sanjay kumar patibandla
19 January 2010 at 13:36
Sir, weather the LIC agent comes in the perview of Professional tax
Is he liable to pay proffessional tax
Anonymous
19 January 2010 at 12:45
Dear sir,
I successfully completed the probation period but was verbally asked to leave and not even paid my salary including my notice period salary.kindly guide
jayadevan iyer
19 January 2010 at 12:42
CAN ANYBODY HELP ME BY POSTING A BOND AGREEMENT BETWEEN EMPLOYER AND EMPLOYEEFOR 3 YEARS.
sundararajan
18 January 2010 at 15:04
I have joined in a company in Nov 09 and opened a salary account with a private sector bank. But i resigned from my job within 2 months since I dont like the organisation , profile etc...
But I have settled all my dues and relieved properly. I want to continue to use my salary account as normal savings account. Now Does the employer has any right to ask for my personal information from the above salary account from bank ?
Rohit Gupta
18 January 2010 at 12:56
Regards applicability the act says the following:
" Every other establishment employing at least 20 persons on any day during an accounting year."
Would that mena that literally every small shop like stationary or grocery and all corporates come under this category provided they employ 20 or more employees?
Please quote relevant sections forming your opinion.
Thanks.
Rohit Gupta
18 January 2010 at 12:52
Regards applicability of the said Act, it is mentioned that:
1. Every shop or estabalishment within the meaning of any law for the time being in force in relation to shops and establishments in a state, in which at least 10 persons are employed, or were employed, on any day of the preceding 12 months.
Would that mean that literally every shop say stationary or grocery shop even would be covered under this??
2. Formula for computation of gratuity in case of piece-rated employees??
Please quote relevant sections forming your opinion.
Thanks.
Rohit Gupta
18 January 2010 at 12:29
Is the employer bound to pay 10% as employer's contribution irrespective of the level of income of the employee? Or do we have a ceiling for such income say Rs.5000 or Rs.10000.
Please quote relevant section forming your opinion.
Thanks.
P K Thakur
16 January 2010 at 20:43
Respected Members (advocates)
I am Prakesh Kkumar, Asstt. Professor in Management Department at MM University, Ambala , Haryana.
Right now we are facing a serious problem with my younger brother’s career, the matter is as follows:-
1. Recently my younger brother was selected as JTO (Junior Telecom Officer) in BSNL as notified by BSNL in October 2009, having Rank under 500 in All India Ranking (Out of 4000 Selected Candidates).
2. In the selection letter BSNL directed the candidates to get their certificates verified and submitted with a bond of Rs 2 lakh in their respective Circle (because the candidate has appeared in the test from the circle).
3. After the verification of the certificate the BSNL displayed a list of candidates for medical check up in their respective circle website (ap.bsnl.co.in).
4. In that list the name of my younger brother was not displayed, regarding that, we have communicated telephonically several times with the officers of the circle (Andhra Pradesh) as well as corporate office of BSNL (Delhi) and they are not responding properly with the satisfactory answer/reason.
5. Now they are saying (informally) that there is a technical fault in the evaluation system. So that’s why they have with held some candidates for the medical check up and final posting.
Sir, We are very much tensed, so please guide us, what type of legal action; we can take regarding the above situation.
Thanking you
With regards
Prakesh Kumar
clifford john coelho
16 January 2010 at 17:30
dear expert,i am working as a contract labour in a psu for the last 19 yrs,i have the following queries,
a)for the past 11yrs with the same contractor and same psu.without any breaks.
b)the contracts are annual.
c)now,am i eligible for gratuity ?
d)is the PE liable for any default made by the contractor ?
thanks & regards
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Promotion and ACR
As per Swamy's manual for govt. of India employees,any adverse comment in annual confidential report has to be intimated to the employee.What are the legal measures that can be taken by an employee of GOI when he is denied a time-bound promotion on the excuse that his ACRs were "good" while criterion for promotion was ACRs must be "very good"? His ACR remarks were never intimated to him.His organisation is refusing him copies of his ACRs(annual confidential reports) as per RTI Act.What are Supreme Court's directive or citation in this regard.