SOHAN LAL
04 May 2018 at 19:03
I was working at Macons Equipment Pvt. Ltd. , Ahemdabad , Gujrat from 15th june 2016 to 18th February 2017. As per company policy I followed one month notice period upto 18th february 2017. At the time of resignation HR department said they will give last two month salary after clearing F&F.
After one month notice period they give only relieving letter and told wait one month more for F&F clearing. After one month I try to contact by telephonic and by E-mail for my last two month salary but they not response.
In the mean time a customer lied that he gave me FORM-C , so company told me 1st you submit FORM-C then we will clear your F&F. Again I mail him if customer give me FORM-C, then told him (to customer ) for providing duplicate or receiving copy of that FORM-C but my company not reply me.
Please suggest me now what action I will do for this matter....????
Thanks
SOHAN LAL
Contact- 9752098087
Anonymous
03 May 2018 at 00:33
Hi,
I have got a new job offer and they want me to join them on immediate basis within 20days. My current company's offer letter says I am required to serve notice period of 90days. My future employer is ready to buyout the notice period, however there is no option of buyout mentioned in my current company's offer letter. What are my options now? I want to join the new company and also get the relieving letter from current employer. Please help.
S. K. Azad
02 May 2018 at 19:59
Sir,
I am a Central Govt employee and I had updated my ghaziabad address in office records which comes under CGHS area but office however not deducted CGHS subscription and I don't have CGHS card and never availed such facility. But now I asked my office for availing CGHS facility and they are saying that I have to pay monthly subscription of CGHS for last two years as I was living in CGHS area. I informed my office about updating my address in office record so it was their duty to deduct monthly subscription. However recovery of CGHS subscription for not using CGHS facility is legal. Is their any rule regarding such recovery?
Anonymous
02 May 2018 at 19:51
Sir,
I am a Central Govt employee and I had updated my ghaziabad address in office records which comes under CGHS area but office however not deducted CGHS subscription and I don't have CGHS card and never availed such facility. But now I asked my office for availing CGHS facility and they are saying that I have to pay monthly subscription of CGHS for last two years as I was living in CGHS area. I informed my office about updating my address in office record so it was their duty to deduct monthly subscription. However recovery of CGHS subscription for not using CGHS facility is legal. Is their any rule regarding such recovery?
R.Ramesh
02 May 2018 at 10:06
Dear sir, If employer wish to pay both sides contributions ( here employer don't want to deduct from employee and he wants to pay by himself only ) of PF,ESI,TDS & Professional Tax by employer himself only.So, is there any problem in calculating TDS,Entering in books of accounts and for preparing balance sheet.
Avishek
01 May 2018 at 22:00
I am seeking advise of the Ld Expert about the law of land by way of Hon'ble Court ruling as well as in vogue statutory provisions pertaining to the right of an punished employee to ask for re-consideration of his imposed punishment like reduction of his stage in the prescribed pay scale on permanent basis affecting future service on the basis of his subsequent good conduct for long and that subsequent good conduct in the form of utmost diligence in discharging his duty , he has been rendering after the punishment imposed by the the Disciplinary authority of reducing stage in the prescribed scale of pay on permanent basis.
It is also to mention after getting punishment of reduction of stage in the scale of pay, the employee concern had preferred appeal before the appellate authority and the same was rejected affirming the order of punishment of the disciplinary authority. The employee concern was charged in the disciplinary proceeding with the allegation of taking bribe and dereliction in discharging duty.
I also seek the advise that reconsideration as of right can be pressed by the punished employee against the above stated background of getting punishment of reduction of his stage in the prescribed pay scale on permanent basis affecting future service when afterwards he is suffering from financial distress on the ground of such steep fall in his salary arising on and from imposed punishment of permanent reduction of his stage in the prescribed pay scale as well as long non --consideration for his promotional avenue after such imposed punishment.
