Sridar Chari
22 January 2014 at 06:18
We are owners in a residential complex of 100 flats. Have 2 (of 5) housekeeping maids working last 12 years on a temporary basis.
New management has terminated them. Are they eligible for any compensation, as they have been treated only as TEMPORARY workers ?
MUKUL SHARMA
21 January 2014 at 19:29
One person is appointed customer care executive in 2010(muthoot finance limited) and completed his probation period successfully,then he received two increment also. But before few days he has been terminated without any justification or show cause notice.Has he any legal remedy? In which court he can go for relief.
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?
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Leave calculation
Dear Sirs
Kindly advice regarding leave calculation as follows
If any worker not completed 240 days in a calendar year but his days is 225. Should we add PL,CL,Paid Holiday to see whether 240 is completed. We know leave is to be paid on actual days.
regards
shailesh pandey