Anonymous
24 July 2010 at 16:33
Dear Sir,
An employee in a company has completed 5 years and 10 months in a company. Please advice whether the gratuity amount would be payable on 5 years 10 months or complete six years.
Regards,
Anonymous
23 July 2010 at 18:50
whether internal promotions can be questioned in case of disatisfaction due to promotion of a junior.
anshul sangal
23 July 2010 at 07:09
If workmen is entitled to get compensation from employer under Workmen compensation act then why insurance company is held liable to pay compensation in some cases?
raghavendra
21 July 2010 at 17:12
sir,
how extent labout court has jurisdiction on cpc, means is labour court can entertain cpc entirely
prashant1314
21 July 2010 at 14:31
Dear Seniors,
We are medium sized Manufacturing Company at MIDC - Bhosari - Pune - Maharashtra.
We do have one assistant level - Staff - employee - Clerical Work - Mr. X. who is not normal mentally ( Actually the said employee Mr. X was recommended by one of our clients GM so my boss absorbed Mr. X )
Now Mr. X had a fight with our production supervisor ( Mr. Y ) in which Mr. X kicked Production Supervisor Mr. Y & Mr. Y got injured seriously.
Now my boss asked me to send the letter to Mr. X's home address regarding the same incident so that the said letter will clarify that in future repetition of any such type of incident will entitle/ authorize company to terminate Mr. X
Request you to please help me to draft the letter.
Also request you to make me aware about any Pros & / or Cons of the same.
Thanks in advance.
shweta Verma
21 July 2010 at 10:37
Respected Sirs,
Asst. labour Commisioner & Competent Authority under Payment of Gratuity Act, has ordered to pay our company gratuity on the basis of Madras High Court Ruling that 240 days in 5 year will be deemed to be one complete year.
Please suggest our course of action, should we go in appeal or pay Gratuity to the employee.
Regards
Shweta Verma
Anonymous
21 July 2010 at 00:50
Hi Friends,
I am working as a Software Developer in an IT company. Recently some thief broke into my rented flat, and after breaking the lock took away my personal laptop and another laptop provided by my employer. As is common all over India, Police hardly did anything except writing an FIR after 15 days under the social and political pressure. Well the problems just started for me, because my employer IT company is also charging me in full for the lost laptop. When I approached Accounts department, they told that they will charge me as much as the new laptop will cost them. Further, on inquiring regarding Insurance plans taken by the company, my HR manager told me that the company is only liable if the laptop get stolen from within the company premises.
I request you to kindly advice me what does the Indian Law says about this.
Thanks.
Anil Kumar.K
20 July 2010 at 18:12
Sirs,
An employee's weekly off was shifted to another day and no notice in writing was given to the Employee, by the Employer.
The Employee was absent on usual weekly off day.
The Employer cut the salary for that day.
Pls advise as to whether it is mandatory for the Employer to give notice in writing to the Employee, directly, about the change of weekly off day or is enough to display in the Notice board
Purushothama Reddy
19 July 2010 at 15:12
When ex-employee of company (having signed NDA and confidentiality agreement)resorted to poach past employer's staff ;
What actions employer can initiate on the ex-employee ??
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esi, pf
do we have to deduct and deposit esi, pf of labour we have employed for repair and maintainence work in our factory from the immidiate day or this esi, pf factor need to be done if they have worked for certain days like minimum 26 days etc.
please clarify, thanks in advance for clarification.