Vasudevan
17 April 2026 at 17:02
Respected Learned Experts. I am a central government retired employee. While I was in service, I had been assiged with the duties and role of an higher officer (my next promotional cadre) from 11.04.2014 to 25.01.2017. After my retirement, I had asked for the pay benefit under FR 49(iii) for discharging the duties of the higher post. My request has been turned down by the Competent Authority in the year 2023 stating the provision of FR 49(v). I had immediately filed OA before the CAT. During the argument, the Bench has raised query on the delay of 6 years in filing the OA, It has further raised an objection that the role/duties of the higher post is only assigned and you have not been appointed on current charges to that post. The Respondent department has not raised the query of delay in its reply version. Similarly, it is the fault of the Respondent who had directed to discharge the work of the higher post without any formal appointment order to the higher post. In the above circumstances, I request all the Learned Experts kindly to suggest how to anwer the query raised by the Bench. Whether duty assigned to discharge the higher post in the absence of formal appointment order to that post is an offence committed by me. It is the directions issued by the Head Office to all the Branch Head to assign the work of the higher post who are holding next below lower post. Please guide me with your expertise know;edge as I am appearing as Party In Person before the Tribunal. My sincere thanks to one and all in the Expert Forum for your continued tireless guidance extended to me in all these days. Once again thanks in anticipation.
Anonymous
08 April 2026 at 19:19
In attestation form do i need to mention a dropped course which I only attended for 1 sem under educational qualification
I have done bsc 24 and ba llb 2024 to 29
I droped out of a course in ba 6 months june 2023 before i appred in exam of bsc part 1 held in August 2023
Anonymous
10 March 2026 at 20:20
We are contractor based in West Bengal and our company has recently been awarded an Operation & Maintenance (O&M) contract for an industrial facility located in the State of Assam.
In the Purchase Order / Contract agreement, there is no clause or condition mentioning mandatory engagement of local manpower or any fixed percentage of local employees.
However, during the mobilization stage, the client is insisting that we must recruit 100% local manpower, including skilled and executive positions. This requirement is being communicated verbally and through informal correspondence, but it is not part of the contractual terms.
In this context, I would like to seek legal guidance on the following points:
Is there any law or statutory requirement in the State of Assam that mandates private contractors to employ a fixed percentage (or 100%) of local residents?
Does any labour law or state regulation apply to executive, skilled, or technical manpower in private industrial contracts?
If such a requirement is not mentioned in the contract or purchase order, can the client legally enforce a 100% local manpower condition after award of the contract?
What would be the appropriate legal position of the contractor if such a condition is imposed later, outside the agreed contractual terms?
The query is purely for legal understanding and compliance purposes.
Any guidance from legal professionals familiar with Assam labour laws or industrial regulations would be highly appreciated.
Anonymous
23 February 2026 at 13:10
Currently I am working in SBI as an Officer. I was made a scapegoat by my superiors in a theft case, unfortunately leading to my suspension on 26 September 2025. As advised in the order, I request for an appeal within 45 days of Suspension. I requested the Bank to provide the supporting documents and CCTV footage to prove my innocence, which they did not respond till date.However I have not been issued any chargesheet in connection with the case. After 5 months from the date of suspension, I received a Review order on 21 February 2026 where it was mentioned that the suspension order shall continue. Should I move to HC to file petition against the suspension order??
Vasudevan
19 February 2026 at 13:21
Respected Learned Expert, I am retired Central Government servant. During the service period, I had undergone suspension for a criminal case which has been acquitted thereafter. The Competent Authority is pleased to pass an order to regularise the suspension period as follows: "period of suspension from 03.07.2008 to 31.03.2009 shall be converted into leave of any kind due and admissible as per FR 54-b(7) read with FR-54-B(5)". Thereafter, the subordinate authority has treated the period as EOL. Whether, I am entitle for annual increment based on the above order. Any other monetary benefits is applicable to me. Kindly clarify please. With utmost thanks to one and all in the Forum of Learned Experts.
