Anonymous
23 July 2011 at 21:18
Is a divorced wife, getting maintenance, entitled to get compensation under Workmen Compensation Act 1923?
*in case of accidental death of her husband
p santosh kumar
23 July 2011 at 21:08
Pvt company newly incorporated, 5 employees joined in sept ,
employees worked for more than 6 months
whether Payment of gratuity act applicable???
Suppose out of 5, 2 employees appointed contract basis whats the status
sanjay sharma
22 July 2011 at 22:00
information should reach within the period of 30 days from reciept of query or from the date of dispatch of query to information officer
Anonymous
22 July 2011 at 16:27
My self was working with Govt. of Maharashtra. Worked 16 years with Govt. service. In month of March 10 resigned from job by paying one month basic pay.
Till date I am being not informed by my office whether my resignation is sanction & I am being relived from my job.
I had given letter to office on July 2010 that I wanted to take back my resigantion.
But till date office is not communicating any thing on this. I had send letters to higher authoritis. But no reply from them. Can I go to MAT. Will I get my job again.
P.Sai Raja Sekhar
22 July 2011 at 14:13
We have a three month notice period to be served on the company when we resign. There is also an option to pay for shortfall in notice. Can the company force the employee to work for the entire three month notice period without accepting notice pay for shortfall even after the employee offers to work for a reasonable time after notice(say, offered to work for one month and pay for the balance two months)? Can somebody please tell me regarding Sec.14 of Specific Relief Act?
The details of the clauses in Appointment Letter pertaining to resignation are as follows:
The appointment letter says \"It is also understood and agreed upon confirmation of your services: (i) The employment may be terminated by either party without assigning any reason by giving the other party three months notice or pay in lieu thereof
(ii) Notwithstanding anything to the contrary contained herein, misconduct on the part your part will entitle us to terminate your services without any notice or pay in lieu thereof\"
At another place it says that \"Yo shall be bound by the Company\'s Service rules and regulations as applicable to senior members of staff, save the terms and conditions explicitly specified in the contract of service, including any other rules and regulations that are in force from time to time.\"
Service regulations say that it is the discretion of the company whether or not to accept notice pay. In essence they can ask us to serve the complete notice period by rejecting the offer by employee to pay for shortfall in notice.
Anonymous
21 July 2011 at 21:26
Hi
I m working with a KPO company.I have entered into a bond agreement with company for 2 years of 2 lacs.It is not on
stamp paper.There is no bank gurantee.Its on general company letter head.The bond mentions amount to be paid to
company as liquidated damages.Bond conatains the clause that it is compensation not penalty(Company is charging this
because they have spent on training etc).I haven't attended in any training till now and haven't engaged on any live
project.I have been there for 1 month nine days(since 6 th June 2011) and taken the salary for the first month..Due to
medical reasons i can't proceed furthur with my job as i need rest.Plus i m not comfortable with the job.I dont want an
experience or reliving certificate.Would this bond create a problem if i want to leave this job.
Please reply as soon as possible
Would be heartly grateful..
Anonymous
RICHA
21 July 2011 at 21:24
Hi
I m working with a KPO company.I have entered into a bond agreement with company for 2 years of 2 lacs.It is not on
stamp paper.There is no bank gurantee.Its on general company letter head.The bond mentions amount to be paid to
company as liquidated damages.Bond conatains the clause that it is compensation not penalty(Company is charging this
because they have spent on training etc).I haven't attended in any training till now and haven't engaged on any live
project.I have been there for 1 month nine days(since 6 th June 2011) and taken the salary for the first month..Due to
medical reasons i can't proceed furthur with my job as i need rest.Plus i m not comfortable with the job.I dont want an
experience or reliving certificate.Would this bond create a problem if i want to leave this job.
Please reply as soon as possible
Would be heartly grateful..
Anonymous
N.J. MISHRA
21 July 2011 at 17:55
member please suggest me: -
our head office is situated in hongkong and are having liasion office in India. there are around total 300 employees. my qery is whether E.P.F. Act is applicable to liasion office. secondly we are providing mediclaim to all the employees irrespective of their salary whether they are earning up to 15ooo or more then that, whether it is mandatory to cover the employees under E.S.I. Act whose salary are up to 15000/-
Anonymous
21 July 2011 at 16:45
I am working in a Trust since 14 years at Hyderabad. I would like to know whether the Trust is covered under Minimum wages Act, becoz my salary is insufficient which is below 15000/- after having 14 years of work experience in the same Trust.
we are covered by EPF ACT and Trust also pays Gratuity,
Trust also has muster roll of staff and also deducts late hours of the Staff.
pls advice or give your valuable suggestions.
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PF ON CERTAIN WORKS
Dear Experts,
Please clarify: My employer is required urgent Legal openion on PF & ESI.
We are engaging some contract works in our factory premises, our organisation covered under PF & ESI , my intenction to deduct PF & ESI from the contractor. But our employer is not allowing since its a small small works not require to deduct . We have issued the work order only to compleation of certain work not comply his labour wages. Your urgent clarification please. (Supply any case laws please)
Regards,
PBS KUMAR