KRaj
17 March 2014 at 15:53
I have worked in a software firm which is a Private Limited Company for 27 long years. Since last many years I was getting part salary only. Since Nov.'13 I have left the company and serving in another firm. My total outstanding is Aprox. 22Lacs. (Salary O/S. Rs.6Lacs, Service Amt. Rs.8Lacs, PF Adj. Amt. Rs.5Lacs and Overdue charges committed by company Rs.4 Lacs). The company has no assets or resources except 2 products' software source code which is hard to sell. There is a house in the director's wife name who is also a director in this company. But there is a I.Tax attachment notice on the house from some other matter.
There is one more partner (50% stakeholder) of this company is a owner of another company which is running successfully. This partner has personal assets too. But he become partner in between i.e. 4 years back.
Now I am communicating with both of them but I am not getting any commitment or assurance from anybody. I am helpless and my whole life's savings are hanging in the employer's mercy. Except this money matter my relationship with my employer is very good and cordial.
I have my daughter's marriage and son's higher education ahead (in 3 months time) and have no savings with me.
Can anyone suggest me the correct legal advice. Is it possible to get legal remedy for my problem. If possible how to recover money. Is there a law which attaches the personal assets of the director to pay employee's salary & service amt. outstanding. How long it will take to complete the case. In PF, the company has deducted but didn't deposited the amount for last year and given assurance that it will pay back as per PF calculation with other benefits when I leave. How to handle this problem. In which court these cases will fall? Is it possible to approach consumer forum or other authority which does remedial action speedily. Please advise me. Thanks.
PANKAJ TIWARI
16 March 2014 at 21:02
महोदया,
ईस ईमेल के द्वारा में आपका ध्यान उस मुद्दे की तरफ आकर्षित करना चाहता हूँ जिसकी तरफ आज तक सरकार ने न ही शिक्षा विभाग ने और न ही मीडिया ने कोई ध्यान दिया लेकिन आज यह मुद्दा कितने ही परिवारों के लिए एक समस्या बन चुकी है l
में आपका ध्यान आकर्षित करना चाहता हूँ शिक्षा विभाग में कार्यरत महिला प्रबोधक अध्यापकों की तरफ जिन्हें भाजपा की वसुंधरा सरकार ने वर्ष २००८ ने पेराटीचर से प्रबोधक के रूप में नियमित करके कितने ही परिवारों के जीवन को एक नई रोशनी प्रदान की लेकिन बाद में सत्ता परिवर्तन हो गया और इनकी स्थानान्तरण की कोई निति नहीं बन सकी बाद की सरकार ने इस पर कोई भी ध्यान नहीं दिया जिसके आज ६ वर्षों के बाद भी प्रबोधको को कोई राहत नहीं मिल पाई और विशेषकर उन महिला प्रबोधको को जिनकी नियुक्ति उनके विवाह के पहले पेराटीचर के रूप में उनके पीयर में या उसके आस पास हुई थी और उसी विद्यालय में प्रबोधक के रूप में उनका स्थायीकरण कर दिया गया, उसके बाद इनमे से कितनी ही महिला प्रबोधको का विवाह दूसरे जिलो में हुआ पर स्थानान्तरण निति नहीं होने के कारण वे आज तक अपने गृह जिलो में नहीं जा सकी उसका नतीजा यह हुआ की न तो वे अपने परिवार पर नहीं अपनी नौकरी पर ध्यान दे पा रही है और उनके जीवन में कई प्रश्न खड़े हो गए की वो अपने सामाजिक दायित्वों का निर्वाह करे या अपने कैरियर पर ध्यान दे l
जब सरकार ने दूसरे अध्यापकों के स्थानान्तरण के लिए आवेदन मांगे तो यह कहकर प्रबोधको के आवेदन स्वीकार नहीं किये गए की इनकी नियुक्ति उसी विध्यालय के लिए हुई है (संलग्नक-1) लेकिन इनके नियुक्ति पत्र (संलग्नक-2) में कई भी इसका उल्लेख नहीं किया गया था व बाद में यह शर्त लगाना वाकई अनुचित है और संवेधानिक अधिकारों का उलन्घन है l
वही पर जहा आगनबाडी प्रेरको की नियुक्ति की जाति है तो इस चीज का ध्यान रखा जाता है की की अविवाहित युवती की नियुक्ति न हो (संलग्नक-3)और अगर ऐसा होता है तो शादी के बाद उस पद के खाली होने के कारण सारी प्रक्रिया फिर से करनी पड़ती है लेकिन पेराटीचर की नियुक्ति करते वक्त इन सभी बातों का ध्यान नहीं रखा गया और कितनी ही अविवाहित युवतियों को नियुक्ति दे दी गई क्या सरकार को पता नहीं था की इनका विवाह भी होगा और यह अपने ससुराल भी जाएँगी और अगर इनकी नियुक्ति करके इनका स्थायीकरण किया गया है तो इनका स्थानांतरण होना भी प्रासंगिक है व समय की जरुरत है पहले भी राजस्थान पत्रिका ने इस मुद्दे को उठाया था (संलग्नक-4) लेकिन कांग्रेस की सरकार ने कोई ध्यान नहीं दिया है |आज जब राज्य में एक महिला मुख्यमंत्री बनी है तो एक नई उम्मीद जगी है की यह महिला प्रबोधक अपने गृह जिलो में स्थानांतरित होकर अपने परिवार और अपनी नौकरी पर ध्यान दे सकेंगी l
