Anonymous
19 March 2011 at 10:35
I work in a PSU and pay revision w.e.f 1.1. 2007 is implemented recently.
I was working in staff grade in this company and through a fresh recruitment I was absorbed in the company as an officer in march 2007. After implementation of pay revision I found my basic pay is much lower than those who are at my same grade at present.
I joined in the new grade without break in service.
My question is can I make application to the management to make my basic equal to those who are on my same grade and are junior to me by few months and whose length of service is much less than me.(how ever my first joing grade was lower than these people though i am senior to them at present)
Anonymous
19 March 2011 at 09:20
R/Members
I am doing labour and transportation work in Hisar Distt of Haryana,I want to got register my said firm ,kindly suggest me procedure of Registration of sole proprietorship firm in Haryana,as it is condition now for tender in Haryana.Thanks
Parag Chatterjee
18 March 2011 at 19:59
I retired from Indian Air Force on Oct 2005 after serving 21 year and presently drawing pension. On Dec 2009 I have joined ESIC as LDC. I was going through the Net and got one Govt of India Min of Personnel office memo No. 3/19/2009-Estt. (Pay II) dated 05th April 2010. It is revision of CCS rules 2008 regarding pay fixation of pay of retired defence forces personnel/officers re-employed in central govt civilian posts. As per revised para 4 (b) (i) and (ii) of CCS my initial basic pay on re-employment shall be fixed at the same stage as the last basic pay drawn before retirement. However, I shall be granted the grade pay of the re-employed post.
My question is that whether I am entitled for pay protection??? If yes please give me letter or paras of rules by quoting which I can satisfy my employer to get it.
Plz give your valued advice/opinion of the subject.
Anonymous
18 March 2011 at 17:05
Sir,
My request is that I have filed a writ petition in Hon'ble High Court reg. my illegal termination. My question is that - (i) at any point of time can I request hon'ble High Court to transfer my case from High Court to Labour Court;
(ii) can I request to transfer from service matter case (WP) from Hon'ble High Court to Labour Court at the final stage of hearing in the High Court
please advise me by today
Anonymous
18 March 2011 at 13:15
Sirs,
We have 200 employees in our factory. Out of them 190 employees are drawing more than Rs. 15,000/- w.e.f. 1.5.2000.
Rest 10 are Trainees drawing a lumpsum salary of Rs. 8000/-.
ESI Authorities raised demand notice and show caused for all 200 employees on an assumed salary of Rs. 8500/- and demanded @ 6.5% per month from 1.5.2010.
My query is since 190 employees are drawing more than Rs. 15,000/- the statutory limit fixed under ESI Rules, upon production of proof of salary payment, can the demand be reduced to the balance 10 trainees on their salary of Rs. 8000/- @ 6.5% on the number of months.
If the trainees, gives a declaration that they are provided superior medical/hospital facilities, can ESI drop the demand for these 10 Trainees, or still they can insist for payment for these 10 trainees.
Thankful for kind guidance in the matter.
Anonymous
18 March 2011 at 08:48
Dear Sir/Madam
A big Company has taken over my small Company.
The Big Compnay has forced me to sign a resignation letter and gave me ex-gratia payment of only 9 months. I have signed the resignation as they were giving threats of humilation and termination.
I worked in this Company for 15 years and I had requested the minimum for 15 months salary, i.e. one month for every completed year. The Company has refused.
Can you please advise how can I claim compensation for 15 months or more and other recourse.
What are the legal safeguards for me.
Appreciate, if you forward your advise as fast as possible, as time is running out for me.
Thanks and Regards.
Husne Mubarak
17 March 2011 at 19:57
Respected Sir,
I would like to know what are the basic differences between a factory and industry.
Thank you.
Anonymous
17 March 2011 at 17:50
Dear All,
We have a situation - One employee resigned on 1 Jan 2011 and had 2 months notice period. His LWD was approved at 1 March 2011 as per policy. Employee forced the company to make Jan 31, 2011 as his LWD. Company had not accepted and in written educated him on the Notice Period and approved LWD.
Now on Jan 31, 2011 employee bids a good bye email to all and also dint return the company property.
On interactions, employee has ordered the company to give him money else he will not return the material.
On regular interactions after 20 days, he returned the property and we proceeded with the company policies of Notice period recovery and paid him through FFS.
Pls note we have policy of no leave during notice period. Also there is no leave encashment or adjustment. we advice employees to take 2-3 PL's for family once in two months as the work nature is quite stressful and requires much of travel in job.
Please advice if employee can move ahead with any legal case against company.
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MERGER
Dear Sir/Madam
A big Company has taken over my small Company.
The Big Compnay has forced me to sign a resignation letter and gave me ex-gratia payment of only 9 months. I have signed the resignation as they were giving threats of humilation and termination.
I worked in this Company for 15 years and I had requested the minimum for 15 months salary, i.e. one month for every completed year. The Company has refused.
Can you please advise how can I claim compensation for 15 months or more and other recourse.
What are the legal safeguards for me.
Appreciate, if you forward your advise as fast as possible, as time is running out for me.
Thanks and Regards.