Tapan
28 June 2010 at 19:07
Respected Experts,
Kindly please guide me on the below query.
If any fulltime employee of Organisation A works on a parttime basis in Org B, will this be a dual employment ?
Please guide on how to deal with under the Law in India ?
Also, we would like to discourage this sending an msg that " If dual employment found, all employment benefits can be withdrawn",
Please guide in detail.
Thanks and Regards
TK
Advocate M J
28 June 2010 at 17:44
Good evening respected members. i am willing to do my LLM in labour law,, but not sure about the career opportunity in labour field.. so i request the learned members to guide me.. wht can i do after completion of my labour law,, abt the job opportunity, and after completion of LLM.. which feild can i get into to start earnin. i am confessed... hence request the learned members to guide me out.
thank u
Anonymous
28 June 2010 at 11:27
I was subject to departmental enquiry and dismissal subsequently. I had challenged the chargesheet and the same is pending before the High Court of AP. The Disciplinary authority before the passing the order of removal served another chargesheet which did not include the documents relied upon by the Disc Auth. I was removed from service. The service of 2nd chargesheet and removal of service happened in Sept 2009. I wrote several reminders seeking documents for my defense and the Disc Auth preferred to remain silent. The case of removal of service is still pending at High Court of AP. Tell me what i should do ?
venkat raidu
28 June 2010 at 10:46
Are there any stautory registrations required for a sole proprietorship firm to provide Human resource outsourcing services.
Anonymous
27 June 2010 at 13:57
Dear Sir,
I am an architect practicing in Bangalore. I was doing a house for a couple from delhi in bangalore. We have an agreement on letterhead and received an advance. We worked for four months preapring the design, gettting the drawings sanctioned, and getting tenders, finalisation with contractors complete, ready to start work at site. Then they call me to tell me that they have terminated the agreement since they have abandoned the project. They promise to pay for the stages met. But once I sent them the bill they refused to do so. We a small freelance firm and cannot take this liability. We have a copy of signed agreement, a copy of a signed sanction drawings and copy of signed contract document of the contractor. Is there a legal chance of pursuing it it court? Kindly let me know. Thank you
Anonymous
26 June 2010 at 19:44
Can any one furnish the gazette copy of employee compensation act which replaces WC Act.
S.B.adil rahman
26 June 2010 at 10:57
A client of mine is not being allotted duties for the last 2 months. He is coming and going to his office regularly but no work is being given.The reason is only the ego problem of his immediate boss.He has also poisoned his chief boss so when he went to the chief boss he asked him to contact the said person who allots him the duties. He is receiving full salary. But he is mentally depressed,dejected and stressed with frustration. He feels that he is under mental abuse at work place and is gradually loosing his self esteem. Should he approach the Human Rights Commission for restoration of his duties? What are the remedies available for this?
Vijay Kumar
26 June 2010 at 08:23
Filling the post of CLERK without advertising for the same in a govt. deptt.,by just promoting a Matriculate peon. Whether it is sustainable in the eyes of law?
Anonymous
25 June 2010 at 16:57
Dear Experts
This refers to payment of bonus to outsourced employees (sales personnel, office boys, administrative personnel) outsourced through Third Party.
Major points of Agreement with Third party:
1. Salary including PF/ESI paid to third party for payment to outsourced employees.
2. Outsourced employees on the payroll of Third Party Company
3. Principal to Principal relationship between Company and Third party
4. agreement is termed as service agreement and third party charges service tax to Company.
Queries:
1. Do the Company legally required to to pay Bonus to such outsourced employees (on the payroll of Third Party)?
2. Will the Company fall under the perview of Principal Employer vis a vis payment of bonus act?
Thanks and Regards
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