K V Subba Rao
15 March 2011 at 15:43
An employee, after rendering five years of continuous service, resigns from service and starts undertaking software work on contract basis. He proposes NOT to withdraw accumulated balance in Recognised Provident Fund account because Interest is allowed at a fairly good rate of 9.5 % and it is believed that interest earned is tax free
Please advise--
(1)whether there are any restrictions in continuing the accumulated balance with the RPF Commissioner
(2) whether interest is credited on accumulated balance continuing with the RPF Commissioner
(3) whether any Form is required to be submitted to the RPF Commissioner for crediting interest
(4) whether interest earned on accumulated balance is taxable
Anonymous
15 March 2011 at 13:30
15-Mar-2011
Sir,
I am having fragile health and heart problem.My doctor advice total rest.
But I am working as a Professor in a Government university, and have still 12 years of service.
Due to seniority of scale of pay, I am to get appointed as the Head of the department.
However I believe that responsibility would put tremendous pressure on my
fragile health and endanger my life.
I want a legal way out of this situation and want to opt out of difficult administrative responsibility.
Since seniority and pay scale coming in the way of my refusal to accept higher admin. responsibility, I am ready to loose them, BUT DO NOT WANT TO RESIGN MY JOB.
I am ready to loose my higher pay scale and seniority so that others below me can take a lead.
I request advice on possible LEGAL steps I can take to escape assuming administrative responsibility.
What should I report to my university?
Can I seek my pay scale reversion to entry level?
Thanks for your advice.
With regards,
Dr. S. Ananthan Kumar
Tamilnadu
Anonymous
15 March 2011 at 10:59
What should be the employers stand in case employee resigns and give limited days of notice period. Eg - if employee is required to serve 3 months employee serves only 5 days (without approval from manager). Employee on the 6th day stops coming to office. Can employer in case raise an absconding process and terminate employee.Also as per Law it is important to do Full & Final for exiting employee. Can we hold the releivng letter and only issue termination letter. Need your guidance - ITES / IT industry.
Anonymous
14 March 2011 at 22:22
I am a medical graduate, working with a financial institution for the past 16 years on Contract basis without a break.
My contract is renewed annually or bi-annually.
I am planning to quit and i want to know if i am eligible for gratuity and or pension or any other benefits for services rendered for past 16 years.
If eligible for gratuity / pension, what would be the basis for calculation?
Vinivesh Vishal
13 March 2011 at 14:20
DEAR SIRS
I am appointed as a Camera man Grade-III in doordarshan by BECIl since july 2008.sir every month i sent my attendence to my head quarter but sir since july 2008 i had no salary increments and i get no other benefits.sir there is any rule in india for contractual employees to get benefits.
sir my Consultancy agency is mini ratan company and under working I&B Ministry.
THANKING YOU SIRS
Anonymous
11 March 2011 at 16:41
Dear Sir,
I would like to have your personal advise in below scenario.
We have 6 small various companies in at one campus and same location with different name deploying less than 50 manpower on daily basis since more than one year. We have two union at work place. We have made settlement with majority of Union.The other union have not accepted the said settlement hence they have given separate charter of demand and later this dispute referred to labor court for adjudication. Meanwhile they have resorted to illegal strike in April 2007 and till date they are abstaining from the work. By the way we have submitted an application to Labour court to declare this act as illegal strike and case is now on leading evidence from our end.
In such situation can we close our sister concern ?
Do we need to seek permission from Labour court where dispute of illegal strike is pending.
What is the procedure for applying closure of establishment?
What reason we can lead to justify the closure?
What can we do with the employees who are with majority of union and are working in this sister concerns?
Would appreciate your help and reply.
Thanking you,
Regards,
Rita
pankaj
11 March 2011 at 16:05
Hi i m in armd forces i wanted to know if i can open a company /firm on my name and the power of attorney is given to my relative who will look after the coy /firm.
Anonymous
11 March 2011 at 13:00
hi,
Iam working in a small software company.At the day of joining they said bond was for 1year and mentioned same in offer letter.i completed 1.4 years now.i got one offer in mnc company.I informed them 2 months before only.now they are saying bond was for 2 years that to they told oral(not mentioned in any letter) to me..they wont give relieving letter upto 2 years it seems.What i have to do now?Can i join in new company without reliving letter.will it cause a problem to me in future?
Kindly help me .......
pankaj
10 March 2011 at 23:40
Hi
i m in armd forces i wanted to know if i can open a company /firm on my name but it will be looked after by my relatives..
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Asking for compensation after being fired(asked to resign) from the job.
Hi,
One of my friend used to work in Bank of America, she was asked to resign after 11 months. She did the way she was asked.
Now they want her to pay some clearance money (more than twice her salary) before she gets the relieving letter.
I'm just wondering if that's legal and instead of compensating for 2 months of pay ,why are they asking for money?
Is there any way we can get back to them?
Any help is much appreciated.