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
satya
16 July 2010 at 14:00
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?
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
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