Rishikesh Mishra
09 December 2016 at 10:28
kindly tell me about starting a computer institution. in which authority do we have to need to register it in UP, India.
Mukul Anand
08 December 2016 at 21:03
Sir,
I am a railway employee. I had been suspended in year 2010 and kept in suspension for a very long period. Then i approached CAT guwahati . Tribunal ordered my employer to reinstate me in service from the date of suspension. I have been allowed to join but my employer did not pay me increment and arrear for the period i was put under suspension. this happened because the authority who suspend me did not allow me to join or review my suspension within 90 days. Can i file case for compensation upon that particular person in lower court. Please let me know. Please suggest me otherwise as well.
Thanks
Dipti
08 December 2016 at 13:50
Hi, I am working as an Ad-hoc teacher with one of the reputed school since July 2016. While joining I have been informed about 89 days contract and further they have extended it but duration has not been told me. I am preparing for government job and want to leave this current job as soon as possible. I just want to know do I need to serve any notice period?
kiran
08 December 2016 at 13:30
I joined a software company and fell sick after two weeks and was hospitalised for typhoid treatment. HR told me earlier that I will get health insurance but denied when I quit after a month of service. Can I file a complaint against my employer for not providing me health insurance during my tenure of employment.
They did not mention in my offer letter that I will or will not get health insurance.
Kamlesh Choudhary
07 December 2016 at 15:27
Dear Sir,
My current designation is officer on contract (GP 7600) in an autonomous institute and this is a group-A post.
The advertisement from another autonomous institute reads as 'Those who are in REGULAR service in Government / Public Sector Establishments / Autonomous Institutions will be required to produce a No Objection Certificate, if called for interview.'
My first question is that in my case is it mandatory for me to take NOC from current employer and is it mandatorily to be produced at the time of interview; I am probably not a regular employee as my contract gets renewed after a specific period.
Secondly, Is there any rule / OM in this regard which may be applied/ cited everywhere or the requirement of taking and producing NOC would be situation specific.
Kindly enlighten with the details of the law, OM etc. if there is any.
sunil kumar
07 December 2016 at 08:26
Dear Experts,
I am working in a public trust/NGO in Delhi. I was on my probationary period which was due to end on 15th Dec. I was terminated in November due to my bad performance and absenteeism from work. These grounds are not correct as they terminated me for being reserve and less socialising with the collegues. Also, I am not very good in english speaking but these two never affected my work. I met all the deadlines. I got a warning letter just 2 days prior to the termination , I replied to the letter negating all the grounds and properly explained all the points but on reciept of that reply they handed me over a termination letter. I did not accept the letter and wanted to discuss but nothing of this sort happened. They asked me to leave and forced me to sign privacy agreement ( stating I will not disclose it to anyone ) and also the termination letter . I refused to give my consent on the letter and they thretened me that my salary will be forfieted. I did not sign either of the letter.
Also, they sent emails to other employees that the termination was mutual and he himself left.
I want to ask all of you to help me on this. Please let me know how to go about it.
Read more at: http://www.lawyersclubindia.com/forum/Termination-on-false-charges-by-an-ngo-public-trust--144919.asp
Roy
06 December 2016 at 10:31
Steps followed so far, after layoff:
Number of days worked: 4 years 237 days. I was in IT and the company had 5 working days.
1) Sent employer form "I" claiming gratuity, annexure in Payment of Gratuity Act 1972. Sent email reminders, no response for 2 months. (Registered post, received acknowledgement)
2) Sent form "N" to Assistant Labor Commissioner of designated area, no reply or any change after a month of receiving application.(Registered post, received acknowledgement)
What should I do next?
Wait for reply from Labor Commissioner? If yes for how long? If no, should i file an RTI to Labour department of the respective region?
Or
Should I file a case in Labour Court in Karnataka? If yes how to go about it? Do I need to hire a lawyer?
Or
Should I file a case in Consumer Court? If yes how to go about it and is there a need to hire a lawyer?
Syed Sadiq Hussain
04 December 2016 at 16:45
I was placed under suspension by an order dated 24/02/2012. Thereby, as per the order dated 02/03/2012, the suspension order was revoked suo moto by the authority which had ordered the suspension.
According to circular instructions of the Government under which I am working, an order of suspension will not come into effect unless the concerned employee is relinquished of his duties and he hands over the charge of his post.
However, the head of my office had never relieved from my duties on and after the suspension but before the date of my reinstatement. The head of my office was punished, by means of his transfer, on the charge of allowing me to attend my duties even after the order of my suspension. This aspect is covered in the order of his transfer, issued on 25/05/2012, i.e. after the expiry of a period of 3 months from the date of suspension order.
A false charge of unauthorised absence was made against me. The same is held to be proved by the EO, based on the oral witness of an officer immediately superior to the head of my office. Attendance Register was neither included in the Annexure-3, list of documentary evidences, nor was summoned by the EO during Enquiry.
Similarly, one more charge was made against me to the effect that an officer of the office of the Head of my Department had conducted an inspection of accounts of the office in which I was working and I had refused to produce the concerned records for inspection.
The alleged inspection was conducted on 22/03/2012. On that date the Head of my office was not present. Accordingly, the officer had deposed before the EO, stating that he was out of station from 22/03/2011 to 26/03/2011. As such, he was unaware of the incidence took place on 22/03/2012.
Quite contrary to this statement, another PW has deposed against me stating that he was accompanying the inspecting officer during the inspection conducted on 22/03/2012. The Head of my office was also present thereat. He had asked the Head of my office to produce the record for inspection. Accordingly, the Head of my office had replied him that I was the custodian of the records.
The said PW was the employee of the office of the Head of my Department, situated State Head Quarter, 500kms away from the place of incidence. As per the Attendance Register of the office in which he was working he was present on his routine duty on 22/03/2011.
The Travelling Allowance Bills of the Inspecting Officer reveal that the person who was accompanying him during the alleged inspection, was a person quite different from the person who had deposed against me before the EO.
In fact, the entire proceedings were carried against me in an inherently conspiratory manner, with the collusion of the Disciplinary Authority, the EO, and the PWs.
Therefore, the experts may be pleased to guide me about the remedy to be sought by me, since I have been retired from service compulsorily from 24/05/2015 and the Appeal preferred by me during Aug-2015 itself is yet to be disposed of by the Appellate Authority.
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Permission to pursue higher studies
Sir,
I am working as Assistant professor in a self financed institute
I had applied for permission to pursue Phd after completing three years of regular employment as per AICTE norms,but permission has been denied on grounds that Board of Governers of our institute has approved permissions for higher studies after regular employment of five years but the actual query is that
one of my juniors is pursuing Phd without obtaining permission from Institute
The supervisor required for phd work is our Head of department.
Our promotions to post of associate professors is possible only after obtaining Phd
Phd holder are also entitled for five non compounded increments
Now if my junior completes Phd without permission then can he claim increments and promotions (subject to post facto approval as HOD is his Phd supervisor)?
In case of fresh recruitments will the candidature of my junior be considerable ?
Will his seniority be counted above mine due to advance increments (in case he is granted post facto permission) ?
How to safeguard my interests?
Are there any rules/govt orders regarding this?
Are there any court orders which I can quote whenever injustice takes place?
I would prefer not to complain about my junior and at the same time i also dont want to invite agony of management at this point of time any how i will respond timely with proper justifications of my case
Please help