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
Anant
29 April 2012 at 20:48
A few employees died in a tragic accident while coming to work from their home to the factory in a bus taken on contract by the company.
All employees are covered under ESI.
I would like to know:
1. Whether the dependents of the deceased will get benefits from both ESI and Motor Vehicle Insurance Co?
2. What other benefits are applicable?
H.S.Shama Sundar
29 April 2012 at 12:15
a notice has been served by PF for a society having 20 employees, but the act says it is exempted upto 50 enmployees . which is correct
P.C. Joshi
29 April 2012 at 10:50
Dear Friends,
1.Can an employer split the total pay of an employee in the following manner and the agreegate may be euql or more than minimum wages notified in Delhi w.e.f. 1/4/2012:
Basic (60%) __________
HRA(30%) __________
Conveyance(10%) __________
Total/Gross ==========
2. On whaich amount PF & ESI will be deducted i.e. on basic or on gross amount.
Views of members are solicited.
Thanks ^ Regards
P.C. Joshi
v ramachandran
29 April 2012 at 10:41
I have filed an affidavit in the labour court for enforcement of my gratuity claim in a college I have served for 13 years. The repondent had filed a counter to my affidavit and since many false statements were made by the respondent in his counter I have filed amy reply to his counter affidavit.
I think the respondent may try to wriggle out of his false statements by wanting to file an additional affidavit.
My query for the legal experts is as follows:
Since the respondent has already filed a counter, can I as a petitioner contest his request to file an additional affidavit in the labour court and demand that at best he may file another new petition to which I have a legal right to file a counter.
I have since filed the proof affidavit also to support my claim. Please advise,
V RAMACHANDRAN
COIMBATORE
rvrv002@gmail.com
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