wasi
23 August 2014 at 14:02
hi,
Kindly advice me on the below my ex company is calming my 8 days salary stating that i have done 30 GB OF inter Usage in 9 Days and ,is it possible??? and opening fashion website in official laptop on off office hours is illegal below are the clams from my company
"mail from my company is copied below"
>a) You have misused used the official Laptop given to you for Official
work for personal use . Your Laptop internet history has the following
registered
Your visit to various Job and Fashion sites.
2) You have downloaded TV serials during office working hours
3) There are passport applications uploaded. Passport is not our line of
business then what were you uploading ?
>b) This month Airtel has advised that our utilisation has exceed the
>30GB limit before the monthly billing and our internet access was affected.
>You were the only staff in the office for full time this month as Rahul was
>unwell for a few days. We have been billed additional charges.
>Your salary for 8 days is forfeited against the Internet billing .
kindly advice how do i revert back to them on the above points
shailesh pandey
23 August 2014 at 10:22
Dear Sirs,
Kindly help to know for Pension Calculation.Pensionable salary x pensionable years / 70 . This is the formula.At present average 2 years salary & amt. @ 541/-is being taken for its calculation.In future when 15000/- will be limit.what will be formula.
if at age of 50 years 1/3 of what amount if we start our pension. what will be the amount till 58 years & after 58 years as full .Kindly give me calculation.
regards
shailesh pandey
GAURAV ARYA
23 August 2014 at 09:07
sir
i am working as an astt manager in coal india limited.
i have submitted my resignation with three month notice period.
i want to know can i avail the leave during notice period. if yes then which type of leave can i avail.
Omkar
22 August 2014 at 21:59
I have been terminated from job on May 28 2014. I am planing to question this in court. Is there any time limit to file a service related case in high court?
Dheeraj Kaushik
22 August 2014 at 19:39
Security service company (pvt. ltd. status) engaged in security service buisness, one of its client terminate contract. hence the workman deployed there become idle. the company discharge these employees because not having any post vacant where these employees may be posted, and paid there full and final settlement by deposit amount in their bank account.
Now my query is above said procedure adopted by co. is correct as per industrial dispute act and if not correct that what is the right procedure.
K Gupta
22 August 2014 at 15:50
Sir,
I have not received a single warning despite I received adverse entries in my ACR.
Competent authority also noticed the same and approved for its expunction but simultaneously gave to chance to my reporting officer for his comments one more time.
Thereafter they passed order in the light of rules we are unable to expunge remarks.
P.Anandharajakumar
21 August 2014 at 21:53
Dear Sir,
I want to clarify from you regarding the following.
Case:
My university (Gandhigram Rural Institute-TN) is funded by MHRD and we are following CCS Rules .
My senior colleague was appointed as Professor in the pre-revised scale of pay of Rs.16400 in 1996 against an ex-cadre post which was sanctioned by Rajiv Gandhi foundation to my university for a period of 3 years. The single post was advertised and recruitment was done as per the procedures.
The above post was not part of cadre strength sanctioned by the UGC. The post was extra sanctioned by Foundation.
Before getting appointed against the ex-cadre post, my Colleague was occupying the post of Reader (substantive post) in the pre-revised scale of pay of Rs.12000.
He was appointed to ex-cadre post while serving in the Reader post. He worked in the ex-cadre post for nearly 3 years. He earned 2 annual increments in the temporarily created post of Professor.
Subsequently my university advertised another post of Professor in the same scale of pay of Rs.16400 which was a cadre post sanctioned by the UGC. My college who was occupying ex-cadre post once again applied for regular post and got appointed through open selection.
He was not reverted back to his original post of Reader from ex-cadre. He simply relinquished the ex-cadre post and joined in the new post of Professor the scale of pay which was identical with that of ex-cadre post.
Before relinquishing the ex-cadre post, he was drawing the basic pay of Rs.17300 in the scale of pay of Rs.16400.
However, my university did not protect the pay previously drawn by him against the ex-cadre post in the new post to which he was appointed in 1999. He was allowed only the minimum pay of Rs.16400 in the scale of pay of Rs.16400 ignoring the pay previously drawn by him in the ex-Cadre post.
Sir, kindly clarify as to how his pay should be protected?
Thank you,
Dr.P.Anandharajakumar
Head
Department of Rural Development
Rural University, TN
Basavaraj
21 August 2014 at 19:55
I am employed in PSU as asst gen manager in engineering.. Now transferred as medical rep.to N E region where co. do not have factory/office.even though my service conditions are changed and salary reduction my writ appeal is dismissed by HC in Jan 14
Now may i file SLP in SC with delay condonations with valid govt medical certificates and non payment of salary in time...if yes..what is the time limit after expired time limit of 60days..?
Arif Ali (Apt Co Advisory)
21 August 2014 at 18:18
Dear all Sir,
I want to know about that notification for increased wage ceiling limit for PF & ESI has been issued or not. If yes then please mention the date.
Thanx
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Display of various notices at bank atm
Dear All Members,
Currently i am working in Cash Management service company as AM_HR,our company is into managing ATM(cash loading in Bank ATMS).currently one of the central labour inspector visited one SBI ATM & has served us notice under display of abstract of minimum wages & maintenance of various registers.Here the question now arises that,we are into service agreement with the Bank,we dont supply them any kind of labour services or manpower services,we have our manpower on our company payroll &also the premises doesn't belong to us:
1.Can the labour officer serve us notice under the Minimum wages act or for maintaining registers at the ATM
2.They have not served notice to SBI as ATM belongs to SBI.
3.Also can the labour officer sent the matter to court inspite of our reply that premises dont belong to us & we are not supposed display anything.
What should be our next course of action,please suggest.
attribution http://www.citehr.com/503455-display-various-notices-bank-atm.html#ixzz3BL3jvROX