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Anonymous   25 December 2009 at 22:49

Employer and emploee disputes in a public ltd company

In case of any disputes between an employer and employee in a ( public ltd company) under what category of law will they come under, As this is a company do they come under Industrial dispute Act ? What are minimum working hours in a public ltd company ? can they have their own policies in regard with the work time ? I would like to know the specific laws for my above issues.

Uday Prakash   24 December 2009 at 19:36

minimum wages

kindly intimate the minimum wage of labor in mumbai

Uday Prakash   24 December 2009 at 19:32

telephone no. and address

any gentleman may kindly give me address and telephone no. of Advocate Bombay High Court Mr. KIRAN S. BAPAT

Anonymous   24 December 2009 at 18:48

Gettting the claim from the company

Dear Sir,

I would like to know the labour law by which I can get my dues from my previous employer.

I worked in a company at the post of Project manager and my monthly salary was 40000/-. I resigned the company after completing all the formalities of the company.

Company owe me a sum of 115000/- (approx) and is not ready to give back my due.

Please suggest me weather I come under the labour Law or can get any help from the labour department to get my dues out, is there any law by which company is comple to give my dues if they are prove to be wrong.

Please help

Thanks & Regards
Mahaveer

Alok Vishnoi   23 December 2009 at 12:52

Gratuity payment

Can any employer stop the payment of gratuity after retirement for compensation of a fault made by the employer if the employee is never suspended/terminated for that?

Chandan Garg   22 December 2009 at 22:24

procedure to terminate employees

please tell what can be the safest procedure to terminate an employee in a private limited company.

Can we terminate him directly by assigning a reason or we have to give him a chance to reply on the show cause notice and then decide?
please explain.

D P S Chauhan   22 December 2009 at 12:23

TEACHER GRATUITY


I joined a CBSE school on 6 July 1998 and resigned 5 October 2004 (total 6 years2 months and 29 days). Am I eligible for gratuity as per the act presented in parliament in 16 December 20009? What will be the process for demanding gratuity for previous employer?

Oibato Hage   20 December 2009 at 05:32

Reservation in Job for PH ??

D/Frens,
Further what I would like to add is that all those posts which are not identified for me as per state govt. notification is identified for me as per central govt. notification, which I come to know later. So, should I challenge the state government notification ? since I am already a working JE and this post is also not identified for me as per state govt. notification. However, I was appointed before the state govt. notification was published.

Pls give some legal guidance....urgently !!!

which option should I prefer, to proceed ahead ???

Oibato Hage   20 December 2009 at 05:16

Reservation in Job for PH ??

D/Frens,
I have a petition pending in the court regarding 3% job reservation for PH candidate in combined recruitment of AE (civil).
Recruitment was held for 18 posts of AEs under 5 departments.
Initially appointment in 18 posts was stalled by the court for outcome of my petition.
Later,due to the misc case filed by the 17 candidates , 17 posts were vacated by the court and 1 post was stalled for outcome of my petition.
Then, last candidate also filed misc case for vacation of last 1 post remained. However, court declined to vacate it on the ground that post meant for PH cannot be filled by non-PH candidate.
But later, the last candidate produced a State Govt. notification as per which the last 1 post stalled in given deptt. was not an identified post for my PH category. Accordingly, last post was also vacated by the court, but under condition that appointment in last post shall however be subjected to the outcome of my petition.
While having gone throug the said notification, I found that a post in one of the dept. was an identified post for my PH category. But, that particular dept. had requisitioned for only 1 post which was filled by non-PH candidate as and when 17 posts were vacated earlier.
This way, all the 18 posts are vacated by now. However, particular department, whose post was identified for me is yet to submit its reply for not keeping reservation for PH.
Now, while making enquiry,I got the recruitment rule and vacancy list of this particular department through the reliable sources, whereby it is stated that this dept. actually had 9 posts for direct recruitment. But what the dept. did was that it placed for requisition of only 1 posts in direct recruitment. And remaining 8 posts had already been filled by promotion and deputation prior to requisition for direct recruitment.
I have filed an RTI in this dept. seeking information about appointment made by direct recruitment as well as by promotion or deputation in the said posts for this particular period.
Please, suggest me how I should proceed by now. Can I bring this fact to the notice of the Court in instant petition? Or Do I need to file separate petition against the said dept. for violation of its recruitment rule?
Please help………

Rama mohan Acharya   18 December 2009 at 10:12

Charter of demand during pendency of concialiation

A central PSU serves a notice under section 19(2) of ID Act to the recognised union.The Union on receipt of the said notice approached RLC(C) for conciliation. THe RLC started proceedings of conciliation.After 2-3 meetings the union submitted a charter of demand to the management. It is noteworth that the charter of demand submitted is on the same issue on which the conciliation is going on.
Kindly advise wether the Union can submit a charter of demand during the pendency of the conciliation proceedings? Please also suggest legal provision and case laws if any.
Regards