Anonymous
07 June 2011 at 20:23
iT IS KNOWN THAT NOW P.F CHALLANS CAN BE GENERATED THROUGH ONLINE AND OTHER FORMALITIES i.e RETURN,3A,FORM 9 CAN ALSO BE DONE THROUGH ONLINE.PLEASE LET ME KNOW THE WAY I CAN UTILISE.
Anonymous
07 June 2011 at 17:50
sir
how can i become a trademark and patent agent
what is the qualification for this. plz tell me about that matter as earlier as possible.
Thanking You
SARAVANAN.R
07 June 2011 at 16:27
Sir,
Thanks for the prompt reply to my earlier queries. Now as the Supreme Court has clarified that 4 years and 240 days services is only needed for eligibility of Gratuity,
I once again need clarification on the following.
My services were confirmed on 01.12.2006.
The fourth year will be completed on 01.12.2010.
Now, From December 2010 to July 2011,Eight Months of service.
If I resign in the last week of August, after giving notice on 01.08.2011, will I eligible for the Gratuity on the revised pay from 1st April 2011 onwards.
Kindly clarify
Saravanan
Anonymous
07 June 2011 at 13:07
If an officer from state bank terminated & what time period for filing case at court.
Anonymous
07 June 2011 at 12:01
I was Branch Head in a scheduled commercial Bank and was suspended on 26-08-2010 without issuing any explanation/memo. Further after a lapse of more than nine months no charge sheet has been framed and issued to me till date.
Is there any time limit to issue charge sheet after suspending an employee.
As per my knowledge in Government departments if charge sheet is not issued within three to six months of the suspension, suspension is automatically revoked.
Is there any supreme court ruling, if time period is not specifically mentioned in the department's service manual for the maximum period an employee can be kept suspended without issuing any charge sheet.
Deep Banarjee
07 June 2011 at 11:33
Dear Sir,
I have left my previous company without given NOTICE PREODE, now that company not clearing my PROVIDENT FUND (PF) amount.
Now I want to continue my previous company’s PF number in my current company, without informing previous employer. What are the processes I have to maintain to do the same?
Thanks & Regards
Dipan
Anonymous
06 June 2011 at 18:07
Dear Sirs,
I would be highly obliged if you find it proper to provide your gracious expert comments on the following matter:
One fine day I, an Area Manager in a Private Life Insurance company whose services have not been confirmed, suddenly got a telephonic intimation from my reporting manager that my services stood terminated with immediate effect. As my appointment letter says “During the probation either party may terminate the service by giving 15 days notice” and “After confirmation of your service, either side may terminate the appointment by giving one-month notice or salary in lieu thereof”; I was shocked with the above mentioned message from my boss. I discussed with him the said clause of my appointment letter but as he was not listening to anything I requested him to provide me a copy of the said termination letter on an immediate basis so that I could discuss the issue with the senior most officials of the organization. But even after my repeated requests I could not be provided a copy of the said letter. I raised the issue to the senior most officials of the organization including The Head-HR, but even then there was absolutely no response from any of the concerned officials. However, afterwards, on one fine day I found my official system ID (Employee ID) as disabled. I again wrote a mail to the senior most managers of the organization intimating them the said development and non receipt of the so called termination letter. I also informed them regarding no-response from the concerned officials on my various related mailers and requested them to look into the entire matter from their side in order to get the same resolved. But again there was absolutely no response from any of the concerned officials. Subsequently, I also forwarded the matter to the Whistleblower committee of the organization and requested for a thorough investigation and resolution of the entire matter. Shockingly, again there was no response from the concerned officials. I kept on writing on an almost daily basis but couldn’t receive any response on my mailers and also couldn’t get any copy of the said termination letter either. When almost 3 weeks were gone since the above mentioned tele-con of my reporting manager and I couldn’t get either the said termination letter or any response from the concerned officials on my various mailers; I wrote a mail to them with the following statements “It is absolutely painful to note that even till now you have not considered it proper to bless me with your kind response on the said matter. Although each of my senior managers concerned, through their various acts in the context of the said matter, have tried in every way to shatter the same; I still have all the confidence in the system of the organization and believe that the whole matter can entirely be resolved 'in-house', without taking the same to the courts of law. Therefore, I once again request you to kindly intervene into the said matter on an immediate basis and arrange for a resolution for the same.” This time the concerned officials came into action and despatched the so-called termination letter. When the said letter was delivered at my place it was found that there was a gap of 22 days between its issuance and despatch. It was evident that either they backdated the said letter or they kept the letter with them after its issuance and still disabled my employee ID and blocked my salary. As the manner in which the concerned officials had acted in the entire matter and the reason stated in the so –called termination letter was entirely objectionable; I again requested, for their kind responses on various specific issues pertaining to the said matter, by sending them another mail. But, again there was no response from the concerned officials. However I continued to send them request mails. After waiting for a few more days, when I didn’t get any response from the concerned officials I requested them to make their stand precisely clear on the entire