Rizwan Pathan
20 April 2016 at 16:34
Dear Experts,
The subject needs your valuable advise.
In my organization we are planing to employment condition under which if company wish to remove employee a one month advance notice will given to employee while on other hand if employee wishes to leave organization he should have to give 3 months advance notice.
Now my questions is can we allowed to have this difference terms regarding notice period under Indian contract act, as in all my previous organization and as per current employment practices, the notice period remain the same for both parties.
Your valuable input can help us better to designing employment contract for our people.
Thanks & regards,
Rizwan Pathan
Tamal Kumar Sen
20 April 2016 at 12:45
An employee of a private limited company has resigned from service in end of Jan'16. Till date the employee has not given release by the company nor his final dues settled. Now the company intimates that they intend to start disciplinary proceedings against him. Is there any time limit within which such disciplinary proceedings has to be started in case of private limited company? Is there any case laws which can be cited in this matter.
Ramesh
19 April 2016 at 23:43
Sir I was suspended one year back but dept not done any enquiries till now committee has been made but no progress till now and kept me in suspension now I selected in other govt job in higher post so I want NOC from dept. Tell me what to do. Other wise my career will spoil.
Vishal singh
19 April 2016 at 19:38
Sir i am a worker of govt psb and i avail for leave on 8 april 2016 for casual leave for urgent domestic work but due to insufficient staff my manager did not grant me leave and not giving me any acknowledgement but due to urgent work i send the cash keys by my cousin and be on leave on 16 april when i join bank on 18 april my manager remarks loss of pay and send salary changes.sir please tell me is it legal and many persons says that casual leave is already sanctioned leave and we dont want any sanctioning. Sir please clarify this or i go to labour court for this matter if it is genuine
rahul
19 April 2016 at 16:44
I m working in maharashtra irrigation department and I m giving other department exam and I was just intimate department but they had not given any reply for my intimation. So their will be any GR regarding ,within how many days for taking decision on my intimation. OR any GR for giving examination of other department
subhash prasad singh
19 April 2016 at 00:21
I was served minor penalty charge sheet and after reply two sets priviledge pass stopped.later on appeal to appellate authority punishment enhanced to two years annual increment stopped.I file case in CAT/calcutta bench.CAT quashed both disciplinary & appellate order due to procedural lapses with liberty to respondents to act accordance with law.on the basis of CAT order appellate authority passed order that charges dropped and you are exonerated from the charges.later disciplinary authority issued notice to re inquiry in same matter. is it permissible in law.
subhash prasad singh
19 April 2016 at 00:15
I was served minor penalty charge sheet and after reply two sets priviledge pass stopped.later on appeal to appellate authority punishment enhanced to two years annual increment stopped.I file case in CAT/calcutta bench.CAT quashed both disciplinary & appellate order due to procedural lapses with liberty to respondents to act accordance with law.on the basis of CAT order appellate authority passed order that charges dropped and you are exonerated from the charges.later disciplinary authority issued notice to re inquiry in same matter. is it permissible in law.
Dinesh B Chudasama
18 April 2016 at 15:52
I got a departmental chargesheet, in this charge sheet statement of allegation contain total 11 points .In two letters they propose punishment before finding the truth and out of 11 points six points were already proceed in my previous charge sheet(mease those points used second time proceeding) & related documents is not provided by authority & authority replies that you have not keep record when you were working there.Out of 11 points in statements of allegation no show cause notice serve to me for 10 points.Considering above all detail I can challenge this charge sheet in high court before completion of departmental inquiry
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