P.ESAKKIMUTHU
12 May 2016 at 22:20
Sub sec d of sec 2 of Employees Compensation Act,1923 states who are the dependants of the deceased employee.Under clause (iii),certain category of persons are stated as dependants.My doubt is as under.In a given case where the woman employee died left no child and husband also predeceased.The parents of the husband/brothers and sisters of deceased husband are no more. The Tahsildar has given a II class legal heir certificate in favour of sons/daughters of brother of the deceased women where the brother of deceased woman already expired. Further, the deceased woman employee was living with the son of the deceased brother of her during the time when the accident occurred Whether as per the definition of dependants in Sub sec d of sec 2 of Employees Compensation Act,1923, the legal heirs can be considered as dependants of the deceased woman employee. If so the relevant decision/amendment may be furnished
Rahul
12 May 2016 at 16:02
Sir or Madam,
I am working in a company and our boss sold out it to another company. Then whose rule and regulation applicable in the takeover company and if new company sIGN the old company employee signature in increment letter whose include term and condition for employee and employer.then which company term and condittion apply in old company employees.
Sonu Goyal
12 May 2016 at 11:32
Sir i am working in consumer forum, mansa and i want to change my department and want to go to another department. can i go to another department through proper channel. i want to go to judicial department from consumer forum. i am on regular post and working from july 2015.
Mehak Khanna
12 May 2016 at 11:06
Temporary worker is employed in our Company-service industry for 2 months-
1) Will he be entitled to benefits such as ESI & PF? If yes, can he challenge his termination of service after expiry of his period of appointment viz. 2 months?
2) How many leaves shall he be entitled for these 2 months?
Syed Sadiq Hussain
12 May 2016 at 10:38
Dear experts
A few days ago I had already sought the advise on this topic. But, as I had not explained the facts and circumstances of my case, I could not get effective guidance by the experts.
My case is that I was absent from duty as on the date of enforcement of revised pay rules and retired from duty during my unauthorised absence period. Departmental authorities had accorded me the sanction for fixing my pay in revised scale and the payment of retiral benefits computed based thereupon.
The Pay and Accounts Officer, suo moto and unilaterally, has authorised my pensionary benefits taking into account the actual pay drawn by me, immediately before the date of commencement of my absence, in the old scale.
In a similar case the HC had quashed the action of the PAO and upheld the sanction of Department. The Division Bench of the HC too had confirmed the judgement of the Single Bench. The entire benefits, as per the departmental sanction, were paid the petitioner in that case upon his filing Contempt Petition. As such, I had requested the PAO for revising my Pensionary Benefits by extending the benefit of the judgement of the HC which covers my case from all four corners. But, PAO had informed me that as it is decided to file SLP before the SC against the judgement and order of the HC I cannot be extended the benefit thereof.
Now, the operation of the judgement and order impugned by the PAO in the SLP filed by him came to be stayed by the SC I am adversely affected by the Interim Order of the SC.
Therefore, experts may kindly advise me as to whether I may become intervener in the said SLP.
manav
11 May 2016 at 22:36
Persons selected for post on contract didn't get required marks in written and interview as per policy of recruitment. 50 marks were required but no body got more than 41 marks. Also they were regularised just after one year. We were regularly appointed after three months of their regularization. Can we claim and will be granted seniority above them.
Member (Account Deleted)
11 May 2016 at 10:52
Hello,
I'm a permanent teacher in Delhi government school,employed since 5 years.
I'm facing several health issues and want to apply for EOL(Extraordinary Ordinary Leave) for 1 month on medical grounds.I'm under the treatment of a homeopath.I can't go to a MBBS doctor as allopathic drugs do not suit me.
I very well know that the medical certificates of homeopaths are allowed in case of medical leaves.
However I wish to know,if the govt department accepts medical certificates of homeopaths to grant EOL on medical ground.
Please advise urgently..
Thanks..
Jayendra chunara
10 May 2016 at 22:51
Dear sir
Our union leader is workmen director of our bank
I am clerk and working since 3 years in remote area and my batchmates have already transferr4to their preferred places i have noticed that our union leader interfere too much in transfer related matters and make management do what he wants
I want to know whether i can oppose him ? And if yes what precautions i have to take to fight with management and union as i hve got injustices in every manner ....
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Resignation in a probation period - is notice period applicable
In an appointment letter ,
1.Your employment is terminate either side, by giving one month notice. In the event of your resignation , the company may at its discretion , relieve you prior to completion of stipulated notice period , without any pay.
2.No paid leaves shall be applicable during probation period . Salary for leave period will be deducted during this period. Paid leaves of 21 days per annum shall be eligible after 240 working days.
3.Appointed as a Finance manager. In the event of company absorbing you as manager , your probation period will be six months , subject to satisfactory performance , you will be provided with a confirmatory letter.
Point no. 1 Resignation after 66 days . i.e in Probation period -Without giving notice period . Salary is pending for 20 days with employer.
Point no. 2 Resignation given as employer is not providing salary payment as decided ( deducted for 2 days in the first month itself) , which was intimated to the employer. Also holding voucher payments. Also, employer was not providing the software training which is required for performing to Do the Job even after consistent reminders.
Point no. 3 Resignation , without serving a notice period. Mobile sim provided by the company, courier to the company after resignation and intimated .
Point no. 4 After providing the resignation there is no reply from the employer during the notice period for resignation nor any call recd. Only employer is mailing payslips for the two months to the employee during notice period.
Point No. 5- Appointed and Office in Maharashtra.
Point no. 6: Appointed as a finance manager and provided slip as a Accounts manager .
Question 1. Can employee has to serve a one month notice? or employer can ask him to pay balance 10 days notice pay.(30-20 already serve before resignation)
Question 2 . After providing the resignation, no reply from the employer, regarding any job pending nor for any handover of work, can any action lateron can be taken by employer in future .
Question 3. As employee is on probation, can notice period is applicable when less than 3 month he has work.