Akshay
23 August 2016 at 23:26
I am seeking an early release from the company which has a 1 months notice period (I want to get relieved in 20 days and ready to buy out the remaining notice period). Reporting manager is not agreeing with it. What can I do in this situation? In the contract with employer one of the term is that they can terminate without assigning any reason by simply paying salary for due notice period on the same analogy can I pay them for the remaning my 10 days of notice period please help
Anonymous
23 August 2016 at 20:40
I am seeking an early release from the company which has a 1 months notice period (I want to get relieved in 20 days and ready to buy out the remaining notice period). Reporting manager is not agreeing with it. What can I do in this situation? In the contract with employer one of the term is that they can terminate without assigning any reason by simply paying salary for due notice period on the same analogy can I pay them for the remaning my 10 days of notice period please help
jagadish paranjape
23 August 2016 at 19:34
The labour court granted reinstatement without back wages.Emoloyer complied with the order.Can workman file revision(under M.R.T.U. and P.U.L.P. Act)before Industrial court. Even after accepting the reinstatement.
Abhay chadha
23 August 2016 at 17:05
Dear Sir / Mam ,
Hi I m confused for Gratuity ..Please help me out ! Working period is as follows -
26 September 2011 till 2 July 2016 including notice period . And my office was 6 days working ! Please suggest if I m eligible for Gratuity or not !
Appreciate your response at earliest !
Regards
Abhay chadha
Veerapppan
23 August 2016 at 13:58
Ours is a spinning Mills. I would like to know Gratuity to be calculated trainers who drawn Stipend.
Member (Account Deleted)
23 August 2016 at 12:57
I am working in HR department of a PSU.
We used to deploy contractual labour for around 1-1.5 months in a year.
Earlier we used to hire directly and paid lump sum amount. However, for the past few years, in order to comply with ESI, EPF acts, we have outsourced contractual labour from manpower agency. But, the experience has so far has not been good.
Problems like non compliance of EPF, ESI act, delayed wages, and less wages have time and again cropped up. The agency is reluctant to mend ways. Also, due to crunch of staff, work relating to maintenance of ESI,EPF of contractual staff would add additional burden to the organization.
It is also mentioned that daily wage staff hired on such short duration are not able to get maximum benefit from EPF etc. As most of them are students looking for quick money during vacations.
Can we deploy apprentice or volunteers on honorarium basis and get away with ESI, EPF? Can you suggest me anyway out of this problem?
Please advice.
Dirgesh kumar sharma
18 August 2016 at 22:18
श्रीमान जी मेरा प्रश्न यह है की क्या कर्मचारी राज्य बिमा निगम के तहत मृतक के वरिसनो को पेंशन योजना का लाभ मिल रहा है तो कर्मचारी छतिपूर्ति अधिनियम के तहत श्रम न्यायलय में आवेदन प्रस्तुत कर सकता है या नहीं।
Nanasaheb
18 August 2016 at 14:51
Dear Sir / Ma'am,
We have Manufacturing company. we done the Retention Bond with an employee for 3 years and per year paid in advance 1 Lakh Rs only against retention Bond. after 3 Yrs this amount will be merged in salary hi/her (CTC). There is 1 clause Mentioned that if employee leave the service during the 3 years entire retention amount shall be recovered.
Means If employee left in the 3rd year can we recover the entire amount i.e. 3 Lakh Rs. is it possible.
I request to all seniors please guide me.
Regards,
Nanasaheb
Jasmita Mehta
18 August 2016 at 02:26
Hi, after paying a huge amount to easy2skill consultancy, they didn't gave me promised offer letter.now they are telling that they will give job in another company.i just want my money back.they had promised for Accenture company now they saying it's HCL
Jasmita
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Regarding acknowledgement of my resignation.
Dear Sir/Ma'am,
I have resigned from my present employer as on 1st Aug 2016 on Mail, Its a Public Limited Company having corporate office in Mumbai . As per my Appointment Letter or Offer Letter,I have to Serve a notice period of 90 days from my resignation date. I am working in this company since 14th July 2014 and after one year of probation period last year i got confirmed my service and transferred to Gurgaon Branch Office. Now I am serving my notice period. I mentioned in my resignation mail to my manager that i will be serving my full notice period of 90 days and request to release after that and marked a copy to HR Dept and HR Head.
But my questions are-
1) My Manager has not given any acknowledgement mail to me about the acceptance of my resignation. Please advise me whether there will be any problem or not at the time of my relieving. By chance if they create any problem how to tackle?
2) What are the documents i will be required to collect at the time of relieving or joining in my new company?
Thanks and Regards,
Gautam