northsector
01 December 2009 at 11:40
It is submitted that a central Govt employee was on casual leave. there was some dispute with his neighbours. An FIR Under Section 452, 254, 506, 323 was lodged against him. What kind of disciplinary action has to be taken by the Govt Department ?
Himanshu
01 December 2009 at 10:26
We have applied for transfer of factory licence in our name for factory situated in Maharashtra, West Bengal and Delhi. But even after follow-up with the authority for 8 to 10 months and submission of all required documents thay are not transfering license in our name. Is thare any provision under Factories Act that if they do not transfer within specified time from the date of our application then it will be considered as deemed approval for transfer. Please advise.
Anonymous
28 November 2009 at 23:44
Hello,
i have a query,i have resigned from my current employer. As per my offer letter in case of resign "A candidate has to serve for three months or has to pay three month basic salary".
Now in my case i have given them only one month time in my resignation latter and i am not in condition to serve for all three months,where the company is forcing me to serve the entire 3 months period.
Is there any way through which i can get release in month month only by paying 2 month basic salary to them.
thanks.
Anonymous
28 November 2009 at 14:39
If the minimum time for promoting an employee in a company is 4 years if his CR written by his boss is outstanding. Can an employee be not promoted even after working 6 or 7 years in case when his working is good & no warning is given to him for his work ?
Anonymous
27 November 2009 at 14:34
Is Minimum waged covers contractual labour even.
if possible than please if someone can send me good complete article on Minimum wages Ac or contractual labour.
Thanks a lot
Ravi.
Anonymous
27 November 2009 at 13:19
Hi friend s please help me employment bond for 2 years is it valid or not please with case laws.
Anonymous
27 November 2009 at 13:08
wat r the consequences of non renewal of factory licence and penal provision for the same
skg
25 November 2009 at 13:30
Dear Legal Experts,
A workman was terminated on grounds of surplusage/reorganisation and global recession.He challanges this termination in labour court.
The employer in his statement to the court also admitted that his termination was not due to any misconduct.
Knowing that the court cases takes 6 to 8 years to decide the workman keep on trying for other jobs but whenever he got some positive response from some other employer his inability to produce experience/character and releiving certificate become a major problem
in getting a new job.
My question is since the employer has himself declared that the termination was not due to any misconduct can the workman ask for these certificates from his employer or he has to pray the court to direct the employer to release these certificates to him so that he does
not face any problem while he is trying to get new job in order to feed his family.
Whether doing so his case will become weak?
rgds
skg
Anonymous
25 November 2009 at 09:53
It is well known that the transfers of employees cna be questions if we prove malafide intention or non application of mind by the competant authority. how to establish the malafide nature as it is a mental state. The competant authority has given oppertunity for the employees who compleated five years of service at one place for submting options and the employees who compleated one year also has rewuested for a transfer. The authority in the disguise to settle the imbalnces transfered the employees who were not given oppertunity to submit options.The requirement of staff at every districtwas tkaen from the officer working under his control a single officer but not a committee. after issung transfer orders stating as administrative exigencies he has altered the places in respect of some of the employees in which a person having 11 years balance of service was posted in a near by place of 30 kms and another aged 57 to a place of 180 kms. can this be treated as malafide intention. pl. suggest any leading cases if available deceided by the supreme court.
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PF contribution
I am working in one Limited Company. In my salary, my BASIC is 10200/- So the company is deducting Rs 1224/- i.e. 12% on basic as my contribution to PF
Now I would like to know what is the rule for EMPLOYER'S Contribution. Somebody told me that for Employer's contribution there is a celing of Rs 6500/- i.e. eventhough my Basic is 10200/- co will contribute only Rs 780/- (i.e. 12% of Rs 6500/-)
Is it true or can company contribute equivalent to my contribution.
In my CTC, the co has shown Rs 1224/- as its contribution also. So both are contributing 12% but how do I check the co's contribution & whther there is really ceiling of Rs 6500/- & if yes then co. cannot show Rs 1224/- as part of my CTC & should only show Rs 780/-
Thanks in advance