Sarmistha Bhide
04 November 2013 at 12:42
I am working as a permanent employee (software engineer) in a Pvt Ltd organisation in Bangalore.
1. How many days of fully paid maternity leave can I avail as per the Indian laws for private organisation?
2. How many unpaid leaves can I avail at the end of paid leaves post delivery?
Thanks
Sarmistha
Ashiwn Vijayaraghavan
01 November 2013 at 15:42
Dear Team,
I Am Ashwin and am working in India Property Online Pvt Ltd .
I have submitted my resignation letter on 16th Oct and the same has been approved by my reporting boss and the vertical head as well.
According to the company police they asked me to serve notice period of 60 days and for which i said will serve 45 days and rest 15 days will pay to the company.
Now all of sudden they have blocked my salary which i am suppose to get on 31st of Oct... When is asked HR they came back with the reason saying any employee who has resigned will not be paid and the same will be paid 45 days post completion of my 60 days notice . But when i referred my offer or appointment letter nothing as mentioned as such .
So request you to suggest me or provide solution for this please !!!!!
Vemula
31 October 2013 at 21:51
When a company terminates an employee without any notice, so I heard that the company should pay him 2-3 months salary, is that true?
Amit Dhamane
31 October 2013 at 19:08
Dear Experts,
I wanted a quick opinion on the situation where my employer contract during Probation says they can terminate my services in one month. But then if I resign during probation I need to give 2 months notice. Is this fair, can a employer have such clause? I am ready to serve one months notice, but they are forcing me to serve 2 months notice.
Please advice and thanks for your help.
I am adding more details
Below are 2 different sections covered in the contract.
JOb Title and Date of Engagement
If you are a new hire to the company, you are considered to be on probation for a period of six(6) months("Probation Period") from your intial date of hire. During the first month of the probation period, if your performance is not found satisfactory, your employment may be terminated by Company with seven(7) days notice or payment in lieu thereof. From the second month of the probation period your appointment may be terminated by way of written notice of one(1) month or pay in lieu thereof
No Notice is required in cases of serious or gross misconduct. The probation period may be extended by company in its sole and absolute discretion.
Notice of Termination
The period of written notice required from either of you or company to terminate your employment is as follows: 2 months for managers ( I am a manager)
Company shall be entitled to terminate this agreement without prior notice (but without prejudice to right and remedies of company for any breach of this agreement and to your continuing obligations here under) in the event of any serious misconduct or cause. On either company or you serving notice for any reason to terminate your employment or at any time thereafter during the currency of such notice company may pay you your basic salary and any other contractual benefits payable under this contract in lieu of the unexpired period of notice and/or may require you to take paid leave for all or part of the remaining period of your employment.
I am still in probation period, so my understanding was i need to give only one months notice. But HR came and said I need to give 2 months notice. Also there is no explicit mention if I could pay in lieu of notice period. Does this mean i cannot pay and have to serve the full notice period.
Thank you once again for your help
Regards
Amit
Amit Dhamane
31 October 2013 at 18:34
Dear Experts,
I wanted a quick opinion on the situation where my employer contract during Probation says they can terminate my services in one month. But then if I resign during probation I need to give 2 months notice. Is this fair, can a employer have such clause? I am ready to serve one months notice, but they are forcing me to serve 2 months notice.
Please advice and thanks for your help.
Regards
Amit
PARDEEP KUMAR
30 October 2013 at 21:56
Respected Members,
Am in need of some authority on the point 'Initiation of Disciplinary Proceeding, issuance of charge sheet by authority higher than the Disciplinary Authority viz. Appellate authority, vitiates entire proceedings'
Matter is concerned with CCS (CCA) Rules, 1965, though rule position shown to the P.O. still the Tribunal is insisting for authority.
vijay
30 October 2013 at 12:35
Sir,
We have four employees working with us. We are a service based industry and proprietorship firm and have less than 10 lacs turnvoer. Is it necessary to take EPF or esi registration number.
I have to apply one Govt tender where they have asked about that EPF/ESI registration. Kindly suggest what should we do.
Regards
lohithakshan u k
29 October 2013 at 10:48
Please let me know the establishment registered under companies act and having factory licence comes under the purview of Kerala shops and establishment act.In depth if a branch office without having factory attached to, is comes under this act.
girish
29 October 2013 at 09:43
Can an employer put the retention of salary clause in Appointment letter, if yes what should be the appropriate draft of such letter. Employer want to retain 10% of the Gross salary for the period for 1 year which would be return to employee after completion of 2 year term. Pls advise whether this would be a legal or illegal
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Can our management give different treatment two employees for same mis-conduct?
Dear Sir,
We are working In a PSU in Executive cadre and guided by CDA (Conduct, Discipline & Appeals) Rules as applicable to that PSU. Recently one of my friends is charge sheeted, suspended and enquiry was instituted as well for some alleged misconduct as levelled against him by our Management. But surprisingly one of friend’s colleagues who were also doing same jobs with my friend was spared. No charge sheet, suspension and Enquiry were instituted against him. My question is does Management do this by giving charge sheet and suspension order leaving other spared? How this case can be dealt with by my friend?
regards,
TAPAN DAS