Anonymous
01 February 2011 at 06:27
Hi,
I am working in Pvt Ltd company, I was promoted as a QA from agent level, it was an internal movement from operation dept to Quality dept, when I was a part of quality then the quality manager promoted me as a QA, and it’s been more than 6 months that my manager is not providing me the promotion letter and revised salary letter also when I spoke with HR on this the HR rep said that they were not informed about this movement
And said that nothing much she can do, now every time when I ask my manager he says haan kara dunga, so what should I do ??
I have all the e-mails regarding my movements and all but do not have any promotion e-mail Can I print them and take out?? Will there any integrity issue??
When I was hired I was told that there would be 18000 p/a which is a part of my CTC they still have not given me that and it’s been more than 15 months??
Please suggest what best I can do to resolve these issues?
Anonymous
31 January 2011 at 22:12
Whether the conviction u/s 323/34 IPC involves moral turptitude and it leads to dismissal? What procedure should have been followed in such a conviction before dissmissing the convicted employee?
Anonymous
31 January 2011 at 20:45
Dear Sir,
I am already employed in Ordnance factory as a workman. I want to apply for Fresh Recruitment of Administrative Officer in the ICAR (Indian council of agricultural research).In the respective advertisement it is given that,Already employed candidate compulsorily
inform to their Employer that ,candidate is applying for this post. My Employer object me to Apply for the respective post vide my application for "No Objection Certificate"
In Call Letter which is for interview it is given that " In the event of selection, Fresh outside employment will not be considered for the 05 years ."
In my Appointment Letter it is given that ,"Service may be terminated either side by prior application at the time i.e. No one month prior intimation is necessary" before completion of 02 years probation.
can my Employer take object against Fresh Recruitment ? for any answer please Give me
refernce with respective to condition.
Anonymous
30 January 2011 at 15:31
Res/madam
Is any provision/an order of supreme court/high court to get relief for the applicant's plural marriage in Indian army. He has been discharged of the duty in army under provision of Army rule (3)(iii)(v)and 333(c) of regulations for the Army,1987(revised editor) The impugned order passed by the concerned authority only on behalf of the report of tahsildar , where the applicant resides .On the day of marriage ceremony the girl to whom the marriage was fixed in engagement has been changed .The father-in law and some other persons compelled to applicant’s family to accepted the changed girl as “wife
Anonymous
29 January 2011 at 22:37
Res/madam
with reference of the subject,it is crystal clear that,Is any provision/an order of supreme court/high court to get relief for the applicant's plural marriage in Indian army.He has been discharged of the duty in army under provision of Army rule (3)(iii)(v)and 333(c) of regulations for the Army,1987(revised editor)
Anonymous
29 January 2011 at 15:42
Hello sir,I want to know the consequences of breach of contract.Am a fresher and had joined a company on 6th of december 2010.It had a bond(2 years + 6 months training). But i skipped the bond on jan 27th and sent them a resignation letter stating that i will not be able to render my services.If i breach the contract then i have to pay 60000 rs to the company.It was not on any bond paper,i had signed the contract on a sheet. I want to know whether the company can take any legal action against me for breach of contract
Anonymous
29 January 2011 at 01:49
I am an Assistant Professor in permanent capacity in a deemed to be University. The University receives grant from UGC for its several departments. When I was appointed 7 years back in this University, my appointment letter mentioned that the notice period for the permanent employees would be three months which might be bought by depositing three months salary. Here, by salary they mean Basic + DA.
Suddenly, when they responded to sixth pay commission, they changed the service conditions, increment schemes, salary structure drastically. Mind, this change was not at all at any place compatible with the sixth pay commission. Salaries were only restructured and not increased in general. Very few people got increased salaries. Unlike previously, increments were also not guaranteed anymore.
Not only this, they have made an almost impossible to achieve performance metric basis of increments; it was not at all possible to perform for a ‘not super human’ according to that metric to get even 3% annual increment. The rules for this performance metric were not yet fully framed; they were at best incomplete and full of flaws. Even the application of these rules was not proper and they were used to decide the increments. In fact I doubt if the increments given are according to even the declared policy.
Employees are now forbidden to discuss their salary to anybody and this would be considered a major offence.
After doing all this they, further, enhanced the notice period of permanent employees to six months. According to new rules – “Employee has to serve a six months notice period or up to the end of the semester whichever is later. Employee must serve the notice period and is not allowed to buy notice period. However, if University wants, it may either give the employee a six months notice or six months’ salary or a mix of it. If Vice Chancellor wants, he may increase or decrease notice period of any employee at his will.” They conveyed it through an office order and no consent from my side was given nor was it sought.
Now my questions are-
1. Can an employer, without the consent of an employee, change his service conditions so drastically unilaterally without his consent?
2. Isn’t the whole picture is inhuman? Isn’t it exploitation?
3. Is it challengeable in court?
4. What if I get a good job and want to go out of this hell but the six months notice period comes in between. Can I insist on original clause of my appointment that was three months notice or salary?
5. Is it proper and allowed to ask Basic +DA as salary to be deposited for buying notice period; as per my knowledge it is only Basic most of the places.
6. Can the VC relieve me somewhere between the notice period if I give six months notice to save salary of summer vacations without my consent?
7. What are my rights in this regard? This university has ruined my carrier and is continuously doing so. What can I do if they do not give me relieving certificate if I leave before the completion of six months notice period?
8. What leaves are admissible in notice period?
I don't know whether the deemed universities are permitted to frame statutory rules with regard to alteration of pay structure violating the contract of employment without employees' consent in writing.
Moreover, In October end of previous year, an office notice was circulated, informing about proposal of abovesaid changes. Everybody signed it as there was no choice; it was informative and the consent was not sought. I also signed writing a word 'seen' against it. Later in February this year they circulated office order saying that these are new service conditions now. Where can I find if University has right to make such changes without my consent? Please also look at Q. no. 5 and 8 of the previous question and if possible Q6 also. In Q8 by 'what leaves' I mean what type of leaves like - Earned, Casual, Medical, etc.
Anonymous
28 January 2011 at 22:42
Can Consent orders be passed only after a criminal case is filed by SEBI, or does it be passed at any stage ?
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Annual return for minimum wgaes act(Gujarat)
Request to all experts give me guidline for fillup annual return
(1)In part-A of annual return detail to be fill up Number of days of establishment/facotyr worked,Number of average employee employed in year,actual wages paid m/f,Total cas value of wages paid in year.
I want to know all detail we have to fill including contract worker or excluding contract worker?
(2)In part c detail of cotractor to be proivde its including security contract or only for labour cotracts?
and in same part there is rows to fillup -Total number of days during the year on which direct labour was employeed and total number of man days worked by direct labour.so, what is defination of direct labour?
What is the defination of direct labour as per labour laws?
Request you to give guideline to all experts regarding this matter.
Thanks to all