prashant1314
16 September 2011 at 12:16
Dear Experts,
Could you please explain the meaning of "Dasti to Counsel for the parties "
Thanks in advance.
kumarjainn
16 September 2011 at 06:53
sir
in govt. service for promotion from one grade to another grade there is procedure for Assessment interview where FCS (flexible complementary scheme ) is enforced - like in scientifci cadre.
The procedure is that after completing five years in a grade a scientist is called to appear for assessment if he satisfies certain eligibiity criteria every year till he is declared fit for promotion.
Suppose an employee is not called to appear in a interview after completing five years in a grade as he did not fulfil the eligibility criteria. Next year he satisfied the eligibility criteria and was called for assessemnt interview and he is declared fit for promotion.
Now if court orders that in the previous year he was illegally not directed to appear in the interview by following illegal eligibility criteria and be considered on the basis of review DPC.
What does this mean.
Has the employee to appear for assessment interview of previous year again. he has already been declared fit for promotion in the subsewquent years interview boardIt is not necessary he will get he same success again. No body can ensure same success in a exam or interview if he is asked to re appear in the exam or interview.
I have never heard one can sit in any exam again after he has cleared that exam. only when somebody fails in a exam then only he is allowed to appear in a exam
kindly advice what to do. should i appear in the interview or bring stay order or leave the interview and later file contempt of court case if the department does not give promotion by review DPC as mentioned in the judgement. the department feels the judge has by mistake written the word "review dpc" as we follow interview system the last years assessment can be done by following the departments procedure
thanks
Reetu Dwivedi
15 September 2011 at 23:37
Dear sirs,
I want to know what should be the policy of a company if it requires its employees work on public holidays which are not national holidays in Maharashtra and Tanilnadu.Because s & E act is not speaking about it.
Anonymous
15 September 2011 at 19:48
If there is notice period of 30 days as per Company Norms & empoyees gives a notice period of 30 days as per norms of the company & company relieve the employee after 20 days but employee is ready to work for remaining period of notice period so whehter company will pay for balance 10 days as compensation or not . If yes so kinldy give reference of cases held with judgements.
Anonymous
15 September 2011 at 19:08
If empoyees gives a notice period of 30 days as per norms of the companay & company relieve the employee after 20 days so whehter company will give pay for balance 10 days as compensation or not . If yes so kinldy give reference of cases held with judgements.
siam
15 September 2011 at 11:33
Hi,
My name is siam and i am working for an animation company called accel animation at the trivandrum division. when i joined as stated in my offer letter an amount of Rs 5000 will be deducted monthly as loyalty bonus and will be credited annually. i joined on 1-11-2008, till now i haven't received any amount. when ever i ask the company they tell me that its in the process. what should i do? shall i move legally?
Shaikh farooque Akhtar
15 September 2011 at 10:22
gmg sir,
we(posco engineering and construction co ltd -india project are the general contractor of posco maharashtra steel pvt ltd( client). We have one subcontractor who did all the construction work with his own subcontractors and it has labour licences under CLRA ACT 1970 AND BUILDING & OTHER CONSTRUCTIONS WORKERS ACT 1996. We have only labour license under CLRA Act 1970. My question is whether we have to make license under BOCW ACT 1996 OF our own? , if no required then under which clause it is not applicable for us(general contractor). we have no contract labour working under us. we have only engineers and administrative/managerial staff in our office. Plz advice soon.
Lynch
15 September 2011 at 08:07
Hello Sir,
I am facing a great trouble.
I am currently working in an MNC 'X' whose date of joining is 7th-SEP-2010, and the releving letter from my previous company(another MNC 'xx') stated my release from them is 8th-SEP-2010.
Now I had confirmed through mail with 'X' that my date of joining shall be 9th-SEP-2010, but the HR of 'X' had called me for some document submission / induction process on 7th-SEP-2010 and has put this date to be my date of Joining on my appointment letter.
Now I am getting a good Opurtunity with an MNC 'XXX' but they are questioning this date of "releiving from 'XX'" and joining in "X"' since the dates coninsides.
Last day of working in XX:8-SEP-2010
dATE oF jOINING in X :7-SEP-2010
(though my date of joining was confirmed on 9th-SEP-2010)
When I am asking 'X' to please change my date to 9th-SEP-2010 since it will hamper my whole career, they are not able to say if this can be done or not done.
Kindly advice me as how this can be corrected since this is becoming a case of dual employment and no company shall ever hire me due to this case of mine.
I AM VERY WORRIED..
PLEASE GUIDE AS TO WHAT CAN BE DONE TO SORT THIS MATTER...
THANKS IN ADvANCE.!!!
prashant1314
14 September 2011 at 18:07
Dear Experts,
Is / are there any any Supreme Court Judgement about the time limit within which the aggrieved employee has to file case to Labour Court / Industrial Tribunal?
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I/b -?
Dear Experts,
Could you please explain the meaning of i/b in below statement
A.J.Bhor i/b Mr. S.H. Ujjainwala