Anil Kumar.K
20 July 2010 at 18:12
Sirs,
An employee's weekly off was shifted to another day and no notice in writing was given to the Employee, by the Employer.
The Employee was absent on usual weekly off day.
The Employer cut the salary for that day.
Pls advise as to whether it is mandatory for the Employer to give notice in writing to the Employee, directly, about the change of weekly off day or is enough to display in the Notice board
Anonymous
20 July 2010 at 08:53
Sir,
Due to family problems, i had to resign from my company in order to relocate to where my family was.
Since, it was an emergency, I could only give 25 days notice to my company.
As per my agreement with the company, I could be relieved by giving 2 months notice or 2 months salary.
Since I am not able to serve the notice period, I am prepared to give 2 months salary.
The HR has accepted my resignation. However, they are simply postponing my relieving. Is there any legal time frame within which a company has to relieve the employee?
What if they do not relieve me because of which I lose my new job also?
Plz help.
Thanks
Purushothama Reddy
19 July 2010 at 15:12
When ex-employee of company (having signed NDA and confidentiality agreement)resorted to poach past employer's staff ;
What actions employer can initiate on the ex-employee ??
Naresh watwani
19 July 2010 at 09:43
Hello
I have resigned in my current company and my notice period is 60 days, out of this 60 days I have 13 Paid leaves in balance.
I resigned on 02/07/2010 and as per the company my notice period ends on 30/08/2010.
Joinig date given by my new company is 18/08/2010, this means i want my current employer to waive 13 days from my notice period, HR says they have no issues if operations(my team) releases me and operations is saying that they cannot release me a single day before though last 13 days is my paid and i dont have to come to office.
Please advise how should i negogiate to get released.
Anonymous
18 July 2010 at 20:18
Pls let me know what is the adjudication machinery in labour laws. Like we have district courts, high Courts and supreme court in a civil case. Is there any seperate judicial system operating in labour laws.
Regards,
P.c. joshi
P.ESAKKIMUTHU
18 July 2010 at 18:09
THE DEFINITION OF WAGES IN SEC 2(VI) UNDER PAYMENT OF WAGES ACT,1936 INCLUDES ANY BENEFITS WHICH IF THE TERMS OF EMPLOYMENT,EXPRESS OR IMPLIED WERE FULFILLED PL.QUOTE A SC CITATION THAT MINIMUM STATUTORY BONUS OF 8%(WHICH IS PAYABLE IN TERMS OF EMPLOYMENT) CAN BE CLAIMED U/S 15 OF PW ACT
prashant1314
18 July 2010 at 17:20
Dear Sir,
We are a medium sized manufacturing Company ( Private Limited ) registered under Factories Act - Pune -Maharashtra.
My boss MD wants to en cash the earned leave - leave on quarterly basis.
As per my best knowledge employer has to keep minimum 30 PL to the credit of respective employee & over & above can be encashed.
Request you to all seniors to throw light on it with any Apex Court Judgements.
You can assist me at personnel@emdet.com
Thanks in advance.
Prashant
Veer Pratap
16 July 2010 at 21:06
I want to confirm that whether we can add gratuity as a factor in the CTC offer to the employees. if yes, then what will happen in the case when the employee left the job after 3 years.As per payment of gratuity act he is not eligible. then what about the amount , if emloyee ask for that should we pay him or deposite the same in the gartuity amount of the company.
Anonymous
16 July 2010 at 15:08
Hi,
One of my client Company who has a factory in Haryana, has hired number of labour, security guards, office boys through contractors. Does any statue lays down specific provisions on number of leaves to be allowed to these contract employees?
Thanks in advance
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my company is charging me for the lost laptop
Hi Friends,
I am working as a Software Developer in an IT company. Recently some thief broke into my rented flat, and after breaking the lock took away my personal laptop and another laptop provided by my employer. As is common all over India, Police hardly did anything except writing an FIR after 15 days under the social and political pressure. Well the problems just started for me, because my employer IT company is also charging me in full for the lost laptop. When I approached Accounts department, they told that they will charge me as much as the new laptop will cost them. Further, on inquiring regarding Insurance plans taken by the company, my HR manager told me that the company is only liable if the laptop get stolen from within the company premises.
I request you to kindly advice me what does the Indian Law says about this.
Thanks.