Anonymous
01 December 2011 at 16:26
If someone had left any organisation himself & don't have withdraw his P.F. Kindly guide, can he apply & withdraw his P.F. amount after 1.5 years?
Is it compelsory to apply through existing organisation only?
Ashok kumar singh
01 December 2011 at 16:12
Tranfer order was received but the releiving order was not given by the immediate officer. whether suspension may be justifiable ?
sukhpal singh
01 December 2011 at 12:06
Employee has been suspended for misappropriation of funds and the department has given its complaint for investigation to police. In the complaint the department has made many other employees as accused for negligence. The police investigation is still on.
Sir,
1. Can the suspended employee take up the matter that the other employees in complaint are not suspended, why he?
2. How could he take up the copy of complaint from the Police or Department.
3. He was suspended on 7th Oct 2011, What should he do for the revocation of Suspension. This case is from LIC of India.
4. Moreover the employee at present is not posted at the Branch where the Misappropriation has occur.
Anonymous
01 December 2011 at 00:03
Dear Sir,
Mine is a vigilance case wherein a Scale IV officer, a Scale I officer and two clerical staff were said to have got involved. The case was referred to CVC and the details are as under:
1. The PSU bank sought the first stage advice on account of officers only and the CVC had advised for initiation of major penalty proceedings against those officers only.
2. Though this is a composite case, the PSU Bank appointed different DAs, for every cadre, for conducting the disciplinary proceedings by not adhering the guidelines provided in para 10.2 of Special Chapter on Vigilance Management in Public Sector Banks.
3. At the time seeking second stage advice the PSU Bank included the names of the clerical staff also and the punishment proposed to be awarded by the DA is "reduction of basic pay by 3/5 stages with cumulative effect".
4.Though the first stage advice was not sought on account the clerical staff and though the case was not treated as a composite case as per the extant guidelines of the commission, the CVC rendered its second stage advice to impose the penalty of 'Dismissal'for all the four members.
5. The submissions made by the bank for reconsideration and to impose the penaly as proposed by the DA earlier was declined by the commission.
6.The PSU Bank passed original orders of Dismissal to Scale I officer and two clerical staff only whereas on account of the Scale IV, the CMD submitted another reconsideration request and the CVC had also considered to impose the penalty of "reduction of pay by three stages".
7. The dismissed members submitted appeal and the appellate authority also confirmed the punishment already proposed by the DA for seeking second stage advice viz.reduction of basic pay by 5 stages with cumulative effect.
8. The PSU submitted the punishment proposed by the appellate authority and the commission declined the proposal and advised imposition of a stiff major penalty to those three members.
Thus a Scale IV officer was given a lesser punishment and the members who were worked under his instructions/control were awarded with major penalty of "Dismissal".
The entire things were performed by the bank at the back of the members and no documents pertaining to reference made to the commission were supplied to concerned members.I collected those documents from the PSU, CBI and CVC under RTI Act 2005.
I request the experts to kindly provide me the latest judgments available with regard to those anomalies mentioned above and light the life of suffered members of the PSU.
Anonymous
30 November 2011 at 20:30
ONE MEMBER HAS EXPIRED.HIS NOMINEE I.E WIFE USED TO GET PENSION.HISS SON WAS ALSO CO NOMINEE BUT NOW ABOVE 25 YEARS OF AGE.THE 1ST. NIMINEE EXPIRED.NOW WHAT WILL BE THE FATE OF EPS?WHO CAN GET IT???
Anonymous
30 November 2011 at 19:04
I have retired from an organisation recently as Sr. Manager. The organisation pays Bonus ( Call i as Incentive) only to in-service employees. The Bonus (Incentive) is paid based on the previoys year attendance. Also they classify A, B, C and D and pays the incentive as per the grade (A grade gets maximum and D grade gets nothing). But there is no well defined and measurable norms set by the company except the KRA. My question is :
(1) Is the company right and legal in not paying the Bonus (Incentive) to ex employees like me.
(2) Is the Company right and legal in terming bonus as Incentive. I feel that Incentive is paid to employees if they excel the norms set (Like Sales Target, Manufacturing Target. As theses are absence in the present case, I feel hat it is only profit sharing
(3) Is the Organisation right and legal in classifying Bonus (Incentives) and pay differently and deny to some body
(4) If it is not right and legal, please inform what action can be take, whom to approach
Regards
Anonymous
30 November 2011 at 16:39
One of the CPSE has a scheme by which they allow Retention of house ( Corporation Owned/ leased/ or Own arrangement of the officer) at previous place of posting on transfer to new place of posting. In case if its own arrangement by the officer, HRA is paid, This is allowed under compelling reasons like Spouse working, Children's education, Aged parents etc. At new place of posting they allot bachelor accommodation. However this is allowed only to married officers. They do not allow this to un married officers if he retains house for aged parents and avails bachelor accommodation at new place such officer will not get HRA. Is it not violation of article 14 of the constitution.
DJ
30 November 2011 at 13:46
Dear All,
One of my officer asked about the Pension query. He said that one of his employee getting monthly pension from EPFO, but now he wanted to commute 50% pension, so please help me to know whether once pension claim settled was again claimed for commutation or not?
Regards,
Dhananjay
Anonymous
29 November 2011 at 20:51
Dear Experts,
If the Labour Court / Industrial Tribunal awards for reinstatement of the Workman & workman failed to appear for reinstatement to Employer then what is limitation period withing which the Workman has to appear before Employer for Reinstatement?
After lapse of how many days / months the employer can deny the reinstatement to workman by attributing the reason of failure of workman to appear for reinstatement as per Labour Court / Industrial Tribunal Decision?
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Reduction of basics while preparign increments
Dear EXPERTS,
Is it permissible if an employees BASIC salary reduced while formulating the increments ? If it is unavoidable situation, is there any case law not to reduces the current Basic salary ?
Regards,
PBS KUMAR