RKP
01 May 2012 at 21:44
I had left my previous company in Mumbai in July 2010.
My previous company had submitted my epf withdrawal form on sep 2010 at epf Bandra. I have a receipt of the same which was given from epf office Bandra to my previous company.
It has been more then 1.5 years and still I have not received the epf amount.
Earlier last year in dec 2011 when I visited epf bandra office they said they received the epf claim form on april 2011 and so it will take 6 months time and may come by year 2011 end.
But still I did not get the money.
Last time in March first week this year 2012 when I visited I was assuared that I will get the money my March end and still I have yet received the money.
I am tired of sending mails to various email id on their website http://epfindia.nic.in/.
Pls guide as what I must do now?
Law Querier
01 May 2012 at 21:26
A person had joined pharmaceutical company as a Area Sales manager in Dec.2009. He took leave for his marriage for some days in Feb.2011.but, because of some conditions he had to take more leaves. But, his manager had denied to grant more leave orally, not on paper and he forced to employee to resign. now, the employee had not given resign letter to company but had not worked since Feb.2011 till date.The employee had no received any notice nor termination letter from the company till date. The person is still employee of that company? Is it company's duty to send notice if employee remain absent for long days? The company has right to appoint new employee in place of him? What should the employee legally do against the company?
Law Querier
01 May 2012 at 21:23
A person joined pharmaceutical company as a Area Sales Manager in Dec.2009. He worked there till Feb.2011. He had taken leave for his marriage. But, because of some conditions he had to take more leaves. But, his manager had denied to grant more leave orally, not on paper and he forced to employee to resign. now, the employee had not given resign letter to company but had not worked since Feb.2011 till date.The employee had no received any notice nor termination letter from the company till date. The person is still employee of that company? Is it company's duty to send notice if employee remain absent for lond days? The company has right to appoint new employee in place of him? What should the employee legally do against the company.
akshya
01 May 2012 at 14:18
Issue is one of 5 years ACR was below bench mark;
it was upgraded by the competent authority to bench mark without speaking order;
speaking order came after the DPC;
is it a fair case for review DPc?
Will my New APAR supersede my old ACR?
Suyash Kumar
01 May 2012 at 12:45
Sir,
I am a Junior Engineer in a central Govt.department.I was selected though an examination conducted by Staff Selection Commission on all India basis.Previously my department used to conduct the examination itself for its various commands(regions)over the country & seniority was maintained on the command basis. now the selection process being changed,the seniority is maintained on all India basis.
In this regard i want to know that if i opt for mutual transfer with a junior engineer of another command(region)will there be any seniority loss?
Your kind suggestions will be very helpful to me.
saroja
01 May 2012 at 10:25
Dear Expert,
Will you please provide me,revised minimum wages circular of Govt of Karnataka for the year 2012-2013
Regards,
Saroj
RAJASHEKAR
30 April 2012 at 15:16
I worked for a Pvt Ltd., for 8 months. I have resigned my job and sent resignation by E-Mail to my MD and he accepted it immediately by reply mail. There was no Notice period to work in my offer letter, even though I have worked for 5 days after my resignation to finish the pending works. I need to get last 15 days salary from this company.
I joined with another new company without submitting my reliving letter from my previous employer.
My previous employer is not ready to give my pending 15 days salary and reliving certificate. Hence, I would like to take action according to law on him.
Hence, I am requesting you please let me know under what provisions I can take action on him and what are the legal remedies I have.
Thanks in advance.
Deepak Nair
30 April 2012 at 13:05
Dear Learned Experts,
An employer arranged for a one day picnic for its emplyees in an adventure part. The adventure park took an undertaking from every employees that the employees will be liable for the risks.
During one of the adventutous activity, one of the lady employee got hurt in her eye due to her own negligence as she removed the safety mask where she was not supposed to.
Now the said employee has to undergo surgery of her left eye. Even after surgery, she won't be above to see as she used to see before and she would not be able to execute her works effectively as her work involves extensive use of computer.
Thus, I have the following queries in this regard:
1. Can the employer be held liable for the occurrence of this incident?
2. Can the employer be held liable to pay compensation and medical expenses to the employee? (The employer is ready to bear the expenses in good faith.)
3. Can the employer terminate the services of the employee on the ground of inefficiency to execute the responsibilities? If yes, any compensation to be made??
4. Is it OK if the employer grants her a long leave of 3/6 months to see whether she gets well and if not then then terminate her if she cannot do her work?
5. Can this accident be considered as an accident happened during and in the course of sevice?
Please advise me on this issue.
Subrata
30 April 2012 at 11:08
Hello,
I am employee of an MNC in Bangalore area. I need an early release from my company. Regarding that the following line is mentioned in my offer letter:
"This contract of employment between you and the Company may be terminated by either party by giving 90 days notice or gross 3 months salary in lieu thereof. However relese from the service of the Company will be subject to satisfactory handover of the responsibilities assigned to you."
I can at most server 30 days of notice and ready to pay the rest of the amount in lieu of my notice period(i.e- 60 days). Is it possible to get that?
Please reply.
Thanks a lot in advance.
Subrata
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Pf withdrawal by the company without the application for the same by a resigned employee
Hi
I have resigned from a bank 1.5 years back without fulfilling notice period or pay against it.Today I am getting message on my mobile that my PF settlement has been credited into my salary a/c and second entry in the a/c is of some other settlement debited from my a/c.I had not given any PF withdrawl application form.
My query to you is whether employee PF can be withdrawn by the employer without the consent of the employee?