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..
essycherianantony
10 March 2011 at 12:48
Is it mandatory to have a representative member belonging to Scheduled caste/tribe in the interview board for selection for promotion , if there are no Scheduled caste/tribe candidates coming in the zone of consideration for the interview?
essy
Legal Manager
10 March 2011 at 12:34
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
ramesh gupta
09 March 2011 at 15:51
We have salary break up as basic,HRA,conveyance allowance, industrial allowance, skill allowance and telephone allowance. Pf authorities are of the view that all these allowances should be taken as DA and PF should be applied on that. Please advise your expert views.
Dinesh
09 March 2011 at 14:43
Helli Sir,
I am working in a IT frame which is a private limetated company (CMM5). I fire after working of this organitation on last 10 year. They are still not pay me the gratuity.
I claim to re-imbrase my gratuity by mail in 5-6 time, but they have not replayed.
Could you please suggest me how to proceed?
Anonymous
09 March 2011 at 14:18
no one told answer to my question
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Procedure to close industry below 50 employees under pending adjudiction before Labor court
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