Anonymous
16 July 2010 at 12:18
Hi, I am Amit Garg, I worked for a IT company from 20 Jun 2006 to 30 Sep 2007. There was a contract for 1 year and 3 months Notice Period for reliving. I have resigned by 6 Sep with 24 days notice period and my Manager accepted my resignation and given a hard copy to me with signature of him. but on relieving time they clearly told me as per company policy you had to serve 3 months notice period which you haven't do. Hence you are not eligible for reliving. Since Last 2.5 years I am trying to get reliving Letter but they are not ready to give.
Kindly suggest me for the same.
KB Prakash
15 July 2010 at 16:20
i have a query ! If a boss continuously harrassing the one of the employee for no reason , can the employee have any rights to file a case against the harrassing boss?
if so, what is the procedure
P.S.VISHWANATHAN
15 July 2010 at 11:51
WE HAD A UNIT WHICH WAS CLOSED. ALTHOUGH ALL THE WORKMEN EXCEPT ONE HAVE TAKEN THEIR DUES. THIS WORKMAN HAS MANAGED TO GET AN EXPARTE AWARD IN HIS FAVOUR. However, the name of our Company has been wrongly mentioned in the award as well as other papers which form a part of the proceedings. Can we challenge the award on this ground? the award has already been published and the labour court has been rendered functus officio.
Anonymous
14 July 2010 at 23:44
Which Advocate fought for Brig.(retd.)Devinder Singh in AFT? Kindly give his details with contact no.& address?
Anonymous
14 July 2010 at 14:30
Dear friends,
would like to have a clarification/thought on generally in CTC the component of Gratuity is shown under which some amount is indicated as receivable.
My query is that the amount underlying under the gratuity is receivable subject to the completion of 5 yrs of tenure/superannuation/death/disablement - if not completed the 5 yrs aren't we liable for withdraw of that amount since the companies at the time of departing they are not paying since you have'nt completed 5 yrs.
in such a case any remedy could be suggested for recovery of the above said amount?
Awaiting for an early response.
Thanks in advance
Regards,
S.Sateesh
Pramod Kumar
12 July 2010 at 16:13
Dear Sir,
Please enlight me on following:
1. What are the legislations in India, which deals with service related matters of handicapped person/ disabled employees.
2. Is there any judgement of Apex Court and/ or of High Courts, which put the employer under statutory obligation to place a handicapped employee only at the place of his choice. if so, please quote the judgement details.
Your august guidance shall be of great help.
with regards,
PRAMOD KUMAR
Anonymous
12 July 2010 at 13:31
does director of company are employee under PF act.if so does PF dedeuction will be made from their salary?
raghavendra
11 July 2010 at 15:02
sir,
Is esi corporation controlled by the any of the central or state Act or enacrtment.
thanking you
Anonymous
09 July 2010 at 21:14
Hi,
This is in reference to a labour dispute 15 old which my mother is pursuing.
The Judge is asking for bribe to send the case for reward ( in gazette).He is going to retire in another two months, he has written in our case file " lets case be resolved for reward ,labour present but management absent"
Kindly suggest what to do in this regard
Thanks
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notice period
My appointment letter clearly states that during probation period either party may terminate the agreement by giving 30 days notice or payment in lieu thereof. Presently I am in my probation period. Due to certain problems, I am being forced to leave and the company is giving me only 7 days notice whereas I am asking for 30 days as mentioned in my appointment letter. Can the company reduce the notice period if it wants to?