baskaran
06 February 2012 at 21:05
Hello,we r the only trade union in our company,but management didn't recognize our trade union.what should we do to recognize.
manish444in
05 February 2012 at 22:53
hello experts!
I am govt servent in officer post.
i am on probation of 2 year.
I have heard that my department is going to finish my service due to a court case has been filed against me.
can i get a stay order from high court which can pass a interim order that dept can't remove me from service until any judgment came from local court pls advise.
Rajinder kumarSharma
05 February 2012 at 22:22
dear learned panel of experts, my heart felt wishes to you.
my query is:- My client applied for the post of reader / associate prof. in the university of Jammu and the qualification for the post were as : Ph.D and 5 year of teaching experience.
My question is that whether the experience required would mean that a experience acquired after acquiring the basic qualification (Ph.D). Please help me with some citations/judgements.
with regards.
suguma
05 February 2012 at 22:11
I WANT TO JOIN A private Ltd company as a chartered account. One of the terms of employment states as under: Upon confirmation after completing 6 months satisfactory probationary period, you shall give 3 months notice in writing or 3 months salary in lieu thereof, if you chose to resign from the services of the company.
I requested the GM HR of that company include the following clause also:
The company will give 3 months notice or 3 months salary in lieu there of before terminating my services for reasons other than acts of misconduct such as committing
fraud, cheating, causing loss to the company.
I.e. notice of 3 months should be mentioned in the appointment letter from the management side also. The above clause be legally redrafted for my reference and taking up with the employer. Kindly guide me.
suguma
05 February 2012 at 22:07
SIR,
I JOINTED A PRIVATE COMPANY ON 1.9.2011 as Manager HR and ADMIN AND ON PROBATION FOR 6 MONTHS
IF I CHOSE TO LEAVE THE COMPANY, I AM REQUIRED TO GIVE 3 MONTHS NOTICE [UPON CONFIRMATION OR BEFORE CONFIRMATION IN SERVICES NOT SPECIFICALLY STATEDIN APPOINTMENT LETTER] OR 3 MONTHS PAY IN LIEU THEREOF.
I SUBMITTED RESIGNATION LETTER DT.23.1.12 ON THE SAME DAY GIVING ONE MONTH NOTICE (THOUGH NOT CONFIRMED IN THE SERVICES) AND REQUESTED MANAGEMENT TO RELIEVE ME ON 23.2.12.
One of the Director remarked on my letter OK. But all of a sudden on account of recruitment of incumbent in my place, they chose to relieve me on 1.2.12.
I did not accept and absenting from duties. Can they relieve me w.e.f.1.2.12 and thereby depriving me of 23 days salary. I am in distress. Can I insist them to relieve me on 23.1.12 WITH PAYMENT OF SALARY UPTO 23.1.12 SINCE there is no office space for me to sit in view of recruitment of new person?.How the other director can decide to relieve me on 1.12.12?
sudhirghabasu
05 February 2012 at 00:12
dear learned panel of experts, my heart felt wishes to you.
my query is:- My client's deceased father was working in TNEB, he was died while in service. i.e. on 1998, at that time my client was a minor, so my client's mother had made an application for appointment under compassionate grounds during the year 1999. Subsquently on 2007 she was also died. Now my client had made an application before the concerned authorities for employment on commpassionate grounds. he had also made a representation in this regard to the board i.e. TNEB. But the board had rejected his application that The application made by him is in delay and hence no opportunity can be given.
My question is though there is a delay in giving the application by my client, my client's mother had given the application within the time period i.e., 3 years. Please help me with some citations. with regards.
V. VASUDEVAN
04 February 2012 at 17:21
Learned Experts, Considering the Payment of Wages Act, Weekly Holidays Act and relevant labour laws, a daily rated workmen is entitled for 7 days wages, if he has worked for 6 days in a week (if wages are paid weekly) AND 30 days wages, if he has worked for 26 days in a month - month being the standard number 30 days. Premised on this law, the Payment of Gratuity Act provides for division of the monthly wages by 26, for determination of gratuity payable - 15 days per year. Accordingly for determination of leave pay (privilege leave) the monthly wages/salary should be divided by 26 AND not 26. However, many industries, particularly FMCG uses 30 as a divisible factor for leave pay, for it managerial employees. Whether this is justificable - Please advice
Rushabh Gandhi
04 February 2012 at 16:23
Can anyone pl tell me the date of applicability of Labour cess in the state of Gujarat? Also the notification for the same.
swaraj
04 February 2012 at 15:56
respected sir i am computer teacher in punjab govt. recently the govt. announce mobile allowance for employees in state for condition that no body switch off their mobile after getting moble allowance.
my qwery is that
1.is it my right to reject mobile allowance.
2. is it possible for me to give written to department that i dont want mobile allowance and pl dont add it to my salary
pl guide me and give suggestion the ways how to refuse mobile allowance
thanks
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Deduction for inventory discrepancy
Salary deduction for Inventory discreapency : On a surprise check by a Vigialnce department, had recommended deduction of the amount equal to the value of shortages found during the check for which the officer had taken a moral responsibility. While recording the statments after the check despite the reconcilation of pending postings were not done when asked who is repsonsible, the officer responded that the immediate stock rooms personnels who are handling day to day transactions are primarily responsible and the officer concerned being a overall incharge of this stock room plus other additional stock rooms and some additional assignments is also responsible. For this simple reply the department had advsed deduction from salary of amount say about Rs 10000/-. The officer seeks clarity as under.
01. If stock adjustment and discrepancy write off is avaliable as per accounting standards is it right on the companies part to advice deduction from the individuals salary.
02.Is the investigation athority has the right to recommend the penal action and the competent authority merely folowing it is permissible under la.
03.Singling out the overall incharge alone and leaving his subordinates scot free is it not discrmination?
04.Are the competent authority right in awarding the punishement on the basis of vigilance department without giving any oppurtunity to the officer to reply or defend and do not tantamount of denial of principles of natural justice.
05. The appeal of the officers to the competent authority on the above grounds is not answered despite a lapse of 60 days? Is there no time limit for such issues?