natarajan s
20 July 2011 at 17:08
sir,
Our company is into manufacturing of automobile components
We do have vendors for doing process work at outside. Presently we deduct on their bills 1.621 % on their bill if the vendor is not registered with esi corporation . This amount is been paid to treasurey
now that the payment are made on line payment now they are not accepting the payment of sub contractor's esi
now that we want to know whether are we liable to deduct esi on sub contractor bill or not?
no employee of the sub contractor is working in our office premises. All the work is done only at their place?
kindly advise
BHARAT BHUSHAN
20 July 2011 at 17:03
(1)friidging of retairment benefit by issuance chargesheet on last working days.(2) non finilising
In Banking industry in India it has become practice to issue chargesheet on the last working day of employee to fridge the retiremantal benefit including P.F.And pension on the ground of pending enquiry.How this can be stoped? Secondly all enquary must be compleeted before retirement of the employee.
Anonymous
20 July 2011 at 16:47
Dear Sir,
What does it meaning of Vol. in terms of Industrial Tribunal Act, 1947.
Does something binding if some one given statement after Vol.
Thanks
Anonymous
20 July 2011 at 16:24
Dear sir,
I was working in a broking company as financial analyst.After working for some month, I was transferred to another place. I worked there for near about 5 months. But after 1 month, they have started to give very less salary (below 50% of the full salary)for the next two month and after that they completely stopped paying salary to me and the entire branch employees. When I asked for Form 16 from them to file my IT return, they sent it to me but the amount they have shown in the form and the amount given to me are different. The amount shown in the form 16 was calculated on my original salary, whereas they have given me much less amount that shown in the form 16. Although now I'm not working with the company, but I worked for two months after March,2011 without any salary. After repeated talk with them, they were not releasing my dues despite their false assurance. What can I do in this matter?
Please advice me.
Thanks
Rakesh Kaushik
20 July 2011 at 11:02
Dear Sir/Madam,
in my organisation i want to implement leave policy like Casual Leave,Sick Leave & Earened Leave.kindly provide me govt. rule to make leave policy.
Altius
19 July 2011 at 22:33
I would like to know is there any Supreme Court judgment or solid legal document that specify number of working hours in a week of any contractual/temporary office working employee in a state or central government.
Dr. Sharad Garg
19 July 2011 at 14:13
The terms of my appointment confirmation mentioned only that 'I' have to give a notice of 3 months before resigning or salary in lieu of the same. However, it did not mention anything about the applicability of the same clause on the employer. My employer has terminated my services on the very day I served him 3 months notice without there being any charge against me. Is he bound to give me a salary of 3 months?
Anonymous
19 July 2011 at 13:39
dear sir,
i am recently joined CPSU as Assistant manager on july 2011 . previously i had been working in CPSU as Non executive post. i also apply through proper channel and submit NOC at the time of interview. After final selection i recived offer letter april-2011 & after medically fit then posting in june-2011 and the cut off date for joining is 17/06/11 , i submit my acceptance in month of april-2011.in my case the organization said to submit reliving order at the time of joining.i submit my resignation 01/06/2011 after collection of reliving order some delay for joining.In present corporation promotion cut of date is every year 30 june. my batch promotion is held in (3 year) 2014. my promotion is consider in 2014/2015.and also get advice what i do?
Anonymous
19 July 2011 at 11:42
A case of misconduct against an employee, where a signed cheque of the company was misplaced and eventually cashed by an unknown person. The Chargeshetd Acc. Officr reported the matter to police after three months when case came to the notice of the management. He was suspended and Dept action initiated. Later he was imposed major penatly. However, the status of the FIR is still pending. I want to know how to proceed in such cases as (i) The amount of more than Rs. 1.5 lac is still to be recovered
(ii) the result of FIR awaited (iii) can we close the vigilancecase in such cases. Please advice.
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Meaning of "Per Mensem"
Dear Sir,
As per Payment of Bonus Act U/S 2(13) Employee means any person (other than an apprentice) employed on a
salary or wage not exceeding three thousand and five hundred rupees per
mensem in any industry to do any skilled or unskilled manual, supervisory,
managerial, administrative, technical or clerical work for hire or reward,
whether the terms of employment be express or implied.
What does "Per Mensem" mean ? Pls refer any case law or section or rule which defines it. It will be of much help.
Many thanks in advance.
Regards
G. Sharma