Anonymous
17 February 2011 at 21:50
PLZ HELP,
I have signed a bond(on company's letter head) for 2 years, training period mentioned in my appointment letter is 1 year ,followed by probation for 6 months and then confirmation if they feel so...whereas for other employees , training period is 9 months.(reason given is that ma job profile is different from them).if i leave the company before the completion of stipulated period, then i hv to pay rs.25,000.but i am unhappy with the policies of the company.coz i am a post graduate but stipend given to me is based on ma Graduation level.they are not considering my P.G. and hv not yet revised my stipend since past 7 months. they hv sent me for external training for 4 days (it costed them rs.9000), now i dnt wish to continue due to some reason. i want to resign by fulfilling the stated notice period.but i am afraid that they will ask for bond money as well as training expenses. keeping in mind that my stipend has not been revised yet, cant it be considered as compensation from my side towards company for my training expenses. and what could be done to get releiving letter (they might not give so). and i hv heard that bond act got abolished.so is this bond legal.how to get rid of this problem legally.
pls help as soon as possible..
regards,
HK
AYYAPPAN N R
17 February 2011 at 18:05
PLEASE INFORM WHETHER STAGNATION INCREMENTS ARE PART OF BASIC PAY OR IT IS ONLY AN ALLOWANCE GIVEN TO AN EMPLOYEE AS AN INCENTIVE ? IS IT CORRECT, IF THE STAGNATION INCREMENTS ARE DETACHED FROM THE BASIC PAY & SHOWN SEPARATELY AS STAGNATION ALLOWANCE ?
Vinita
17 February 2011 at 17:13
Hello All,
Our company is into IT and Services. The nature of the job demands providing Blackberry phone and Laptop to some of the Employees.
Our office has provided Blackberry a Laptop to the employees whose role demands it.
Recently one of the employees lost the two year old blackberry phone in the bus queue.
The company has asked for the penalty and the penalty has been calculated at 15% depreciation which amounts to a around RS 18,000. the current price of the new blackberry in the market is much lesser than the penalty asked for 2 yr old blackberry.
The employees do not get any bonus for such 24 hours support. Also it is made compulsory for certain employees to carry the laptop and blackberry.
My query is related to what are the laws that are there for 24 X 7 on call IT support. Also are penalties for loss of equipment provided by the company justified ??
How are the depreciation for Blackberry calculated.
Regards,
Vinita
Anonymous
17 February 2011 at 14:36
Hi,
I was worked 6 years in an IT Company and after that I put the resignation. The company is Private Limited. They are not deducting any PF or Prof. Tax from our salary. Company given us direct salary without any heads. In salary slip also only salary mentioned. Can I apply for the getting the PF and Gratuity amount from them. If yes, than can you please let me know what is the legal procedure to do.
Thanks.
Anonymous
17 February 2011 at 14:31
Hi,
I was worked in IT company for 6 year and after that I put the resignation. I wants to know that what is the procedure if the company not paying Gratuity. I already sent Form - 1 to my company before 1 month ago. But company not replying me as well not ready to pay my Gratuity amount. Can you please let me know what is the legal procedure I have to do for getting the Gratuity.
Thanks
Anonymous
17 February 2011 at 13:07
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 "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.
Sir,
My querry is whether - (i) we the former project employee raise our voice to regularise our services keeping in view the above decision of regularisation which was taken by majority by the high dignitories of our country. (ii) In Uma Devi Judgement it is clearly stated that if decision of regularisation has already taken by the State then the Uma Devi Judgment can not be implemented on the same cases. Sir, can we expect that the decision which was taken in the minutes of the meeting by using words 'may be considered for regularisation' can be considered as decision of regularisation.
Anonymous
17 February 2011 at 10:43
Please suggest me that whether the Supreme court Judgement dated 09.02.2011 in the case of Mamta Vs. State of Orissa reg. 'If any appointment is made by merely inviting names from the Employment Exchange or putting a note on the Notice Board, that will not meet the requirement of Articles 14 and 16 (equality clause) of the Constitution' is applicable by perusing my following questions -
(1) Is this Judgement applicable retrospectively to the cases where a competitive exam of shorthand and typing held with the candidates sponsored by Employment Exchange or this judgement will be applicable for prospective/future cases only.
(2) I was appointed as stenographer grade 'd' initially in a project by competing 12 candidates sponsored by employment exchange and this test was taken by Director (Education) M/o of HRD. Later on after winding up of the project I was transferred to the one of the regular division of the same ministry. I was getting all regular employees benefits like CPF, Part Final withdrawl with gratuity rules of the institution, LTC (since inception) implementation of 5th and 6th pay commission report and arrears to this effect were also paid to me.
(4) In my initial appointment letter's Terms and Conditions it is clearly shown that 'he will not leave this organisation without the proper approval of this organisation', 'he will will be on the pay scale and will be paid salary at par with the other employees of the main regular organisation, police verification, medical from govt. hospital done;
(3) Am I not qualified stenographer after clearing the competitive exam which was given alongwith the candidates of Employment Exchange ?
(4) I was shown in writing that I was working in the main organisation(regular) against vacant post
Please advise me at the earliest please.
M.Gopal
17 February 2011 at 10:25
Dear Sir,
I belong to General Category and My wife belongs to BC community. Am I eligible to cliaim Intercaste marriage quota in employment exchange in Tamilnadu, if yes, what is the procedure to claim Inter-caste Marriage quota in Tamilnadu Employment
Kindly let me know
Thanks for your valuable time
M.Gopal
Anonymous
16 February 2011 at 17:35
I have a 20 years of service left in a pvt ltd company, and already worked as a clerk for 13 years, and at present my salary is 8000.00 per month.What will be the total compensation amount if my company dis continue my service?
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PROVIDENT FUND
Can we do the Bifurcate Minimum wages as 60% basic and 40% hra for deducting PF.
Also if we pay even Rs1 over min. wages can we do the Bifurcate of Minimum wages .
Is there any supreme court ruling available.Then forward it to me . My email id vikas.chadha1@gmail.com.
Thannks
Vikas