Labour & Service Law queries [992]

eswarkumarpotti 14 December 2009 at 09:51

legal consequences of principal empolyeer

Respected Experts,

Please advise, if principal empolyeer( Central Govt dept indian Air force) not registered with apporipriate Govt for issuing registration certificate u/s 7 of the labour contract Act (abolition & regulation Act 1970 and the legal consequences if principal emoplyeer with out being registered issue Form v to the the labour contractor for registering with apporiate govt i.e assisatnt labour commissioner (central). Whether defense establishments are exempted for registration for out sourcing thier conservancy services to the lience contractor who is registered with local authority.

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Uday Prakash 12 December 2009 at 23:52

i want to go for appear against very high demand

Please suggest a very good and leaned lawyer from Bombay who can go for an appeal in High Court against very high demand of wages by labour union

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Hari.K 12 December 2009 at 12:10

EPF pension scheme

I retired after attaining the age of superannuation (i.e.) 58 years. I am getting past service benefit under FPS1971 is Rs.382, & pension of Rs.1207/-.My eligible service was 32 years.My past service upto 15/11/95 was 18 years. Actual service after (pension scheme implemented)15/11/95 was 13 yrs. 8 months 11 days. But EPFO Chennai, has taken into account my pension service only 13 years. When I asked them they told that they have received orders from Govt. from February 09,as it should be taken as pensionable service only 13 years. Hence I am losing 8 months 11 days of service and proportionate pension amount. Will it be correct?

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Anonymous 11 December 2009 at 09:35

Advice

We are working as dev.officer in a general ins. co.in our service condition the employer can deduct my increment if we does not acheive our targets.As per rules before deducting them he has to give a WARNING LETTER to us. But he has not given us that letter & issued the orders to deduct the increments.
Is it legal?
How can we get relief & from where & under which rule?

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Anonymous 11 December 2009 at 09:27

advice

1.CAN A VICE CHANCELLOR REVOKE THE SUSPENSION OF A PRINCIPAL MADE BY THE COLLEGE MANAGEMENT UNDER ANY LAW IF HE IS FOUND GUILTY IN MISAPPROPRIATION OF GOVT. FUNDS IN INQUIRY MADE BY LOKAYUKT.

GIVE DETAIL REPLY REFERRING THAT LAW / G.O.

2.CAN A VICE CHANCELLOR REVOKE THE SUSPENSION OF A LECTURER WHO IS WORKING UNDER SELF FINANCE SCHEME AFTER COMPLETING HIS TENURE & BY GIVING HIM ONE MONTH SALARY IN ADVANCE MADE BY THE COLLEGE MANAGEMENT UNDER ANY LAW.
GIVE DETAIL REPLY REFERRING THAT LAW / G.O.

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Rashee 10 December 2009 at 20:30

Format of Employment bond

Hi All,

I am working as AM-HR in an IT company and I have to create an employment agreement including 3 months training and 12 months service period in a single agreement. As per the agreement if employee breaks the bond he is liable to pay compensation against the training given to employee. Directly company is not spending in the training as it is onjob training but as we are microsoft gold partner so we can get special access to study material that he cannot get from any where.

so please could you provide me the format of agreement and some tips to make it more tricky and enforceable also.

Thanks
Rashee

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ABIR GANGOLY 10 December 2009 at 11:59

Interpretation of Minimum wages

Hi!!!
I would like to know what comprises of minimum wages?
A company is paying a fixed gross salary comprising of Basic, HRA, Books & periodicals and Deputation Allowance and the total is fixed every month. Can this be considered as minimum wages?
OR, will only the basic be considered as minimum wages?
Kindly provide me with documentary proof also in support of the justification.
Thanks & Regards

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mahesh 09 December 2009 at 15:09