Geneviere Cheah
23 October 2010 at 23:02
XYZ company hires 5 staff to prepare food for tenants at its hostel. The 5 staffs took a week's sick leave. The company then entered into a fixed term contract with Mr and Mrs smith to provide the food for its tenants.They started their work upon the sick leave of the 5 staffs until the end of a certain period or until the 5 staffs reported back, in any case the maximum period is a month.A lump sum was paid based on the hours they worked.Four days before the end of a month, the person in charge of XYZ gave notice to Mr and Mrs Smith that they don't have to prepare food any more starting the next day onwards as the 5 staffs are back. They appealed in writing to the person in charge, so that they can continue till the end of that month.The person in charge did not give any response. My question is does the contract ended upon the notice given by the person in charge? What action can be taken by Mr and Mr Smith?Does inaction of the person in charge amount to consent to let them continue?Is there any english case law on this?What is the legal consequences if Mr and Mrs Smith did something against the express prohibition given and thus causing some injury to third party on the next day which they were told to not prepare any food anymore?Can XYZ be liable?
thanks.
Anonymous
23 October 2010 at 22:58
XYZ company hires 5 staff to prepare food for tenants at its hostel. The 5 staffs took a week's sick leave. The company then entered into a fixed term contract with Mr and Mrs smith to provide the food for its tenants.They started their work upon the sick leave of the 5 staffs until the end of a certain period or until the 5 staffs reported back, in any case the maximum period is a month.A lump sum was paid based on the hours they worked.Four days before the end of a month, the person in charge of XYZ gave notice to Mr and Mrs Smith that they don't have to prepare food any more starting the next day onwards as the 5 staffs are back. They appealed in writing to the person in charge, so that they can continue till the end of that month.The person in charge did not give any response. My question is does the contract ended upon the notice given by the person in charge? What action can be taken by Mr and Mr Smith?Does inaction of the person in charge amount to consent to let them continue?Is there any english case law on this?What is the legal consequences if Mr and Mrs Smith did something against the express prohibition given and thus causing some injury to third party on the next day which they were told to not prepare any food anymore?Can XYZ be liable?
thanks.
Anonymous
23 October 2010 at 15:29
Dear Sir,
I am working in a Pvt. Ltd. Co. Since last 4 months. which trades for used machines.Less than 20 workers or employees work here.We have asked for Bonus at Diwali to Managing Diretor of the company but he denied for paying Bonus and said it is not a company. This is just a warehouse so there is not any matter of paying Bonus.
My Question is that Are we elligible to get Bonus (8.33%)? or not. Please reply by email.
Bhupendra Dubey
bhupendradubey_982@yahoo.co.in
9654676802
Bhupendra Dubey
23 October 2010 at 15:27
Dear Sir,
I am working in a Pvt. Ltd. Co. Since last 4 months. which trades for used machines.Less than 20 workers or employees work here.We have asked for Bonus at Diwali to Managing Diretor of the company but he denied for paying Bonus and said it is not a company. This is just a warehouse so there is not any matter of paying Bonus.
My Question is that Are we elligible to get Bonus (8.33%)? or not. Please reply by email.
Bhupendra Dubey
bhupendradubey_982@yahoo.co.in
9654676802
kannan t r
23 October 2010 at 11:52
In a school consolidated amount was paid as salary without any break up. Pl let me know on what amount the pf has to be deducted for the past period. Any court rulings available?
For future, proper pay scale will be introduced.
Anonymous
22 October 2010 at 19:02
Dear experts,
Section 2 (e) of the Payment of Gratuity Act, 1972 defines an Employee as "any person (other than an apprentice) employed on wages, in any establishment, factory, mine, oilfield, plantation, port, railway company or shop, to do any skilled, semi-skilled, or unskilled, manual, supervisory, technical or clerical work, whether the terms of such employment are express or implied, and whether or not such person is employed in a managerial or administrative capacity, but does not include any such person who holds a post under the Central Government or a State Government and is governed by any other Act or by any rules providing for payment of gratuity"
Does this definition cover Central/State Government employees like, clerks,Senior clerks, officers etc.
Who can be said to be "holding a post under the Central Or a State Government"
Kindly clarify and enlighten me at the earliest.
suresh babu k
22 October 2010 at 16:26
sir,
I worked one company from 20-01-1999 to 31-03-2009. But I relived company the empoloyer not given the compensation. I am elibible for compensation.
my last salary drawn rs.6500/- company given bonus three months & one trust given salary one month and bonus
The employer paid two years premium total rs. 20000/-
how much eligible
suresh babu k
22 October 2010 at 16:23
I want details of labour law. which website available for labour law act rules. which author book is good
Ashok. B.V.
22 October 2010 at 15:39
Dear All,
on of my client is having a company, due to trade reasons ( lack of order) he wanted to lock out the industry for specified period. my quesry is as follows;
1. what is the procedure he has to follow?
2. any supreme court guide lines? if yes please specify the citation
kindly guide me in thsi regard.
ashok
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