Mahima
20 January 2011 at 10:25
Is there any connection between negotiable instrument act and shop establishment act regarding holidays
mishraswa
19 January 2011 at 15:02
Hi,
I am working as an HR Executive in an Imports Firm (Proprietorship). We do not deal with any kind of manufacturing operations, however, we have a few carpenters, drivers and office boys on the rolls of the Company, who do the installation work or other unskilled / semi-skilled work.
1. I want to know which Act would govern our firm from the point of HRD?
2. What laws should be taken into account for deciding the Wages / overtime for these employees?
3. Under what law would the salary / overtime/ leave of executive or higher class of employees is decided?
4.Is there any change in the above if the Co. is a Pvt Ltd Co.?
pandimaharaja
19 January 2011 at 14:44
No Dismissal of employees appointed on Compassionate grounds on the ground of not passing the Exam is illegal. As Compassionate grounds appointments are exception of regular appointments and are made under the scheme formulated by the Government to assist the family of the deceased employee to cope with the financial stringency arisen due to death of earning member of the family. It is a benefit available to the deceased employee under his services conditions.
is any citation or provision available to prove the above statement? please inform me.
pandimaharaja
19 January 2011 at 14:42
No Dismissal of employees appointed on Compassionate grounds on the ground of not passing the Exam is illegal. As Compassionate grounds appointments are exception of regular appointments and are made under the scheme formulated by the Government to assist the family of the deceased employee to cope with the financial stringency arisen due to death of earning member of the family. It is a benefit available to the deceased employee under his services conditions.
is any citation or provision available to prove the above statement? please inform me.
pandimaharaja
19 January 2011 at 14:30
No Dismissal of employees appointed on Compassionate grounds on the ground of not passing the Exam is illegal. As Compassionate grounds appointments are exception of regular appointments and are made under the scheme formulated by the Government to assist the family of the deceased employee to cope with the financial stringency arisen due to death of earning member of the family. It is a benefit available to the deceased employee under his services conditions.
any citation or provision is available please inform me.
is any special provision is available for Compassionate grounds appointments? please tell me.
Anonymous
19 January 2011 at 13:49
Hello.
I am planning to adopt a baby boy between 3 to 8 months of age. I am aware that government employees are entitled to leave for 6 months on this account.
I am working for a private educational institution, are there any laws that give us leave entitement in this respect? please clarify.
chanchal biswas
19 January 2011 at 11:43
If someone want to leave organisation after complying stipulated days notice period / or not giving time of notice period, and head of the organisation refuse to grant resignation, then wahat type of option avalible to employee to leave the organisation with fullfiling conitions or not to fulfilling conditions before him!
Asha Pole
18 January 2011 at 22:26
As per Provident Fund act 1952, a company employing less than 20 employees has the discretion of being exempted from PF.Now as per provident fund scheme 1952, an international worker has to be covered under provident fund.So what if the company has a total strength of 10 employees i.e only international workers, so is the company covered under the act or the scheme.If the p.f scheme is applicable then this would be an overriding effect on the act, so experts please suggest an answer with reference to the act
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Wc act
Hello, i am newly appointed as a Law officer in a company.One case is pending in which a contract labour met with an accident and got 30% total permanent disability( Lost 3 fingers) in Jan 2010 after that my company hr admitted him in the hospital and beard the hospital expenditure of Rs.1,65,000/- and he demanded for the security of the child so some policy has been purchased of Rs.50,000/- by his sons name. and paid 6 months salary while he was not working. he joined and worked for 5 months then suddenly he started demanding 5 lack rupees as compensation.
Formalities done by the Company:-
1) First aid is given admitted in hospital
2) Informed factory inspector after on month but after his visit. no statement is taken of the labour by inspector he made the report accordingly.
My question:-
1) My company want to settle this matter but not with the interference of the commissioner.otherwise penalty will be awarded.or how to settle this matter
2) i know that we cannot set off the amount we did as an expenditure of hospital to the labour as per section 9 from but how we can recover the money if we have to pay WC money saperately.
3) as per my calculation the total amount that company should pay is 2,85,916/-,
(Method of calculating monthly wages as per Section.5(c) of W.C.Act,1923
1)Method of calculating wages:-
Total wages earned in respect of
The last continues period X 30 Number of days comprising such period.
Therefore:-
28802 X 30
192
= 4500.3125
Amount of compensation to be paid:- 30% of the monthly wages x Relevant factor
( As per section.4(1)(c) of WC Act.)
Wages are calculated in the following manner .
Therefore:-
1350 X 211.79
=2,85,916/-)
4) Any other suggession please give
Please suggest how to settel this matter it is very very urgent.