SUDHAKARAN V T
19 July 2013 at 16:00
There is ambiguity on the following;
As per EPF Act, the EPF contributions pertaining to Salary/Wages shall be remitted to Govt. within 15 days of close of each month. i.e EPF contributions pertaining to salary/wages for JAN is to be remitted to Govt. by 15th FEB.
But there are other opinions, as given below , citing some case laws;
if the salary/wages pertaining to JAN is paid to employees during FEB, then EPF contributiins needs to be remitted by 15 MAR only.
Hence kindly clarify the above matter.
Rohit Kumar
19 July 2013 at 10:40
Respected Sir,
I require a suggestion for the action which we need to take against Managing director of our company. A director has not paid us salary to all the employees from June'13. till now and then they are giving us new dates Now they are committing 21st of July. but he started to say in meetings that i will not pay a single money to any of you, excuse is that company is not getting any business from you than why should i pay? there is no target clause in the offer letter for which our salary go on hold. also there are two girls with same profile and they got there salary.
Request you to please suggest the solution for the same at the earliest.
Rohit Kumar
rohit.chenoy2001@gmail.com
8373939979
mang haokip
19 July 2013 at 00:00
dear experts,
just want to clarify some doubts on reviewing departmental promotion committee sitting. my question is that if the high court had quashed the already held DPC and ask the govt to review the DPC for any promotion then.....
(1) can it be given a retrospective effect ?
(2) what will be the appointment date for all the persons whose DPC is review? will they have the same appointment date as before or will it be date of the new DPC ?
PLEASE HELP !
THANKS !
Manish Gupta
18 July 2013 at 16:07
A company created its provident fund trust and applied to RPFC for exemption. about 3 years or more has elapsed but RPFC has not grant exemption or rejected the application. In the mean time the company decided to deposit the contribution made in PF trust to PF office due to delay in granting exemption. Now PF department has raised the interest liability and damages notice for failure to deposit PF on time. What is the solution and how to proceed in this case. Whether it is tenable on part of department to demand interest even if the application is pending for exemption. Kindly reply
Deepak
18 July 2013 at 14:08
Hi
I worked for a company for SIX months (July 2012 - Dec 2012)
1. They never issued me any payslip or TDS certificate though they continuously kept on deducting my Income Tax.
2. The company also never paid me my last two months salary. I have been consistently writing to them but to no avail. In fact my travel arrears are also pending with them.
3. The company is not issuing me FORM 16 also.
4. Please advice
VISHNUVARDHAN
18 July 2013 at 10:26
Hi, I joined the IT organization in hyderabad on 14th August 2012 and my last working day in the organization would be 31st July 2013.
Would I be eligible for service compensation as per Andhrapradesh workmenship act. My company told me it should be one year to get eligible. But since i worked for 350 days would I be eligible???
nr1workmen
17 July 2013 at 21:40
Power Grid Corporation of India Limited a Navaratna Company of Central Government engaged in transmission of electricity across the company the same company whose electric lines faliure resulted in grid faliure in July 2012. This company has framed certain rules for allotement of quarters to employees out of it one rule 3.5 says that "Normally Bachelors will be alloted shared accomodation". Officials of the company and HR department is misusing this clause and are alloting juniors who are married full quarter of plinth area 56 meter square, whereas bachelor employees who are 05 years senior than married one are given one room of size 11feet by 11 feet in the name of shared accomodation thus they are exploited on account of being unmarried it is highly unethical and foul play at the end of executives.Kindly give some remedy so that Bachelors are provided full accomodation according to their seniority.RELEVANT POLICY IS ATTACHED.
kaur
17 July 2013 at 20:20
My employer has terminated my services without any reasons and cause. In fact there was family property dispute and my family members filed complaint with my employer who insisted me to either withdrew the case or else my services stands terminated. Although the property cases had nothing to do with my work but my employer terminated my services. My query is that I was in clerical job and permament and drawing monthly salary of Rs.10000/- per month. Our private Institution comes under Industrial Act/rules. Do I need to approach the Labour court or High Court. Please adivce
upendra
17 July 2013 at 19:16
Sir,
following is series of events.
1. On duty accident on 18th Feb., cervical spine injury , x-ray, MRI etc. Reports show minor injury.but due to excessive pain unable to attend office hence applied for special leave/compensation (dominant hand unable to use and journey not possible for one year) .
2. Treatment taken for four months, every time reports normal but pains continue ,doctor says rare case /fibromyalgia .
3.office referred me to medical board , i objected quoting ccs medical rule 44 about non requirement of board exam. For grant of special leave .
4. Complained against head of office reg. Not forwarding case for compensation, pending medical bills, wrongly referring to med. Board resulting in harassment.
5. In the event of expiry of leave quota salary is bound to be affected.
My querry is where should i appeal for my sufferings due to grave negligence by office ? How to approach court in this sick position where doctors also failing to treat me.
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Is deduction of overtime hours legally valid?
Sir, I am working in a central PSU covered under the Factory Act 1948. In our organization when a worker does overtime in a day of a week his overtime hours is deducted if that worker takes any Earn Leave(EL) or Sick Leave(SL) in any day of that week. My weekly off day is Sunday. I have taken many times SL / EL on Monday or Tuesday in that week and when I have done overtime on Wednesday or Thursday, overtimes hours were deducted for the overtimes done on that Wednesday or Thursday showing the reason that when we are taking SL / EL in a week we are not completing 48 hours in that week. Our organization’s overtime rule is that if a worker's duty hours exceeds 48 hours in a week he will get double pay in excess of 48 hours. My question is when we are taking SL/EL ARE WE NOT COMPLETING 48 HRS IN THAT WEEK and whether Management's such decision is legally valid or not? If it is not legally valid then what will we do?