Anonymous
19 May 2010 at 12:54
our company has introduced Biometric attendance system and therefore maintaining attendance and leave records electronically. we want to discontinue the manual muster/records. Please guide me the proceedures as how to obtain the permission for the same under shops & establish ment act. please also provide me the format of letter, address of the BMC authority etc.
northsector
19 May 2010 at 12:05
My friend who is working in a central para-military force has been compulsorily retired from service after 06 years of service. It is kindly requested to intimate whether he is eligible for pension after rendering 06 years of service in Central Govt.
sanjay sharma
18 May 2010 at 19:06
sir,
with regards it is submitted that i am serving in central govt/ department. i was paid the amount for leave whereas i was not having leave in my credit i.e. the amount was paid by the management, now i am being marked without pay for those days after two years. the management is deducting the amount of those leave which are marked without pay from my salary. kindly reply if they can deduct interst on the amount where i did not asked them to pay the amount, it was there fault.also make clear if hra, trasnport allow. will also be deducted of the period.
thanks
sanjay
Anonymous
18 May 2010 at 11:51
एक आदमी A ने एक फ़र्म F through its properitor P के खिलाफ minimum wages का केस किया है. उसका कहना है की उसे उसकी पूरी मजदूरी नहीं मिली है. जबकि P इस फ़र्म F का prop. ही नहीं है. P ने अपने वकील के through एक affidavit submit किया था की मैं इस फ़र्म का prop. नहीं हूँ. इस फ़र्म के असली prop. ने भी एक affidaviy submit किया की में इस फ़र्म का prop. हूँ तो ये केस मेरे खिलाफ होना था और वोह आदमी झूट बोल रहा है. ऑथोरिटी minumum wages इस बात को नहीं मान रहे हैं. they have given their decesion against firm F through its properitor P that pay the balance amount to that person.
What the person P can do.
Anonymous
18 May 2010 at 10:51
Respected Sir,
I am currently working in Government of India. I am now in Probation Period. I have a question to that...
Can I Apply any other Government jobs through proper channel in my probation period ?
Please reply me...
Sanjay
Anonymous
18 May 2010 at 10:33
Dear Friends
Please guide me on this issue.
Minimum wages can or can not bifercated for PF deduction.
For Example
Minimum wages in Delhi Central is Rs.273/
Pf deduction shall attract the Rs 273
Or
Can We Bifurcate like
Basic RS180
HRA RS 93
Is it correct way PF deduction will be based on RS. 180/
For fixed monthly salry. If gross salary is more than Minimum wages, but basic is less than minimum wages.Is it correct for PF Deduction on less than minimum wages Under PF Miscellaneous Act 1952
What will be basic for PF deduction
Please Guide me on this issue
Regards
Rahul
Anonymous
18 May 2010 at 10:15
Dear friend
Please guide me on this issue.
How to calculate cess under The Building & Other Construction Workers’ Welfare Cess Act, 1996.
What are the component comming under cost of construction.
Does fan, switchboard, wire etc are coming under cost of construction for cess calculation.
Please guide me on this issue
radha
17 May 2010 at 19:38
Sir,
I have read in forum that:
The ID act evisage minimum 1 month notice period for worker. notice period will be as per company's standing order it will be one month or three month. most of campany decided three month notice period for staff and one month for workers.
Kindly clarify:
1. If an employee's notice period mentioned in his appointment letter is 1 month, would he be a worker and can he raise Industrial dispute.
2. can a company after writing notice period as 1 month in appointment letter, increase it to 2 months by a letter signed by Associate Director-HR to the employee and obtain its receipt from employee, and then claim that notice period is 2 months ( all this during the period attrition in the company is high) and then again decrease the notice period by a letter signed by Associate Director-HR to the employee and obtain its receipt from employee, and then claim that notice period is 1 months ( All this during the period the company is in te process of obtaining resignations from the employees /terminating employees to replace them with new manpower).
Is this increase/ decrease legally correct and valid.
What should be the correct notice period in this case.
Can the benefit of incresae in notice period and hence notice pay once given be withdrawn in case the employee is either terminated or a notice of resignation is given.
3.After this exercise of increase/ decrease in notice period and finally notice period once again being 1 month, can the employee raise ID in case of termination.
4.After this exercise of increase/ decrease in notice period, can the company keep notice period of 1 employee as 1 month and another as 2 month, evn if the employees are at the same designation.
Regards
Radhabeas@gmail.com
radha
16 May 2010 at 12:46
Sir, Kindly advice on below mentioned case:
X had served Pharma companies of ranking 1st and one of top 10 companies in India as a Medical Representative, with meritorious service record.Later he was selected by a new company as a Area Manager and he established it in his Area with his efforts and knowledge from previous years.He was promoted to the post of Regional Manager by this company.He continued to contribute in strategy making and assisting his superiors/General Manager(GM).For his next promotion company asked him verbally to shift to Delhi, but offerred a meagre hike in salary.Due to his family reasons he expressd he can not shift.The company appointed a Sales Manager(SM) above him, and this guy was an old colleague of GM.SM started working autocratically and to show results started malpratices,and X did not become a party.SM was in tussle with X.Company intiated a talk to promote X to Deputy SM, but it did not materialise.SM developed cases against X, and influenced reportees of X to be against X.X sensed trouble and started developing his alternate sources of Income.SM and GM called X for a meeting by telegramme, a day before team meeting of X and told verbally they have decided to for sepertion with X and X should resign or face termination. X declined to resign and company terminated him levelling chrges of false rerporting loss of confidence, inability to lead, insatisfactory performance.X after legal notice filed suit in civil court, for reinstatement with full back wages. X has clarified there was no false reporting, and he has given teh best contribution and growth and Managers performing lower than him are still in employment of the company.
Company sent him the notice pay and asked to sign for full and final payment and did not include in F&F his legitimate dues e.g pending tour expenses and marketing expenses etc
Company has not paid 15 days salary, reimbursment of tour expenses and marketing expenses,leave encashment etc although X has been sending emails for an year.
X has been informing the CMD/Chairman of the company based abroad about malpractices of this company officials and the GM of X was made to resign, and his SM is sitting at the door to exit anytime.Everyone in Indian HO knows the emails sent to CMD are sent by X.
Can Co. hold the payment of his dues for last one year.
Should the company send the payment of his gartuity on their own.
The new SM ( old colleauge of X) has been requesting X not to send legal notice for release of his withheld payments and commented that the Company layer may file an application in court in next date that although the case is in court, X is sending emails to company asking for his payment.
Can the company lawyer do it.
What is the merit in this case.
Kindly advice on this case.
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