baswanth mohan paruchuri
17 December 2010 at 11:37
What is the meaning of the word in the legal terminology?what are the essential pre-requisites to recognise an industry a sick industry?
Anonymous
17 December 2010 at 09:40
If any employer has remained absent from work on grounds of ill health and bed rest for one month , if he has applied for leave only through SMS and no other formal application of leave and if for the last two weeks he has simply absented himself without any communication what so ever, can we stop his salary on the basis of no work no pay?
SUBIR KUMAR SANYAL
16 December 2010 at 16:08
REF : EMPLOYEE CODE -35835
Dear sirs,
I wish to inform you that I had worked in BIRLA SUBLIFE INSURANCE COMPANY LIMITED , AT MALDA BRANCH (WEST BENGAL) as AGENCY MANAGER since November 2009 and continued my job upto June 30th 2010. Then due to some personal grounds I had compelled to resign from my post on 3rd July, 2010. I had worked with full enthusiasm and had shed my blood and toils for the company, but I did not get my salary for the month of June 2010. Every officials of BSLI had assured me that my salary for the month of June 2010 along with my PF and other dues would be paid within three months’ as I had filled up all the mandatory forms then and there. But be disappointed to say the long five and half months have been passed after submission of resignation from BSLI, Malda Branch, I have not yet received my Salary for the month of June and other justified dues, though as far as I know that it is the rule of every company to disburse all pending amount maximum within three months.
In the meantime I have communicated the zonal and Registered office of BIRLA SUN LIFE INSURANCE COMPANY several times ( more than 50 times) through mails and over phones and even I had sent a hard copy of my letter to the Regd office of BSLI, Mumbai. The zonal HR (at Kolkata)Mr Anshuman Chatterjee and related officials had also assured me as other officers of BSLI and even he announced the probable date of disbursement of my justified salary and FULL AND FINAL SETTLEMENT (FFS). But after the date was over whenever I tried to communicate to BSLI OFFICE, they started avoiding me and even stopped to answer my mail. Besides, whenever I enquired this matter of disbursement of my FULL AND FINAL SETTLEMENT (FFS), the department including HR informed me that my settlement amount and other dues was still under process. I wish to know that how much time should a company take to release the FFS amount? Does it take more than five months for necessary proceeding?
Anonymous
16 December 2010 at 15:04
I am totally confused about how the limit of Rs.15000 under ESIC operate. If I get Rs.16000 in April 2010 then it is not applicable. If in May 2010 my salary goes down to say Rs.13000, will I be covered by ESIC? At what point of time the limit is to be applied, is it month wise or on half yearly basis or if it is not applicable once then is it never applicable? Do I have to decide in April and October every six months?
pawan
16 December 2010 at 11:49
I am working in an insurance sector & as per service provisions I have given 90 hays notice for voluntary retirement. 45 days have already passed but I have not received any thing. Please provide me Expert Advice.
1. Can the employer reject the notice on any ground?
2. If I not received any reply within 90 days m what should I do? & what will be the status of my notice?
3. In second situation , how I will get my terminal benefits?
Anonymous
16 December 2010 at 11:06
I am working in an insurance sector & as per service provisions I have given 90 hays notice for voluntary retirement. 45 days have already passed but I have not received any thing. Please provide me Expert Advice.
1. Can the employer reject the notice on any ground?
2. If I not received any reply within 90 days m what should I do? & what will be the status of my notice?
Gurpinder
16 December 2010 at 04:15
Hi All,
I am working with IT MNC in Bangalore for last 3.5 years as team lead. As per my appointment /offer letter I have notice period of 3 months or I can buyout the notice period as per company discretion.This year the policy has been changed as all employees has to serve notice period for 3 months and there can be no waiver.I had currently job offer from other company in kolkata,and the HR gave me time of 70 days to join the organization.
I spoke to my Manager/Senior manager and HR on same and told them to give me a waiver of 20 days in my notice period so that i can join on time. But all of them said that I have to serve 3 months and they cant do anything for waiver. Now can i go ahead and ask the management to release me with relieving letter as change in policy is unfair to me and to my future.
1.Can i make a legal case on the company as depriving me from an opportunity is risking my future and my family' future.
2.Change in policy is done as per Governing council concern ( CFO,CDO,HR Head,Business manager and HR).There was no involvement of employees hence how can a policy be formed and implemented
3.My family Responsibility (my wife and my Kid). Is a policy more important than human rights. In case of mine i see that this policy is curbing my rights to provide better life to my family.
4.In case of any eventualities can i make my company responsible.
Please HELP
Anonymous
15 December 2010 at 14:53
can any organisation or institution terminate the suspended Employee wHOSE CASE IS STILL PENDING IN THE COURT?
varun kathuria
14 December 2010 at 17:37
I am working with some company and without giving 1 month notice, i have resigned from the job. But i have made breach of the agreement's clause. wherein mentioned about the 1 month notice before leaving the job. I want to know that is there any law under which category. which would make me liable. Also i don't want to serve the company further in future. I know that there is breach of the employers employee agreement. so i want to know that what type of suit a company can file against me in which appropriate court of law.
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LEAVE ENCASHMENT
If employer is paying only basic for pl encashment & they are deducting gross salary towards notice pay. Is it legally valid?