ooviya
08 January 2009 at 10:55
the employee -security guards who draw a salary of Rs. 5000/- a month (CTC). After deductions, the take home pay is approximately Rs. 3600/- which is quite low. the employer intend paying off the annual component of bonus every month along with the salary.
What are the statutory repercussions of monthly payoff ?
Are the employer violating any provisions of the Payment of Bonus Act ?
If so, how ?
If not, are the employer liable to pay annual bonus in addition to monthly bonus.
extend opinion on the above issue.
PBS KUMAR
05 January 2009 at 12:58
Dear Senior Friends,
Thanks for your response. But is there any format while releaving an executive, some how we have to execute an agreement stating that 'NOT TO DISCLOUSE AND TRADE SECREATS AND OUTSTANDING DUES FROM VARIOUS CLAINTS', because a top executive who has resigned from the service but he has responsible for the outstanding dues from the various claints (delars) the sudden relieving is very difficult since the claints are knowing them very well. At that situation what kind of action we have to take. The management is ready to releave him. In that situation is there any 'cessation agreement' ? if so please send the draft copy.
Regards,
PBS KUMAR
Arihant AC
03 January 2009 at 19:05
Respected Experts,
I want to know that whether Pathalogical Laboratory are coverable under ESIC Act 1948 or not?
Please Reply soon
Regards
NAC
advocate satya
03 January 2009 at 13:21
sir
one matter was sub judice before the labour court, the employee even after getting ample opportunity has not given evidence, the court dismissed his matter, after four months he again filed the same petion before labour commissionr stating i was not aware of the date hence my petition was dismissed, so again his petition should be entertained, the commissioner issued notice to the respondent employer, the question is can he give a fresh petition on same ground when it is once dismissed?'
do the priciple of res judicata would not attract? and what about the time barred applicability?
any citation for the same?
seshachala
03 January 2009 at 09:36
please tell us is basic wages on which the epf is calculated is to be the minimum wages of the state or is it to be 60% of the gross salary. Is there any statuatory guide lines or any case laws stating that the basic wages must be not less than the minumum wages.
Ashwani
02 January 2009 at 16:41
Dear Sir/Madam,
One of my friends is working with a software MNC in India. Recently his company has made a policy stating that there will be "no Sick leaves" now onwards.
Is it legitimate according to indian labour laws? If no, then what can be done against such a sudden abandonment of the sick leaves by the company.
Regards,
Ashwani
seshachala
02 January 2009 at 14:56
please tell us is it mandatory for the pf basic wages to be the minimum wages of the state or the basic wages to be 60% of the gross salary while computing the employee provident fund contributions
ravi
31 December 2008 at 18:33
WE ARE ENGAGED IN RUNNING PIZZAHUT RESTAURANTS. WE WOULD LIKE TO HIRE SIZEABLE NUMBERS OF TRAINEES. AFTER 6 MONTHS OR ONE YEAR THEY MAY BE ABSORBED AS REGULAR EMPLOYEES ON COMPANYS PAY REGISTER
COULD YOU PLEASE ADVISE
1. WHAT TYPE OF OFFER LETTER TO ISSUE THEM
2. SALARY OR STIPEND
3. WILL PF & EST & OTHER STATUTORY OBLIGATIONS UNDER LABOUR ACT WILL BE APPLICABLE
4. IS SEPARATE REGISTRATION IS REQUIRED APART FROM CATERING ACT
5. IS ANY STATUTORY ATTENDANCE & ANY RECORDS UNDER PRESCRIBED FORMATE NEED TO BE MENTIONED
6. WHICH GOVT BODY WILL COME UNDER
THANKS
RAVI
CHENNAI
Rumy
30 December 2008 at 16:43
Dear All,
I am working in a firm which is a combination of a recruitment consultancy, SAP Training (Unauthorized) and SAP Project consultancy. The HO is based in Mumbai.
Now I am planning to quit. I have not been paid for the past 3 months as the company is going through a financial turmoil. There are other payments which are over due in kind of incentives.
What I want to know is the when I put in my papers, I would be looking for full and final settlement, but I am positive that the company will not release the payment in one shot whereas I want to finish it in one shot. So if required can I file a legal suite against my company.
1. How it is to be done?
2. Whom shall I approach?
3. What is the procedure?
4. What all documentary proof/evidence shall I have in my possession, before I quit.
5. What should be the standard fees of the legal adviser whom I will engage?
I will appreciate your inputs on this.
Kindly guide me.
Regards,
Rumy
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Registration under Factories Act.
Sirs,
I have got contract in April'07 from the mini steel plant for producing a small item. The owner has allotted me an area for doing this job by way of lease. Since I could not mobilise the resources, I have sub contracted the job to 'X'. 'X' has made constructed the manufacturing facility and doing the manufacturing the item. "X" is employing more than 100 employees.
I can not sub-lease the premises to 'X' for taking registration under Factories Act.
Since already considerable period of time lapsed, kindly guide me how to get the premises registered under Factories Act, with penalties if any.
Learned friends are requested to guide.