Anandakumara MB
08 April 2011 at 08:27
We complained the voilation of Govt rules and corruption in recruitment process in recruiting the police. POlice suppresses the materrial facts i e involved in criminal case before recruit to Dept.
Lokayukta rejected the petetion on the ground that Karnataka Lokayukta Act bar U/s 8 r/w II schedule.
Ie, Lokayukta cannot conduct investigation in case of complainant involves a grievence on Appointment, removal, pay, discipline, superannuation or Other matter to the condition of service of the public servants.
The petetion submitted to the higher police officer also but no action was took.
Shall we question the sate vigilance (lokayukta) to investigate the same under any provisions.
What are alternative Law available?
Please suggest.
k Anil
07 April 2011 at 21:47
Sir,
please say what disciplinary action a PSU can take against an employee who gets his passport issued from his permanent address with out taking noc from department.
Ranjeet Singh chauhan
07 April 2011 at 17:00
Hi All,
Please help me with one case study here. One School hired 100+ emplyees on contract basis with some other company (that provide manpower to the companies with contact with them, Lets say company is A).
All the employees were on parole of that contracted company not on the school payrole.
The contracted Company provided PF for 3-4 years and then school (where the 100+ people were employeed)contracted with other man-power providing company. All the 100+ people were same in spite of the change of the contracting copmpany. All the 100+ employees were now on the parole of that new contracted company (lets say B).
Recently few employees left the school and tried to withdraw their PF. They were amaged to know that the new contracted company (B) did not provided PF benefits to the employees...
We have written complaint from all the 100+ employees against their dissatisfaction that they were not been told about this damning fact.
Can we term it as PF scam and if yes what are the provisions were we can help those aggrived persons and under which sections of the PF Act.
I am really in need to get this resolve as all those 100+ people are from under previledge sect of society and this case will decide the future of their child as they had planned their child future by keeping in mind the money they would gonna get.
Thanks & Regards,
Ranjeet Singh Chauhan
President, Social Empowerment & Welfare Association
Anonymous
07 April 2011 at 16:11
hi,i worked in an organisation name"microstar"as floor manager from jan 2010 to 26 april 2010.on 26th april 2010, i resigned on certain illegal grounds which was unacceptable to me. actually, microstar is a call centre institute which provides training of call centers.So i resigned from there.Now i am asking salary ie10,000+2,000 incentive. but the owner of microstar replied me that she could not provide me salary as she is in great loss,due to my resignation.i have sent a notice to her with the help of local lawyer of 7 days to pay my full salary.now i want to ask whether my case is strong or not? what are the acts of laws which can make my case strong.suggest me some ideas for it.I have attached copy of appointment letter,as i have typed in word.you can read this analyse my right to ask for salary.
Anonymous
07 April 2011 at 16:10
hi,i worked in an organisation name"microstar"as floor manager from jan 2010 to 26 april 2010.on 26th april 2010, i resigned on certain illegal grounds which was unacceptable to me. actually, microstar is a call centre institute which provides training of call centers.So i resigned from there.Now i am asking salary ie10,000+2,000 incentive. but the owner of microstar replied me that she could not provide me salary as she is in great loss,due to my resignation.i have sent a notice to her with the help of local lawyer of 7 days to pay my full salary.now i want to ask whether my case is strong or not? what are the acts of laws which can make my case strong.suggest me some ideas for it.I have attached copy of appointment letter,as i have typed in word.you can read this analyse my right to ask for salary.
Anonymous
07 April 2011 at 15:41
I gather from the answers of the experts and texts of Regn Act 1908 that:
1. the sale deed entered in to between buyer and seller of a land above the value of Rs. 100 is a compulsorily registrable non-testamentary instrument.
2.the notification under 4(1) of LAACT1894 is a non-testamentary instrument.
In the event of both the instruments being related to the one and the same land and the first instrument being registered and the second being unregistered which one of the two will take effect against the other under sec 50 of the Registration Act which is as follows:
"50. Certain registered documents relating to land to take effect against unregistered documents
(1) Every document of the kinds mentioned in clauses (a), (b), (c) and (d) of section 17, sub-section (1), and clauses (a) and (b) of section 18, shall, if duly registered, take effect as regards the property comprised therein, against every unregistered document relating to the same property, and not being a decree or order, whether such unregistered document be of the same nature as the registered document or not.
(2) Nothing in sub-section (1) applies to leases exempted under the proviso to sub-section (1) of section 17 or to any document mentioned in sub-section (2) of the same section, or to any registered document which had not priority under the law in force at the commencement of this Act.
Explanation : In cases where Act No. XVI of 1864 or the Indian Registration Act, 1866, was in force in the place and at the time in and at which such unregistered document was executed, "unregistered" means not registered according to such Act, and, where the document is executed after the first day of July, 1871, not registered under the Indian Registration Act, 1871, or the Indian Registration Act, 1877, or this Act."
Anonymous
07 April 2011 at 15:39
A FIRM ‘X’ IS REGISTERED UNDER ESIC SCHEME AND GETTING JOB WORK (ASSEMBLY OF MATERIAL) FROM ONE OF HIS JOB WORKER ON JOB WORKER’S PREMISES. JOB WORKER IS NOT REGISTERED UNDER ESIC SCHEME, SINCE HE IS EMPLOYING ONLY SEVEN WORKERS. HE TAKES THE MATERIAL FROM THE FIRM ‘X’ AND DELIVER THE SEMI FINISHED/ FINISHED GOODS AFTER COMPLETION OF JOB WORK (ASSEMBLY OF MATERIAL) FROM HIS PREMISES. FIRM ‘X’ DO NOT HAVE ANY CONTROL & SUPERVISION ON HIS JOB WORKER’S EMPLOYEES & QUALITY CONTROL. JOB WOKKER IS FULLY RESPONSIBLE FOR ANY DAMAGE & QUALITY AND HE IS DOING JOB WORK FOR OTHER COMPANIES ALSO.
AT THE TIME OF ESI INSPECTION, ESI INSPECTOR ASKED FIRM ‘X’ TO DEPOSIT THE ESI CONTRIBUTION OF JOB WORKER’S EMPLOYEES, SINCE THEY ARE WORKING FOR THE FIRM ‘X’.
PLEASE CLARIFY, IS THERE ANY RESPONSIBILITY OF FIRM ‘X’ TO DEPOSIT ESI CONTRIBUTION OF HIS JOB WORKER’S EMPLOYEES OR NOT?.
THANKS
Anonymous
07 April 2011 at 15:36
Dear All
I have resigned from my previous comany with 6 days notice though the notice period is of 1 month. i refuse to work/complete my remaining notice period days beacause of non payment of previous month salary.
I have 24 Earning Leave(EL) which company is supposed to pay me.
But in my Full n Final Settlment
They have deducted full salary for 22 days & They are giving only basic agaisnt EL 22 DAYS
although i have concern regarding following
1. Either deduct notice period from EL & pay me balance days
Or
2. Deduct only basic against the notice period
please advice
Anonymous
07 April 2011 at 15:35
Hello Sir/Ma'am,
I want to send a Legal Notice to my company for gratuity. So to sending a legal notice is there need to Security Deposit?
If Security Deposit is needed then what is the ammount in Rs?
Thanks in advance
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Payment of gratuity at 4 years and 11 months
Dear Sirs
Whether employee is entitled for Gratuity on completion of 4.11 years?>
Kindly help.
Regards
Amit