matter so that I could chart out my future course of action. As a result of this mail of mine I received a couple of communications from the concerned officials stating that they were looking into the matter. Later on, I was instructed to have a telephonic discussion with a senior official of HR dept. I did the same. During the discussion with the said senior official of HR dept, he throughout maintained that nothing wrong was done by any concerned official in the entire matter. He also maintained that there was nothing wrong in the entire process and the said termination was legitimate. Immediately after the said discussion I again wrote a mail to the Whistleblower committee and the senior most managers asking for there comments on the assertions made by the above mentioned official of HR dept and also wanted to know asto whether the said assertions were the official communiqué of the Whistleblower committee/Organization. But again there was no response to my mail. I kept on writing request mails for a related response. After a few days the same official from HR dept. wrote me back stating that whatever was to be said to me had been communicated and also instructed me to not to write any more mails to any company officials. I immediately responded to his that mail and requested him to let me know asto why he was not responding to the various specific issues independently if every thing done in the context was legitimate and correct. I again wrote to the Whistleblower committee and other senior most managers of the organization requesting them to respond on the entire matter. But none of them responded. I kept on requesting all of them, for related responses, by writing mails on an almost daily basis. But the concerned officials didn’t respond. Gradually, in the course, I communicated the entire matter till the level of the MD of the organization and thereafter till the level of Group CEO as well. But again the concerned officials didn’t respond. It has been almost 7 weeks now since I started requesting organizations senior most managers for intervention into/response on/ resolution for the said matter but not even a mere proper response has been provided to me.
Therefore I would like to request all the respected experts to kindly help me out in understanding the entire matter from legal point of view. Haven’t I been tortured by the organization/its officials? From law point of view what violations have been committed in the entire matter? How should I take the matter forward? Which are the forums I should approach? What relief and remedies I can get?
canara bank contract employees
06 June 2011 at 13:51
Dear sir,
This is a representation from CANARA BANK CONTRACT EMPLOYEES ASSOCIATION for safe guarding the intrest of INVESTMENT OFFICERS ON CONTRACT (Specially recruit for bank insurance).We wish to mention as fallowing......
1-We are Special person for doing the insurance job in canara bank since 2009
2-We have been working on the bank of contract for 3 years extended for two years.
3-Our contract basically confines us for monthaly target 1 lack/month recived primium and almost of us doing satisfatory.
4-Suddenly bank floated concept of supplementry contract without taking into confidence the other party of contract.
5-On reputing the contants of supplementry contract the management of canara bank get annoid and started taking revengefull action by way
terminations,holding salaries,incentive ,humiliting etc
6-Now once again the management has launched the concept of CLG (COADED LEAD GENERATERS) which implies that the parmanent officers of canara bank
in the rank of scale 1,2,3 will get speciallised traning for IRDA LICENCE.
7-This means at one hand the officers of canara bank going to get additional benifit by way of commession,incentive.While on the other hand the investment officer on contract
will become jobless and will come to street.
8-This is highly undesirable view of social and natural justice.
9-The parmanent officers are already setteled and earning handsome salary and hence this action of bank is going to give them additional benifit at the cost of intreset of investment officer on contract.
WE REQUEST YOU TO INTERVENE IN THE MATTER FOR THE JUSTICE OF INVESTMENT OFFICER ON CONTRACT...
Dear sir ,
we file court case in kerla highcourt and lucknow high court regarding this supplymentry contract sir,i just send you the copies of...
1-contract letter
2-supplymentry contract
3-pitition copy lucknow and kerla high court
4-stay order copy of kerla high court
5-suprim court order copy regarding contract employes
6-
SARAVANAN.R
06 June 2011 at 09:44
Sir,
I am working in a Public Ltd company here at Alleppey. My services were confirmed in Ist December 2006. So If I resign after giving 30 days notice in August 2011, will I entitled to Gratuity, as the service period will be 4 years and 6 or 7 months.Wll the service of seven months reckoned as one year.
I will be happy to hear from you.
Saravanan
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To serve or not to serve the notice period
Hi,
I have recently joined a startup company,with an offer which includes an agreement that i need to serve a notice period of 3 months from the day i put my papers.
After joining the company i have noticed a lot of discrepancies in the offer.The offer also states that i accept the policies that company has which can be looked up in the intranet of the company.
Firstly there is not intranet in the company.I sent a mail out to the HR on the first day of joining inquiring about the policies, he then informed me that the policies are being formed and will receive the hard copy ASAP.Its been 2 months now but there is no news on the policies. Recently when my colleague put his papers he was informed that he will be paid the salary for the notice period of 3 months only as a part of the final settlement,On inquiring he was informed that this the company policy and every policy needn't be shared with the employee.
Kindly confirm if i am legally obligated to follow all the policies which the company creates on the fly.Also will there be any legal issues if i abruptly leave the company if the policies are unacceptable