Anonymous
02 December 2011 at 21:49
Dear Experts,
If there are 02 registered union in Company ( Manufacturing Company ) having nearly equal membership then with which union the Management will discuss & negotiate the Wage Settlement..?
Thanks in advance.
Anonymous
02 December 2011 at 21:38
Dear Experts,
Could you please tell me what is meaning of Anr in below statement
Solidaire India Limited & Anr
V.
EPF Appellate Tribunal & Anr
Manoj
02 December 2011 at 21:32
X is enrolled as an Advocate in Bar council of state, He was working under an Advocate as an assistant preparing of title reports and investigation of title, now he wants to join in legal department in a Company providing housing loans. Can X continue his job in this company without surrendering his SANAD.
If yes what are his options available to an Advocate.
If No than how can he start his practice again as an lawyer at any stage of his life. Can X again start practice after giving up his job. Suppose X want to gain experience in housing loan department. Then X wants to practice as an lawyer in panel of the Bank for investigation of title and documentation. What is the procedure.
Anonymous
02 December 2011 at 18:39
1. In One company there is 22 Employees out of them 5 employees are getting wages (Basic + DA)of Rs. 6500 and less while other are getting more than that. Now the question is that employees whose amount of wage(basic+DA) is more than Rs. 6500 and they are covered for PF than what will be the Amount of Contribution of Employer & Employee?
2. Second thing is that if employer cover the other employees under PF who is getting more than Rs. 6500 than is it mandatory that all other has to join for PF or it is their personal choice to join for PF? AND is it mandatory to Employer to join/cover all other under employees for PF.
Please clarify this is very sensitive case for me. Because to the extent i know about this is that employer has to compulsorily join to all other employees and employee can not be unwilling to join for PF.
Thanks
jeevan deshpande
02 December 2011 at 15:16
hon sir, first of all i am very thankful to all expert who always provide important guidance on our various issues. we realy feel very comfortable with all expert. thank you.
here i want to put my query as, our company want to issue employee identity card to all labour and staff members, where the problem is with external labour, we always hire external labours on daily basis, while issuing identity card to them which type of precaution we should require to take take,these labour had no document proof and even identity proof. to avoid misuse of identity proof pl provide some matter require on id.
Anonymous
02 December 2011 at 10:24
Hi
My question is, I am a civil Engineer & I was joined a private Infrastructure company as a fresher through college campus. When I joined the company, I signed a servive agreement bond for 4 years which says if I leave the company before that i have to pay2,00,000/-. Out of 48 months of service I served for 33 months & though I am a Lady bcoz of marriage reason I left the organization. Before leaving the organization I gave a resignation & served 1 month of notice period as per company nerms & handed over all my duties. I have my educational certificates with the company. The company neither NASCOM registered nor ISO certified company. In this case can the company take any legal action against me? If the company can do this do I need to pay the Bond Breakage amount? Please reply soon, its urgent.
Harshad
01 December 2011 at 20:35
Sir, I would like to know whether employee can apply for grant of GPF Advance for meeting expenses of his cousin sister's marriage under GPF Rule 12(1)(c). If yes then its ok and if no then could you please let me know the relevant section or rule under which he can apply ? Please its urgent.
tapan chakrabarty
01 December 2011 at 18:59
i'm an employee of west bengal forest deptt.i've substantial documentary evidence of corruption with me. can i Speak to electronic media about corruption of my deptt?
what Legal Action my deptt can take for such activity?
( i have already lodged complaint openly to my deptt & to state vigilance commission & enquiry in progress for 18 months.but i do not hope much from this enquiries because in our state vigilance is a toothless organisation & deptt always successfully covers the scams).
(vigilance already chargesheeted an officer with strong evidences but i know MIC will save him).
Anonymous
01 December 2011 at 16:58
Sir,
I am working with a autonomous organisation of Govt. of India on contractual appointment with a consolidated salary since last 3 years.
I am getting a letter from the organisation for an appointment for 89 day after 1 day break another one since last 3 years
Am i liable to claim for a regular appointment for the same post. Because i am having all the required degree and experience for the same post.
If yes what is the procedure?
Please reply me.
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Full & final settlement
Dear Experts,
An employee in HR has been forced to resign and not giving him time to serve notice and not giving him his Full & Final.
The reason is that he has also joined his brother in company but his brother left job without serving notice period, he asked his brother for this but brother not agree for this on this basis the management abused him and force him to resign. he then resign and mention to allow him one month notice period or give full & final settlement amount but the management is not willing to give him his F&F and also threat that they will collect the amount due to his brother from him.
Please suggest how and whom he should approach.
this is not the first time the company doing this there is numerous notices given to employees on ground of misconduct though no misconduct was done.