prashant1314
21 July 2010 at 14:31
Dear Seniors,
We are medium sized Manufacturing Company at MIDC - Bhosari - Pune - Maharashtra.
We do have one assistant level - Staff - employee - Clerical Work - Mr. X. who is not normal mentally ( Actually the said employee Mr. X was recommended by one of our clients GM so my boss absorbed Mr. X )
Now Mr. X had a fight with our production supervisor ( Mr. Y ) in which Mr. X kicked Production Supervisor Mr. Y & Mr. Y got injured seriously.
Now my boss asked me to send the letter to Mr. X's home address regarding the same incident so that the said letter will clarify that in future repetition of any such type of incident will entitle/ authorize company to terminate Mr. X
Request you to please help me to draft the letter.
Also request you to make me aware about any Pros & / or Cons of the same.
Thanks in advance.
shweta Verma
21 July 2010 at 10:37
Respected Sirs,
Asst. labour Commisioner & Competent Authority under Payment of Gratuity Act, has ordered to pay our company gratuity on the basis of Madras High Court Ruling that 240 days in 5 year will be deemed to be one complete year.
Please suggest our course of action, should we go in appeal or pay Gratuity to the employee.
Regards
Shweta Verma
Anonymous
21 July 2010 at 00:50
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.
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
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jurisdiction of labout court
sir,
how extent labout court has jurisdiction on cpc, means is labour court can entertain cpc entirely