Anonymous
03 February 2011 at 19:23
Is there a time limit within which a bank need to provide the relieving letter to an employee who has resigned
?It has been more than seven months and yet I have not received my relieving letter.Can I take legal action on them for not providing my relieving letter?
Anonymous
03 February 2011 at 16:24
Sir, if my employee denies that he put his signatures on a document which i introduced as my evidence during enquiry. he is accusing me of forging his signatures and the forensics analysis will also prove that they are not his signatures. problem is that these three documents contain my signatures and therefore i cannot deny the document. how do i defend myself. In that case will i be implicated for forging his signatures as the enquiry now feels. what defence can i mount in this case.
Anonymous
03 February 2011 at 13:38
Respected Experts,
I am working in a textile company as a HR Executive. I want to know that if company outsource the job work from within state or outof state. If Employees Provident fund is applicable on this job work amount. In case job worker have or have not a E.P.F. Code.
Rupesh Arora
Anonymous
03 February 2011 at 13:24
Dear Sir / Madam,
I was serving as a Senior Management resource in a Healthcare company.
I served Notice for Resignation giving reference to employment letter, which has 1 month notice period or salary in lieu-of clause. As per my letter I offered to serve 1 month or longer if required by the company.
On receiving the Letter, CMD cut down my role and asked me to serve only specific areas of responsibility. However, on 2nd day of the notice, I was called again by CMD and was told that he is taking over all the responsibilities and there is no need to come to office from next day onwards.
I believe, that early release while I was serving the notice period tantra-mounts to termination of my services and I am eligible to payment of salary for the balance of Notice period.
The employer is not willing to pay the notice period and also for leaves accumulated. His logic is that I resigned and employer is entitled to release me earlier than my due date without any dues.
Please clarify if my understanding is right or employer's interpretation is right.
Please suggest if I am justified in asking my dues, what should be the course of action taken by me.
PS-
1. I submitted my notice of resignation in writing, but didn't get acceptance from the management.
2. The request for early release was communicated to me verbally. Since I reported to CMD, I didn't ask for this in writing and took his word for it.
3. The EA to CMD had discussed with me and had told that the salary for balance of notice period will be paid
4. I have been writing to EA to CMD and sending SMS. However, there is no response in writing from them and all discussions are verbal.
5. Denial to pay is also communicated verbally and not in writing.
6. The employment agreement states clause of separation as 1 month notice period or salary in lieu of from either side.
Thank you for your help and guidance.
Regards,
gosc
03 February 2011 at 10:28
Whether an employer can restrict the EPF recovery on salary Rs.6,500/- only even though the employee’s salary [Basic] exceeds Rs.6,500/- during their service, like the restrictions followed in Pension Fund [EPS], the pension fund amount which is to be calculated on Rs.6,500/- only. Or the employer can ignore the salary ceiling limits to PF contributions and recover the PF on actual basic salary earned/given per month. Employees are willing to contribute to EPF and to Pension Fund on actual basic salary.
Whether an employer can recover and contribute on actual basic salary [more than Rs.6,500/-] for both provident fund and to pension fund if employees give their willingness in writing to employer.
Is there any legal/act binding on employer side/part that they can restrict their contribution to the basic amount of Rs.6,500/-[for both EPF&EPS]
Anonymous
03 February 2011 at 01:27
1. An employor issue a charge sheet with false charges and starts enquiry against the eployee in a public limited company.
2. The employee challenge the charge sheet and illegal enquiry in court in the plaint of the matter. The Matter is still pending before the Court for hearing. The Employer
Questions:
1. Is this termination letter is binding on the employee in court of law?
2. If this termination letter can be challenged by way of a notice or need to amend the plaint?
Raja Ram
Anonymous
02 February 2011 at 22:23
Respect Experts!!!
What is rules and law in India regarding the leaves right of CONTRACT EMPLOYEE like employee under National Rural Health Mission (NRHM),Sarva Shiksha Abhiyan (SSA).???
Do this people can get/claim benefits like casual leaves,maternity leaves, paternity leaves etc.???
Husne Mubarak
02 February 2011 at 21:52
Dear Experts,
I would like to know in details about the procedure to start an NGO. What are legal formalities and where an NGO should be registered?
Suggestions are welcomed.
Anonymous
02 February 2011 at 20:13
Is there any guideline,rule or Order to issue a NOC(No Objection certificate) for already employed person by their employer for applying a direct recruitment ? please explain
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Advice
In 1989 I was suspended and the Department had filed a FIR against me. IN lower court I had won the case. The department went to High Court against the lower court.and also start a departmental enquiry. In high Court also I had won the case. but in departmental enquiry the department had given punishment and stopped 3 increments and revoked my suspension. But Now they are not giving me the suspension period of allowance and pay. What can I do? Is is possibility for stopped also 3 increments which they had stopped in future. Please advice me....