Yogini
27 October 2015 at 17:30
The company had 2 entity one is software & other one is BPO.
I was given offer letter of software company in finance dept. Since finance dept was centralised, I was also given to handle the payroll BPO entity also. It was a tremendous pressure. I is to work till 11pm every day from morning 10am. Sometimes it may by 12 mid night. My manager has not supported me & he is to scold me every day. I worked like this for almost 3 years & set the process. Recently there was a family problem because of coming late & not giving important to family. It went upto divorce. So I resigned. Next day itself my manager has informed to entire floor that I am leaving, which normally company will not do. This means he had an intention to spread as the company is terminating me. Somehow I managed. But now I am not getting a job & i am in home from past 6 months. Now I want to teach a lesson to them.
1) Company has not complied with minimum wages act for most of employees of BPO
2) Whether company can sue ex-employee on theft/stealing the documents while in service or on any other ground even after issuing the relieving letter from the company?
3) whether ex-employee can sue to company on grounds of harassment, high work pressure, etc even after receiving the reliving letter from company.
4) if yes to 2nd qstn, what is the time limit to sue to company?
5) During exit interview, company has taken a bond from me that for next 12 months i should not be sharing the information of the company to anyone based on my role.
6 a) Is this valid. If yes, my company has not paid the minimum wages to many of employees. will the disclose of those documents to labour dept or to court, will it be harmful to me and whether company can sue me for breaking the agreement? or after 12 months can I disclose the information?
7) What is time limit to sue to company by an ex-employee & vise versa?
Kindly tell me all the possible ways to claim money from company & file a suit against company.
Krishan Kumar
25 October 2015 at 19:58
Sir,
In the recruitment rules in column no. 5, in some posts written as 'Selection' and in some written as 'non-selection.
1. What is difference between in both.
2. How the reservation roster is implemented in promotion where 'selection' is noted in column '5' in RR and total 315 posts are vacant.
Ravi
25 October 2015 at 19:39
Hi,
I worked in Facility company. I joined on 29th Dec 2014 on that time I have only received Offer letter which has only mentioned location, designation M2 grade and salary breakup and no other terms and condition of employment, and after joining not received any Appointment letter. I was informed three times to HR but they ignore this. I sent my resignation mail on 1st july 2015 to company served 6 days notice period and left on 6th july 2015. at the time of putting my resignation on our employee portal my employment status shown as probation.Now i received the F&F calculation sheet which shows recovery of 24 days, I replied to the HR of the company that i have not signed any binding contract(Appointment letter) with company for 30 days notice period and they replied me that the notice period of 30 days is mentioned in employee portal of the company for M2grade employees. Should i need to sue the company for this? Please guide me for this issue.
kaur
25 October 2015 at 11:20
In domestic inquiry at private Institution the despatch Clerk was summoned by charge sheet employee who at the time of service had given him application which was duly received by the despatch clerk to be submitted to Administration. The despatch clerk refused that he had not received the letter nor on the letter it is his signature. My query is that can charge sheeted employee request the Enquiry Officer for the forensic handwriting test of despatch clerk on the letter for his refusal. Please advice
sachin agarwal
25 October 2015 at 09:51
whether the provident fund appeal can be filed after 120 days from the date of order passed by the commissioner and that at this stage appellate authority is empowered to condone the delay ? give relevant judgments if any.
chirag patel
24 October 2015 at 11:46
We 577 employees of ongc has been fighting case against ongc in labour court and gujarat high court...we have won the final verdict in gujarat high court and thereafter ongc has filed appeal against gujarat high court order and the supreme court order has dismissed their appeal...Now almost 3 months has passed the supreme court has upheld the gujarat high court order can we file contempt of court. how much time is treated as notice after supreme court dismiss the ongc appeal. ONGC is doing process of regular appointment and we have come to know that all the covered employees of 577 has been covered except two employees. Can we file contempt of court...what legal remedy we have left ....
ashvini
24 October 2015 at 11:27
Hii am working in A company feom 4 year. Previousy worked in B company 2 year i dont have experience letter of B company. Now i want to join C company so what to do C ia asking me experiwnce letter.please help me.
C.P.Arora
24 October 2015 at 11:12
Dear Experts
I m working in Technical Education Department in Haryana State as Lecturer . False adverse remark in ACR for period 2010-11 'Integrity doubtful' recorded by reviewing authority(Principal) in contrast to reporting authority(HOD). The appellate authority(PSTE) expunged the same on 17.7.2013 on file. But it has not been conveyed till date due to which ACP has not been granted due from 1.7.2013. What options can I have to explore to get my rights? Also can any action be sought against erring Principal for recording false adverse comments out of mal-intent?
neeraj
23 October 2015 at 20:41
I am a probationer and suspended from job and a dept enquiry is against me. I want to know that can dept terminate me before the dept enquiry concluded. They alleged me for economic offence and also lodge fir against me. Pls suggest me is there any chance of termination before D.E. concluded.
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Recovery of salary and recovery of damages
Sir
I Raghavendra was employed as accountant in the year 2012 jan in the X Company after my appointment the said company was terminated on 30 june 2012 due to act of misconduct after the my termination in to the company was theft of computer accessories by the another same employee by name Kumar but the company was lodge a oral complaint against Raghavendra after the recover of the theft of computer I was issued notice for damages sum of Rs 100000/- along with recovery of arrears of salary for the month of june 2012 notice issued in the date of 5/7/2012 but the company was replied on 16/7/2012 along with baseless allegation and admitted to pay salary for the month of june-2012 but now i intended to file damages. Recovery of salary what is the limitation to file if it is barred by limitation what to do please suggest us immediately