Anonymous
11 August 2019 at 16:42
The act stipulates that an establishment to have 20 employees in the preceding 12 months for the enforcement of the act. A cooperative society had 22 employees on its role in the year 1983 and now it has only 13 employees in its role.Whether an order could be issued to an employee under the conferment of permanent status Act 1981 could be issued now?
Pawanjeet kumar
05 August 2019 at 21:24
Sir, i joined insurance company (PSU) on 01 feb 19, and as per terms and condition my probation period is 6 month which can be extended as per discretion of management, also if i leave service during probation i am suppose to pay all the salary drawn by me and additional 25000 as cost of training. However if i leave post confirmation, i need to give 1 month notice and in case of breach of this i need to pay 1 month salary. My Divisional manager has sent my CR for confirmation with recommendation to confirm me w.e.f 03 aug 19 instead of 01 aug 19, as i had two days leave without pay. The confirmation CR says if Regional Manager does not agree with the recommendation of Divisional Manager, he should justify his action.
I submitted my resignation on 05 th aug 19 and wanted to leave the service without any notice period, in lieu of this i agreed to pay one month salary. But company is saying you are not confirm because 3 aug was saturday (holiday) and 4 th is sunday (holiday), so your confirmation letter should have been signed on 5th aug and since i have rendered resignation on 5th i cannot be confirmed and i have to pay 7 months salary. Is this justification right. My confirmation is due on 3rd aug.
Nithin
04 August 2019 at 20:19
Hello sir/madam
I'm working in private organisation and more I have applied for govt exam.
In the notification of exam it is mentioned that you have to get noc from your present employer.
My question is: is noc should be provided by private employees during the time of interview or not..?
Thanks and regards
Nithin
Tanweer raza
01 August 2019 at 04:22
Sir i was working in telecom company but suddenly they told that project has been completed and from today there is no work in this company so no need to come means termination without my mistake and they have not given me salary from last 22 may and they are refusing pay my salary till now please suggest me what to do against them legally
Thanks
Pavan
31 July 2019 at 21:57
Please suggest the action for the above problem.
Employer had refused to pay the due salary and relieving letter after resignation. Job lasted for 4 months only and employer had not issued any appointment letter also at the time of appointment. Only offer letter was issued.
I request expert lawyers to suggest the action in this matter.
Employer is from hyderabad and place of work was at Mumbai.
NIRMA:YA PRASAD ROY
31 July 2019 at 14:57
Retired on superannuation from Central Excise Deptt. on 31.10.2016 but none of the pensionery orders viz.Pension,Gratuity etc. was issued on the date of retirement. Even Provisional Pension and Provisional Gratuity were not sanctioned. No written information detailing the reasons for delay, given to me. In this connecion i is stated for our kind information that I had no disciplinary case pending and no rent for Govt.accommodation lying unpaid on the date of retirement. . Moreover,I had submitted the Pensionery papers duly completed and signed by me before stipulated date. My last drawn pay as on date of retirement i.e.on 31.10.2016 was Rs.82,400/- and Last Pay Certificate showing the same amount was also issued by the competent DDO on 02.11.2016 of his own. After 38 days of my superannuation i.e.on 08.12.2016 my Office of retirement issued a pay re-fixation order with retrospective effect from 01.09.2008 cancelling/modifying my MACP upgradations, which was granted by the competent Cadre Controlling Authority about 10 months back and pay fixations order issued by my office based on those MACP upgradations but the office did not even inform the competent Cadre Controlling Authority and also did not issue any prior information to me. Vide their pay re-fixation order dt.08.12.2016 they fixed my last pay as Rs.80,200/- as the PAO raised objection regarding validity of those MACP upgradations vide his letter dt.08.11.2016 issued after 07 days of my retirement. Neither any SCN nor any other letter informing me was issued by the Head of Office or PAO. As advised by PAO a sum of Rs.4,69,846/- was recovered from my gratuity and all my pensionery/retirement cut down accordingly caused by the Pay refixation order dt.08.12.2016. As a result of this, I was paid short pension and huge short paid gratuity including all other pensionery/reirement dues.
I would request you kindly to inform me whether the action of my office and PAO was correct as per governing CCS(Pension)Rules,1972 and apex Court orders on the subject , and if not, kindly advise me the steps to be taken by me to get justice under the rules. . In this connection,this is for your kind information and knowledge that several letters,grievance petitions including personal visits from time to time failed to yield the desired result of just settlement of the pensionery case .The Head of office is blaming PAO's letter dt.08.11.2016 and PAO is blaming Head of Office for delayed forwarding of pension papers to him by Head of Office for which he could not raise his objections before retirement date. But it appears from CCS(Pension)Rules,1972 that neither the PAO can advise Pay refixation nor the Head of Office is empowered to issue pay refixaion after retirement date. Hopefully looking for your kind expert advise and reply for future course of action since the matter is much delayed.
RR
31 July 2019 at 12:26
Dear sir,
We are working private hospitals, Telangana,India - as per their company procedure once the staff late more than 3 times, will deduct half day salary but i don't know whether it is legal or not.
RR
31 July 2019 at 11:58
Dear
For Private Hospitals in Hyderabad, is there any stipulated policy for late coming deduction amount as per Shops and establishment Act- Labour law.
Anonymous
30 July 2019 at 10:38
Dear Sir/Madam
I am a senior manager in a manufacturing organization in SEZ Madhya Pradesh. I joined the organization in September 2017. I tendered my resignation on 20th June 2019 stating that I will serve my notice period as per appointment letter.
After that company announced it's annual appraisal and increment in june end effective from 1st April 2019, but it was not awarded to me saying that you have submitted your resignation so you are not applicable as per company policy, though no such written policy exist or mentioned anywhere in my appointment letter.
I was told If you take resignation back we will give you increment. I have already worked for 22 months & still working in notice pay and this was my 1st appraisal as last year by April I had only 7 months completed so I was told you will get next year on prorate basis. So I think it should have been given to me. Had I not resigned i was to get increment for 19 months and arrears effective 1st April 2019 as all other employee got. I had taken 3 days EL in June before submitting resignation but My salary was processed with LOP and it was told to me that EL is not applicable in notice period.
My issue is not increment/money though.
As per my appointment letter the termination clause is : "The company may terminate your employment at anytime upon 30 day notice or upon payment in lieu of notice (i.e base salary & allowances) as provided for under the applicable law. You may terminate the employment upon 90 days notice to the company." Since I have already completed 40 days and not willing to work any further due to above incidence. I feel the notice period is not equal and since they are denying me benefits citing policies and rules.
Can I rightfully leave the company immediately stating that notice period should be equal so if yours is 30 days so is mine, so I am quitting immediately without any breach of terms. Please process my F&F without any deduction as I already completed 30 days and as per Model Standing Order of MP/SE Act also the notice period is 30 days only.
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Conferment of permanent status act 1981
A minimum of 20 employees in the role in the prededing 12 months is stipulated as per the conferment of permanent status Act 1981.A cooperative bank had a strength of 22 employees at its role in the year 1983 and now the number had fallen to 15. Whether the act could be enforced now in respect of this bank/