VIJAY K. TEOTIA
07 August 2010 at 09:08
A person designated Dy Manager and looking after marketing function of a liquor company. his services are terminated on account of non performance, without giving notice period. he remained appx 4.5 years with company. what remedy is available to employee. can he be deemed a workmen to get relief from labour court. or will it be a contractual dispute to claim all dues. can he get back job.
what protection is available to employer.
Anonymous
05 August 2010 at 21:09
IN A STATE GOVERNMENT OFFICE PUBLIC MONEY SPENDS IN DIRECT CASH TO LABOURERS, SUPPLIERS,CONTRACTORS ETC.AND MAINTAINS ACCOUNTS AND ALSO SUBMITS MONTHLY ACCOUNT TO CAG.
IN SUCH OFFICE CAN A SUBORDINATE OFFICER SEEK DOCUMENTS OF ACCOUNTS FOR VERIFICATION FROM HIS SUPERIOR OFFICER IN WRITTING?
THANKING YOU
raghavendra
05 August 2010 at 19:46
sir,
can you give me chandigarh, tamilnadu, maharastra, harans,festival and hollydays Act
please attach
thank you in advance
Anonymous
05 August 2010 at 18:51
under which act one can filed a claim of illegal termination of services with labour commission?
Anonymous
05 August 2010 at 12:41
Is leave encashment mandetory to be paid to the employee at the time of sepration by Law? information regarding this stated in which law, where can i find the details about the same. I need the actual leagal documents where i can see or read the details. As i need to submit this to my company and on the basis of that documents we need to plan our company policy for leave encashment. Small IT firm having less than 500 emp. based in maharashtra.
Please guide
HARIHARAN KRISHNAMURTHY
05 August 2010 at 08:52
Background :
The contract of employment has a clause which states that both the parties should serve a notice period of 30 days . It also states, that the employer has the option of sending the employee earlier by paying salary in lieu of notice.
Facts : The employee has given a notice to the employer by stating that he should be relieved " on or before" a particular date which is exactly 30 days from the resignation date.
The employer has however relieved him earlier by 8 days.
Can the employee claim the "salary in lieu of notice" clause and ask the employer to pay the same.
the critical thing is about the usage of the word " on or before " in the resignatino letter of the employee. Although the employee has used the word " on or before" he has mentioned the date which is exactly 30 days from the resignation date.
Can he claim the "salary in lieu of notice" benefit.
Are there any case laws supporting such a claim?
Thanks in advance,
Anonymous
04 August 2010 at 16:11
what is the limitation period for filing suit against illegal termination of services?
Anonymous
04 August 2010 at 12:42
Dear Sir,
I am seeking the advice on behalf of the company.
An employee was posted outside India for a project executed by the company.
The employee was involved in financial irregularities and hence internal investigation and inquiry is on.
The company is in the possesion of the passport.
the employee through an advocate has sent us a notice that employee may be sent back to India for attending his domestic needs and marked a copy of the notice to external affair department/ministry of labour etc.
My querry is can we reply that pending the investigation against him the company cannot allow him to take leave or move outside that country since the prelimnary charges that are levelled against him pertains to criminal nature only and needs to be investigated
pavan
04 August 2010 at 10:25
For the weights being used in the factory, it has got registration from the metrology department.
My query is: apart from registration any other formalities are there which factory has to comply with under the act?
Kindly advise me in this regard.
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