MOHAMED FIROZ
18 June 2013 at 10:03
WE ARE RUNNING A MATRIC SCHOOL WITH MORE THAN 20 STAFF, AND ARE ENROLLED UNDER THE EPF FOR THE PAST 15 YEARS. NEW STAFF HAVE BEEN APPOINTED FROM THE 1st OF THIS JUNE AND THEIR FIXED SALARIES ARE ABOVE Rs. 6500 AND UPTO RS.9000.
IS IT MANDATORY TO ENROLL THEM UNDER EPF?
HOW TO AVOID EPF FROM THE MANAGEMENT SIDE, AND IF NOT HOW BEST TO PAY THE MINIMUM EPF FOR THEM? HOW TO FIX THEIR BASIC PAY AND D.A.?
SOME OF THE ALREADY ENROLLED STAFF HAVE A SALARY OF Rs.7500 AND ABOVE, AND HAVE BEEN CONTRIBUTING FOR THE WHOLE AMOUNT SO FAR.
CAN WE FIX THEIR SALARIES AT Rs. 6500 AS BASIC PAY FROM THIS JUNE AND DEDUCT Rs. 780? CAN WE PAY THE BALANCE AS D.A.?
THE ADMINISTRATOR IS PAID Rs.20000 AND HIS EPF HAS BEEN DEDUCTED ON THE WHOLE AMOUNT FOR THE PAST SEVERAL YEARS.
CAN WE REVISE HIS PAY AS Rs. 6500 + D.A. AND PAY EPF FOR Rs.6500 AND PAY Rs. 13500 AS D.A.? WHAT ARE THE I.T. RULES ON HIS EPF CONTRIBUTION?
MOHAMED FIROZ
naushad avathukattil
18 June 2013 at 09:40
sir ,
my friend sabu was convicted u/s 279 ipc to pay an amount of 1000 and he paid the amount.
later he got a government job by kerala PSC.He has to give a proforma in which he had to state whether he was convicted in any criminal cases.Misunderstanding 279 ipc a petty case ,he staed NO.
1.how it will affect the police veryficatiojn? 2.if he had stated 'yes'how it would affect?
Prerit
17 June 2013 at 19:23
IF AN EMPLOYEE HAVING HIS SALARY (INCLUDING BASIC+ALLOWANCES)IS RS.4800 AND HIS O.T. AMOUNT IS RS. 300. THEN HIS SALARY WILL BE MORE THAN 5000/- SO IS PROFESSION TAX WILL BE APPLICABLE FOR HIM.
ramasamy
17 June 2013 at 17:57
Karnataka and Punjab and Haryana shop establishment says 1 days earn leave for each 20 days worked
Please clarify whether we need to consider all paid leave and holidays for the purpose of commuting number of days worked for calculation of earn leave under Karnataka Shop and Establishment Act and P&H Shop and establishment act?
mahesh kumar yadav
17 June 2013 at 16:53
what is the period for retention of ex-employees by the company under EPF Act, is there any judgement pertaining to this query
H.S.ACHARYA
15 June 2013 at 20:21
We have to terminate the services of one our officers who misappropriated company funds. Can we first give termination notice and hold an enquiry or conduct enquiry and then terminate the services and claim for the losses by filing a suit? he has already submitted his resignation which we have not accepted. While on duty he was drunk and was indulged in some personal issues.
Rizwan Pathan
15 June 2013 at 14:48
Dear All
Please guide me in the following areas.
1) Whether contract workers can register a trade union.
2) Whether contract workers can raise an industrial dispute against the contractor and principal employer.
3) Whether contract workers can go on strike against principal employer.
Neither the Industrial Disputes Act nor Contract Labour (Regulation and abolition ) Act have got any prohibitive clauses in this regard. Please let me know if you are aware of such precedents/ court cases.
karthik
15 June 2013 at 14:42
Dear Sir,
I have worked in icici lombard as a contract employee .while joining manager told that fixed salary Rs.6000 per month after getting the first month salary only i came to know that salary include of statutory bonus rs.232.is it correct or wrong.
Already i submitted to labour office regarding this.
ARUN KUMAR
15 June 2013 at 11:14
one of my friend working in a pharrma company (he was in probation period) on 12/6/2013 he has received a letter from one of his manager that was written on 3/6/2013 , the matter was "your services are terminated w.e.f 17/5/2013" now the question is :
Is it feasible to terminate the services in the back date when my friend has done the working on all these days?.
can anybody from the hierarchy send a termination letter while on the appointment letter director of the company has signed ? Kindly guide.
Regards.
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Non extention of my services in ongc
I am serving in ongc as tenure empl.for a perod of 4 years....our case in prejudice in high court and high court has ordered ongc to immediately accomodate us as regular emp.
ongc has not extended my engagement without assigning any reasons since last 4 months....
what remedy i have to fight my case against ongc ahmedabad......
the only reason may be that i had written a request letter that since i do not possess any technical qualification i may be posted in office duty as other emp. like me are also serving in office and the high court of gujarat has also effected an order to this effect that request regarding the posting has to be considered by ongc.