Biplab Swain
20 July 2008 at 14:48
Hello,
I don't know, if I'm asking this in the right platform.
I'm working in a courier company for last 12 years. recently, they botched up my payments & even the TDS. Virtually nothing is matching up... Neither the Salary sheet with Form 16 or with TDS Computation(not provided to me till date). I have been pointing these issues for last eight months through emails but to no avail. Finally, with the last date of Filing return fast approaching, I had no choice but to issue a Registered letter regarding the same alongwith other issues like Harassment/intimidation by the owners.
As a result I have been verbally asked to get out of the office since 17/07/2008. All these days, I have been sending letters to them to resolve the issues pointed out in the letters & decide my fate, which they are not. However, I'm being verbally threatened time & again about slow death etc.
Please note that all my communications are through letters, for which no written reply has been issued.
Considering the gravity of situation, I urger your panel to please guide me on the legal course in the matter to safeguard my life/limbs & dignity. Also, if you can help me get a lawyer to fight for me legally.
Thanx & rgards
Biplab Swain
Himanshu Sharma
20 July 2008 at 10:33
I am working in an IT & ITES company. I would like to know, is ESI Act applicable to employees of IT, ITES and employees stationed in the Head Office of the company.
Pawan Joshi
19 July 2008 at 15:43
I was a partner in partnership firm and during my tenure ESI conducted a Inspection and raised the demand in year 2004. I retired from the partnership on april 2005. Now ESI has issued a Notice for paying of the demand. In this case ESI is only issuing notice to me and my Employer (AT present I am in Service) under Section 45G.I was the Managing Partner. Now Please advise me what to so. Treat it urgent.
KamalNayanSaxena
19 July 2008 at 01:10
What is the immidiate remedy in sence of bread and butter of a workman after retrenchment and before sanction by appropriate Govt.
SUNDEEP
17 July 2008 at 13:44
ANY ONE CAN TELL ME THAT IS THE EMPLOYMENT BOND SINGED BY THE EMPLOYEE & EMPLOYER ON STAMP PAPER IS VALID IN LAW. SOME OF THE CONDITIONS ATTACNHED TO TEH BOND ARE AS FOLLOWS: -
1.obliged to serve the Company for a reasonable period with a sense of undying commitment.
2.IN CASE OF BREAKING THE BOND BEFORE ONE YEAR i SHALL PAY COMPANY A SUM equivalent to six months salary.
3.iN CASE COMPANY TERMINATE ME FOR MY WRONG BEHAVIOUR OR OTHER MALPRACTICES THEN ALSO IT shall bear all those effects, impact and incidence as if I had resigned and consequentially shall be liable to fulfill all aforesaid obligations.
4.The above written bond is unconditional and its legal consequences and liabilities have been fully understood by me, and the same has been signed and executed by me out of my own free will and without any undue influence, coercion, mistake, fraud or misrepresentation and after forming a rational judgment as to its effect upon my interest.
PLEASE SOME SOLVE MY PROBLEM. OR IF TEHRE IS ANY THING IN LAW PLEASE TELL ME TEH EXACT LAW / SECTION / CASE LAW IF ANY.
I SHALL BE HIGHLY GRATEFUL
CA B.K.BANSAL
16 July 2008 at 16:21
If a concern have 100 employee out of which 10 employe basic salary is more than 6500. The concern deduct pf on 2 employee and not deduct other one.
Whether it is correct ?
Whether the concern have to deduct Pf on all employee having basic salary more than rs.6500 or not.
please suggest.
Abhimanyu Soni
16 July 2008 at 12:31
Dear All
Can we pay PF on basic which is more than 6500?
Jaydeep Kurup
15 July 2008 at 15:45
Hi Friends,
A proprietorship firm is already owning an S & E certificate. It now wants to close the firm and open a pvt. ltd. co. Does it need to get a fresh S & E cert or can it transfer the old one existing in the name of the firm in favour of the company.
Does the firm need to be converted into a pvt. co for this purpose ?
Pls offer your comments.
Thanks & Rgds,
Jaydeep Kurup.
varadha
11 July 2008 at 21:40
sir,sec2(s)of indian labour law defines that a labour may get work on the following category
(1)manual
(2)clerical
(3)skilled or unskilled
(4)operational
(5)supervisor
(6)technical.
If a person comes under any one of the following descrition work mode than the person should be termed as a labour.But on the part of supervisor there is a provision that a person who gets a salary of more than Rs.1600/month as a salary means then the person didn't comes under the term labour.By keeping this salary slab supervisors are likely affected due to thIS provision.Nowadays no one get the salary of Rs.1600(it is quiet low).But whats the reason for keeping this salary slab?But on other five category there is no salary provision,
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Is License under Indian Forest Act 1927 require ?
In Dadra (Union Territory) There is an existing Factory Producing Veneer,MDF Board, Particle Board, Laminates from Wood imported from various countries.
There is one order passed by Hon. Supreme Court in writ petition in 2002 saying "No State or Union Territoty shall permit any unlicensed saw mill, veneer, plywood industries to operate"
Now this order is meant for producing all the above mention items from wood of Indian Forests. But what about Wood imported from Abroad ?? Pls. Advice