MandyPunjab
25 October 2013 at 18:37
Dear sir,
I have been selected for a central govt. job. Prior to this I had worked in a private company for 3 months and was retrenched from that company for unauthorized absence for one month. After that I paid the bond amount and settled the full and final payment with the company. Now I have to fill attestation form.
Kindly suggest me shall I fill the job details in the form or not?
Please tell me if I fill this job details, will this have any negative consequences ?
And what if I dont fill these details because it was a private company ?
ramaswamy
25 October 2013 at 16:56
In our company an employee executed a bond in our favour. He has now jumped the bond by committing a breach of the conditions of bond.
In this matter where does the jurisdiction lie? Does it lie in labour court or city civil court.
Grateful for a quick response.
Thanks and Regards
Parasuram
Amaresh Patel
25 October 2013 at 16:09
Dear Sir,
I am a central government employee working in the department of Posts, India.
I was made over the suspension order after working hours on 31.01.13 by my disciplinary authority which is not the appointing authority of my present post with the subject :-
A disciplinary proceeding against -- - is contemplated and kept under suspension with immediate effect vide sub rule- (1) of Rule 10 of CCS(CCA) Rules, 1965.
For kind information no prior explanation was called for.
Again on 22.02.13 I was revoked vide sub-rule(5) of Rule 10 of the CCS(CCA) Rules 1965 and I resumed the duty at the afternoon on 22.02.13.
Still this I have neither been “communicated the reasons of suspension”/chargesheeted nor finalized my case and so the aforesaid 22 days of suspension period has not been regularized. For the suspension period I have been paid the subsistence allowance only.
Now 8 months have been elapsed. I have not appealed for anything so far.
So I want to know that
1. Is the suspension order now void ? And if so should I represent for regularization of the aforesaid period ?
2. If no what is the time duration within which my case should be finalized ?
3. What are the options for me for the regularization of the aforesaid period of suspension.
With regards.
Lal T V
25 October 2013 at 11:24
In a deparmental disciplinary action case,in Kerala State Electricity Board, One Inquiry officer and Presenting officer were posted to inquire allegations against 5 trade Union activists(Employees)who conducted GHERAO of an Officer. As both of these officers were supporters of the trade union,they completed the inquiry, even without hearing the Complainant or his witness. As the enquiry report was found absolutely biased and incomplete the Disciplinary Authority rejected the Report and posted another enquiry with the same charge sheet.
1. Was it correct to reject the report of the First Inqiry Officer?
2.Can a re- enquiry is legal?
3.Whether the actions of the First Inquiry officers can be treated as Misconduct of Govt Servants?
avinash
24 October 2013 at 16:34
I know this has figured so many times here and other forums.
I worked for 4 years and 10 months in a company and then was retired as per Company rules.
I was told that I am not eligible for gratuity as the minimum perid for eligibility for that is 5 years and the statute has not been changed and as such am not eligible for the same.
Would somebody clarify the same to me and if I am eligible what procedure I resort to for claiming the same.
Vinod Singh
24 October 2013 at 12:53
sir, kindly tell me, I worked AS permanant clerk in District & Session court for 10 year. I resigned from there In Aug 2009 due to some family problem. Is there any chances of getting that job back. Can i file a mercy petition in Honble High cour or any service matter case for getting back that job. kindly
RAMU V
24 October 2013 at 00:38
Hi,
My name is Ramu v . I joined Reliance Securities ltd on 11/may/2013 and resigned on 20/aug/2013 .
But our manager has taken resignation mail from me on 8/aug/2013 forcefully for which i am not working to his terms.I fraustrated and resigned from the comapany.
And i did not serve the notice period of 7 days . when i called to my manager he told he will waving off your settlements you hav to work for anpther 7 days which i did not go.
The probelem is they hav send the recovery notice of RS 11,000.00.
How i can now respond to the notice.
Another information they hav given training in mumbai for 12 days.accomodation is their guest house and food bil is pay by me only which is Rs 2500.00
Please advice
Thanks
Ramu
Thanks for the advise.iwil reply as soon as possible.
can i reply with every circumstances and if they fail to withdraw the notice and ask for the legal proceedings if required at their own cost and expenses.
yashesh
23 October 2013 at 12:34
Dear sir
I was working in a Pvt. Sector company I left the company in June . Now when the company paid salary this week for May, they did not pay me ,because I left the co. , but was working in may with the company .
Second company has deducted my PF from salary but not paid to govt. since 10 months. So they are not issuing Form 16 .
Thank you
Please advise
sandeep Upadhyay
23 October 2013 at 10:53
Dear experts
On a diwali occasion our company is going to distribute bonus for the year of 2012-13.I want to know what is wages limit and amount of bonus to pay as per latest law?
sandip
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When no stay order
The High Court,Madras ordered for reinstatement with backwages and continuity of service.Based on this decision a claim petition u/s 33 C 2 of ID Act is filed before the Labour Court for realising backwages.In the mean time the Management went in appeal before the Bench against the order of single judge.The Bench did not give any stay to the order of single judge. I argue before the Labour Court that as there is no stay order by the Bench, the Claim Petition must be proceeded with enquiry and then finally for orders. The judge of Labour Court said that in as much as the subject matter is seized by High Court, I can not proceed further even if there is no stay.Kindly spell the legal position in this matter.SC or HC decisions will be useful to produce before the Labour Court that as there is no stay, proceedings can be continued till final orders.