bhawana
09 February 2017 at 23:47
My father was appointed in up forest as a forester in 1981 in ad hoc basis.
He continue his job as a responsible employee.in 1991 up goverment regularised many ad hoc as well as daily wages employees.but he was not regularised.he file a case in lucknow highcourt against up forest in 2002.
His case number is 6340.
In 2006 up forest regularised him.
But regularization from 2006 is deprivation of his entire service benifits.
Then we again go to court because he deserves to be regularised under old regulization act 1979.
Non regularization under old date is resulting a torcher and harrasment on him.court order to us to make representsion to ccf up forest to passed an appropriate order.
But up forest denied to do that.
This was the matter of 2013.
Then we again go for another advocate in lucknow but he did nothing.
Now my father will retire in 2019.
He is very depressed because he will not eligible for pendion after completing his job and all merits of his jobs is finished.
All his colleagues are deputy ranger and ranger but he is a forester after 38 years of service.
His service record is clear.
What should we do .we live in uttarakhand..
Please help.
Anand
09 February 2017 at 08:22
Sir, my wife is posted in Jaunpur and our child is only 4 month old. She has applied for child care leave but Chief medical superintendent rejected it. my child depends only on her mother for food and hospital environment is not good for my child. I have learnt child care leave rule it will be treated as earn leave. her maternity Leave will end up on 11/feb/2017 and because child is exclusive on mother milk we need child care leave and senior authority refused it. (Other terms and conditions as applicable to sanctioning Earned Leave shall be applicable in the matter of sanctioning Child Care Leave.) at present there is code of conduct so please tell me what i will do.?
Anand
08 February 2017 at 23:20
Sir,
my wife is posted in Jaunpur and our child is only 4 month old. She has applied for child care leave but Chief medical superintendent rejected it. my child depends only on her mother for food and hospital environment is not good for my child. I have learnt child care leave rule it will be treated as earn leave. at present there is code of conduct so please tell me what i will do.?
Vasudevan
08 February 2017 at 14:50
Consequent to the Departmental Enquiry, I had been served with the order of Compulsory
retirement by the Disciplianry Authority who is also the Appointing Authority for my post held. In the order of the Disciplinary Authority, there was no mention on the quantum of reduction of pension or gratuity. I had 33 years of service. Whether full retirement pension and Gratuity be paid to me as there was no mention on the quantum on reduction of pension or gratuity was not mentioned? Please clarify. Thanks in Advance to the Experts.
kankit kumar
08 February 2017 at 10:24
Dear Experts,
After resign My company is not giving experience letter and relieving letter they said it is not in company policy. But new employer is demanding the experience and relieving letter. Pls tell me can i intiate any legal against my previous employer not to provide relieving & experience letter.
Pls reply...
Regds
Kankit
rishabhrai
07 February 2017 at 13:50
Hi all,
first of all i m writing this to know the rules n regulation of labour in an organisation i have been working in a retail store at highway nh-58 the timing of store opening is 7 am till 11 pm at night, this firm is register under company laws.my problem is that i daily travel around 45 km one sided to reach at store by the mode of bus regularly near 7 am & spent 10 hours at store till 5 pm under my shift.But some times if other guy not available i have to closed the store till 11 pm after that its not gonna possible to reach my hometown in that case company provided the room not food & all & continously joined the store at 7 am in that case company provided the salary on double bases is it right way ??? but problem is that our manager is so rude any problem related to store operation he cut down the whole day & night salary without knowing the facts beside this they provide only 2 week off in a month.so my question is that 1)Overtime wages through law is justify?
2)weekly off through labour law is justify?
3)Mentally & physically harsement by manager in an organistion
4)Molestation of all the people at store through this rigid nature by management
beside this i dont have any appointment letter & doesnt sign any terms & condition though employer but i received my salary in an account .
so, pls suggest us all for logically & legally practises under labour law
Sumir
07 February 2017 at 09:53
My office- BMC/ Mumbai corporation is threatening me with termination on baseless grounds. I want to approach MAT- Maharashtra Administrative Tribunal.
Can anyone give me draft/ or their previously filed application before MAT, against suspension or termination of service
P.V.Ramana
06 February 2017 at 19:57
sir . I am acquitted in criminal case vide judgement CC124/2013 .I requested railway general manager to reinstate me consequent upon my acquittal in criminal case.but no response
the honourable CAT directed as follows.
"the OA is disposed at admissin stage with a direction to respondent 1 to consider and dispose of applicant's representation dated 28.3.2016 & 23.5.2016 (annexure A &annexureB) keeping in view of judgement CC124/2013 dated 26.2.2016 and honourable high court in WPno 16104/2013 dated 10.6.2013 and pass reasoned and speaking orders in accordence with rules and law......." but the order passed by respondent is not speaking about acquittal or service rule which permits reinstatement on acquittal. kindly advice me whether can I pray the CAT again to direct the respondent to comply with order to avoid admission of case as the present new general manager is of helping nature kindly help me in this regard thanq sir
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No objection certificate
Respected Sir / Madam,
Myself Neha Goel. I was employed as a Faculty at Perfect Institute of Technical Education. I was incharge of the centre named DreamWave for which franchisee partner was Perfect Institute of Technical Education.
Now my husband have taken a Franchisee of Dreamwave which have come in knowledge of owner of Perfect Institute of Technical Education.
Now she is not providing me relieving letter, NOC and outstanding dues to me.
I resigned on 18th Dec 2016 due to bad environment of the centre and biased attitude of owner towards me. But I gave personal reasons for my resignation as I wanted to end it on a good note of my 16 months stint with centre.
On 19th the owner called me and requested me to continue and assured me of good environment but after few days same old stuff prevailed, so i finally decided to quit and informed her that my last day will be on 30-01-2017.
But on 30-01-17 she came to know that mu husband have taken the same franchisee in which i was working for her, she uttered some bad words for me and my husband and I left the centre.
Now she is not willing to talk and sit for solution and not providng me an NOC so that I can work and handle my husband's franchisee of Dreamwave.
My appointment letter does not have these clause too...
Please suggest me how to come over it legally. Is there anything in Law ??
Regards.