Anonymous
26 July 2011 at 22:44
An employee who is Head of the Department is transferred from the Corporate Office to a Branch office and entrusted some part of the job (around 10%)that was doing by his subordinate cadre officer in that branch office and 90% of that branch office work is allotted to the subordinate cadre officer.
1. Can it be done like that.
2. For downgrading the job of the HOD cadre to a lower cadre, can he file a writ petition. If so please quote citations.
Anonymous
26 July 2011 at 22:13
I was working with Ismoip Services Inc.The company outsources their work to India and is operated by Harman Bajwa and Pooja Mehra. I was working as a content writer for them. After 4 months of my hard work and completing their lined projects they ripped-off their connections from India saying my deliveries were not up to the mark. The company still owns my two months due salary which they are denying to pay back.
After referring a post in consumer complaints they are saying that they submitted a circular against me to all prominent job sites that I copy the content and harass company's client. And are saying that this circular will be forwarded to all web design companies guiding them not to hire a person like me.
And also threatening to put a defamation charge against me.
What should be my step against them as the company is in Canada, Vancouver and I am in India,Delhi.
Anonymous
26 July 2011 at 18:43
Sir/Madam,
As per my offer letter, I have to serve the notice period of three month before leaving the job. In Oct’10 I resigned from the organisation and requested the manager to get release me early, but he declined and forced me to serve the notice period of three months as per mandatory company policy.
My new company was not agree to wait for more than one month and unfortunately my offer got lapsed and I continued my services as it is in the same organisation (the proof of theses mails I have)
Later on, after four months, in Feb’11 I resigned and requested to get release me early, this time my manager released in a month, but later on I came to know a substantial amount has been deducted from my full and final settlement as the recovery of not serving the remaining period of three month.
My concern is, if three month was mandatory he should not release me prior as he did in Oct’10, if he release me prior he should not deduct the amount.
That recovery decision was taken by the manger not by the company.
He followed two different polices with me and proved that it all depends on his wish and decision, when to release someone or not.
I sent too many gentle reminders up to 4 level of hierarchy manager, but none of them is replying.
Please suggest what to do in that case? Is there any hope as per company law to get back my amount? And what to do in that case?
Thanks in advance
Kumar
Anonymous
26 July 2011 at 17:42
I was working as manager/Recovery in Resolution Commercial Mgt Pvt Ltd since June-2006. Due to irregular payment of salary I have resigned from the company with month notice pay on 2-5-2011. My 7 months salary is due from the company. At the time of handover of the company's office my MD promised me to released my payment within 30 days. but he has paid just one month salary. Company also deducted TDS from my salary but now they are not providing TDS certificate & Form 16. Company has not given TDS to other employees also. They charged Service tax to their clients but that was also not paid to govt.
How to recover due salary and is there anything I can do with regards to TDS certificate.
Please suggest how can I pressurize my MD.
He has maintained 30 nos of companies to mischief with employees and govt authorities.
Anonymous
26 July 2011 at 17:24
Our company Idea cellular limited is not deleivering perfomance linked incentive on time. This payment of all employees was supossed to come on every year april month.
But till now we have not got this payment till now.
Please suggest us how can we file a janhit yachika against the company...
Anonymous
26 July 2011 at 16:28
Dear Santos Ji
P.G. Act is not applicable in Your Case. As per sub Section 3 of Section 1 of Payment Of Gratuity Act apply to
As Payment of Gratuity Act shall apply to to shops and establishments in a State, in which ten or more persons are employed, or were employed, on any day of the preceding twelve months; which is as under:
Section: 1
Short title, extent, application and commencement.
(1) This Act may be called the Payment of Grataity Act, 1972.
(2) It extends to the whole of India:
Provided that in so far as it relates to plantations or ports, it shall not extend to the State of Jammu and Kashmir.
(3) It shall apply to¬ -
(a) every factory, mine, oilfield, plantation, port and railway company;
(b) every shop or establishment within the meaning of any law for the time being in force in relation to shops and establishments in a State, in which ten or more persons are employed, or were employed, on any day of the preceding twelve months;
(c) such other establishments or class of establishments, in which ten or more employees are employed, or were employed, or, any day of the preceding twelve months, as the Central Government may, by notification, specify in this behalf.
(3A) A shop or establishment to which this Act has become applicable shall continue to be governed by this Act notwithstanding that the number of persons employed therein at any time after it has become so applicable falls below ten.]
(4) It shall come into force on such date as the Central Government may, by notification, appoint.
PBS KUMAR
26 July 2011 at 16:02
Dear Experts,
One of our employee is retaired from services as per the standing orders. But all the concern HODs wants to retain him for further service. In that juncture as an HR head what I have to do. We can not put him on muster rolls of the company.
WHAT I HAVE TO DO ? PLEASE ADVISE ME.
Regards,
PBS KUMAR
Anonymous
26 July 2011 at 14:40
Sir,
i am suspended from Sep, 2008. At that time no reason was given to me. After 11 months a charge sheet was issued and the enquiry was over on 18th feb, 2011.
Till today the process is going on. What is the reasonable period of suspension within which enquiry should be completed. And are there any law/provision for the same.
Please let me know.
Dibakar Ray
26 July 2011 at 11:09
Dear All,
Can anyone please tell the law governing the part time employment in india.
Any benefits which are statutorily applicable to employees also applies to part time employment.
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