Adv. Gurchal
19 March 2015 at 16:23
POINTS:
- CORPORATION appointed 130 persons from labor union, saying it is on contract basis but there is no actual contract between.
- L Union move to industrial court for Under PULP ACT saying that corp. illegally appointed them on contract basis instead of permanent appointment.
- Nature of duties given to Labors is continuous and regular nature (safai karmchari)
- industrial court on the side of Labor Union and said relation between parties is indisputable.
- corp. filed appeal at Bombay H.C. on the ground that the Industrial Court has no jurisdiction to hear matter as the Persons appointed by them are not their employees but are the individual contractors.
- on this averment we stated that corp. has no authority to appoint a contractor for the Municipal Job of safai & ghanta gaadi karmchari.
- Hon'ble HC Bombay held to await for further referential cases pending in Apex Court. Because the relation between Both the parties is still disputable.
- can we file fresh application for declaration of relation between parties as employer & employee?
sandhya
19 March 2015 at 13:05
Hi, can anybody help me to provide draft audit check list for PF & ESI audit check list
sandhya
19 March 2015 at 13:03
Hi, can anybody help me to draft check list for audit of Kshemanidhi in kerala
Pranab Patra
18 March 2015 at 23:35
What is the procedure of amendment of registration certificate under EPFO & Misc prov. Act.one of my client was at beginning a Partnership Firm in 2006 it has been registered as a PVT. Ltd. Company. So my question is that how can be the RC amended ?
mahesh kadam
18 March 2015 at 20:32
i am the labour contractor, wanted to draft quotation to one of plastic manufacturing company located in MIDC area at chakan pune for labour suply.
requiring hepls to get idea about minimum wages rate which helps me put the basic BSIC-DA Rate & decide the employees salary.
Rajeswariii
18 March 2015 at 13:05
My friend, who joined with State Bank of India as Probationary officer in Mar 2011 was terminated in Jun 2013 even after extending his probation in May 2013.The reason cited is he has not disclosed a pending case (Marriage related)against him. The case is settled in Jan 2013 in Lok Adalat.He has got a notice by SBI in Dec 2012 reg the case and Case is settled in Jan 2013. The details are submitted by him to Bank.Later, after extending probation, he is terminated.
Probation is for a period of 2 years. After completion of 2 yrs probation period, Bank extended the probation citing a ground that the candidate has to improve the subject but not on the ground of the case. Later after extension of probation, within 1 month, service is terminated. The case is a false case Under Sec 417,420 Under sec 34 and also under sec 3,4 of Dowry prohibition act(resolved in Jan 2013 in Lok adalat)
The case came to the notice of SBI while making enquiry about antecedents. The judgement is given by lok adalat is a compromise award is given between two parties and the case is closed. The termination notice contained details of the sections of the case. But, it didn't mention about the case in extension letter given in Apr 2013."
Now what he had to do. Is there a chance of him getting back the job. Please guide
Tanmoy Chakraborty
16 March 2015 at 12:14
I am working with a Software development company for the last two years. Before 6 months our company stop to pay our salary. Every time I have asked to my HR regarding that but reply is same. Also I have mailed to her every month. She told salary will be on 1st week, after 1st week she says 20th of the current month and after 20th she says next month 1st week. It is still going on. I have total due of approx 80 thousand. I have a 2 years service bond which is ends on 31st April, 2015. Now what will be my step to force them. Please suggest.
Ritesh Singh
14 March 2015 at 16:54
Hi,
I am working in a pharmaceutical company. i have been submitted my resignation in this company on 24th feb. 2015, now i am on 30 days notice period, i am relieving on 23rd march 2015. but this company hold my salary of February month without any reason. please suggest me what i should do to get my last month salary. and please tell me after relieving within how many days i should get my FNF settlement.
Thank You.
Kapil
14 March 2015 at 15:17
Hi,
In my previous company I had 1 year bond which was about to compete in April 2014 and 90 days notice period. I had informed my manager about my resignation in December 2013 through official email as I got good opportunity from another company. They asked me to pay full bond amount. Next 2 months I was negotiating for payable amount as I had served my bond period except 2 months. After 2 months they told me, your notice period will start from the date of your payment also you informed us about your resignation through email so it is not a proper way of communication. it will not consider as your resignation.
I was afraid of loosing opportunity if serve 90 more days. So I had completed my 90 days notice period considering start date of my resignation email date and left my organisation. In this case I did not get my relieving and experience letter of 5 year.
Please guide me to get my experience letter.
Thanks
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I am working in MDU, Rohtak. My office work is in shifts and I normally work in the evening shift from 2-9 pm. I have passed Ph.D entrance test of Kurukshetra University and joined Ph.d course in 2012, I also attended a 6 month course work required for the Ph.D programme.
At the time of registration I was not asked to deposit a noc from my employer even I have mentioned my working status in my application form. But now i have verbally asked to deposit the noc from my office, which I have secured on present day 18.03.2015. My office knows that i am doing Ph.d from other university and have no effect on the work as i am working sincerely to my duties. I know that prior permission is essential, but due to oversight this happened. I am completing my Ph.d in one month. My question can my university refuse adding my Ph. degree on record for taking the permission late.