Anonymous
08 January 2011 at 11:41
"A" joined in Private Security services, as Security Man, and rendered service 18 months continuesly with out any interruption. PF alsw was deducted from "A" Salary, due to some disturm from the Manager, "A" submitted resign letter along with Identity Card to the Manager.
When request made by "A" regarding PF. Manager stating that you have to submit Identity Card then i will give PF A/c. that too he is saying you are not eligible to get PF.
Manager further stating that you paid Single term PF
Generally how many types of PF, please clarify my doubt
one person told that 10 years should be paid to the PF then only eligible to get PF
remaining security Guards also took more amount form PF except me
Please help me urgent
R. K. Prajapati
08 January 2011 at 00:12
email notice is valid and maintainable under Evidence act. you hv to reply with ur supporting facts point to point. it protect you for further legal action. if any
Anonymous
07 January 2011 at 18:27
Dear Sir,
I have some dues to my ex employer,instead of paying my dues they have issues me legal notice by email,
please guide me legal notice by email is valid?? should i reply to it or not required???
they are asking for defamation compansation is that valid cliam from their side or which can be neglacted??
Anonymous
07 January 2011 at 15:33
I took up an ppointment at managerial level with a co. on 15/11/10and was given appointment letter only on 23/12/2010. The co. is facing severe finance problem and does not pay to staff salary on time it is invaribly on or after 18/th of month and vendors are not paid for months. I intend to leave this co. after taking my salary but very tricky they have mention notice period of 2 month even during probation period and new employer will not waittill this notice period. Pl. help as I feel have been cheated by not giving appointment letter at the time of joining.
N.J. MISHRA
07 January 2011 at 14:45
our compani is a marine studies institute, base at lonaval. there the company has appointed 70 person as a daily wages worker. can these worker would be entitle for insurance or provident fund or gratuity.
please suggest
Anonymous
06 January 2011 at 21:23
hello,
please tell me whether bond can be applicable on management trainee?
if no please give any court decisions or supporting
N.J. MISHRA
06 January 2011 at 17:11
can a daily wage worker are entitle for compensation when met accident during the course of employment.
please member suggest
Munish Thakur
06 January 2011 at 15:07
My company has a policy of 2 months notice period so keeping that in my mind i resigned on such a date that my 5 year completion date falls within this period and i get the gratuity as well as complete my notice , but my company has decided to relieve me of duties within 1 month , so that i dont complete my 5 years and miss my gratuity by just 20 days.
what can i do ? I wud complete 4 years 345
days by then but because of their act i will miss my gratuity by 20 days for no fault of mine. can anybody help.
Raymoefter
06 January 2011 at 14:35
Dear Experts,
I was working for a financial services company for 7.5 years and resigned from the job on july 2010 and my last workiong day was 31st Aug 2010.
I have been given my relieving letter and also my exit interview had been done by the hr personnel.
Before my last working day I had completed all formalities for withdrawal of PF and also written to HR to settle my gratuity and other dues and sent it to HR Dept.
Recently I had written to the AP EPF office to know the status of my PF and the EPF office has replied that they have still not received the claim documents from my employer.
I request your help and advice on how to go about this case,
Thanking You,
Rayes Efthie
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CLRA Licensing
Dear Experts, I would appreciate your considered response for this query re:CLRA.
Contract Labour (Regulation and Abolition) Act, 1970 – Section 2 (Definitions)
(2( b) a workman shall be deemed to be employed as "contract labour" in or in connection with the work of an establishment when he is hired in or in connection with such work by or through a contractor, with or without the knowledge of the principal employer;
(c) "contractor", in relation to an establishment, means a person who undertakes to produce a given result for the establishment, other than a mere supply of goods or articles of manufacture to such establishment, through contract labour or who supplies contract labour for any work of the establishment and includes a sub-contractor;
In the light of the above
Query: If a principal employer, pursuant to a service agreement with a contractor deploys service personnel at the principal employer's customers retail outlets - will it be covered by CLRA and registration applicable