Salary deducted inspite of serving two months notice period

Dear Sir or Madam,

I submitted my resignation on 31st of August 2009. My ex-company generated my last working day as 30 October 2009.

In final settlement they deducted my one day salary from my offshore and one day salary from onshore. The reason was given my ex-company that October month had 31 days and my last day of working was 30th october 2009, and hence they deducted my one day salary.

The rule of ex-company says, an employee must serve 60 days of notice. In my case, I suffice the rule and should get my full salary.

Could you please advise?

Regards,
Kajal Das

Mathadi Act

Is Mathadi Act is applicable to each and every factory situated in Pune ?
If yes, please provide Notification No. & date

Further, if the workmen of the company is doing loading & unloading work, in this case also Mathadi Act is applicable ?

Thanks & Regards

working hours

I need guidance as to
1, Is A college also entitled to follow the labour laws?
2, wht can be done if the college is not folowing the working hours and is not ready to change either.
3, is there any organisation or forum that can help keeping the individuals confidential

Forest Department

Dear Sirs/Ma’am
V need ur urgent instructions and guidance for this matter.
V r not mentioning the names of our clients here. Our Clients are A and B
A and B are appointed as Asst forest ….Van Rakshak Sahayak in August, 2009. On 6/01/2010 they were on duty n received information on phone that one track bearing no. MH 18……… illegally transporting the “ SAGI WOODS “ and coming near the client’s area i.e. Vansda from Chikhli. They immediately taken action against the said truck and stopped the truck n by following the procedure they asked driver to get out from the truck. Meanwhile driver managed to escape from the truck n ran away.
Mr. A was only near the truck n Mr. B was following ,after suspicion, the guy who had taken 2-3 rounds around the said truck , to inquire that y he is following the truck. The guy had Violent altercation with Mr. B and beats him every where on the body in a such a way that Mr. B hospitalized for one day. Mr. B called his officer to file the FIR for the same but Mr. Higher officer asked him not to go for FIR n he was also out for training.
After this incident, up to 31 January the news was published in every local paper in favour of Our client. But on 1st Feb,2010 our Clients received “ Dismissal Letter “from the Forest Department n reason was “ negligence during the duty “ . From 1st feb all local news papers reported negatively and false facts that our clients are involved in the misappropriation of cash n mentioned the allegation of hiding “ SAGI WOODS “. Forest Dept has not given the opportunity to present their case. Taken Statements of our clients V seen that statement was found correct in favour of our client.. N Departmental Inquiry is going to be held in a very near future. How n Y they sacked our client???????
Please Guide us, instruct us, Inform us…V know whole Forest department of the region will affect. Any more information required plz inform us immediately.Pl. Pl.Pl.

Forest Department

Decision of domestic inquiry

Dear all,regards
i am a medical representative,my company donducted a domestic inquiry against me on 5th Feb 2008, and DI was finished on 16th Sept 2009,still management did not give any decision,deliberately.while approx 5 months have been passed.during this period company is paying me only 50% of my salary as subsistence aallowance since the cammencement of the DI,still i am getting only 50% of my salary,
management wants to harass me mentally and finencially,they think,after getting too much harassment,i will live the company,s job,but i would not live the job,and if possible further i will fight legally in the court,
plese give me proper direction regarding this situation,
1. can i complain in local labour court for full salary?
2. can i complain in human right commission?for this harassment?

Applicability of Standing Orders in UP

Industrial Establishment (Standing Orders) does not automatically applicable to Shops & Establishment...however, the appropriate government can extend the said Act to any establishment through notification treating that establishment as 'Industrial Establishment'. Now, my query is whether this said Act is made applicable to Shops & Establishments in the state of Uttar Pradesh and also what are all the states this Act is made applicable in Norther States...Thanks for the professional who guides me...

Karnataka Shops and Establishment Act

Hi Dear all,

Can anyone help me understand whether banking comes within the ambit of shops and Establishments act-karnataka state..

Thank you

Coverage under PF / ESI

Sir,
Which estabishment / Company shall be coverable under PF and ESIS Scheme and what salary limits are there for each of them. We understand for PF number of employees should be 20 (irrespective of salary) and ESIS there should be 20 or more employees who are drawing monthly salary upto Rs.10000.00 (rupees ten thousand only).

Request to clarify / confirm.

Bhupendra Patel
M-9099984976

ESI

Does the ESI act apply to software companies. Generally it is said that the "karnataka shops and establishment act" applies to these companies.

Are the employees of these software like companies "workman' for the purposes of various labour laws. Do the labour laws like Factories Act, ESI, MWA, Payment of Bonus Act apply to them