Anonymous
04 April 2011 at 18:05
I am working in Delhi's, Pvt. Ltd. company as Sr. Executive HR. I am working in this company for the last 3yrs. I am 8 month pregnant. I have send an email to my CEO on 1st April' 11 regarding maternity leave but he has not replied on that mail anything. And, Today he told me he has hired a new HR person who will join us from tomorrow 5th April' 11 onwards. He asking me to leave the company and also he is denying me pay 3 months salary against maternity leave.
I required your urgent help. Please advise what action should I need to be taken. Or please advise if any advocate can handle this case.
Kindly advise or forward the contact details of an Advocate.
Thanks & Regards
Vimal
04 April 2011 at 17:33
I am working with a govt organisation who works for their govt client for construction works. i want to know that whether ESIC is applicable on contractor employees including casual labour. if a company is defined as a consultant and works on behalf of their client (principle employeer) (ie. Govt) then what will be the resbonsibility of the consultant.and what will be the deductable amount which should be recoverd from the employee if they are not deducting any ESIC. pls provide circulars in this regard it will be very helpfull if possible
Anonymous
04 April 2011 at 16:52
Please advice me on the following: -
I filed a case for grant of promotion in the labour court after which my employer terminated my services. I filed a writ petition in the high court. In response to my writ petition the management also filed counter claims in the high court and subsequently I also filed rejoinder.
Now, the days have come where cross examination in the labour court has begun in the case of promotion. Now, the management is using the papers which I filed with writ petition and rejoinder as well as their papers filed with counter claims. My question is Can I refuse to recognise the papers or mute on the question of recognition of these papers which were filed in the high court, whenever the management asks, because I do not want to answer the questions which are being contested in the high court
with regards.
Anonymous
04 April 2011 at 11:56
Sir, i am working in a nationalised bank. I am on probation. I have taken two days leave. Can they extent my probation due to this.
nisar
02 April 2011 at 21:58
Dear Seniors,
Please suggest any source where I can get information about
1)Maharashtra state minimum wages for yr 2011 applicable for factory registered under factories act 1948
2)City wise zone details for minimum wages for Maharashtra state
3)Under which zone M. I. D. C.- Shiroli, Kagal & Gokul Shirgaon comes, state is Maharashtra & district is Kolhapur.
Please help me out
nisar5346@gmail.com
Anonymous
02 April 2011 at 17:31
We have been recruited in a PSU company as an assistant engineer in a fixed tenure basis(2 year+1 year) which will be terminated after the completion of the project or time which ever is earlier.
After completing 2 years of our service ,some ftb(contract) employees have been terminated .and rest of the employees have given 6 months extension.
My question is that is this possible to anticipate a regular position in the same PSU .
2-In the agreement of employment it has not been said that our service contract could be terminated before this because the project havnt been ended yet neither the time i.e 3 year?
3-We are in the firm for about 2 years 3 months but nothing preferences have been given to us like for the recruitment of regular employee for the same post ,we have to compete as all india recruitment basis without wiving any preferences.
venkatesh Rao
02 April 2011 at 15:56
Esteemed experts,
I am working in a state govt. company. I was supervising a civil work done by a contract labourer. He did a damage while bull dozing. I am proceeded against departmentally. They are trying to recover damage worth Rs.40 lakhs. They are not taking any action against contractor or labourer.
Pl. guide me whether the parincipal/ contractor is liable for the acts of his agent or not.
Anonymous
01 April 2011 at 01:04
With view to get fresh employees at cheaper salaries, an international BPO has come up with a plan to fire its old employees who are in service in the lowest grade like tele callers who are meeting following 3 conditions:
1) in service with company for 5 years or more
2) whose salaries are Rs 25,000 or above per month.
3) have not been promoted to next higher grade/rank of Team Leader etc.
They are been called by HR and given 3 months ultimatum to either leave the company or get promoted to the next level by applying for next IJP(Internal Job Posting)when announced.
Getting promoted to the next level in 3 months by IJP is not an easy task for everyone because the number of people being given ultimatum is higher than new posts being announced. Moreover only those candidates who are yes men in the eyes of management or those who are able to gratify them by some means(like bribing them or sleeping with them in bedroom at night etc.) get promoted.
Please tell are there any practical remedies to arrest this plan to fire employees. I feel this plan to fire employees is inhuman and discriminatory.
Milind Phope
31 March 2011 at 20:24
I want to work as the real estate broker in Pune,Maharashtra.Do I need to procure govt licence? If yes then Where and How to procure? Can it be obtained online ? Also , What are the terms and conditions and fee
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contract appointment
sir,
I have been working on contract appointment in grade A officer post for the last six years.I have been getting the 6th pay commision of payband 5400 and pay scale of 15600-39100 with increments and also availing GPF scheme.my extension term ended on feb 2011 . unlike my other colleagues who were gven 3 yrs extension i was given initially for 2 months and an ddtional for 6 months that is upto sept 2011. but by this the institute has given an advertisement for the post that is on contract for another 3 years. so now i am dilema as how will my case be strong enough.