Mohammed Vaid
18 May 2019 at 12:28
With recent Supreme Court of India ruling I understood that this order is for persons whose Basic + DA is more than 125000 per month else EPS is getting contributed by Rs. 1250/- min.Is my understanding right? Please advice.
Anonymous
18 May 2019 at 00:03
my father has joined Punjab state Tube-well Corporation as junior engineer on 01-09-1978 . In the year 1996, He was hired in municipal corporation, jalandhar as junior engineer on deputation basis. he worked there on deputation for three years but in the year 1999 his services were permanently absorbed in municipal corporation, Jalandhar from 01-01-1996.His previous service book is also transferred to municipal corporation jalandhar from Punjab state Tube-well Corporation.
He has provided 34 years and 11 month service in his tenure of job with government of Punjab.
He retired on 31-08-2013 from municipal corporation jalandhar on attaining the age of 58 years.
All retirement benefits are paid to my father by municipal corporation,jalandhar e.g. Provident fund,Leave encashment and pension on behalf of 35 years of service.
But till date, municipal corporation jalandhar is not providing the full gratuity benefit.
question 1 : who is responsible to pay gratuity amount on attaining superannuation / Retirement?
question 2 : By which ruling or law, laibilty to pay gratuity amount; can be fixed on employer from where the employee retires
Kuldeep
15 May 2019 at 10:14
I appeared in Screening Test for Asstt. Agricultural Officer in 2018, (recruitment advertisement 2015) . As usual it was qualifying in nature with no weightage and interview 100% weightage, But in 2019 RPSC notified that screening test will carry 40% weightage, interview 40% weightage and rest 20 % academic performance. I prepared screening as merely qualifying test and concentrated on subject. How should I challenge this in court?
GAURAV
14 May 2019 at 16:08
Sir,
My Manager marked Loss of pay in HRMS in system as I did not join the duty because I was suffering from loose motion. I have prescription of doctor also. And I have applied for grant of medical leave for two days .But the department is not willing to accept it. I remained offduty only for two days. Have I got protection on it. Can I file a case against my manager who marked loss of pay without any rhyme and reason. If yes, what is the procedure? And where the case will be filed.
Anonymous
13 May 2019 at 15:13
I worked for 2 organization
a) Development consultant Pvt Ltd
There is an inadvertent mistake in the relieving date in experience letter which I have submitted. as per Corrected document; DOJ: 03/09/2013, DOL: 23/05/2017, 44 Months)
b) NRP Electrical
I worked here for the part time (DOJ:10/08/2016, DOL: 31/10/2016)
i got a mail from HR stating that Overlapping between Employment 1 and Employment 2. for that i have submitted following list of documents
1. Updated experience letter
2. Relieving letter
3. Passbook entry showing last salary credited
4. EPFO statement
5. ITR (14-15,15-16,16-17)
will i face any problem?
JAGADEESH
13 May 2019 at 14:24
Sir,
In our office, on 18th December, 2018 one of our office colleague Mr. Gupta teased a daily wage earned girl and that girl given a written complaint to Asst. Manager HR, the same complaint forwarded to Sr. Manager HR. Whereas, Sr. Manager HR not forwarded that complaint to Internal Complaint Committee. Since, the complaint received by Asst. Manager - HR, Mr. Gupta all the time using filthy language and abusing Asst. Manager. Resulting which, Asst. Manager HR pushed him other side, due to which Mr. Gupta fell down and head injury happened. Immediately Mr. Gupta taken treatment without MLC and healed his injury within a 5 days. Mr. Gupta lodged a complaint to the Management against Assistant Manager HR. Management formed Fact Finding Committee, please suggest how to save Assistant Manager-HR because all employees are favour to Assistant Manager - HR, as he is very sincere and hard worker.
NARESH KUMAR CHOPRA
11 May 2019 at 07:36
My last stagnation increment paid me in 9.2014. Stagnation increment is paid once in 3 years.I was awarded penalty censure on 31.3.2016. Employer has deferred my increment by 1 year from 9.2107 to 9.2018 citing penalty of censure was awarded during review period. Rules are " SUBJECT TO WORK RECORD FOUND SATISFACTORY"
CURRENCY PERIOD OF CENSURE NOT MENTIONED IN RULES. Please guide whether granting of censure during review period lead to work record not satisfactory. Their are circular of 2001issued by the employer through which they have deferred the stagnation increment. Please also guide keeping in view rules mention my stagnation increment can be deferred? Whether It will be fruitful to approach High court. What be the base to fight in High Court. Provide the high court judgement which I can quote to employer.
Anonymous
10 May 2019 at 10:44
Hello Sir/Madam.
I work in a central govt department. Recently I came out successful in a departmental examination for promotion to the Gazetted cadre, in which there are many vacancies in my office. However due to some or the other reason convening DPC was badly delayed. where as my counterparts in other sister concerned offices were already promoted to the cadre. Now apart from loosing pay I lost my seniority to hundreds of other candidates who qualified the same examination but from other offices. My query is whether there is any time limit for convening DPC? How many days it can be delayed due to absence of DPC members?
Praveen Kumar Chopra
08 May 2019 at 14:38
Suppose an employee worked in an organization for the period from 01.04.1987 to 31.03.1998 and thereafter terminated because of any reason. His services was reinstated due to verdict of high court w.e.f. Dec 2000 and now in 2019 he was retired.
My question is for calculation of gratuity as to which period`s basic pay will be taken for calculating gratuity for 01.04.1987 to 31.03.1198. Is it basic pay as on 31.03.1998 or of 2019 ?
Please advise.
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Esi & pf
We are a Society Registered under Societies Registration Act 1860 and running a charitable hospital. We have started constructing a new building through a contrator (only labour basis). We are deducting TDS u/s 194C @ 1%. I wanted to know if we are responsible for any ESI/PF or Contract license of our Contractor while making him the payment?
Awaiting your response. Thanks