Shyam Sadhon Banerjee
21 August 2012 at 12:57
Term Earned salary under sec. 10 of the act is not clear to me.
Kindly provide case law if any
Shyam Sadhon Banerjee
21 August 2012 at 12:53
An employee's salary(basic + DA)is 7000/- who as per sec. 10 earns 70,000/- Rs. as salary in a particular year. What will be his minimum bonus u/s 10 of the Act.
The term earned u/s 13 is not clear to me.
kaushik
21 August 2012 at 12:04
I need your help on understanding the implication of the bond on me.
Let me take through the whole process from beginning - I got a call from HR team of Genpact asking for they are having an opening in their company and said about the profile mentioning I will be trained on Statutory Compliance Report preparation in Australia (Compliance Report like APRA Report, ABS Report, S&P, Financial Statements). The profile was interesting to me and they were giving me good hike in package so I accepted the offer and joined the company. After joining the company I was asked to go for training to Australia before that I had to sign an Employment Bond of Rs 2 lakhs. I signed the bond since it was necessary to go to Australia to get training. After going to Australia I was trained on something else which was against the profile I was hired for. I informed about the same to management and asked them to take the corrective action. Management did not took any action against it. Then it was said to me that I will be trained on those things after coming back to India. Unfortunately, my colleague was trained on those stuff alone and I was asked to work on those task and my performance was measured on the task I was not trained upon. My team leader asked me to move to other profile role which i neglected and asked him to move me out. He is now giving me new things daily which I am not trained upon and not giving me leaves as well.
Please suggest how can I move out of company without paying anything.
Regards,
Kaushik
Sandip Gawde
21 August 2012 at 11:24
Hello !!!!!!!
can you tell me please if any registered establishment having less than 1000 employees unable to process salary on or before 7th what would be the consequences / offenses as per law.
What the possible steps employee can take under act.
what steps need to employeer take under this act.
please revert.
Thanks
Sandip Gawade
9699814767
supriya
20 August 2012 at 10:23
A person was appointed as a project engineer in our company and his position in our company comes under the managerial nature.suddenly he died in his office.Now the deceased wife claiming compensation under EC Act,2010.My queries are:
a)whether the person in the managerial position can claim compensation under the EC Act?
b)If yes,please tell me the Section and judicial precedents,if any.
kishore batra
19 August 2012 at 11:25
dear concern,
i am kishore batra, presently working in sbi life insurane co ltd , as business devlopment manager in bancassurance dept,agra
last i month i got an immediate transfer in pithoragarh , uttrakhand , i accepted the transfer and joined there ,
here i am faceng problems like
1) mental harrasment by my reporting manager, he talks to me in abusive language and calls every night after 10 pm regarding business performance and speak in very loud and abusive language
2) i am having health problems in this area as it is a hilly area , i have never lived in these area
kindly help me what can i do.
Rajesh Kumar
19 August 2012 at 09:18
I am working as Legal Assistant in the Corporation from more then 3 years. The academic qualifications & experience for the post of LA are “Graduate (2nd Division), LL.B.(2nd Division)and having at least 2 years post qualification experience.”
My next promotion is Manager (Legal)i.e. after completion of 5 years service as LA. As per recruitment and promotion policy of the Corporation, the quota fixed for filling up the posts of Manager(L) for promotion /direct recruitment is 50:50%. There are 8 post (4 direct recruitment & 4 promotion) sanctioned as Manager(L)in Corporation, out of which 6 post (2 direct & 4 promotion) are lying vacant. The academic qualifications & experience for the post of Manager (Legal) are “Graduate (2nd Division), LL.B.(2nd Division)and having at least 2 years post qualification experience.” Or “Having worked as Legal Assistant in the Corporation for 5 years.”
I am fulfilling the qualification of Manager(L). Earlier in the Corporation some other post of direct quota had been filled up through internal selection.
Please advise me, can I, claim for promotion/direct recruitment for the post of Manager(L) and also tell me the court judgment which support my claim.
indu
18 August 2012 at 16:19
DEAR SIR,
my client is a pvt. ltd. firm dealing in software programming & web site designing. when my said client employs the employees it takes a job agreement signed by the employee on a 10 rupees non judicial stamp paper. in which it is described that the employee shall work with the company for two years and if the employee terminates his job without giving one month notice he shall be liable to pay rs. 1 lac to the employer for the breach of job agreement. now pls guide me if this agreement is valid and if yes then what remedies are available to the company in case of any employee breach the terms of job contract.
thanks
Rama mohan Acharya
18 August 2012 at 15:05
An employee had nominated his mother(25%), wife(50%) and daughter(15%) for the payment of gratuity. He died in 2012. After his death his wife informed the employer that mother and daughter of the employee have died in the year 2004 & 2010 respectively. She enclosed the copies of death certificates for proof of death. Can the full amount of gratuity be released to the wife(no change has been made by the employee under section 6(4) of the payment of Gratuity Act. Kindly advise.
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