Swanand
09 August 2011 at 13:57
Hi,
I am working in Pvt. ltd company. On 1Aug 2011, I have resigned my job with 30n days notice period as per company rule mentioned in appoint letter. But one of the senior person with relieving authority told me that I can not accept your resignation, hence you will not be relieved or you will not get the relieve letter. I have joined before 2 & half months before. Now I am on probation period for six months. Pls. suggest me what to do as early as possible.
Thank you all.
Swanand
09 August 2011 at 13:55
Hi,
I am working in Pvt. ltd company. On 1Aug 2011, I have resigned my job with 30n days notice period as per company rule mentioned in appoint letter. But one of the senior person with relieving authority told me that I can not accept your resignation, hence you will not be relieved or you will not get the relieve letter. I have joined before 2 & half months before. Now I am on probation period for six months. Pls. suggest me what to do as early as possible.
Thank you all.
Anonymous
09 August 2011 at 13:46
Our office on the basis of OM No. F12034/1/2007-Pol-III dated 14.11.2007 have stopped payment of HRA to all the employees who were forcibly allotted givt. accommodation but did not take possession stating that "HRA will be only paid if they have applied and have been denied Govt. accommodation". This is being done to all employees whither they they are residing in their own houses or rented accommodation.
Please guide us with your expert advise.
Rahul D
09 August 2011 at 11:53
Dear Sir,
I have completed 4 & half years with the Insurance Broking Company & now I am going to resign for t Job.
One of friend told me there is some change in the eligibility period.
So please confirm whether i am eligible for the Gratuity.
Regards,
sambasivakamasani
09 August 2011 at 09:31
Dear collegues: Please clarify the following issue.
I have requested the Principal Employer to provide me a copy of register of wages or muster roll cum wage register of a Contractor duly endorsed by the representative of Principal Employer as per Rule 73 of Contract Labor (Regulation and Abolition) 1970.
Both CPIO and First Appellate Authority replied "that it is a work contract where payment is based on work done. Hence, the wage details if any, are available only with Contractor".
I feel that whatever the contract, the Principal Employer has to ensure the labour rules implementation and hence certainly has the accessibility of the records. Pl. clarify.
Anonymous
09 August 2011 at 02:55
Dear Sir and Experts,
I have file the complaint to the controlling authority regarding non payment of my gratuity amount by my employer. I have completed more than 7 years in the organization. I have submit all the relevant and original documents with salary slip. The salary slip what they given me that time is is mentioned only the salary, there is no other things mention. I have apply gratuity based on that salary slip. Now they submit the false salary slip with basic, hra, da etc. which is not mentioned in my salary slip what they given that time and I have the salary slip with stamp and sign of company. Can you guide me what I have to do now to show my true details. Now, company going to cheating with me.
Please advice me.
Thanks in advance.
joseph
08 August 2011 at 20:48
I am Software professional working in an IT company for 2.5 years. I took maternity leave for three months.
For extending my leave for another 90 days I applied leave to my company with medical certificate. But company says they can give leave only for 40 days.
Is there any provision to extend my leave for 90 days?
Anonymous
08 August 2011 at 20:21
Can an employer legally terminate an employee on the ground of misconduct when the employee was found submitting fabricated bills and documents to claim his non taxable reimbursement claim (whis is a part of his salary component and it was paid for more than a year ealier of similar type claims by the employer ) ? Will termination be a right decision if other recourse available. If not what action may be initiated against the employer if terminated?
Santosh Gupta
08 August 2011 at 12:05
Sir, though I was not mandatory covered under EPF Act, I was voluntarily contributing to EPF in my previous employment with other covered employees.
Now my new employer is not covered under the EPF act, but want to save and continue contributing to EPF. How can i do so.
Additionally I am also having PPF account and contribute 70K p.a.
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Third party contractor
Is it possible for an organisation to hire all staff via a third part contractor?
ie only Supervisor's & above are on rolls of the company.
Will the organization still be liable to be held responsible as they are principle employer?
Can employees on third party still form a union & create demands on the organisation?