rohan
12 May 2011 at 21:43
Hi, I'm working with a company in Bangalore since 5 years.The notice period in the appointment letter is 60 days.Now the company has changed the notice period from 60 days to 90 days from 12th May onwards.The employee handbook which descirbes things like code of conduct and other things has been updated with notice period of 90 days.Do i have the right to say that i can give only 60 days notice period ?
Thanks.
Anonymous
12 May 2011 at 18:56
What are the criterion under which the Court may issue Notice to the opposite party?
Where is it laid out?
How does a Court issue the notice?
N.J. MISHRA
12 May 2011 at 16:15
PLEASE MEMBER KINLDY GUIDE ME:
OUR ORGANISATION IS AN INSTITUTION. IN OUR INSTITUTION APART FROM PERMANENT EMPLOYEE THERE ARE ALSO UNSKILLED WORKERS.
IN RESPECT TO UNSKILLED WORKERS I HAVE TO FOLLOWING QUERIES:
1. WHETHER UNSKILLED WORKERS ARE ENTITLED FOR PERMANENCY IN THE INSTITUTION BECAUSE THEY HAVE COMPLETED 240 DAYS OF EMPLYMENT. THE ORGANISATION HAS DONE ONLY SOCIAL SERVICE BY EMPLOYING THE LOCAL VILLAGERS TO DO CERTAIN SMALL JOBS SO THAT THEY CAN EARN THEIR LIVELIHOOD.
2. THE INSTITUTION WAS ONLY PAYING THEM THE SALARY IN CASH AND HAVE NOT MAINTAINED ANY RECORDS AND HAVE NOT PROVIDED ANY OTHER BENEFITS TO THEM LIKE PROVIDENT FUND, D.A., H.R.A., MEDICAL FACILITY, MATERNITY BENEFIT OR LEAVE BENEFIT.
4. GOVT. LABOUR OFFICER CONDUCTED INSPECTION OF OUR INSTITUTION AND HAS MADE A REPORT STATING THAT INSTITUTION HAS COMMITTED BREACH OF NUMBER OF RULES OF EMPLOYMENT RELATED ACT. AS WE TOLD HIM THAT THE THE INSTITUTION IS A TRUST AND THEREFORE EMPLOYMENT RELATED ACTS DOES NOT APPLY. FURTHER, HE STATED THAT SINCE THE INSTITUTION IS PAYING SALARY TO ITS EMPLOYEE AND ARE TAKING FEES FROM THE STUDENTS FOR PROVIDING THEM EDUCATION, IN THAT SENSE THE INSTITUTION IS NOT A TRUST BUT IT IS A COMMERCIAL ESTABLISHMENT AND HENCE THE INSTITUTION HAS COMMITTED BREACH OF NUMBER OF RULES OF EMPLOYMENT RELATED ACT.
NOW WE HAVE TO FILE OUR REPLY TO THE REPORT PREPARED BY LABOUR OFFICER, KINLDY GUIDE ME TO DEFEND OUR CASE.
sanjeev kr. kushwaha
12 May 2011 at 15:21
Dear sir,
i m working in MP govt electricity distribution company ,if i will be terminated from service, will i be blacklisted to apply from other mp or out of state govt services. Experience certificate will be given or not.
Actually i m doing job but i m not satisfied with this. now i m working due to bond. my bond duration is 5 years from first appointment after one year training. if i leave this prior to bond i will have to pay the bond, if not they will terminate me but i want to go without termination and without bond. what will i do...?. i had joined this 2007. after one year training appointed as regular AE. what should i do to leave this.
Anonymous
12 May 2011 at 15:17
i m working in MP govt electricity distribution company ,if i will be terminated from service, will i be blacklisted to apply from other mp or out of state govt services. Experience certificate will be given or not.
Actually i m doing job but i m not satisfied with this. now i m working due to bond. my bond duration is 5 years from first appointment after one year training. if i leave this prior to bond i will have to pay the bond, if not they will terminate me but i want to go without termination and without bond. what will i do...?. i had joined this 2007. after one year training appointed as regular AE. what should i do to leave this.
Anonymous
12 May 2011 at 12:56
I am a bachelor and have joined a PSU few months back. The PSU is at its inception stage and hence no quarters are available for its employees. My employer has provided me accommodation in bachelors’ hostel at present which is twin sharing basis. Now I wish to take a rented house outside for personal reasons, but my employer states that I will not be entitled for HRA even if I take a rented house. As per my grade, I am entitled of office quarters which are not available at present.
Kindly clarify if at all my employer can deprive me of HRA without providing me office accommodation as per my entitlement. Can you please provide me the rules/ laws under with I can claim my entitled HRA.
Rasmi Ranjan
12 May 2011 at 10:49
Hello sir.
I am an employee of an IT organisation in Hyderabad,I joined the org in Jan 2011 as it is a start up and i thought the opportunity will be enornous.But later i found out that the MD is playing gimmicks of all kind with resources (13 resources, 1 fresher left last month against whom the MD is conteplating filing a civil and a criminal suit).
Now he is going against all the promises made before joining organisation ( like changing the company policy abundantly just to force resources not to leave the org, but trying anything not to give resources their fare share of salary for example he deducted INR 34000 this month from my salary towards Tax for the whole 2011-12 in advance).
NOw i want to leave the org by any means and for that i was going thru offer letter and found out the below mentioned clauses.
Clause 1. Your first year of service will be the probation period during which you will be appraised for satisfactory performance for which ORG would normally confirm you.
If your performance is found unsatisfactory, company may extend probation period by 6 more months or terminate your employment with immediate effect.
During extended probation period, if your performance is still found unsatisfactory, company may terminate your services forthwith without any notice whatsoever.
The terms and conditions of the training will be governed by ORG policy.Company reserves the right to modify or amend the training policy.
Clause 8.Notice period - During your employment with ORG, including probation/training, either you or ORG can terminate the appointment by giving 3 months written notice.
Clause 7. Service Agreement - As org will be incurring considerable expenditure on your training/initial cost, you will be required to execute an agreement to serve ORG for a minimum period of 1 year after joining with ORG, failing which, you will be liable to pay Rs 2,50,000/- towards the training /initial cost expenditure.
To me, clause 1 and 8 seems contradictory while one says he can fire me any time and the other says about 3 months notice perioid.
Hence, please let me know if i will leave the org now ( i am in probation, not confirmed as a permanent employee ), how it will affect me legally ?
And clause 7 says about paying back 2.5 lakh if i leave before completing 1 year.But some people say it is illegal and will be null and void before court of law.
Please suggest how thse 3 clauses will affect me legally in case MD files a suit against me if i will leave the org now as i am in the middle of life and death regarding my career here.
I will be grateful and obliged.
Please mail me at prasmiranjan@gmail.com so that i can contact in case i will need legal help regarding this.
raghavendra
11 May 2011 at 21:19
sir
can anybody inform about the amendment in minimum wages act and workmen compensation act and if any other acts
thanking you
Anonymous
11 May 2011 at 19:47
Dear Experts,
I need to send legal notice to my ex employer because they have not cleared my dues despite of many reminders.
kindly suggest how much legal notice sending will cost .
© 2026 LAWyersclubindia.com. Let us grow stronger by mutual exchange of knowledge.
listing of case
Sir,
My employer has obtained interim stay against Labour Court judgement without 17-B compliance.
now with money power they are not letting the case to e listed for argument before the High Court Bench since last 3 months.
my coucils are suggesting me to keep quite and wait. pl suggest me what to do as i am out of employment for last 15 years.