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.
arumugam
03 August 2010 at 22:56
Sir,
I am working in Customs Department under ST quota. My ST certificate is being sent for verification at State govt. authorities. Their preliminary verification, my certificate finds under cloud. i approach high court and got stay order. Till date my certificate is not cancelled by District collector. In the mean time, CBEC directed to the head of department that we could not be posted to the sensitive places of posting. is the decision taken by the department is correct? i am genuine. i will prove my genuines in court. can i approach court for lifting the ban to place the sensitive posting. please guide me.
Anonymous
02 August 2010 at 19:14
I have a question related to fins & deduction. I working as P&A in a security firm. Some times our guards made mistake like : run form post without any application & information to his superior. Some times misbehaved by them. When my managment going to put some plenlty on them our client stop this.
So my question is that " Is client has power to intrupt within orgazation rule and proccedure" Because it is total loss of main employer. But during compliance client , whetever be fine or deduction must be ask by them.
Anonymous
02 August 2010 at 12:30
It would be appreciated to forward experts Answer to the following questions.
1) Whether the Vice-President of a Trade Union, in Reference matter under ID Act before the Labour Court at Mumbai, filing Statement of Clim on behalf of the member workman, legally valid?
2) The Claimant, vice-president produces letter of authority signed by the President of the outside Trade Union to represent as vice-president for and on behalf of the Member-Workman, whether legally valid?.
3) Since the vice-president is the signatory to the Statement of Claim filed before the Labour Court, whether he can be examined to vouch the contents?
prashant1314
01 August 2010 at 16:11
Hi,
I have a friend who only finished his 12th. He used to work as office boy but got involved in a cheating case. Although he is not guilty, he got framed by some people & because of poverty, he could not fight & win the legal case. He got convicted for 2 years normal imprisonment. He completed his sentence & is now free. He is trying to find a job. But everyone who knows him are reluctant to give him a job.
Is there any legal policy which prevents convicts from getting job? Would appreciate any help regarding this issue.
Abhishek
31 July 2010 at 19:01
I belong to schedule caste and my wife was OBC, so after marriage what will be caste of my wife in case when she is applying for goverment job.Please give appropriate answer.
Anonymous
31 July 2010 at 17:27
Dear All
I want an opinion that in a service bond which is for 5 years it is mentioned that you will serve the compny for five years and in case of leaving the organisation before that period you will be liable to pay 3 months gross salary calculated at the rate of salary drawn during the last month.
The bais facts are Probation period is six month, (Service Bond period is calculated frm the date of joining)
1.Agreement is silent for the any notice period provided by the company to employee.
2.Its purely in favour of the company and nothing is mentioned about the future prospects and any other liability towards company
3.Company besides PF also deducting supperannuation,security,part of the bonus from salary.
4, In service bond there is also a clause of liquidated damage which says that in case of disclosure of classified inforation and proprietory information the employee shall be liable to pay fine rs.40,000/ for every such violation.
My Questions are:
Whether one sided service bond where no training is provided by the company to employee is valid?
In case of leaving the organisation by the employee can company recover three month gross salary and if yes then what would be the calculation if any employee before giving notice takes leave and draw a salary total 10000 instead of gross 50000 and only thereafter gives notice to employer for immediate leaving . What would be consequences?
In case of resignation can they file any criminal complaint for absconding b'cz they will never give any receiving of resignation and also any receiving for submitting papers.
Kindly guide how he can leave the organisation and also save money and what should he do for leaving?
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Salary in lieu of notice
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,