S V Narayanan
17 February 2010 at 22:08
Am in need of applicable labour laws in the country of Indonesia...any one of experts provide me details, please...
clifford john coelho
17 February 2010 at 15:43
SIR ,THIS IS IN CONTINUATION EARLIER REQUEST TODAY ,PE MEANS PRINCIPAL EMPLOYER .ALL ARE CONTRACT LABOURS .
THANKS AND REGARDS
Venkat Rao Marella
17 February 2010 at 11:06
Dear Lawyers,
I want to understand the point of time from which ESI enactment applies to a private company.
At present there is only one employee joined in a private company who comes within the purview of ESI.
As per one of the ESI official, ESI application will be accepted only when there are more than 20 employees for whom ESI is deductible. As of now, the company has only one employee coming with in ESI slab. Should ESI be deducted from the employee’s salary even though the company is not coming within the scope of ESI enactment?
If deductible from the employee, when should be remitted? (Since the application for registration will not be accepted, how can the same be remitted with the department?
If not deductible, what are the provisions of the Act which excludes the company from not deducting?
Thanks in Advance.
Venkat.
clifford john coelho
17 February 2010 at 10:18
SIR ,IN THE CONTRACT LABOUR ACT ,THE REPRESENTATIVE OF THE PE HAS TO BE PRESENT DURING DISBURSEMENT OF PAY.
1)MY QUERY IS WHY IS THAT NOT FOLLOWED IN THE MINIMUM WAGES ACT.
2)WE ARE ONLY 2 WORKMEN ON A SEPARATE REGISTER .
3)WE ONLY GET MINIMUM WAGES AND WORKMEN COMPENSATION ACT.
4)IS IT NOT MANDATORY FOR THE PE REPRESENTATIVE TO REMAIN PRESENT DURING PAYMENT TIME ?
THANKS IN ADVANCE
Anonymous
17 February 2010 at 09:08
i work in a state government office, where violation of above sections are frequent. i want to make complain against such practices.can i write a letter to my superior officer to take action as i strongly believe that such things are happening?
Mukul
16 February 2010 at 18:42
I have been issued full & final settlement letter duly signed by HR director subsequent to my resignation acceptance as per that net amount payable to me was 62000/- after deducting all the dues(like laptop keymissing 2600, mobile not working 4600 etc-. I have accepted the same and sent duplicate copy to the HR dept. I was waiting for my cheque but after 2 months of issuing first letter company has issued another full and final settlement letter and deducted rs 27000 against laptop panel broken. Now i have given laptop in absolutely perfect condition except one key missing and same has been acknowledged by the company in first full & final settlement letter where they have deducted only rs 2700 against laptop key missing after inspection of the laptop. Now my question is that how can company deduct 27000 after three months of resignation and company is also ignoring first letter which has been issued to me which is an evidence that laptop was in perfect condition except one key missing. Please suggest how can i proceed further and what are the options available. Thanks Mukul(9560707755)
vimalavidya
16 February 2010 at 16:31
My Bank suspended me for my union activities for false grounds.At the end they gave me punishment of withdrawal of cashier's allowance.I appealed in the TRIBUNAL.They gave judgment in favor of me reducing punishment withdrawal of cashier allowance ''only for two year''.After that the bank didn't implement the award for 6 months even after it was published in the gazette.I complained with TRIBUNAL about the contempt of court.They sent notice to the BANK.Immediately the BANK went to high court FOR appeal and got stay order for the AWARD.
During the SUSPENSION PERIOD THE bank called for ''SECOND PENSION''OPTION.But the Bank didnot informed me and didnot called my opinion. After knowing the matter I applied for the pension option after the CUTOFF DATE. I am a heart patient.(After the heart attack when I was on leave for taking treatment the bank refused my leave called back to duty and suspended me false charges)
During 2000 when the VRS Scheme came i applied and came out from service.In between the UNION handled my case in the TRIBUNAL REFUSED TO TAKE UP THE CASE IN the HIGH COURT after the bank's appeal and stay order.And refused to give my case papers to me after I left the bank under VRS. I SENT DOZENS OF LETTERS TO THE BANK ASKING ME TO GIVE the pension.the bank so far did not give a single reply.Neither accept my request of pension nor refused it.
Because of my poor health conditions /stress related back pain and economical conditions I could not go to high court and break the stay order.I could not do anything with the high court.Mentally if I think about my case matters immediately I got heavy back pain and pain in the heart.So I so far not taken any steps to get my benefits awarded by the TRIBUNAL.The TRIBUNAL IN ITS ORDER SAID ALL ATTENDED BENEFITS DURING THE SUSPENSION PERIOD SHOULD BE GIVEN TO ME.
I REQUEST YOU TO KINDLY CLARIFY WHETHER I can now after the gap of 9 years approach the high court and get the remedy of pension and all other monetary benefits and arrears of suspension periods which was awarded by the TRIBUNAL. ONLY THE BANK GOT STAY order and appealed against the tribunal award.Kindly send me the reply to my E mail ID: vimalavidya@gmail.com
clifford john coelho
15 February 2010 at 18:12
DEAR SIR ,I HAD ASKED FOR INFO REGARDING 2 OF MY CO-WORKERS(recently joined but more than 2yrs old) TO INDIAN AIRLINES UNDER THE RTI ACT,WHETHER THEY ARE BEING PAID MINIMUM WAGES/ESIC AND EPF ,BECAUSE WE ARE PAID THE SAME
.THE RESPONSE FROM THE PE AFTER COLLATING THE INFO FROM THE CONTRACTOR WAS THAT THEY WERE BEING PAID ONLY MINIMUM WAGES AND WORKMEN COMPENSATION .
1)ALL OF US ARE CONTRACT LABOUR FOR MORE THAN 19YRS ,WITH MM WAGES/ESIC AND EPF .
2)WHAT IS MEANT BY WORKMEN COMPENSATION ACT ?
3)CAN THEY CLAIM MEDICAL/HOSPITALIZATION
BENEFITS ?
4)IN SHORT WHAT ARE THE ADVANTAGES/DISADVANTAGES BETWEEN THE TWO ?
rajan
15 February 2010 at 15:45
Recently We have terminated a employee for giving wrong information in the employment application about his date of birth. He has given wrong pan number and he has given a xerox copy of the pan card for the same.(Xerox is taken from scanned copy where he has alterted the date of birth).
What kind of action we need to take legally apart from employment contract?
What is the legal action applicable under income tax act?
Please clarify.
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Contract Service
A Society takes employees in contract basis. The contract format is prescribed in Memorandum of Association. But the Chairman issued an appointment letter to the Director that contains some terms and condition that are opposite to the prescribed format. The conditions also contradictory to the some Powers and duties of Director described in MoA.
The question is, which terms and conditions are to be followed by the Director in this case?
The memorandum of Association clearly said that the Appointment order shall be issued by the Chairman in the prescribed format.