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.
Anonymous
29 July 2019 at 15:15
I was employed with a Mumbai based logistic company from 3rd August'18 to 30th November'18 as National Head. They sent me a layoff email in October 30. I was without a job for 4 months after the layoff date. This company had put me into a lot of trouble by giving me false promises and thereafter because of them i was with any remuneration for 8 months. I had to borrow, pledge my wife's jewelry to run my house.
This company after numerous reminder is not paying my old dues. I have sent them a legal notice also to which there is no effect on them. I am based out of Kundli, Distt. Sonipat, Haryana and hence would need a lawyer to file a case against them to recover my dues in Mumbai.
I have an appointment letter, Salary slips and email communication to justify my case of recovery from them.
I have also been informed through reliable source that this company is planning to declare them self insolvent.
Please direct me to a good lawyer who can take up my case.
Anonymous
25 July 2019 at 12:51
Dear sir,
A letter from Railway Board,New Delhi dated:12.4.2005 on sub:conduct of a Railway servant in relation to the proper maintenance of his family as per rule 6 of Railway service (D&A) Rules, 1968.
If a Railway employee got married as per Hindu rites, and left his wife & children, and is not maintaining his wife, childrens and
even not entered his wife and children's name in his service register and due to this a Railway employee wife if lodge complaint to Railway authorities, can Dept can take action on him.
Thanking you sir.
Sayan
24 July 2019 at 19:20
Recently I am pursuing a b.ed degree from a government college in regular mode. I have got an offer of guest lectureship in a government aided college. I can manage the 75% attendance in my b.ed college. Will it be legal to continue my study with this job?
Debabrat Swain
24 July 2019 at 10:06
How the minimum salary of a Government employee is fixed posted on consolidated pay in Govt sanctioned posts recruited through regular recruitment process at par with regular employees? Which guideline should be followed by Govt in this case, either prevailing minimum daily wages or minimum salary by pay commission?? Is Equal pay for equal work concept followed here or not?
Anonymous
23 July 2019 at 17:11
Hi Experts
I have worked in organization for one year. They did not give my confirmation.
I had served my notice period of 7 days (Applicable for probational employees).
I handed over all the assets and customer details.
Now I called the concern for full and final settlement after one month. Then they are saying that the outstanding on customers who are aligned with me, is pending. They can not do full and final settlement until those payment will be collected or transfer on someone's else name. They are doing this deliberately because they had transferred old employees outstanding on my name when they left.
Please suggest.
Regards,
Anurag Dixit
jayakumar.j
22 July 2019 at 16:43
The above act can be implemented only if 2 or more persons to work in the organisation. In a Cooperative society 22 persons were working in the year 1982, and now the strength have fallen below 20. Whether the Conferment of permananecy could be invoked for getting permanency of a temporary employee working for more than 10 years?
Jatin
20 July 2019 at 23:47
I had joined a psu in 2016 on a post for which MAXIMUM qualification is 12th and my qualification is graduation before joining that post in psu. now i want to apply for higher level job but i am confused about my situatuon. is it safe to apply for job which is of graduation level
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