sandeep pilania
01 March 2014 at 12:10
I left my job from a private unaided cbse school from haryana. I worked there 6 years without break at salary 11000 pm. Now regarding my gratuity school adm. Says that there is no provision for gratuity for employee in our school. Now what should i do for availing gratuity and how much it will be.
Swapna
28 February 2014 at 23:29
I am working in limited company. Company made me sign a bond of 1lc Rs for 2 years. No training provided. Now I am completed around 1 yr and management started harrasment by not approving my expense vouchers and also not co operating on any work related issues. Is there any legal way I can break this agreement without paying.
Alpesh Makkampara
28 February 2014 at 16:46
Can i plea without lawyer in court room?
SUSHIL KUMAR
28 February 2014 at 14:34
Dear Sir,
Any petty subcontractor who is having less than 10 staff is necessary to comply the esic/PF contribution for their service done in any labour related activities in any organization.
Ashutosh Choubey
28 February 2014 at 12:45
Dear Sir,
The SC has upheld the Majithia Wage Board recommendations for Working Journalists and non-Journalists in its judgment dated 07 Feb 2014 and ordered the petitioner newspaper establishments to implement the revised wages w.e.f. April 2014 and to pay the arrears w.r.e.f. 11.11.2011 when the Central Government notified the recommendations.
Now I want to know from the experts as to what may be the penal consequences if a newspaper establishment does not comply the recommendations in view of the SC judgment and also what prosecution may be initiated against the establishment under the Working Journalists Act,1955 and the Contempt of Court Act,1971 by the Supreme Court for violating and non complying the Supreme Court order for implementing the Majithia Wage Board recommendations.
Malhar Buch
28 February 2014 at 10:56
I have to ask that Can Any Advocate can be a Member of Trade Union or not??
SARAVANAN.R
28 February 2014 at 10:11
Respected Sir,
Will the workers in a canteen in a factory under the meaning of Factories Act 1948 come under Factories Act. I mean, whether the provisions relating to safety and occupational hazards for workmen in factories, is available for workmen in canteen also.Whether an eating place or restaurant is a factory under Factories Act.In the internet, I viewed an answer that kitchen and cooking people come under Factories Act and where as Servers/ bearers come under Shops and establishment act of states.Kindly correct me if I am wrong.
Saravanan Radhakrishnan
Pradeep
27 February 2014 at 22:56
Sir, I am working in a PSU where peculiar incidence occurred. An employee appointed as Cat -I Mzr and later on promoted to the clerical grade. When he was appointed as Cat-I mzr his date of birth was recorded Feb 1958. Later on when he submitted his matriculate cert to get promotion it is seen that there is difference in between earlier recorded date of birth and HSC. As per HSC his date of birth is Feb 1954 . He got all promotional benefits on the basis of HSC. Accordingly employer decided to verify the cert from the concerned board to ascertain the genuineness of the cert. Several correspondence were made with the concerned board and requisite fees also paid but till date board authority did not reply. As the superannuation time is approaching management issued his superannuation notice on the basis of HSC. As per HSC he will be retiring from the service wef 28.02.14. Now the concerned employee take the shelter of law and got interim stay. Hon'Ble court directed to maintain the status quo till the outcome of decision. Now wheat steop management will take
1. Whether he will continue in his existing grade & capacity
2. Whether any fresh letter is to be issued to the employee , if so what type of letter to be given.
Can such case to be sustained in the eye of law as Honb"le SC given various judgement on the matter and matric cert is a valid documents and the Dob as recorded in the HSC should be taken as final. Kindly guide me
Jitendra Jain
27 February 2014 at 21:10
Dear All,
I am in need of your guidance in the following matter:-
- My client has served more than 8 years continuously in a Public Limited Company covered under Payment of Gratuity Act.
- He had resigned from the services of the company before six months back (September 2013) but he was not relieved by the company and informed him after one week of his resignation that some decisions which were taken by him during his last two years of tenure are being enquired.
- My client after waiting a period of two months started correspondence with the company to pay his entire dues including amount of gratuity but they did not respond.
- Due to this he lodged his claim with controlling authority under payment of gratuity act on 2nd Dec 2013.
- After lodging claim with the authority by my client, they informed him on 7.12.13 that services of my client terminated due to misconduct / lack of confidence in my client and lodged a vague FIR on 10th Dec'13 just to give strength to their decision of termination.
- They have done this all just to grab the amount of gratuity as gratuity is not payable in case of termination.
My query is can employer terminate the services of employee after tendering his resignation that too after 4 months of his resignation while during his long tenure with the company he was never given any letter / charge sheet about lack of confidence / misconduct.
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Leave encashment calculation
Dear All,
I have joined manufacturing industry for the first time. As per my good knowledge, it is calculated on the bases of Basic salary but my Company has a practice of calculating on gross salary.
Let me know, under factories Act & Gujarat Shop's and Establishment Act. how it is calculated? and what is the right practice?