MOHIT THAREJA
01 October 2014 at 20:26
Hi,
My employer has retained my Original Certificates in lieu of serving 2 months notice while leaving the job with my consent on Company's Letter Head.
In case, i leave job without serving notice then please provide me remedy to get my certificates back.
Natasha Mourya
01 October 2014 at 18:03
I calculate EPF on an employee as follows
BASIC:- 8000
Personal Development allowance:- 2000
Education Allowance:- 2000
Total CTC is:- 12000/-
EPF is calculated on 8000.
Increment is applicable yearly on April. An employee was getting Basic 6000 for FY13-14, He got increment on Basic from 6000 to 8000 in April, then against He got increment on Basic on 8000 to 10000 in August. I want to know should I start calculation EPF on Basic 10000/- or 8000/-, becoz as I was advised to keep calculcating EPF on Basic 8000/ till september 14, for Oct's salary EPF will be calculated on 10000/- on wards.
MEENAXI
30 September 2014 at 12:45
As per EPF Act the wage limit for deduction of EPF was 6500/- which has now been enhanced to 15000/- w.e.f 1st Sept, 2014. However, my query is whether the employer is totally exempted from EPF contribution in case if the wage of his employees is more than 15000/- or he has to compulsorily deduct EPF for first 15000/- and for rest he can claim exemption on From 11.
E.g wage of employees is 20000/-
is he toatlly exempted or EPF has to be deducted on first 15000/- and for 5000/- he can fill form 11.
Syed Tarik Raj
30 September 2014 at 10:51
Sir please find the attach copy. Sir I was given the penalty of withholding of increments of pay for two years without cumulative effect after departmental inquiry.
Now I want to know is that
1. Whether I will get the due salary after completion of this two years penalty.
2. After completion of this penalty what will be my new increment. Whether I will get 9% increments in the third year that is 3% in the first year, 3% in the second year and 3% in the third year all total 9%.
3.Is there any way or rule or clause for this. If so kindly let me know the rules/clause etc.
I am not able to get any idea about this in the office memorandum No.6/3/2013-Estt (Pay-I)
Ministry of Personnel, Public Grievances and Pensions
Department of Personnel & Training
North Block, New Delhi
Dated the 6th February, 2014. It is not clearly mentioned about what I want to know.
So please help me and guide me in this regard. I will be very thankful to you if you kindly help me in this respect.
DKTAZILANOM9909
29 September 2014 at 19:44
Dear Sir,
We are the members of a registered trade
union operating in a Central Public Sector
Undertaking (CPSU) in West Bengal. Our PSU
Management has recognized our union (not
affiliated to any central trade unions) as
a sole bargaining agent for the workmen of
the PSU since last forty years. There is
also another registered trade union
(affiliated to central trade union) in the
CPSU with lesser members compare to our
recognized trade union. That registered
trade union recently demanded to CPSU
management to be recognized union claiming
that they have more members compare to our
union and demanded for membership
verification through secret ballots.
Earlier membership verification was done
two times and our union was declared as
majority union by secret ballot elections
fifteen years ago. Since then no
verification was done and we are the
recognized union with majority members. My
question is that as the other registered
union demanded for membership verification
through secret ballots so is it mandatory
for us to prove majority union through
secret ballots only or there are any other
methods to be followed to prove us as
majority union?
Regards,
Sandip
Meenakshi
29 September 2014 at 19:28
Hi I am working in a private educational firm. I have not been paid salary from july. Where i can go and where should i file a legal case.
rajeshgrover
29 September 2014 at 18:39
dear sir
i am working in delhi based pharma company from past 9 yrs .asper appointment letter i had served 2 months notice of resignation to company through mail .company had accepted through mail do not mentioned the date of acceptance
i want to know i right to get salary (gross or basic)of notice period as i am not going to office if company do not want to do work
plz tell me about leave encashment as somebody said to me if they pay salary its behalf of leave encashment
rajesh grover
Rohini Patil
29 September 2014 at 18:35
Dear Experts,
The Company We were working with has not paid salary for the last three months. The Company has no funds and has closed down its business. The directors are just giving assurances and delaying the payment. We are around 20 employees. The Company was a information technology company at Pune Maharashtra. All the employees are drawing salary of more than 15000 per month. Kindly advise as to:
1. the remedies available to us
2. can we make the police complaint against the directors
3. can we approach consumer court
4. can we approach court? if yes, which court?
5. how much time it will take to recover our salaries
Yashodhara Rao
29 September 2014 at 15:22
A person has been working in a pvt ltd. company for more than 2 years and has resigned due to some personal reasons, serving proper notice period of a month as per the company policy.
He has given his resignation via company's mail id and cc'ed to another company which he wants to join next.
The company from which he is resigning doesnt wants him to leave and also doesnt replies to his resignation mail even after he sends a reminder mail for the same.
But yes he had verbal conversation with the HR to resign.
Now after resigning the company has blocked his remaining salary and threatening to him in different ways
1. You will not be able to work in any company in Lucknow
2. Theft
3. You have been terminated(but he has not received any mail of termination)
4. You will go through criminal proceedings and will be in jail.
Now my question is how the person can defend himself from the company and get his salary back?
Is he able to sue the company for the same ?
If yes which section he can use?
Are sections of mental harassment and threat applicable ? Which section of mental harassment is applicable?
Regards
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Unsigned employment bond
Dear Experts,
I was an employee of a Pvt. Company, which is a 100% subsidiary of an Belgium based company, dealing in heavylift equipment rental and providing engineering services. I have worked there for 27 months. After handling a huge mental pressure for a long time, one good day, i have decided to quit the company. I have resigned on 6th August, and offered a full 3 months notice to the company as per appointment policy. On 23rd of August newly joined Regional HR & my department head has called me up for an adhoc meeting and asked me to get relived by same day, without any prior notice. However they agreed to issue relieving in date of 31st August, and show 7 days on LWOP. (23rd-31st Aug.).
In past, they have always recovered the pay in lieu of waiving notice period from all the employees who couldn't serve full notice, but now when it's their turn to pay salary in lieu of early relieving, they said it's management discretion that they don't need to pay you anything in lieu of early release.
Now it's been a month, and after several reminders to the management, they have sent me an email with F&F calculation, where they have made a deduction of rs. 1,00,000 against an employment bond, which i have never signed. They have sent me to UK for a meeting, but it was not for any training or studies etc. it was just to attend several meeting with various managers in 3 week period. Now they claim to recover cost of travel through that fake bond, which wasn't signed by me, neither any of other employees have signed any bond, who were travelling with me.
Moreover they have given threat for spoiling career and give negative reference checks as well, when i said that there is no bond as such, for which i have audio recording evidences as well.
Please suggest, to whom i can complain, and which acts govern these kind of issues ? (My Monthly salary was Rs. 60,000 )
Thanks In Advance.