इन प्रबोधको ने भी अपने स्तर पर हर जगह आवेदन किया (मुख्यमंत्री को,शिक्षा मंत्री को,विभाग को) लेकिन कोई नतीजा नहीं निकला (संलग्नक-5) l
महोदय आपसे यह जानना चाहता हूँ की इस केस को कोर्ट में डाला जा सकता है
DKTAZILANOM9909
14 March 2014 at 22:01
Dear Sir,
We are the permanent employees of a PSU and an exempted establishment from The Employees' Provident Fund & MP Act, 1952 under requisite provisions of the Act. So our Corporation maintains PF details by its own Trustee Board. We have our self generated pension scheme which is far better than the Govt. Pension Scheme i.e. EPS’95 Scheme. Our query is that can we get exemption from EPS’95 ? If yes/no, then why?
Note : Our contract labour employees have no pension scheme of their own & so they are covered by EPS’95.
regards,
Swapan
Priyanka Vijay
14 March 2014 at 11:45
Hi there,
My query is "can women employees be employed in night Shifts in IT/ITeS companies if yes, then under which provisions?
My query is specific for the State of Tamil Nadu, Andhra Pradesh and Hariyana.
I could not find any provisions in S&E act of these States.
Please let me know the answer.
regards
Priyanka
Jasjeet Singh
14 March 2014 at 11:13
My client joined a private company on 4 april 2013 and company filled a bond of 1 year. Now due to unavoidable circumstances he gave his resignation to the company. but company inform him that either pay a bond amount of 2 lakh rupees or complete a notice period of 1 month. After that my client got ready to complete the notice period of 1 month. When my client went to the company, they did not allow him to enter the company office and send him back. On the other hand company sent two notices to my cleint at his correspondence and permanent address. According to me, they are just creating a ground for suing my client. But my client is ready to serve for notice period. but they are not allowing him to join for remaning notice period. what should we do in this situation. Assitance of my learned friends is required. Should i send them legal notice?
prakash
13 March 2014 at 22:05
If one's brother has appeared in an written examination for job in the same department in which he is working. And the person has participate in the examination process as an evaluator only but has not scrutinized his brother's answer sheet. Also his brother is not selected and there is no any manipulation or irregularity in the said answer sheet. In this case can the person is charged with major penalty if yes under which law?
Umesh
13 March 2014 at 14:48
Dear Sir,
Please let me know where the installment of PF employer past dues & interest thereon would be shown in challan & how the credit of the above installment would be given to the individual employees.
Regards
sonal
13 March 2014 at 13:25
hi guest,
pls tell me one thing employee has filed a case against employer for salary of 2 months clainming he has been terminated but fact is he has been absconding..che has noa ttached any termination letter in list of documents.
can suit be dismissed on oredr 7 rule 11 read with sec 25 A cpc?
is this s strong ground?
regards
SINGH
12 March 2014 at 15:09
Dear Sir ,
I worked for 35 years in the PSU and applied for prematured retirement in the month of sept 2006. The company issued me letter accepting my request on 2nd dec 2006.I was actually to retire in may 2008.
The effective date of increase in gratuity from 3.5 lakhs to 10 lakhs was made as 1.1.2007. I have been denied the benifit of this as well other pay revision benifits .
Seek your suggestion , if there is similar judgement or I have a case to file an court case.
Thanks
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Contractual paramedical staff regularization scope
Respected Members,
I am a contractual Paramedical staff under Indian railway.In the railway there are many persons who are engaged as "Contractual Paramedical staff"(Group-C)since a long period and serving as the regular employee.I like to know is there any scope to regularization of such employees and any example of this type of regularization process is available as ready reference?