Anonymous
14 February 2018 at 17:06
I was working in Pune,suddently HR person came and told me today you have to go and disconnect all my laptop and email id and give me a Form for sign and exprience letter and She told me within one week I will received one month Salary.But till date not received any salary.I mailed 2 times and they acknowledge the same and mailed me they will provide.
when I was eployment I covered under group medicliam that also gone,when they had taken my resignation I was 3 month pregnet.I am serving last month of 6 month probation period.
I would like to know what legal action I can take against company.
Anonymous
14 February 2018 at 15:40
Hi,
I have resigned from XXX company after 7months of joining, I had a bond period of 1 year. As I resigned, they cut the bond amount from my salary and released me before completing the notice period of 3 months. ( released from company in 1 month after notice period). As per the agreement in bond, I mentioned them that I will not work in the domain they mentioned for 2 years and with their competitors. When I requested them to provide relieving letter, they are asking me to sign on confidnetiality agreement agian which mention the similar things in bond. Do I need to sign on that document to get relieving letter? Can you please help me on this issue?
Anonymous
14 February 2018 at 13:26
Hello,
I have a query regarding Bond.When I joined my organization(10th April,2017) there was no bond in our company,its startup company.Now I am going to complete my 1 year in this company suddenly they made a bond and asking me to sign that bond though I have already served 11 month to this company.It has been 45 days they are not releasing salary.
Company is saying sign bond otherwise your past month salary(JAN) ,current month(FEB )salary will be released once you complete the notice period of 1 month that is around 16 march.
What action can I take according to law to get my holded salary+ releaving letter+experience letter?
Raavi
14 February 2018 at 10:02
We 8 girls were rejected due to less height as per the medical norms of the company. Out of 8, 6 belong to finance discipline and 2 belong to mechanical discipline.
There are two groups in the company's medical norms. Group A is applicable to "ALL CLASSES OF EMPLOYEES DIRECTLY CONNECTED WITH COAL MINING (MINING, GEOLOGICAL, SURVEY, MECHANICAL, ELECTRICAL, ELECTRONICS, OPEN CAST, PERSONNEL, MINING TRAINEES, AUTHORIZED DRIVERS AND WATCH AND WARD EMPLOYEES, ETC.)" And group B is applicable to posts other than group A.
And on asking in the RTI about the group in which finance and mechanical falls . They replied finance comes under group A. And as per group A norms minimum height requirement for the candidate is 159 cm. And we all are less than that.
But in other batch of appointment which was after 15 days if our batch, the candidate was selected and not declared unfit though the cabdidate's height was less than 159 cm. We know the name and height of the the Candidate but we have no knowledge of what height they must have written in the medical report. And also in batches which were before ours batch, Candidate with less height were selected.
Also no separate height is mentioned for male and female candidates. Both have same minimum height requirements. We made an appeal to the company but there is no response on their part since 2 months. I want to know whether we 8 can proceed for court case on the basis of info of that selected candidate.
Anonymous
14 February 2018 at 09:55
is this final stage of case or not ??
Sanjeeta Tripathi
13 February 2018 at 11:01
Government employee in jail from last three years under section 498A, 307 and 3/4 of Dowry prohibition act. government employee under deemed suspension and getting subsistence allowance. Now departmental proceedings are required to initiate against him under 3B and 13A of CCS Conduct Rules. what will be the procedure for departmental proceedings when employee in jail.
Umesh Chandra
11 February 2018 at 22:05
मै एक गवर्नमेंट पब्लिक सेक्टर मैन्युफैक्चरिंग यूनिट में था , एक रात ड्यूटी से निकलते समय cisf ने मेरे जेब की तलाशी ली और उसने दिखाया कि मेरे जेब से कंपनी का कॉम्पोनेन्ट निकला है यह फरवरी १९९७ का मामला है , घरेलू जाँच करके मुझे अप्रैल 1999 में मेजर पनिशमेंट के बाद ड्यूटी पर ले लिया गया, जिस से मेरी सैलरी आज अपने साथी कर्मचारियों की तुलना में लगभग 10000 कम बनती है | मै तब ज्यादा समझदार नहीं था , न ही मुझे अपने कंपनी के standing orders or natural justice के बारे में कुछ पता था , न ही उस समय मुझे जाँच रिपोर्ट की कॉपी दी गयी थी | जब मैंने अभी RTI से अपनी फाइल चेक की तो पता चला कि जो गवाह उन्होंने पेश किया था वे ठेकेदार के आदमी थे न कि मेरे कंपनी के कर्मचारी जो कि कंपनी रूल्स के खिलाफ था , नियमानुसार मुझे जाँच रिपोर्ट देने के लिए नोटशीट बनी उस पर आर्डर हुआ पर मुझे रिपोर्ट नहीं दी गयी जब कि competent authority ने झूठा रिपोर्ट लगाया है कि उन्होंने जाँच जाँच रिपोर्ट पर मेरा स्पष्टीकरण देखा उसके बाद दण्ड दिया | इस पर मैंने अपील किया तो 19 साल पुराना मामला बता कर मैनेजमेंट मेरी अपील रिजेक्ट कर दी है |
अब मै यह जानना चाहता हूँ कि मै इसे कोर्ट में कैसे ले जाऊं और किस कोर्ट में ले जाऊं ?
कृपया बताने की कृपा करें |
Dharam Jeet
10 February 2018 at 14:33
Employer is a workmen contractor located in Delhi. He got a contract in Noida where labour will work in Noida, Uttar Pradesh. Whether minimum wage act of Delhi or Uttar Pradesh apply in this situation? Please reply
raghavendra
10 February 2018 at 09:54
Respected sirs
i was working in a company as administrator.i had been issued charge sheet for false declaration in employment application regarding qualifications. company only conducted departmental enquiry by internal officials and proved the charges and i have dismissed from the service. i have filed Writ Petition in High court. Since enquiry is committed court prepare to remand the matter to civil court.
but, company issued the charge sheet for no misconduct. there is no false declaration in employment application.
one more thing is application filled in the year of 2009 and joined in 2013.
i have taken contention in enquiry that, the rules of the company applicable only upon joining company hence charge for so called misconduct charge sheet should be given. company got power to cancel the appointment letter without notice immediately. but enquiry conducted, which was not necessary.
i am requesting kindly provided me some judgement as
1. for no misconduct, the charge sheet should not be given.
2. even though charges are proved high court can appreciate the evidence and document done in DE
3. company rules cannot be applicable to employee before employee join the company.
4. disciplinary authority and presenting officer, enquiry officer are interested person being employee of company proved charges and high court can interfere with the enquiry findings.
Thanking you
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PF Transfer issue
I need some advice as my of is not transferred from my previous company to new company . I have raised grivences with pf office but they simply closed it saying they have not received amount . I checked with my previous company and they have given annexure k with UTR number saying they have transferred the amount last year . I visited PF office as well but they simply say this office has not received amount . I am helpless now so need legal advice