Rizwan Pathan
22 September 2011 at 17:21
Dear Experts,
Yesterday i met with PF Enforcement officer and when i shown him our salary structure he told that the PF must be deducted on dearness allowance,retaining allowance, + food allowance too. but when i gone through the act i did not found that the food allowances too deducted in PF calculation along with dearness allowance,retaining allowance
I do not having knowledge regarding the said amendment in PF act so please guide me on above subject matte.
Thanks & regards,
Rizwan Pathan
NAMRATA DONTUL
22 September 2011 at 15:31
Can the Contract Labour (Prohibition and Regulation) Act 1986,the Minimum Wages Act 1948 and the Workmen’s Compensation Act 1923 applicable to Payment solution provider. (IT company - card solutions)
Plz advice ASAP.
vikas khatri
22 September 2011 at 15:24
DEAR SIR COULD you tell me any judgement in which any person convicted in IPC 294 and got govt. job? Because i was fined Rs 200 in IPC 294 and i have been selected for a INSPECTOR job.
vinaykumardubey
22 September 2011 at 13:09
what compensation can the person will if he/she is appointed two before.
and he is not permanen in service.
what amount of compensation he /she will get aslabour law prevield in Maharashtra
SUDHIR DHAKA
22 September 2011 at 12:55
I was acquitted in a criminal case and my department told me that I will be paid all my pay and allowances for the period of suspension. But, in next para Iwas told that no any allowance will be given including that of promotions for the said period of suspension. But, after continuous writing by me to the deptt., they issued promotion order but not in the fitted category which was due to me. My juniors are working now in the higher grades than me. Now, I have put a case in delhi high court seeking all pay and arrears including that of seniority.
I just want to know whether I will be paid all my pay and allowances along with seniority also or not. During suspension, I have also marked my attendance daily in the register also which is against the rules but the corporation told me to do so in writing.
Anonymous
22 September 2011 at 10:35
Dear all,
My company is a public Limited company having business all over India.
That one of our employee(confirmed employee) deleted valuable data lying in his computer provided by our company and has also deleted his corporate mail id and has taken some valuable data for his personal benefit, when it came to the knowledge of his co-employee and the management he applogise and said she has only deleted those data which are received by him personally and taken some personal photograph lying in his official computer.Later under tremendous pressure he tendered his resignation on 25.07.2011 and he was relieved from service on 31.08.2011 and issued notice asking explaination for his such unlawful activities by way of damaging company's business and return all documents what he has taken away, in the event of his failure to provide the same we will take appropriate legal action. In reply he said that there is no official documents lying in his custody and partly admitted that he has deleted some old data as he though it is not required any more and further asked for his last month salary which his lying due.
In view of the aforesaid what action could be taken against such employee with statutory provision after he has been relieved from his job. kindly give your observation and help me.
PARTHA SARKAR
22 September 2011 at 00:19
If employer (Ltd. company - Regd. under Company’s Act) does not release full and final settlement amount and relieving letter (essential for next employment) to the employee under the following circumstances:
1. White colour jobs.
2. Served notice period (30 days) by the employee as per terms of the appointment leter.
3. Legal notice served but no response after expiry of the specified days.
Kindly advise me which will be the appropriate forum/tribunal/court to file case to recover the legal dues of the employee.
Anonymous
21 September 2011 at 22:37
What is a Special Allowance in the context of Salaries in Delhi?
As per my company, they have termed special allowance as the balancing amount which is as follows:
Cost to Company-Basic Pay=Special Allownce.
Further I'm told that this amount is taxable and I will not be able to claim expenses admissible under the same heading in Direct Tax code.
My question is is it legally correct for the company to loosely use a term "Special Allowance", while not refereing to the Direct tax code?
Since this is resulting is heav tax, what can be my stand against such misleading terms?
Mr. Singh sachdeva
21 September 2011 at 17:26
Sir I have worked with the financial institution for 14 months during which there was no single complaint against me about my work either financial or behavioural.
In the month of July my institution accounts got audited and it was found that there was a discrepency of Rs.4000/- for which I apologised to the management and told to pay them back.
Due to that reason management had not paid my 2.5 months salary and i have to left my job without salary in this month.I also like to add in this that my whole work was again audited thoroughly except that problem nothing was found in my work in any format.
Can i claim that salary from them legally as I am not having any appointment letter from them?
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Shortage of notice period
Hi, I am working with a organization since last 4 years and recently resigned. My employment contract says that the employment is at will and either party can terminate it by giving two months notice or salary in lieu thereof. However the company has a notice period policy which says that the shortage in notice period has to approved by the Department head. Now citing this policy my organization is forcing me to serve 2 months notice period which is not possible for me. I have offered them to pay the shortfall of notice period from my side. Please guide me that in this case can I leave the organization early and if yes will i have to do something to avoid any legal hassels afterwards.