DHANESH DESHPANDE
30 January 2013 at 09:35
I am working in a pvt ltd company in staff from last 25 yrs.
In appointment letter there was clause company will giving one month notice or salary and terminate service.
now a days company is using this clause removing staff members without any reason.
IS there any way to stop this or ask for proper compensation.
wazir
29 January 2013 at 19:30
I would like to know can any company deduct salary for republic day?
2. i am working in bpo and i forget to do biometric logout but i was presented at my shif timming and i have given my login timming ... but company is saying they will considered as absent...
.
kindly tell me what to do in this case.. i will be very thank full to you
Kalidas Shendre
29 January 2013 at 18:44
Dear sir,
I (I means a Security Officer for the Administration Department of the Municipal Corporation) file a complaint against one employee who was working with us as a Clerk. He made forged documents on the official computer and did the signature on it of the senior officer in the nearest police station under section 465 of IPC but the police department do not take any action against that accused from the last 3.5 years.
So now what we can do excatly after the complaint to take any action against that accused by the police department.
How long time we can wait for a police procedure.
We can do file a case against that accused or the police department before the Judicial Magistrate in the court.
I hope that you could give your real opinion cum legal advice.
Thanks...
siril
29 January 2013 at 12:45
we are pvt ltd company here a lot of workers are coming and after some days they says that they are resigning from the job before 1 or 2 days in this situation how we can prevent this legally according to Indian lab our law whether its by making appiontment letter or by any other solution
student-----
29 January 2013 at 11:32
Yesterday I got selected in interview in a Government department Job (Gazetted job).
3 years ago I worked in a BPO job for 9 months.At the time of joining, I had signed a NonJudicial Bond of 1 Lakh in which I declared that I will work for atleast 1 year. But I break the bond.
Now, I need to fill a Attestation form before attending interview for Govt job.
In the Form, there is a column asking for whether i had earlier been employed in any job or not. Since I break the bond, the BPO company didnot send me any termination letter to me. My friend advised me not to fill those job details in the form as I have no termination letter with me.
my doubt is : If I didnot mention this information, then will I loose the Govt job because of the only this silly reason.
Please help me.
gilgonde
29 January 2013 at 11:22
Since, the BOCW Cess is introduced to provide protection to labours involved in unorganized sectors and are deployed on building and other construction activities. Secondly it serves to primary purpose of contracts executed for Government/Semi Government bodies and untapped employers like contractors who undertake building of houses/roads/etc.
The question arises is whether the said legislation is applicable to the above referred contractors (i.e. manufacturer and registered under Factories Act) who are complying with all labour related legislations such as 1) Minimum Wages 2) Bonus 3) PF and ESIC etc. Once the above is answered, kindly elaborate if the power generation plants established by private sector undertaking who are also required to get themselves registered under Factories Act and follow all the legislation related to labours and are responsible for its implementation even by their vendors, contractors, sub-contractors being principle employer, do they really fall BOCW legislation need to follow it even if they undertake contract for pipeline (i.e. other civil works) or housing complexes?
kavksatyanarayana
29 January 2013 at 10:44
sirs
departmental charges have been framed against an employee who is junior assistant in a.p.govt.and hence promotion to the post of senior assistant is not given. the employee approached the hon'ble court. the court passed interim orders as consider the case. the employer is preparing for appeal. in the meanwhile the employee approached the court for contempt and also filed caviate in high court.
can employee get the promotion?
Sudama Prasad
29 January 2013 at 10:08
Appointed on contract basis by a nationalised bank as direrctor of training Institute run under scheme of govt of India.12 months contract period completed on 18.12.2012.For taking decision on extension of the tenure of individual directors their performance appraisals were to be submitted by the Regionalmanagers with comments to the head office before 18.12.2012 but due to delay submission extension has yet not been granted but under process.Please advise in this circumstances whether extension with back dated effect will be valid or the same would be treated as fresh recruitment which requires complience of rules regarding fresh recruitment like advertisement of vacancy,interview etc.
No. 2 -In above appointment elligibility criteria was 'retired bank officers under /upto 65 yrs age'.period of contract 12 months extendeble on management discretion.
Now,at the time of extension of tenure management considering only those who are not above 65 yrs.Is it not an abuse of discretion ? How it is logical & justified that a man appointed at 65 yrs age would remain of 65 yrs after serving for 12 months.Such criteria was never been intimated at the time of appointment or on any later date.Please advise whether legal remedy is available to those who are denied extension only on such age criteria.
Govindarajan
29 January 2013 at 09:47
Is it mandotory to get prior approval from government authorities to maintain electronic attendance ( Bio metric or Swipe Card ) and discontinue manual attendance . I want to know legal provision regarding this
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