M. PIRAVI PERUMAL
21 May 2010 at 18:36
An government employee has been denied promotion by the employer for the reason that he was given minor punishment in earlier period during his service. I heard that the Madras High Court as well as the Madurai Bench of Madras High Court in a judgement has held that " PROMOTION CANNOT BE DENIED TO AN EMPLOYEE FOR THE REASON THAT HE WAS PUNISHED FOR A MINOR OFFENCE EARLIER IN HIS SERVICE ". I need the above judgement or any judgement on the same lines either by Madras High Court or Madurai Bench of Madras High Court.
Learned LCI member please help me by providing entire text of the judgements or citations in the above subject.
Anonymous
21 May 2010 at 18:06
i want to know the benefits and losses of term employment of six months . pl. guide me how to address epf & ESIC issues in such a senario
Premanshu
21 May 2010 at 14:22
Dear Sir/Madam,
I was earlier working with NTPC Ltd.(1 yr in probation 8 months in service),resigned from the NTPC and joined ONGC.At the time of clearence from NTPC they forced to pay 2 lakh for payment of bond(bond of 2.5 lakh for 3 yrs).The reason on which they forced to pay me bond is that i made to application to ONGC without proper channel.However when NTPC make campussing from our institute ISM,dhanbad they did't say anything about bond.We were forced to sign bond at the time of joining the company and we joined as there was no alternative at that time.
According to DPE guidelines the bond is transferable while switching from one company to other.
Please help me out so that i can have the payment of bond back.
Anonymous
21 May 2010 at 11:02
Can a employer claim liquidated damages from its employee if the employee has breached the contract and has found a new job without serving the notice period?
subodh gupta
20 May 2010 at 22:02
Second attempt
Dear experts,
please solve the following queries :
1) At WE stage is it compulsory to submit all documentary/email printouts/telephonic recordings by a workman in an illegal termination case or he can submit some and submit the other at cross examination stage.
2)In law what is the definition of a genuine telephone recording which can not be challenged by opposite party?
3) At what stage presiding officer hear the telephone recording as evidence submitted by a workman .i.e at we stage or at cross examination stage.?
4) If some evidences are arranged by a workman after WE stage can he submit it after WE stage to prove his illegal termination.
regards
subodh
Neeraj Kaushal
20 May 2010 at 19:49
Disciplinary proceedings against me , lower court has stayed the disciplinary proceedings against me , department hold DPC meeting and my name was considered for promotion but sealed cover method has been adopted , i need a Supreme court , High Court law that would support my case , kindly help me in this matter , thanks ,
nireekshan
20 May 2010 at 14:57
dear professionals,
i would like to know that which provision of Facories Act, 1948 can not be withheld during emergency period?
i came across this question in NET exame held on 27/12/09. pls help me to know the answer. i forgett the options.
Anonymous
20 May 2010 at 14:37
hi,
i need a suggestion ,I m working with a private compant since 2006 & when in this year me asked to my senior where i report my work for increament first 2 months she hangup to me o said these words i would discuss with boss but in the last movement when all company worker got increament she told me boss caould not afford ur salary he seaching lower salary worker for my pofile.
she suggessted me u do not give any notice to the boss i will manage when u want leave u can leave the job.
when i asked same question from her if the boss want to sack to me from my job then he can sack me without any notice ?she replyed yes he can.
but i do not know how could he do this thing because i have appoinment letter where he mentioned before leaving this job i need to give 1 month notice to him or if he want to sack to me then he need to give 1 month notice to me.
now im afarid if he can without notice sack to me then what could i do?
Anonymous
20 May 2010 at 13:30
Kindly clarify whether the eligibility for payment of gratutity can be considerd as 4 years 8 months (i.e in fifth year it is 240 working days.)
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forced absence to contract labour
The service and employment of contract labour is protected by stay order of High Court.In such a situation whether the contractor can give forced absence thereby denying wages to the contract labourer.please give citations if the answer is "no"