Anonymous
06 October 2010 at 22:04
The President of India can be approached in Railway servant D&ARules1968 as a final authority inform of Petition to President.A negative reply has been given by HQ office in respect to the petition to H.E.President.Now a case has to be filed in CAT making respondents as UOI, President of India, Disc. Authority, Appellate & also Revisionary Authority.My question is whether word President Of India will be justified OR H.E.President of India ?
Sree
06 October 2010 at 19:53
Thank u .one more question. What is the main use of noc. For what security reasons they are asking noc while chanining job in psu. Is it problem to me not mentioning about past employeement
VINAY KUMAR AGGARWAL
06 October 2010 at 16:46
Pl inform is there any new amendment in Payment of Bonus Act if yes what are the salient feaures of the amendment and date of Applicablity of the same.
Rupesh
06 October 2010 at 16:30
Dear Experts,
please clear my query,
Labour cess is the responsibility of principal employer or contractor. If in contract between principal employer and contractor, labour cess point is not mentioned. Can Principal employer deduct labour cess from contractor?
Sree
06 October 2010 at 11:04
Sir i worked in a bank as clerk. Now i got job in cen gov.but i didnot submit noc at the time of interview, even not mention about past job for this job. Why because i applied to this job before my bank job n at the time of interview i am in training in bank job. Now i got relieved properly 4 bank job by paying bond amount. Now my question is it problem to me not mentioning about past job n non submission of noc. Why they are asking noc while changing job in psu india
T.V.MANIAN
06 October 2010 at 02:23
my colleagues' application for 'voluntary retirement' i.e who are officers in a nationalised bank are declined by the bank management twice and if they are submitting the application on third time with some medical certificate of their wife's illness or self, then the application is accepted and they are allowed to retire.
my question is whether any specific reason is required for accepting voluntary retirement?
Is it not sufficient that the employee himself is not prepared to work beyond certain time or age or at a given point of time, where he does not want to reveal the reason on so many grounds and if he think enough is enough. I am surprised at the managemnt's behaviour where they can engage or recruit more unemployed youths in his place and let the elders give way for the youngers
RAJAN KUMAR GUPTA
05 October 2010 at 17:43
I am working in zonal railway office.I applied for 02 day leave on monday and tuesday,but it was denied.There is closed holidya on saturday and sunday.Since leave is regrated i pospond my programme.On rest day on sunday i fallen ill and were under the private doctor for 03days.Hence with fitness certificate and afresh application for leave submitted for the same period monday and tusedy with sunday rest with cause of selfsickness.
The fresh application was kept by the authourity and a chargsheet for minor penalty was issued with alegation/charges "that when i was denied leave then after availing the 02 leave you come and submitting a fresh leave application with medical certificate.So you have disobayd me."
I replied that due to climate changing i was fallen ill and i was under treatment and as leave was denied i cancelled my programm.i have no intension to disobay you.
In this connection please advice me proceeding how will be.
thanks.
Anonymous
05 October 2010 at 14:28
Sir, I would like to inform you that an employee has joined as probationary officer in a private bank. Now she wants to resign. But Bank is asking to pay 50,000/- Bond amount + 3 months salary+ serve three months notice period. Is it legal to hold the employee for all these? Since the original certificates are held by the Bank, how to go about the issue. Is it necessary to comply as above and no remedy to the employee? Pl answer at the earliest.
Thanks
Anonymous
04 October 2010 at 19:57
Sir, i am working in a govt.of india undertaking.initially while i was group c official, my salary was in central govt.DA scales and from 1.8.83 onwards, it was on industrialDA pattern of scales as group C official.but the group A and B officers of various public sector undertakings went to Supreme Court that they should be covered by central DA pattern of scales only. the govt appointed a high power pay comittee and as per the report,those officers promoted after 1.1.89
will invariably get the industrial DA and those who were on central DA pattern will continue to be on central DA and the recomendations of the comittee were not applicable to those who were on industrial DA from 1.8.83i.e to me.however since there were no industrial DA scales for group A&B officers in our organisation prior to 1.1.89,my scale on promotion during feb 1988 was fixed in central DA. as a result, my basic and DA before promotion as group C official on industrial DA to group B officer on central DA was reduced by more than 30%. Where as we have asked to refix the basic and DA put together before promotion to be equalised to basic and DA after promotion or to fix the scales in industrial DA pattern from 1.1.89 by treating the intervening period as the lower cadre scale.however, the management is reluctant to accept any of the above and prepared to treat the differential of basic and DA on the date of promotion as personal pay to be reduced in the increments accrued annually. as a result, i have been drawing lesser salary than the lower cadre for the past 22 years and even after three more promotions,i am getting less salary than juniors and subordinates. may i request you to suggest a solution whether i can take up the matter for proper remedy through judiciary and if so under what articles of the constitution that injustice inflicted upon me by reducing existing emoluments and forcing to take less salary than the juniors /subordinates all in the name of promotion irrespective of the nature of the pattern of pay scales i can seek remedy .thanking you
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MRTU & PULP ACT, 1971(Termination matters)
1.Can Industrial Court have jurisdiction to entertain in the matter of termination, dismissal or discharge?
2.Can Industrial Court intertain the termination, dismissal or discharge under Section 32 of MRTU & PULP Act, 1971?