sirisha aparna devi
31 January 2014 at 22:03
Kindly suggest solution with rules and sections/provisions as per Bonus Act and Andhra Pradesh Labour Welfare fund Act for my query at earliest.
Query on statutory bonus payment. :As per the payment of statutory bonus act, employer has to pay bonus to separated employees also. But what employer is supposed to do when ex-employees are not traceable or not available to collect the bonus amount.
1.Should it deposit to Labour Welfare Department?
2.How long we can keep the amount in our books?
3.Any rules/ notifications available for these issues?
Looking forward for your response.
shailesh pandey
31 January 2014 at 16:19
Dear Sirs,
It has come to know that P.F. salary limit has been increased from 6500 to 10000.(as exempted salary exceeding 6500) whether deduction amount is also increased to 10000/- .Kindly provide the notification for the same
shailesh
sonal
31 January 2014 at 15:49
i work in telecom company in okhla who are service providers .deal in global sim cards for international roaming. i want to know is this company come under delhi shop and establishment act? can industrial establishment standing orders applicable to this company? basicallyi went outside india for 20 days without informing them.in my address thy sent warning letter and asked to meet them? pls help me about laws and what to say..thankss
Premanand Singh
31 January 2014 at 10:21
Hi Sir,
Plz help me as Im unable to find
out any relevant judgment or
documents.
1.What is the meaning of direct
recruits ? It is mention in O.B.C
documents after Mandal commission.
2. My father's
case : He was recruited as Medical
officer in class 2 . He gets the same
rank till he is 45 years old.But his
pay scale had increased to class 1
due to various pay revisions. Will his
post classification be considered as
class1 when he is 45 years old ? plz
help me out.
Ruchir
31 January 2014 at 09:30
Hi, I have worked in a BPO company in 2012, and I resigned in Aug 2012, after serving 1 month notice period. Cheque issued by company for my salary for the month of july 2012 (Rs. 30000) was dishonored by bank, and I haven't received my wages for final 9 days of Aug 2012 as well. company asked me to courier the dishonored cheque and assured me that my money will be credited in a bank account of my choice. I am still waiting, and no one is available in office to clear it. I would like to know what can be done to recover my unpaid salary. Can I send a legal notice to company for recovery of my dues? If yes, what is the maximum gap allowed between the last working day and sending a notice? What are my options now, and how do I recover my salary dues?
Amol Rajat Goel
30 January 2014 at 22:02
I have been working with my company for a few years now. I recently passed my exams and gained certificates as a Second Officer. Currently I am sailing as a third officer. My company has asked me and some colleagues to deposit a certain sum as Security Deposit. Is it legal? It is a Malaysia based company.
Joginder
30 January 2014 at 20:27
Sir, one of my friend has applied for Clerk's post in Delhi through IBPS and got selected in Corporation Bank under Ex-Serviceman reservation. He belongs to JAT community from Delhi which comes in OBC in Delhi, hence in possession of OBC certificate of NCT of Delhi. Erroneously, under impression that he will be considered OBC in Public Sector Bank also in Delhi, he mentioned his category 'OBC' while applying for the post. When he submitted his documents, he was told that his OBC certificate is not valid and he has been selected as Ex-Serviceman (OBC) hence he is not eligible. However, his marks are more than the cut-off marks of Ex-Serviceman (General Category) in Delhi. Generally, standard rule as we read in offer letters/Advt says that if a candidate fails to produce proper category certificate, he will not be considered under the category, however, his candidature will be considered based on natural merit. The bank has refused to issue him appointment letter, kindly guide what is the remedy. Also, which Central Govt policy/rule governs this issue.
ravi
30 January 2014 at 19:47
I had applied for the post of vocational master mechanical in Punjab school education department.
In advertisement essential qualification for this post is 3 year Diploma in Mech. Engg and 5 marks will be given as first higher qualification and 10 marks for second higher qualification . as I had done 3 year diploma and B.A and M.A ( Master of Arts) they given me 10 marks for it in first merit list (which was made separate for boys and girls) but later on as per high court order they made combined merit list for boys and girls and in this merit list 10 marks was deducted for higher qualification which was given me earlier. Now if they give me 10 marks I can got job. I approached to department and they says that MA is not higher qualification for this post ,it should be in relevant field that’s why they had deducted 10 marks .
Point to be noted .
in Advertisment it is only mentioned first and second higher qualification ,No where is written about relevent field, no corrigendum was published later on.
Now I want to ask that
1. Is there any rule which say that one’s marks given to candidate can not be deducted.
2. Can I contest on this point that in advertisement relevant field is not mentioned.
3 Last year some vocational master were promoted to Principals as they have done MA. So I want to know that is this point will give some benefits to me if I file CWP in court.
4 I have a university notification according to which diploma is equalivelent to +2. So can I contest on this point also that BA and MA can be counted as higher qualification.
5 Is any body have some judgment regarding this.
Anthony
30 January 2014 at 16:17
Honorable sir / madam,
With the reference of above subject i would like to state that, " We have got a situation in our project site regarding the stay of foreign officials to execute a captive power plant project."
Hence, These foreigners been allowed to stay inside the plant premises and been allowed to construct there quarters. and been allowed to stay after work. all related documents and documentation indicates that these living quarters are their address proof.
The Problem > The owner of the ( as this is a Captive power Plant) Factory, now after 5 years of the project is not cooperating with us and asking to vacate the living quarter.
1)What can we do?
Not allowing the family members to go inside the living quarter?
2) what are the clauses regarding the same in factory act are there? as owner is saying that due to factory act they can't allow the family members inside the living quarter.
3) Being Foreign company and foreigners and citizen of China. what legal steps can be taken in India.
Looking forward to your generous and tactical reply regarding the same.
with deep regards,
Anthony.
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Notice period salary
Hi
was Working for a reputed Masala brand since last five years, suddenly they started asking for resignation showing low performance , after resignation they denied to pay the Notice period salary but as per appointment letter its mentioned that either they terminate or we resign company will pay one month notice salary , we are almost 5 people who were senior managers in sales what we can do legally to get our one month notice salary