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.
sakthi
17 July 2013 at 14:37
Dear Sir,
I belong to OBC Category and My wife belongs to Muslim community. Am I eligible to cliaim Intercaste or inter religion marriage quota in employment exchange in Tamilnadu, if yes, what is the procedure to claim Inter-caste Marriage quota in Tamilnadu Employment
Kindly let me know
Thanks for your valuable time
s.k
P.C. Joshi
17 July 2013 at 11:40
Dear Sir,
A Delhi based company has appointed C&F Agent in Bangalore, who is responsible for handling and disrtibution of goods on behalf of the company and issue company invoice. There is a CFA Agreemsnt between these two parties. The Company pays commission for services rendered and warehouse provided including all loading,unloading,labour charges etc. None of the manpower has been appoined by the company on its roll all are engaged by CFA. The CFA has already got a SHop & Establishment registration.
The CFA says that even though he is holding a valid shop and establishment registration in his name, the Company also needs to obtain the registration under Karnataka SHops & establishment ACt because the operations in CFA godown are being carried out on behalf of the Company.
Pls share your views.
Thanks
P.C. Joshi
balu
17 July 2013 at 09:05
sir, iwas working in a pvt ltd co., for 5.5 years up to 27.03.2013. because of the company's bad financial position , i have regined and releived from 27.03.2013.still i didnt get a single paise loke salary for march, gratuity, bonus , earn leave encashment. officially the co not yet closed. still the pf recovered from us from january2013 not remitted by the employer, PF authorities reject my claims form 10c and form 19 because of the non remittance for 3 months and unavailable of employer signature in the forms. i cant able to found the employer anywhere in my area coimbatore tamil nadu. now what can i do for my payments. do you suggest any advocate in coimbatore. please matter is most urgent,regards balu
ramasamy
17 July 2013 at 08:45
Can any one please clarify whether Earn leave should be encashed on Gross pay - OT and bonus if any or only on basic pay + DA?
Most of the private company leave policy says that earn leave should be encashed only on basic pay. Is it correct as per shops and establishment act or factories act?
Is there any case law which says that earn leave should be encashed on Gross pay?
sindhu rajesh
16 July 2013 at 19:53
Am working in a herohonda now hrro outlet since 6 years. Am working sinsiarly up to 12 hours.and a full admin as a one man show.suddenly manager asked to me resignation against taking leave for my room shifting.what can I do sir
mittalpandya
16 July 2013 at 19:15
i am working since 4 month as a assistant account suddenly without any notice termination from private limited company so,please help to deal with this problem
kehar singh
16 July 2013 at 16:34
Dear learned members,
What does devotion to duty mean? Whether SC or any HC has interpreted the terms in any case.
A person is on duty throughout the month but he is not aware about any papers sent from his Headquarter nor he was informed. As a result a incident took place. So does it amounts to lack of Devotion to duty. ?
P.ESAKKIMUTHU
16 July 2013 at 15:46
As per TAMILNADU CONTRACT LABOUR RULES,1975, RULE 25(2)(V)(a)under Contract Labour(Abolition & Regulation)Act,1970, is it mandatory that the Principal Employer must be registered and the contractor gets licenses to claim wages for contract labourers on par with regular workman when both are doing similar works.If some citation is provided,it is better
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Termination of service
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