shailesh pandey
21 January 2014 at 11:56
In Textile mill, there are three shifts.In night shift workers are taking 20 minutes tea break( at 2.00a.m. to 3.00 a.m. tea time),though tea time in agreement is only for 10 min.
kindly advice what is the correct . Can we stop him to take legal action . i have read that in night shift half an hour is allowed to take a break.
regards
shailesh
DKTAZILANOM9909
21 January 2014 at 03:21
Dear Sir,
We are the members of a registered Trade Union in a PSU. Our Union raised an Industrial Dispute before RLC(C) in the month of August 2011 on two issues (a) Manpower curtailment (b) Non-payment of overtime wages.
After several conciliations procedures RLC(C) sent the failure of conciliation report on the above two issues to the Secretary, Govt. Of India Ministry of Labour and Employment, New Delhi in the month of November 2012. The Under Secretary, Govt. Of India Ministry of Labour and Employment, New Delhi sent the first issue ( i.e. manpower curtailment) of our Industrial Dispute to Central Govt. Tribunal –cum-Labour Court for adjudication in the month of March 2013 but still silent on the second issue (i.e. non-payment of overtime wages).
Our query is that what steps we shall take on the second issue (i.e. non-payment of overtime wages) as the Under Secretary, Govt. Of India Ministry of Labour and Employment, New Delhi didn't send our second issue for adjudication to Central Govt. Tribunal –cum-Labour Court till today.
regards,
Sandip
ATUL PAUL
20 January 2014 at 17:10
Dear Sir,
I have joined Chartered Accountants Firm, from 15.01.1994 and resignation on 30 September, 2012. Approx 19 years. So my question is: I will be eligible for gratuity?
Please guide me.
Your suggestion will be highly appreciated.
Regards
Atul Paul
ATUL PAUL
20 January 2014 at 17:02
Dear Sir,
I have joined Chartered Accountants Firm, from 15.01.1994 and resignation on 30 September, 2012. Approx 19 years. Minimum 15 employees were employed in the CA firm. So my question is: I will be eligible for gratuity?
Please guide me.
Your suggestion will be highly appreciated.
Regards
Atul Paul
ruby
20 January 2014 at 11:59
hi Experts
Please clarify the following:
A woman employee has taken the following leaves in the year 2012:
1. Maternity Leave -84 days(12 weeks)
2. Accrued Leave-37 days
3. Loss of Pay-35 days
the employee is completing 5 years of service in March 2014 and is claiming Gratuity. Is the employee eligible for gratuity?
thanks
ruby
SANDEEP NIGAM
20 January 2014 at 11:14
One of my friend is intrested to leave his current employment & to start working with competitive company.The employment contract doesn't have non-competitive clause.Can the company still put him under legal recourse.
sudhindra
19 January 2014 at 10:11
dear experts
Can a proprietor need to register his business shop under karnataka shop establishment act even though he appoints no worker or labour for his shop?
kumarjainn
18 January 2014 at 16:45
sir
when a central govt employee is sent for study Mtech 24 months course is he entitled to receive Transport allowance or dearness allowance or both
1. for how much period
2. whether he goes for course in local headquarter city or in another city.
pl also give reference
thanks
Nicks
16 January 2014 at 23:02
Dear Members,
Need your suggestions on below;
I am working with company for 16 months and put-up papers giving 1month notice and informed I will be ready to surrender 1 months’ salary in lieu of notice. Company denying issuing me reliving letter and also not issued any acceptance to my resignation mail.
Following is exit clause in appointment letter:
Either party shall have the right of terminating the employment by giving other party one months notice in writing during the trainee / probation period and two months notice in writing after confirmation of your employment. No leave shall be admissible during the notice period, and any leave to your credit at the time of your separation cannot be adjusted against the requisite notice period. Notwithstanding above, company have right to terminate your employment serving notice in event of any misconduct or at any time by paying salary in lieu of deficient period of notice at discretion of management.
I have also asked company that I will serve extended 14days as allowed by future employer, but still not issuing acknowledgement to my resignation mail. In light of this:
1. Is it right on part of employer not acceptance to resignation?
2. Will in current situation my exit even after serving 1 month 14 days be considered as absconding?
3. Does only mail amount to valid resignation?
4. The possible course of action to protect my interest as future employer not allowing period more than 1 month 15days?
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Termination of employee
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