prashant1314
05 October 2011 at 00:51
Dear Experts,
Could you please help me understand what is " sub-section (3A) of section IOA " in below defination
Industrial Disputes Act, 1947
18. Persons on whom settlements and awards are binding
1[(1) A settlement arrived at by agreement between the employer and workman otherwise than in the course of conciliation proceeding shall be binding on the parties to the agreement.
(2) 2[Subject to the provisions of sub-section (3), an arbitration award] which has become enforceable shall be binding on the parties to the agreement who referred the dispute to arbitration.]
3[(3)] A settlement arrived at in the course of conciliation proceedings under this Act 4[or an arbitration award in a case where a notification has been issued under sub-section (3A) of section IOA] or 5[an award 6[of a Labour Court, Tribunal or National Tribunal] which has become enforceable] shall be binding on-
(a) All parties to the industrial dispute;
(b) All other parties summoned to appear in the proceedings as parties to the dispute, unless the Board, 7[arbitrator] 8[Labour Court, Tribunal or National Tribunal], as the case may be, records the opinion that they were so summoned without proper cause;
(c) Where a party referred to in clause (a) or clause (b) is an employer, his heirs, successors or assigns in respect of the establishment to which the dispute relates;
(d) Where a party referred to in clause (a) or clause (b) is composed of workmen, all persons who were employed in the establishment or part of the establishment, as the case may be, to which the dispute relates on the date of the dispute and all persons who subsequently become employed in that establishment or part.
prashant1314
05 October 2011 at 00:22
Dear Experts,
We have 08 paid holidays ( Annual Holiday Calendar ) for our Company
So there was Ganesh Chathurthi as Holiday we company members got paid holiday for this day
1)Does it obligatory for Engineering Company - Under Factory Act in Pune - Maharashtra to give paid holiday to contract workers in our company?
2)How much paid holidays should be there in Annual Holiday Calendar for Engineering Company - Under Factory Act in Pune - Maharashtra?
3) In case of security guards they have to work 24*7 so what is principal employer i.e. our companies liability to provide them paid holiday?
prashant1314
05 October 2011 at 00:08
Dear Experts,
In given below payscale what is the meaning of eb also request you to please help to understand the given below payscale
400-20-600-40-800-EB-50-1000
nisar
04 October 2011 at 20:23
Dear Seniors,
I have one Maharashtra state notification dated 15th April 2011. It states that क्रमांक कि वेअ.१२.२०१०/सीआर. १३९७/काम-७-ज्या अर्थी, महाराष्ट्र शासनाने राज्यातील अनुसुचीतील नोंद क्रमांक ६ खाली न येणाऱ्या कोणत्याही रुग्णालयातील कामधंदा ''यातील रोजगारात असलेल्या कामगारांना देय असलेले किमान वेतन दर शासन अधिसूचना, उद्योग, उर्जा व कामगार विभाग, क्रमांक किवअ ४२००३/सीआर १८०/कान-७, दिनांक २० जुलै २००४ अन्वये पुनर्निर्धारित केलेले आहेत.
Further it has said that minimum wage has revised. Revised rates for zone 1-(skilled Rs 6200- , semi sk 5700, un sk 5300) ,zone 2-(skilled Rs 6000- , semi sk 5500, un sk 5100).
Please let me know what does it mean by
अनुसुचीतील नोंद क्रमांक ६ खाली न येणाऱ्या कोणत्याही रुग्णालयातील कामधंदा & does above said wage is applicable for private hospital which is registered under SHOP & COMMERCIAL ESTABLISHMENT ACT & ITS A PRIVATE LIMITED.
Kindly contribute your valuable inputs.
Thanking all in advance.
shailesh pandey
04 October 2011 at 17:36
Dear sirs,
please help me regarding pension calculation whether there is a limit of 2500/- for private sector if any staff completed his 10 years of the contribution in pension fund & completed 58 years , will get maximum Rs.2500/- only.wht is the calculation of pension if any one's basic & d.a. is Rs.15000/- what pension will be paid.
after death of the member if he had son/daughter below 25 years , are they entitled to get pension apart from their mother i.e. nominee.
please give your expert opinion
regards
shailesh
shailesh pandey
04 October 2011 at 13:43
A case is filed at industrial court , mumbai regarding recognition of the union .whether it will not be recognised untill company recognise them. whether company is free to negotiate with other union as well as internal committee members.
whether court has power to make an order to recognise the union
regards
shailesh
Anonymous
04 October 2011 at 10:46
Can a protected workman suspended after a proven act of misconduct ?
ak sharma
04 October 2011 at 01:57
in case when head office management/ board of a company delegates powers of transfer and termination to regional managers, is it necessary for the management to inform all workers and also their recognized bilateral unions - disputes arising in what sections
prashant1314
03 October 2011 at 16:49
Dear Experts,
If after show cause notice to delinquent employee the employee ask for forgiveness in his written reply.
Can management issue him warning letter based on the reply by the employee or to issue the Warning Letter " Domestic Enquiry is mandatory ?"
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Can the enquiry officer deny the documents demanded by delinquent after submission of brief
Sir
If a disciplenary proceeding held ex parte and when the presenting Officer submitted his brief to the Enquiry Officer and the Enquiry Officer send the brief to the Delinquent for his comment and at that stage if the Delinquent demanded certain list of documents.
Can the Enquiry officer says that he had taken up the matter with the disciplinary Authority and the disciplinary had denied to give the documents demanded by the delinquent at this stage oreover the documents demanded were not tracable or irrelevant?
Can the accused take this plea while filing a writ of not providing the documents for defence? In this case the delinqued had tendered his resignation before the Chargesheet served to him.