radha
07 April 2010 at 18:30
Mr. Abbey has been terminated from his service by a Pvt Insurance company from the post of Manager, without assigning any reason.He was made to answer many of emails regarding his low performance.
He was issued a show cause notice, to which he replied and explained, and asked the company to withdraw the show cause notice,and the company did ot withdraw the show cause notice and no persuant action was taken by company.
Mr. Abbey want to challenge his termination and wants to inspect his personnel file maintained at the HR deptt at Head Office of his company.
Can he claim the inspection as a matter of right?
Is the company under obligation to show him his personeel file? can the company refuse for this?
Can he later amke the company bring is personnel file to court?
What are the options available to him.
Kindly advoce.
sneha
07 April 2010 at 11:15
can a company hire under 18 person on contract basis? If yes then what are the laws which are neexd to be complied by the company.
Dushyant Pandya
06 April 2010 at 22:58
Under which sectin/s of Act notice period and leave encashment required to pay to employee at the time of termination?
Dushyant Pandya
06 April 2010 at 22:50
At the time of termination/dismissal of employee notice period and leave encashment is required to pay to employee by employer?
OR
Leave encashment and Notice period require to pay by employer to employee at the time of termination?
Under which section of Act?
giriraj sharma
06 April 2010 at 19:58
Dear sir,
My self Giriraj sharma appeared in Deptt.( I am working in BSNL) promotion exam.There were 2 papers each 100 marks and min 50 marks in each paper was required.Result declared and i got 63&48 respectively.I was sure that i perform well hence i asked BSNL under RTI copy of my answersheet.first they denied but after appeal to CIC ,CIC order them to provide me same. after getting copy of answer sheet i was shocking to see that there are blunder mistakes in evaluations.EXP. BSNL asked name of any 5 facility available in Exchanges. i write down any 5 but out of them 3 marks wrong.because BSNL also provide model answer key to examiner and only name of 5 facility was there in answer key.There are 15-20 facility whcih we can provide in exchanges and we can write any 5 .hence I again asked BSNL under RTI regarding my facilty which i have written in answersheet and made wrong .BSL under RTI replied that these facility are available in BSNL.then i represent to BSNL through proper channel.but they did no t reply even after reminders.Then i approach CAT .CAT direct BSNL to consider my representation and give reasoned reply by 31.3.10.BSNL replied that there r no ruling of revaluation in BSNL.they refer a decison of Andhra highcourt in a particular case (in this case candidate simply asked BSNL to reval his answersheet ,he has no proof of wrong evaluation)that in therer r no ruling then BSNL is not bound to reval the same.NOW what i can do.Should i appraoch to CAT again or high court.If in CAT what argument we may produce and what decision CAT may give.as BSNL already indirectly deny CAT decison taking wrong fact decison of Andhra highcourt.i request all respected members to suggest me pls.my cell no is 9413394176 .presently i am in MP.
Atul
06 April 2010 at 13:26
Dear Experts,
I am an Analyst and I joined a firm through an off-campus selection process in Aug 2005. Few months later(in Dec'05/Jan'06), company hired other graduates, similar to me in education qualification, in fact some of them from my own Institute, though through Campus selection. However during my stay (which was for ~3 yrs, till July'08) I came to know that the new hires were paid almost 90% higher than me(pay after probation period is over). I didn't agree with this but kept it to myself, not speaking to HR or any sr. management in the company. I have got frustrated over time and have developed several behavioral problems. While this mental turmoil continued, I left one day in July'08(french leave). After a month(mid Aug'08), I got a call from Operations Manager of the company inquiring about not coming to office. I said I was not well. Again after a month(mid Sep'08), I got a letter from the office stating my termination. I didn't receive any written or informal notice from the company.
Over time my stay there, I haven't been promoted even once. There was no training provided when on probation. The notice period is one month but I haven't asked the co. for one month's pay in lieu of termination without notice. I am quite upset at this time. I don't have company's relieving letter as well.
My preposition is that, what now I can do to claim my point whereas I have left the company around 21 months ago. Is there anything legal I can do? Shd I claim for equal compensation?
I was so much disturbed b'coz of this that I didn't applied to new firms for around a year(only since June'09 I am searching for a job).
Any suggestion will be appreciated. Thanks.
Anonymous
06 April 2010 at 09:04
IF A MATTER IS DECIDED IN THE LABOUR COURT OF MUMBAI AND THE PARTY AGAINST WHOM THE ORDER IS PASSED WANTS TO FOR AN APPEAL WHERE SHALL THE APPEAL LIE UNDER WHICH SECTION.
Isaac Gabriel
05 April 2010 at 21:18
An employee of a copperative society in Tamilnadu retired from service on 30/06/2006 after 25 years of service.Retirement is also allowed by the management.He had been requesting for retiral benefits for the last three years. Finally, the Cooperative Deputy Registrar has sent a communication to the retired employee that the retirement benefits could not be given as he was overaged on the date of employmentin the society in the year 1981.Is it right.If not what is the remedy?
Ashok. B.V.
05 April 2010 at 18:13
Dear All,
one employee engaed in double employement, i would like to know which law states regarding double employement of an employee?
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Contract labour act(Central)
I am working in a Public sector company as a HR trainee. Our company having branches in various places of Karnataka, Tamilnadu and Kerala.All the branches are located away 10-15 km from the city.
We are engaging contract labour in our substation for housing keeping, horticulture works and some constructions works. Some places it is more than 20 employees and some places it is less than 20.
As i am doing project on Contract labour act in our company, request you to help to formulate and clarify the below doubts.
1. if it is less than 20 contract labour, which act will apply?
2. Leave rules CLRA(Central) for House keeping boys and constructions workers when is less than and more than 20 (Cl/El/SL)employees.
3.Will National and Festival Holidays act applicable for CLRA(Central), if it is yes than, number of National, Festival Holidays.
4.Any Labour welfare fund contributions is applicable for contract labour(Central)for house keeping and construction workers
5.AS we are having different kind of contractors for different kinds of work, Each contractors is engaging less than 20 employees in our establishment, in that case, can the principal employer insist the contractor to maintain the register as per the contract labour act or shops and commercial establishment act?
I would be greatful if you clarify my doubt.
Request your valuable reply on this.
James