S DEB
15 February 2013 at 16:31
A colleague of mine was dismissed from service due to misbehaviour. However he was reinstated after a court judgement. He remained out of service for 10 years. Court ordered to reinstate him with all consequential benefits like wages, bonuses etc. The question arises whether he will be entitled to Earned leave as a consequential benefit for the period he was not in employment.
Opinion in this regard is most welcome.
PREM
15 February 2013 at 11:01
Sir
Is PF needed to be deducted for a person who has more than Rs 6500 salary. What is the criterion for this under which section of PF Act is this specified.
For persons who had PF in earlier company should I deduct PF when he joins my company
For persons who had withdrawn pf from earlier company should i deduct pf when he joins my company
prashant
15 February 2013 at 10:22
I come to know that the present law of gratuity after 5 years is going to change from 5 years to 3 years. Can some one tell me what is the fact
SIBA PRASAD NAIK
15 February 2013 at 07:06
I joined an organisation 3 months back, wherein in offer letter which i accepted talks about paying training cost/ management cost if i leave before one year. The company also holds my original certificates for same. currently am in probation period and two months notice is there to serve..
Currently i dont like the organization and am working out other offers. If i dont go to office (absconding) and ask to return my certificates will they file legal suit on my name. I did not sign any other bond apart from acceptance of offer letter. The company may threaten in not providing relieving letter also....I do not worry about certificates as one of my only provisional mark sheet is there with them..
Please help me with ways how i can overcome the situation.
Thanks and Regards
Siba Naik
gaurav
14 February 2013 at 15:56
i was an employee in an school,for 1years 6 month approx.i have an offer letter,
as per my employment i have to give my resign within 30 working days.
i have submitted my resign 30 days before only but there was an official leave for 5 days & 3 sunday.
now my employer is refusing to pay for that month saying i have breach the aggrement & have not completed 30 working days.
can i have right to give notice demanding payment of salary for all 30 days including holidays & sunday.
can i have right to sue him in labour court?
any other measure that i can take.
can u provide me with notice format
skg
14 February 2013 at 10:15
Dear Experts
As a practice during amalgamation of two companies employees of transferor company are assured that their service condition will remain unaltered and will not be less favourable to that before the amalgamation.
Also transferee company as a general notice and separate notices to each employee take undertaking that they look forward for a long and prosperous future and will make the transferor company a profitable unit under them with cooperation of employees of transferor company.
My question to experts is that say certain employees of transferor company working in account, sales, HR department after three year of amalgamation are terminated defining them as surplus.
1)Whether this act will be an illegal step of management of transferee company who did not consider its own employees of these department first but targeted only employees of transferor company.
2)Whether under Merger & Acquisition laws the transferee company can exercise such type of rights and without permission of amalgamation sanctioning authority or Monitoring authority like BIFR and AAIFR who approved the merger.
3)Can such employees or a single employee can sue both the transferee company as well as sanctioning authority directly in High Court pleading that this merger caused their services got terminated by declaring them surplus despite written assurance that they will be more prosperous with the transferee company in future?
pls provide your valuable advice
rgds
skg
13 February 2013 at 21:18
Dear experts,
Can an employee whether workman or not be declared surplus on account of reasons like reorganisation, recession in industry etc of his department without any written approval from his HOD to HR Department?
What are the chances of his winning the case if he fights his case say in labour or civil court on the ground that management has not produced this report duly recommended and signed from his HOD who is the real person who can judge or recommend whether he is surplus or not in his department and it is only a malafide intention of management to fire him out of job by giving reasons like reorganisation, recession etc.
rgds
CHINNARASU
13 February 2013 at 20:40
Dear members,
An industry newly opened on 01/01/2006, an employee joined as worker in same date, while service period unexpected he passed away on 01/10/2007(death happened out of the employment). Whether the deceased employee's dependent have rights to get gratuity?
Regards,
Chinnarasu.b
Rizwan Pathan
13 February 2013 at 16:28
Dear Experts,
Our Company is deducting salary from each and every new employee for 2 years the same has been mentioned in appointment letter and after completion of 2 year of services company will reverse total advance salary deducted amount to employee account.
Now my quarry is that if suppose a person will left the job before 2 years of services,in such circumstances is he liable to get back his deducted advance salary?.i.e. employee has completion of 1 year and 10 month of service is he eligible to get back his deducted amount.
Kindly throw some light on legal remedies or right to the aforesaid quarry/case.
Thanks & regards,
Rizwan Pathan
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Regarding unconnected duties.
Sir,
There are no posts sanctioned to perform 24 x 7 duties to our category. we have represented to all concerned authorities to relieve us from unconnected duties to our category as there is a category to perform the same duties but till date inspite of our representations our appraisal is unheard by the authorities. kindly advice where to file a case, where and what can we do.
please advice can we claim compensation for the same from all concerned authorities as these are not the duties of the Pharmacist as per the Indian Railway Medical Manual of duties and responsibilities and for not implementing the same by these authorities.
We work in Indian Railways under the Chief medical director(HQ) and Chief medical supt. locally and our duty is performing duties of dispencing medicines to out patients only.