ,will this termination have a negative effect therein.
Adv. karinamishra
06 April 2014 at 14:41
departmental inquiry was held by the company by considering a complainant as an officer. the complinant was found guilty in the said inquiry. the complainant approached the labour court for seeking relief for not giving him fair oppotunity also depriving company for terminating his services and not to evict him from company quarter which is provided by the company. however the company opposed the application of the complainant that the complainant has no right to seek relief in the labour court as he is comes into officer catagory and labour court has no jurisdiction to try his application. however labour court decided the application and rejected the application of the complainant. the court deciding decided the application without considering the jurisdiction issue. the said order was given o 25th march 2014 and the complainant received the certified copy of said order on 3rd march 2014.. in the order it is mentioned that the said order would cum into effect from 9th april 2014.
whether the departmental inquiry valid as it was held considering the accused as an officer and not a workman/ employee. whether it is presumed that the accused is an employee /workman and not an officer as the labour court decided his application .
now what is the remedy for complainant? whether he should review the said order or go for revision. Plz suggest.
R.MALLIKARJUN
05 April 2014 at 18:19
Sir,
Greetings,
Please clear my doubt if the company is not paying esic contributions already deducted from employees and not paid to esic , can the authorized person of the company can issue the 37 form for the treatment of employee in esic. eg: from sept 2013 to till date esic amount not paid employees are asking for 37form can issue , if issued any legal problems will arise from esic please tell me sir
Thanking you.
hanif
05 April 2014 at 17:24
As per PF ACT is it compulsory to deduct PF on trainee stipands. If it is compulsory or not then revert with any circular under PF Act.
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Re: inserting certain clause in the appointment letter
Dear All Learned Experts,
I have a question below:
Can a company insert certain condition/Clause in appointment letter that after leaving/quitting the company, the employee cannot join the competitor company for a period of 6 months or so. Whether this condition is valid in the appointment letter? How far this clause is valid in the appointment letter?
Request to Ld. Advocates to kindly reply.
Regards,
Sam