visu
26 March 2011 at 23:57
When should a contractor should apply for contract labour licence..?
When should a Principal employer should apply for licence
Is it possible to apply for licence after lending a contract within a reasonable time say 3 months.
VAIBHAV JAIN
26 March 2011 at 11:46
hello sir,
i am working in corporation of state govt. i have completed 3 years of my service. i am looking for epf matters of my department. can u please help me to send the requirements/conditions to fulfill for partial withdrawal from epf account. and i want to increase my epf contribution in excess of 12%. can i do so? because my officers are saying that our corporation have no such facilities. please help me to solve these queries. withdrawl
Pankaj
26 March 2011 at 11:05
Dear all,
If a company having less than 50 workman working in it, planning to lay off its workmens, what procedure it must follow?
whether there is no compliance required under Industrial Dispute Act?
If a workmen drawing more than Rs. 10,000/- (he is not a superviser rather he is working on shop floor) is covered under the act for counting number of workmen for lay-off
Waiting for your inputs on this,
Thanks
Anonymous
25 March 2011 at 17:50
I resigned & my resignation letter got approved by Competent authority and I have also handed over my charge and got "No Due Certificate". The DGM (HR/Admin) promised my that my Relieving order will be sent to my home by mail but till date no relieving order is received. When I asked my Full & Final dues, he wrote a letter (after two months) that some works are still pending upon me.
I lodged a complaint in RLC (C) office regarding release of my pending dues and the hearing date is coming 29-03-2011.
Please suggest me how I could present my case to RLC.
Regards
(Amit Kumar Semwal)
Anonymous
25 March 2011 at 13:14
Respected Sir / Madam,
I reside in Mumbai & was employed with the largest BPO company of the world in its Mumbai office for 2 & half months.
During my training I used to get harrassed by one of my batch mates, he use to harrass me daily in the training class in front of the trainer.
But the trainer did not use to pay any heed to it.I had escalated the issue twice to the HR & the trainer via email. But they did not take any action on that guy. Since i had escalated the issue so the guy wanted to take revenge on me.
On 19-1-11 when we were returning home in the same office transport,that guy abused me for no reason & started beating me inside the car & dragged me outside the car & severely beat me. Seeing this a large crowd gathered on the road & wanted to lynch the guy.
But I made the driver rebound the car back to the office & met with the training managers & HR upon returning to office. I sustained injuries in my rib-cage for which i had to visit the doctor, undergo X-Ray & medication.
The HR assured me that they will take action on that employee. But after 15 days they said they have done investigations & had found that I was equally involved in the fight (which was sheer untrue).
Even after the incident I used to go to office almost daily & once during my shift the HR called upon me & asked me to write a false statement, stating that I was equally involved in the fight so I want to resign on personal grounds, which was absolutely false.
When I denied to write that "false statement", they said if I do not write that statement, then I will be terminated.
Hence they sent the "termination letter" to my address on 3-2-11, as I was under "Probation period" as per the appointment letter.
Although the "subject" of the letter said "termination letter" but it did not mention neither the incident nor the reason for termination.
It only mentioned that I "was not found suitable for the job" & so they are terminating me. They have given 1 month salary as compensation, but I was entitled to receive joining bonus as per appointment letter, which they have denied to give.
Now, I want to sue the company for their gross injustice & the negligence of the HR to handle the issue effectively & also to get monetory compensation.
As evidence,I have the copies of the email complaints against that guy in my mail box, which I had sent to the HR & the trainer before the incident took place.
I also have recordings of the telephonic conversations with the HR after the termination.
The HR terminated me because even after repeated escalations they failed to control that guy & take necessary steps to ensure my safety in the office premises & office transport. As the HR was negligent, irresponsible, incompetent & failed to do their job appropriately even after multiple escalations. Hence to save themselves from questioning by higher authorities, the HR sacked me illegally.
So could you please advice me whether I have valid reasons to file case against the company or not & what else, as evidence I would need to defeat the company in the labour court to get monetory compensation or get re-instated.
I will be very grateful to anyone who advices me in this regard.
With thanks & regards,
Anonymous.
Kuldeep Sharma
25 March 2011 at 11:48
sir,
is there any judgement in favour of management on the grounds that the deptt has covered the unit after 2 years from the new implement area. we have deposited the actural contribution as assessed by the inspector at the time of inspection.now the deptt claims the dmg and intt for that period,neither we deduct the contribution from workers nor they received any beniftis for that period.
thanking you
kuldeep sharma
advocate
lajpat nagar
24 March 2011 at 13:12
gratuity is part of my monthly package. after serving for about 3.5 years i resigned from service. now the employer isrefusing to give gratuity alleging that the same is payable only after 5 years of service.
i told him that gratuity in my case is not governd by gratuity act as you voluntarily agreed to pay me gratuity and not under the act.
Pls. advise
Anonymous
24 March 2011 at 12:59
Sir,
I was working in the govt. autonomous body and in the year 2002 the high powered committee of the autonomous body in its meeting where the then Minister of the Ministry under which autonomous body was regulated, former president of india, former m.p. and renowned scholars being members were present and took a unanimous decision. The contents of the same are "it was decided that the persons who were appointed in the project since 10-20 years may face problem to get regular job outside and it is decided that their cases may be considered for regularisation without affecting the seniority of the regular staff of the institution. This decision came into black and white and circulated through minutes and Member Secretary also forwarded these minutes to the concerned officers for 'necessary action'. But this decision was not implemented and no order was issued except releasing of these minutes.
My question is - Can we go to the Hon'ble High Court for the implementation of the above regularisation of services decision.
Can we refer case of previous CVC - Mr. P.J. Thomas case where Hon'ble supreme Court mentioned that court is not liable for framing policy decision but is responsible for legality of the same.
Kindly advice me at the earliest, please.
Anonymous
24 March 2011 at 12:41
We are placed in a govt. statutory body through outsource agency. The govt. statutory body is paying the minimum calculated amount to the basic pay of the concerned employees to the outsource agency and the outsource agency in turn after keeping its delibterated amount with these employees pay the same to its employee. Now, a bids have been floated for the outsource tenderers and the lowest tenderer has been selected. Now, the new outsource agency is pressing for reducing the salary amount which was earlier paid by the previous outsource agency. My question is whether is there any rule where it is said that the existing salary can not be reduced by the new contractor. If there is any rule or govt. circular, the same may kindly be very helpful to us and please intimate the same to us.
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not credit PF amount in pf account
Sir, security service p ltd 15 member are working in 3 years the security service ltd. is deducted pf amount in share of their salary.but security service p ltd share is not deducted and depositd in PF account. the security service contract agreement is completed. But the PF amount did not settled and deposited in their pf accounts. so what is the procedure of require the PF amount from the security service p ltd.,