Abhimanyu Soni
15 September 2008 at 17:55
Dear All,
I have worked with a company for almost 5 months i.e. 3 March - 21st July. I was on probation period during this period. I left the co. due to some personal reason. According to appointment letter I had to give 15 days prior notice before resigning. I gave the notice on 11th of july but i left the job on 21st of July only. Till date I didn't get my June month salary which became due on 7th of july.
I have mailed my previous employer regarding my the salary matter, but he replied that, I have to be there in person to fulfill full & final settlement procedure and then only I can get the due amount, if any.
Only 50% of my June month salary was transferd to my account on 7th of July reason being insufficiency of funds.
the rest 50% is stil due. They purposely stopped my salary
Now my query is that, is it necessary to follow the full & final settlement procedure as for me it is not possible to visit the last co. again.
Can i claim for 20 days worked in the month of july also.
Can i file a case where i am staying at present.
Is Limitation Act applies in this case? If yes, then what is the time limit in which I can sue the company.
Kindly suggest
thanks & regards
Abhimanyu Soni
shantilal k. patel
15 September 2008 at 17:16
How to form the trade union?
What are the conditions to be satisfied
to form a union of the employees? is it
possible to form in the Professional firm?
S.K.PATEL
advocate satya
15 September 2008 at 12:12
sir,
is there any restriction under labour law which says person upto this salary slab can only defined as labour? suppose a person working as manager in a company and drawing salary 20000/ rs, is he not come under labour act,what is the appropriate forum for employees working in call centres?
advocate satya
15 September 2008 at 12:09
sir
an employee was working at gurgaon, have some disputes regarding p.f where can he file her case under E.P.F ACT whether she can file it at delhi, she had written to regional p.f commissioner at gurgaon but nothing happens, what is the remedy and where is the tribunal for e.p.f matters at delhi?
NAMRATA DONTUL
15 September 2008 at 11:48
i want to know whether esic is calculated on net salary / gross or on CTC.
HIRAL THAKKAR
14 September 2008 at 12:03
CAN THE COMPLAINANT UNDER MRTU AND PULP ACT GO IN APPEAL AS FILING A REVISION IN INDUSTRIAL COURT WHEN THE DOMESTIC ENQUIRY IS ADUJICATED UPON HIM.
Please give citations in support for the answer
Anil
13 September 2008 at 18:57
Bonus/ Incentive is paid to employees on yearly basis in a private company.
Regarding this I would like to know:
1)Due to increase in total remuneration in the month in which bonus/incentive is paid, the Profession Tax rate changes(the employees go to next higher slab).
a)Does one has to pay higher profession tax only during that month?
b)If one takes the stand that bonus/incentive so paid has to be spread over the entire year he/she faces following problem.
Bonus / incentive amount is known only at the end of the year. Due to this if a persons PT slab changes after spreading over the year, does one has to file revised returns for the earlier months during which higher PT was not deducted? and does one also has to pay penalty for short deduction during those months.
2) Should one consider bonus/incentive for profession tax purpose on accrual basis or payment basis.
Kindly quote section/rule wherever possible.
Please answer questionwise.
Thank you.
girija
10 September 2008 at 23:15
1.Can a deregistered trade union have locus standi??
2.is it a legal entity?yes or no and how??
3.filing complaint by deregistered trade union is void??
4.what are the rights of deregistered trade union ??basically those in my favour?
Khan Mohamed
09 September 2008 at 16:22
i was working in a company for one year and have left there,and they have given me a cheque for salary, it has been bounced once.
can i get the amount in labour court or employment court.
waht is the procedure for legal action to get the cheque amount.
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Possible Action aginast an Employee who left without Notice
Dear Experts...!
As per our policy, 45 days notice / in-lieu of salary is mandatory either side.
Now one person left breaking that with just 2 days of notice and without approval of his resignation.
Can you please tell me what all the possible legal actions can be taken against him ?