Vasudevan
02 February 2026 at 19:06
Respected Learned Experts, I would like to file Contempt Petition(Civil) before the High Court of Madras in connetion with my service matter as Party in person. I had drafted the Petition and filed in the Registry. However, it has been returned to me for rectification. Any Legal Expert/Consultant who is well versed with the filing procedure before the Madras High Court may please share their contact details for guiding me in the matter. I am ready to give necessary fee to the Expert please. It is only for filing procedure. The case shall be handled by me as Party In Person.
Thanks to all Learned Experts in anticipation.
raju
20 January 2026 at 20:48
Case under section 33 C (2) of industrial tribunal was filed for recovery of payment of dues from the employer which was not paid by the employer after resignation. Query is that besides recovery of payment of dues also compensation was added since employer failed to pay dues inspite of repeated requests. Can industrial tribunal allow compensation under section 33 C (2) of ID Act 1947.
raju
16 January 2026 at 19:31
If the case by labour court is exparte as the management didn't appear inspite of service served properly and now wants to set aside exparte can worker give application for compensation.
Rahul Kumar
30 October 2025 at 19:30
I am a Senior Translator working in the Indian Audit and Accounts Department (IA&AD). I have completed more than three years in the cadre and, as per the existing norms, I am eligible for promotion to the post of Hindi Officer which has recently been upgraded as Assistant Director (Official Language) by the department through an order but without amending RRs. The said order benefitted all officials who were working as Hindi Officer.
However, the department is not conducting DPC for officials who are now eligible to be promoted as per RRs of erstwhile Hindi Officer.
I filed an RTI to CAG HQs to know about the current status of convening of DPC, and the reply stated that promotions will be made as per the amended RRs for the post of Assistant Director (OL), which are still under correspondence with the Department of Expenditure. There is no clear timeline on when the RRs will be finalized.
Does the upgradation of post from Hindi Officer (Group 'B') to Assistant Director (OL) (Group 'A') make the RRs of Hindi Officer unsuitable for consideration of promotion of available eligible candidates? There are plenty of vacancies available.
I would greatly appreciate expert legal guidance on how to move forward and challenge this delay. Thank you.
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Gratuity jurisdiction contractual employee of central psu
Facts of the Case:
I am seeking legal guidance on behalf of an employee who has been working on a contractual basis under a Public Sector Undertaking (PSU), which is a Government of India entity registered and headquartered in Andhra Pradesh. The employee has been engaged through a series of 179-day contracts, which have been continuously renewed by the PSU. However, before every renewal, the PSU deliberately gives a one-day break, after which a fresh contract is issued. The employee has worked uninterruptedly from 16th August 2021 and the last date of the current contract is 14th May 2026, making the total period of service approximately 4 years and 9 months. Although the PSU is based in Andhra Pradesh, the employee has been physically working at a Government of India Ministry office located in New Delhi throughout the entire period of service. Despite the employee working in Delhi, the PSU deducts Rs. 200 per month as Andhra Pradesh State Professional Tax from the employee's salary.
Query 1 — Jurisdiction for Gratuity Case (Delhi or Andhra Pradesh?):
Since the PSU is registered in Andhra Pradesh but the employee has been physically working in a Central Government Ministry in New Delhi for the entire duration of service, I would like to know which authority will have jurisdiction to hear a gratuity claim — whether it will be the labour authority in Delhi or in Andhra Pradesh. Additionally, since the employer is a Central PSU under the Government of India, will the Central Government labour machinery apply, such as the Regional Labour Commissioner (Central), Delhi, or will it be a state authority?
Query 2 — Whether a Gratuity Case is Maintainable:
The total period of service from 16.08.2021 to 14.05.2026 comes to approximately 4 years and 9 months, which is numerically less than the 5-year minimum required under Section 4 of the Payment of Gratuity Act, 1972. However, the one-day break given before every contract renewal has been deliberately engineered by the PSU to prevent the employee from accumulating continuous service and claiming statutory benefits. The employee has worked for more than 240 days in each year of service. In light of the above, I would like to know whether GRATUITY CASE is maintainable.