vinay
08 April 2013 at 13:45
please tell what to do about action to be taken against harassing and abusing done to college staff for contribution money for birthday gift for chairman(who is a XYZ minister)and for water shortage affected people, for showing the Public as Good cause contribution for buying school note books and distributing them to public for public approval.
some of our college staff are been harassed via peons, for the contribution. one of the peon of the Administration Office has badly threatened some staff.
what action to be taken against this person. the Engg. College has a Principal (who is on long leave)and an Campus Director.
Ashish
07 April 2013 at 20:30
Hi,
I'm currently working at TCS, Gurgaon. I have been constantly harassed mentally during the year & has been victimized in the annual appraisal cycle, because of the ego problem of my senior. Due to this my appraisal has been screwed & my promotion due this year will get delayed.
The point of conflict is that, I refused to come on Weekends until my cab request is approved by them, which was taken as an ego issue by my senior. Whereas, other male & female team members of mine were approved of the cab, but I was denied(not given any reason for the same). I have the proof of it.
Also, they asked me to produce Medical certificate even for 1 day of sick leave, which is in violation of the TCS sick leave policy(which asks for MC for 3 or more days of leave). I have proof for this also.
They are trying to play with my career, keeping me till the last moment in the project & then releasing at just the appropriate time, so that they can screw my appraisal.
They have asked me to come on 26 Jan, I came & still they accuse me of my Unavailability for work.
Please guide me if I can approach labour court in such a scenario & under what sections can I get my case registered?
subhra
07 April 2013 at 09:36
My son was an Asstt.Manager(Engg) in Airports Authority of India had given his resignation notice on 28/06/2012 and its acceptance came through office order AAC/HRM/108/SUP/2615 Dated 14/08/2012 which was handed over to him on 22/08/2012. NOTICE PERIOD as per service condition was 01 month.
Again as per the headquarter letter vide no A39013/1/2012-EE Dtd. 26/07/2012 the acceptance of my son’s resignation came to Airport Director, Kolkata airport w.e.f 28/07/12 and it was kept in o/o Airport Director upto 22/08/2012 due to unknown reason.
Till date my son had not got the salary for 01/07/12 to 22/08/12
Can we lodge a criminal case against that airport director as it seems to be a willful violation of headquarter order with malafide intention ?.
Are we eligible to get any compensation for this deliberate har
Ganpath Dani
06 April 2013 at 22:28
Hello,
I joined an organisation on 31/12/2003 and my last working day was 17/10/2008. My total service to organisation was 4 years 10 months and 18 days. I understand that I am eligible for my Gratuity fund. However, my questions are
1. Since it has been almost 4 and half years that I have left this organisation, Can I apply my Gratuity now.
2. Should I ask my employer to process my gratuity fund or should I consult some one else in concern Gratuity (Govt)department.
2.I worked in Hyderabad location but head office is in Mumbai. Where should I apply?
Please help me with these questions.
Thanks.
venkatesh
06 April 2013 at 11:37
Dear Experts
This incidence happened almost 2 years back.When i was travelleing in bmtc bus conductor used some abusive words(it almost translates to son of prostitute).I raised a complaint againest him over bmtc online portal.but bmtc has not yet taken any action againest him. Even i cantacted their they said they will take some action.I have proof for my travel ticket and complaint acknowledge too. what legal action can be taken for this?
anil verma (registeronlyfree)
05 April 2013 at 23:07
sir
One of my case with respect to service matter has been remanded by the Hon'ble High Court to record a finding on particular issue only in which the issue has been decided but no finding has been recorded.
I want to ask in this case that the labour court is asking to adduce fresh evidences and documents other than on record. is it justified by the labour court in doing so or should it decide the issue of summary trial with material on records only?
do suggest and the approach of the labour court as early as possible.
Aasif Jamadar
05 April 2013 at 23:04
Hi Sir,
I am trying to start a security agency in Pune(Maharashtra) i have obtained a Shop act licence and don't know what are the other documents required and want to know about ESIC, PF, Service tax, Police certification, and other necessary concepts regarding security services.
Please help me as i am stuck and unable to proceed further.
waiting for a speedy reply..
Thanks and regards,
Aasif Jamadar
8007863199
anil verma (registeronlyfree)
05 April 2013 at 22:56
sir
One of my case with respect to service matter has been remanded by the Hon'ble High Court to record a finding on particular issue only in which the issue has been decided but no finding has been recorded.
I want to ask in this case that the labour court is asking to adduce fresh evidences and documents other than on record. is it justified by the labour court in doing so or should it decide the issue of summary trial with material on records only?
do suggest and the approach of the labour court as early as possible.
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Harassment at work
what a college staff should do, if he/she is been molested and tortured, for birthday Gift contribution for college chairman's birthday and for dearth relief fund since its voluntary decision of the staff whether to contribute or not.
all staff's one day salary has been cutoff for dearth relief fund and in addition they are threaten by peon, if they do not additionally contribute for Birthday gift.
their one month "consolidated" salaries will not be paid.