RAJAN KUMAR GUPTA
05 October 2010 at 17:43
I am working in zonal railway office.I applied for 02 day leave on monday and tuesday,but it was denied.There is closed holidya on saturday and sunday.Since leave is regrated i pospond my programme.On rest day on sunday i fallen ill and were under the private doctor for 03days.Hence with fitness certificate and afresh application for leave submitted for the same period monday and tusedy with sunday rest with cause of selfsickness.
The fresh application was kept by the authourity and a chargsheet for minor penalty was issued with alegation/charges "that when i was denied leave then after availing the 02 leave you come and submitting a fresh leave application with medical certificate.So you have disobayd me."
I replied that due to climate changing i was fallen ill and i was under treatment and as leave was denied i cancelled my programm.i have no intension to disobay you.
In this connection please advice me proceeding how will be.
thanks.
Anonymous
05 October 2010 at 14:28
Sir, I would like to inform you that an employee has joined as probationary officer in a private bank. Now she wants to resign. But Bank is asking to pay 50,000/- Bond amount + 3 months salary+ serve three months notice period. Is it legal to hold the employee for all these? Since the original certificates are held by the Bank, how to go about the issue. Is it necessary to comply as above and no remedy to the employee? Pl answer at the earliest.
Thanks
Anonymous
04 October 2010 at 19:57
Sir, i am working in a govt.of india undertaking.initially while i was group c official, my salary was in central govt.DA scales and from 1.8.83 onwards, it was on industrialDA pattern of scales as group C official.but the group A and B officers of various public sector undertakings went to Supreme Court that they should be covered by central DA pattern of scales only. the govt appointed a high power pay comittee and as per the report,those officers promoted after 1.1.89
will invariably get the industrial DA and those who were on central DA pattern will continue to be on central DA and the recomendations of the comittee were not applicable to those who were on industrial DA from 1.8.83i.e to me.however since there were no industrial DA scales for group A&B officers in our organisation prior to 1.1.89,my scale on promotion during feb 1988 was fixed in central DA. as a result, my basic and DA before promotion as group C official on industrial DA to group B officer on central DA was reduced by more than 30%. Where as we have asked to refix the basic and DA put together before promotion to be equalised to basic and DA after promotion or to fix the scales in industrial DA pattern from 1.1.89 by treating the intervening period as the lower cadre scale.however, the management is reluctant to accept any of the above and prepared to treat the differential of basic and DA on the date of promotion as personal pay to be reduced in the increments accrued annually. as a result, i have been drawing lesser salary than the lower cadre for the past 22 years and even after three more promotions,i am getting less salary than juniors and subordinates. may i request you to suggest a solution whether i can take up the matter for proper remedy through judiciary and if so under what articles of the constitution that injustice inflicted upon me by reducing existing emoluments and forcing to take less salary than the juniors /subordinates all in the name of promotion irrespective of the nature of the pattern of pay scales i can seek remedy .thanking you
Anand J Rao
04 October 2010 at 18:28
Request for a sample contract labour agreement for a manufacturing setup. Required Urgently!!!
Thank You
Anand
Anonymous
04 October 2010 at 13:17
We are recruiting employees through Man Power Agency to get done our work. Thereafter We and Man Power execute the agreement to provide service to us. Based on the agreement he would raise the Invoice on monthly basis for its employees salary, accordingly we would pay him and we will ask him comply all the statutory compliance, such as ESI, PF, etc...
We will say in the agreement that Man Power employees are not employees of ours at any cost and there is no employee and employer relationship between us and Man Power Agency. Only Man Power would deploy the personnel to our work that’s it, we are Independent Contractor.
The question is that, when Man Power Agency's employees completes 5 years with them, in that case Man Power say he does not pay Gratuity to its employees. But Employees will ask for Gratuity to us.
Whether we are liable to pay Gratuity to them or not?
if yes under what provision?
detailed answer would be appreciated.
Rupesh
04 October 2010 at 12:01
Dear Experts pl. clear the following queries. it is very urgent.
1. Difference beween welfare fund & Labour cess & whose reponsibility is it.
2. Is there any ratio beween contract value & labour expenses. If we are using mechenised system in executing the work the labour componant wil be on lower side.
3. If the civil work being executed in exising factory by demolition part of it & rebuilding whether ESI & PF are to be levid
4. If ESI & PF are applicable to contractor, is taking a Workman Compensation Policy (W C ) is also to be taken & is it optional.
naveen
04 October 2010 at 10:37
Dear Sir/Madam
the query about the Minimum wages Act
what is minimum wages? whether it is Basic & DA? or the total Gross wages is the minimum wages?
whether the employee take home should be more than Minimum wages? or the Basic should be Minimum wages?
if you have any documents or court judgment copy, kindly share with me.
kindly do needful on this.
regards
Naveen 9986233920
Anonymous
04 October 2010 at 10:33
An educational institution was covered by the PF Organisation without the institution applied for the same. Please let me know whether the Provident Fund Organisation has right to claim PF contributions and penalise the organisation after 25 years. Please note that during the last 25 years there was no inspection / correspondence. Kindly advise
Prashant Soni
04 October 2010 at 10:29
Dear Sir,
I was worked with one pvt.ltd company as an accountant and i have left job on march 2010 due to bad working atmosphere i had left job without putting resignation. So my question is , is there any provision in labour law that candidate get their Bonus which is deducted from his salary during tenure of his job? Please suggest me under which section I can fight for my right of bonus as company said me they will not give me bonus.
Please help
Thanks
Prashant Soni
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voluntary retirement
my colleagues' application for 'voluntary retirement' i.e who are officers in a nationalised bank are declined by the bank management twice and if they are submitting the application on third time with some medical certificate of their wife's illness or self, then the application is accepted and they are allowed to retire.
my question is whether any specific reason is required for accepting voluntary retirement?
Is it not sufficient that the employee himself is not prepared to work beyond certain time or age or at a given point of time, where he does not want to reveal the reason on so many grounds and if he think enough is enough. I am surprised at the managemnt's behaviour where they can engage or recruit more unemployed youths in his place and let the elders give way for the youngers