Awni Ranjan
20 June 2011 at 15:19
(1) Whether an employer can unilaterally take a decision to treat an employee on loss of pay.
(2) Does law require such communications from the employer should be under acknowledgement from the employee
(3)Does loss of pay means break in service and does law require an employer to give notice to the employee to that affect
SARAVANAN.R
20 June 2011 at 12:50
Sir,
I meant to say that I require 30 days notice for relieving myself from the current company. So, If I give a notice in 1st July 2011, that I will be going from 1st August 2011, will the days of july 2011 ( Notice period) be counted in the 240 days service for me as I have already completed 4 years service.
Saravanan
SARAVANAN.R
20 June 2011 at 10:00
Sir,
I need a clarification regarding the following.
Will the Notice period for termination of service comes under 240 days service for the purpose of calculation of Gratuity.
Saravanan
Anonymous
19 June 2011 at 18:32
In one matter photographs on Mobile were taken to show unruly behaviour in factory.The fact of location is clear from photos.The person involved in taking photos not prapared to give evidence for obvious reasons.How the photos are to be proved?Are photos in stringe operation accepted as evidence?
nagesh
18 June 2011 at 23:57
sir, my wife is a regular employee of AP state government( medical officer).
her delivery date is around 15th july.
can she apply for maternity leave from 20th june?
clerk concerned is telling that maternity leave applies from date of delivery only.
can u plz give clarification on this.
ganesh kumar
18 June 2011 at 23:17
My younger brother is presently employed with Indian Air force as an Airmen(Corporal). He had joined on 16.12.2002 and completed his 8and half year of service in IAF. Now he wish to leave IAF as he has selected in two bank as PO in higher Grade. But the IAF is not ready to discharge him, I have gone through several judgments of DHC. But nothing is in his favour. In a recent judgment DHC rejected &7 writ petition collectively of the same matter.
Any thing You can find for me.
Thanks in advance
abhay paralikar
18 June 2011 at 20:19
Please let me know the status of CSO'S duly authorised by Labour Commissioner when Trade Union was not in existence in an organisation but subsequently formed by the workmen
Sanjeev Duliea
18 June 2011 at 12:33
Dear All Seniors,
I am working in a Construction Company in HR Deptt. The Company is dealing in road projects. In one of our road project there is a problem, We have HM (Hot Mix) and WMM Plant shifted in our project office area and we are producing the DBM and WMM by this plant for the making the road. Total manpower of these plants is almost 60 employees. Now the problem is that the factory inspector and labour officer forcing us for taking the license under The factory act but we have already a license under the Building & Other Construction Act. One of my senior told me that there is a provision in Factory Act. that if HM Plant And WMM Plant shifted in the project area than there is no need to take the license under the factory act he also told me that we are producing the material for use in our road project not for selling in market. i was trying to find that provision but still i could not found this, so you are all requested to please send me any notification, verdict or any Act section regarding this on my mail id. skduliea@rediffmail.com
Sanjeev Duliea
9646478784
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Relieving letter
Hai, I am currently working for a mid-sized company which is a retail pharma chain. This company does not have a policy of giving relieving letters to any employee leaving it's services.I wanted to know the following details;
1. Is the company entitled not to issue relieving letters to resigning employees?
2. I have worked in various companies but nowhere I have found such a policy. Is'nt it illegal?
3. What is the guarantee that the company will not harass me in future in case I move on? How does the law protect me from this?
4.Is giving a relieving letter for services completed only a company's prerogative? If no are they violating the labour laws?
5. Last If this company at any point in future tries to spread negative feedback about me Can i take up the matter legally? Are there any laws to support an employee?