Bileyswar das
01 May 2018 at 00:17
I joined the company on 6th March, I was within training period of 3 months, I left the company after getting better opportunity on 30th April after dropping formal resignation letter, without resignation acceptance as my joining date in the MNC was very near. As on that day, HR and Admin people were on leave, I was not able to submit Company belongings like Laptop, ID cards and moreover I tried having a discussion within HR but HR avoided me(which I want to submit in avery short time, after a Hr discussion). So, Can the company have any legal action with me or try to influence my present employer regarding leaving without serving the notice period of 60 days(I was b/w the training period).?
Sunil Kumar
30 April 2018 at 18:48
It is intimated that Sandeep has sent a letter to our govt. office addressed to MD for the post of land oustees cases but my office clerk has intimated that he has not received any letter on that date after checking the official record. Now sandeep has filed civil suit for getting the job and he intimated that I have sent a letter to MD office. But the then clerk has leaved the job and the letter is not found in official record. The case has been fixed for 04.05.2018 and the govt. MD office has to file an affidavit in the court in which they have intimated to the court that in MD office no official record of the above letter has been found.
I am working as personal assistant and the Govt. office concerned pressured on me that being a PA you have to intimated on behalf of the then clerk. What can I do in this matter? Is any risk for a govt. employee or not if I written a letter on behalf of the then clerk.
Anonymous
29 April 2018 at 19:33
I work in a private Bank from last 7 years. This year my seniors has given me a low performance rating resulting in no salary increment, no annual bonus and no promotion.
The discrimination can be due to personal reason which are still unknown. But annual rating and bonus is dependent of 5 key parameters and my score is 101% achievement, still people with lower achievement between 50% to 95% are getting better rating and bonus and I am asked to improve. What to improve is still a question as beyond 100% is my achievement for this year.
How can Indian law support me against this discrimination.
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Salary and bonus
1. I was a worker of Air Force Canteen Bamrauli Allahabad. This organisation is a retail shop of Indian Air Force but it is not a government organisation. It is purely private venture of Air Force Bamrauli. This org. are a sole sale point of CSD (Canteen Stores Department-an government Department) items.
2. I demanded the salary and bonus amount according to MWR of central government and bonus act respectively keeping view of the following facts-
(a) AF Canteen being a retail shop may be falls under state government scheduled minimum wages act but AF Canteen Bamrauli constantly followed the minimum wage rate of central government in previous years.
(b) Casual workers of AF Canteen Bamrauli were paid current MWR (C) wef Apr 17. On this activity casual workers were getting salary more than permanent employees of the org.
(c) The Ministry had already clarified vide MoD/ID No. 2 (1) 2011-D (Civ-I) dated 29 Jun 11 (letter copy of Air HQ/26095/1/D Accts/NPF dated 19 Jul 11 attached herewith) that State MWR and Central MWR, whichever is higher would be applicable in Central Government departments.
(d) The T & C of service of URC employees is issued by Secretary BOCCS (Board of Control Canteen Services), which is headed by Raksha Mantri, Ministry of Defence, Government of India. The composition of BOCCS is as under:-
Chairman : Raksha Mantri
Vice Chairman : Raksha Rajya Mantri
Members : Defence Secretary
FA, MoD(Fin)
QMG
AOA
COP
Secretary : DDGCS
(e) Applicability of The Minimum Wages Act, 1948—In relation to any scheduled employment carried on by or under the authority of the [Central Government or a railway administration], or in relation to a mine, oilfield or major port, or any corporation established by a Central Act, the Central government.
And
Scheduled employment as per Minimum Wages Act means an employment specified in the Schedule, or any process or branch of work forming part of such employment.
It may noted that AF Canteen Bamrauli falls under Central Government sphere and public fund money (70% of URC fund) is also transferred through CSD to URC Fund in the form of Quantitative Discount (QD) and reimbursement of transportation charges paid by URC. Employment in loading and unloading in good sheds, godowns, warehouses etc, Employment in watch and ward and Employment of sweeping and cleaning is a scheduled employment of central government minimum wages Act. These types of works are also performed in AF Canteen Bamrauli. Therefore, the employees employed in these employments in AF Canteen Bamrauli should be covered under Minimum Wages Rate (Central).
2. Report on failed conciliation by asst. labour commissioner (central) Allahabad is attached herewith.