Harish Wani
16 December 2014 at 11:35
Dear Experts,
Can you please tell me the Laws applicable for hospitals in Gujarat?
which shop and establishment law is applicable as the clinical establishment act is not applicable in the state of Gujarat.
Please advice, your valuable advice will help me and appreciable.
Thanks & Regards
Mohana Sundaram
16 December 2014 at 01:18
Dear Sir,
I am really happy to get back to you. I have a big doubt. We are an ITES company based out of Tamilnadu.
I would like to know about the exemption act that an ITES companies have in Tamilnadu. Especially with regards to Govt. holiday do we have any recent amendment related to this. If so kindly share this at the earliest. We are US based company so we would like to list out the holidays list to our employees.
I would request someone of you to look into this and respond back at the earliest.
Thanks & Regards
Mohan
AJAYKUMAR NAIR
15 December 2014 at 20:53
If an organisation employees 5 person as contract labour does the organisation has to apply for Registration Certificate under CLRA. Labour officers insist on Registration even if 1 person is employeed as contract labour in an organisation.
shailesh pandey
15 December 2014 at 17:37
Dear Sirs,
In my previous companies I have performed as below :- Any staff who attends his 58 years then Company's share fully (12% )in P.F.column & Pension column is zero.
In present company One staff has completed 58 years should we continue his P.F. as mentioned above 12% & 12% E.E. & E.R.
Do We fill 10-D for pension & submit it.
kindly advice
regards
shailesh
prem
15 December 2014 at 16:35
Sir, presently I am working in central autonomous bodies and selected for central govt group A service. My queries are:-
A) Whether provisions of lien and technical resignation is applicable to me?
B)Whether I am entitled for pay protection. Presently I have Industrial pay structure.
thanks
Kriti
15 December 2014 at 15:48
Dear Sir ,
I want to know when should we provide Medical Certificate when we take sick leave . My office is asking me to produce mandatory Medical Certificate even for taking 1 day Sick leave. Kindly Let me know in terms of Section if anything like this is Mandatory . I work in an MNC company . Please give me a Solution ASAP
Kriti
Gaurav
15 December 2014 at 14:49
Dear Sir,
I have doubt pls reply, Presently i am working in Department of Atomic Energy own PSU. After getting NOC, i appeared for State PSC now i got selected. In such case it is also mandatory to serve 3 month notice period.
Vilas Kambli
12 December 2014 at 10:49
Dear Sir,
I have signed agreement with my company for 3 years. In this agreement no clause in my favor of me. That means this agreement is all in favour of company.
Now after two years when I want to switch my job, they are asking money from me as per signed agreement.
If I will not pay the same they will not do any final settlement.
And this amount is much bigger than te money I need to pay to company.
Please let me know if I don't pay this money as per agreement then can I claim for full and final payment to company or not?
Sharma
11 December 2014 at 23:56
I've only been 2 and 1/2 months into my 6 months probationary period and i gave a resignation. There was nothing regarding resignation notice period written in the offer letter which I have. I said I would give a notice of 1 month from the date of resignation. The HR after many mails from my side responded saying that the notice period according to the management is 3 months and they would relieve me only after 3 months and that to at discretion of the management. He then pointed to some HR-document that stated this fact which I had no idea of. When I said it is not written in the offer letter the HR said that the rule in the offer letter which says you shall be governed by the company laws applies.
First of all i find this unethical. This way you can put in and change any law and does it then suddenly apply to me?
That document also states that I can pay my basic salary in lieu of the notice period. But then again as everywhere in the company document it says this is only at management's discretion. I still said that 1 month is a sufficient notice period considering I resigned merely 2 and 1/2 mths into the job and still am willing to pay 60 days basic salary. HR still did not agree saying that it will not accept my basic and will not provide any relieving until 90 days that too at management's discretion.
I feel mentally harassed by this as I am unwilling to continue to work at all here. Is management's discretion so powerful that I am force to labor even if i dont want to ? After all probationary period is to gauge suitability by both parties right ?
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Co-workman in departmental enquiry
This establishment is a factory and have its certified standing orders. As per the provision of the standing order, any delinquent employee can take assistance of a co-workman in the departmental enquiry, if he so desire. In a case a delinquent employee opted for an employee as his co workmen in the enquiry he is facing. The enquiry officer gave his permission and recorded in the proceeding. The charge sheeted employee is demanding to the enquiry officer to send written communication to the Departmental head of the co-workman. There is no such provision in the standing order. Practice being followed is the enquiry officer only grant permission. It is the responsibility of the charge sheeted employee to bring his co-workmam.
Is there anything wrong in the practice followed? Whether the enquiry officer is required to give separate letter to the head of the department in this context? Kindly advise.