Kumar Doab
15 June 2011 at 16:10
G is aged 38 years, and married. His wife is housewife. He has a son aged 13 years and has aged and dependant parents.
He has working experience of 19 years.
He joined Reliance Communications in Aug 2009 as Key Accounts Manager with CTC Rs. 4.20 Lac p.a. and got 3 rating in the annual appraisal. After one year, due to some family problems, he took transfer to his home town as Relationship Manager, in the same company.
He took his responsibility very seriously & helped to develop very congenial relations with the corporate in his Clusters & for the same he was declared number 1 RM PAN India basis, and was awarded certificate by the highest authorities. He even got appreciation emails from his reporting authorities.
Corporate Customers are really satisfied by his services & service delivery time.
In April, 2011, he got information from Circle office that he has been included in the list of unmapped employees (employees who have to be removed from employment). His CSD Head, and his Reporting Manager, also confirmed the same. But no one was able to explain the exact reason behind it or his fault. Everyone just stated verbally that it is due to cost cutting. All unmapped employees were informed only verbally that they have a time till 30th June, 2011.Either they should get themselves adjusted in any available position in the organization, that too with their own efforts & relations with other departments or they will have to move out of the company after 30th June, 2011.
After few days he got himself interviewed for getting into sales force, and was offered the role of a Team Leader in another Channel. He was upset since he already worked as a Team Leader at Cluster Level & has sufficient experience of team handling.
Another blow was that his CTC will be reduced from Rs. 4.40 Lac p.a. to Rs. 3.5 Lac p.a. i.e Direct reduction of approx. 40% plus after that there would be PLI which will cause up to 50% reduction.
On the one side company is issuing slogans about Employee Centricity& on the other side; Employees are facing such humiliating situations.
Moreover every Company in the market is well aware about what is happening in Reliance and the employees who try to get employment in other companies are asked the question - why you were unmapped? The unmapped employees are not getting employment.
Instead of being rewarded for the commendable performance at National Level, he is being forced to accept a lower profile & lower CTC. His bosses are justifying it by saying that he should feel lucky that Organization is giving a chance for further employment and he should take it as "SOMETHING IS BETTER THAN NOTHING".
This is just like that employee is a criminal & earlier he was sentenced to death but now he is being offered life imprisonment instead of death penalty.
Another employee joined at the same position (as that of G) at a lower CTC (and this employee was also unmapped, which implies that it is not employee but the post/designation is unmapped)
was offered to join at another location with 80% rise in CTC and employee will happily accept it.
Whereas G joined at a higher CTC, performed very well, and is being asked to join at half the CTC and that too as a fresh appointment after resigning from his original post. He is being pressurized to join at whatever is being offered after resigning from original post.
The bosses have been spared and are assigned the task of pruning the lower level employees. The boss of G resigned and position was vacant. G submitted his candidature for this post and was declined by the superiors, stating verbally many other senior employees are trying for this job.
Kindly advice what steps should be taken.
Jagmohan Rawat
15 June 2011 at 14:51
Dear Friends,
Kindly let me know whether a Pvt Ltd company which is making losses since the the 2 years of its existence is required to pay minimum bonus to the employees. It has approx. 30 employees on payroll.
Anonymous
15 June 2011 at 14:46
Hi,
Need guidance please.
A situation where employer verbally says he does not have sufficient funds to pay salary for last 3 months.
What is the action to be taken by employee in that situation.
Any way to get the dues settled immediately.
Anonymous
15 June 2011 at 00:05
I was workin in an organisation and had applied for leave...my leave was sanctioned tough. But after the leave i couldnt resume work on the date mentioned due to medical reasons...i had informed the organistaion too. but after few days they refuse to hear any reason and terminate my services for the reason being prolonged absenteeism and also refuse to release my salary for the days i worked stating i was very irregular to work...wherein i had taken leaves for valid reasons during probation. just want to know wether is my termination justified n am i elegible for my salary as well as my relieving letter.? if so what should i do ? helpless.... tried tellin them but they not ready to even speak. please help....
thankyou for the guidance...
tt
Anonymous
14 June 2011 at 22:09
Q) my query is as under:-
A contract was awarded to a contractor having valid licence for providing services of helpers & drivers through inviting tenders for a period of six months.Then the contract period was further extended for a period of six months on revised rates on mutual concent of both contractor and employer.
Now this period is again going to expire.
Whether the contract period will be further extended on the same rates without inviting the tenders.Is there is any limit for extending the contract period of present contractor in rules for outsoursing of services like drivers and helpers in govt.dept./corporations/boards.
sudarshan jain
14 June 2011 at 16:26
We are a cargo company operating at delhi airport registered with delhi labour department but the central labour department is aksing us to register with them. please help us to know which authority we should be registerd with
N.J. MISHRA
14 June 2011 at 15:06
whether educational institute affiliated to any university is an industry under Industrial Dispuate Act, 1947. if no, kinldy suggest any case law, if yes then under what provision it is an industry.
members please suggest me
C.A Alok Mukherjee
14 June 2011 at 12:59
A corporate had adequately covered by way of insurance of its stock of raw materials from fire theft and riot etc. They are in continuous policy and paying the premium for the risk cover due to above. Recently the company had suffered loss due to destruction of property in the work place due work place violance by it's contract workers. Whether such loss can be claimed from insurance company by considering factory workers as an external factor.
I want expert's to share us some light by providing a case law for this.
PRADEEP KUMAR SHARMA
14 June 2011 at 09:02
Dear Sir,
In our company we are getting 40% Hra of Bacic+Special Allowances .But we deduct the HRA in proportionately if any Loss of Pay.Is it justifiable.
Pradeep
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Trade Union
I work in a manufacturing organization where we have 8 unions. On union called Employees union was led by a senior trade union leader. The union has built its office with the funds of the union members and the union leader use to live in the first floor of the building. Suddenly the union leader died. The union its general secretary as president of the union. slowly there are differences in the union and there was a split. One lead by the newly elected president and another by former leaders son. The former union leader son lives in the union building. He did not vacate it from this fathers death. Some Union members insisting to vacate the building and some support them not to vacate. Now the question is:
1) Which court has the jurisdiction to deal with this matter? Labour Court or the Civil Court?
2) Which union should we recognize after its split? both are representing in the same union name and registration number?
3) What action can management take?
Regards
Ganesh Kumar
vvgk99@rediffmail.com