testa
09 April 2014 at 17:15
Dear Sir,
Due to some circumstances it was not possible to reply for the notice with in 15 days as per the duration given in notice.will it be fine if we are replying after 15 days.will there be any issues id not replied with in 15 days.
I.V. CHANDRA SEKHAR
09 April 2014 at 11:57
Hi, I have worked around 3Yrs 6 Months 14 days in a Manufacturing company based at Hyderabad.
Would I be eligible for Service Compensation in lieu of Gratuity (since 5 yrs of service not completed) as per the Andhra Pradesh Shops & Establishment Act.
If eligible let me know the base amount and formula for ascertaining the amount, whether it would be computed on Basic only or the Gross earnings.
Pls clarify my query
Rama mohan Acharya
09 April 2014 at 10:08
Can the order passed u/s 45 AA be challenged in ESI court u/s 75? If yes, what is the limitation period for filing the appeal in ESI Court? It is stated in section 77 of the Act that the limitation period is 3 years from the cause of action. Here the cause of action is the date of order u/s 45 AA or order u/s 45 A or date of contribution payable for which the order was passed?
Can the ESI authorities proceed for recovery or other actions before the period of limitation>
Kindly advise.
Regards
PRAVIN JAGANNATH KHARADE
08 April 2014 at 13:27
Hi Sir,
If employee taken the leave against the accrued leaves thru Extra working & thru monthly allowed paid leaves, So employer force for not permit to take paid leaves due to hamper the work. It's correct or not. And explain what type of action taken against employer.
Thanks in advance.
SAM
08 April 2014 at 12:50
Dear All Learned Experts,
I have a question below:
Can a company insert certain condition/Clause in appointment letter that after leaving/quitting the company, the employee cannot join the competitor company for a period of 6 months or so. Whether this condition is valid in the appointment letter? How far this clause is valid in the appointment letter?
Request to Ld. Advocates to kindly reply.
Regards,
Sam
ckanta
07 April 2014 at 23:34
Hi everyone,
Here I would like to take your attention on Relieving Letter. I have resigned from my existing company which is one of the best BPO in gurgaon and I am serving 30 days of notice period. As per my Offer Letter 3 months of Notice is applicable or salary for the equal amount need to deduct in F&F however it is at the discretion of the company to accept the buy out option.
After my resignation, my reporting boss and Top management pushing me to serve 90 days of Notice instead of 30 days. I have requested him at my best. I am agree on the deduction part but still he is pushing me to serve 90 days of notice. I already had discussion with HR but he said he wont do anything if my manager is not ready.New employer does not allow me more than 30 days of time.
Could you please suggest me for happy and legal exit, process, method or action which I have to take during my 30 days of Notice so that I can save my new Job.
Please tell the rule or way so that I would be able to get the relieving with in 30 days notice period.
Looking forward for your support
srinivas
07 April 2014 at 21:23
can any expert help me to provide a check list for hr department for service industry...
Your expert advice in this reard is highly obliged.
Satish Kumar
07 April 2014 at 13:30
I am working as Junior Manager in Public Sector Undertaking. I want to lodge a police complaint regarding my harassment by my boss who sends me SMS text messages and death threaten over mobile phone. I want to know, whether I should seek written permission from my PSU - Personnel Department or go straight away to police station for lodging the complaint against my boss. Please advice me.
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Pil against performance improvement plan (pip)
Hi All,
Some of the IT companies managers are making misuse of Performance Improvement Plan(PIP).
Utilizing it as a tool for the harassment\termination of employment
I want to stop this practice in India/Karnataka.
Can any one guide me. How to proceed.
Lawyers who can help me achieving my aim.
Please give the contact details.