S V Narayanan
06 February 2010 at 06:06
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...
nishad
04 February 2010 at 21:33
Hi Dear all,
Can anyone help me understand whether banking comes within the ambit of shops and Establishments act-karnataka state..
Thank you
Bhupendra Patel
04 February 2010 at 15:48
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
Reshma K
04 February 2010 at 00:32
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
Reshma K
03 February 2010 at 23:48
Are employees getting more than Rs 6500 pm as basic pay eligible for EPF. Can you pls clarify very clearly if the employers have to provide pf for people getting salary like 20K etc. You see all software company employees get huge salareis and all of them have pf. What is this cap of Rs 6500.
Question 2.
Is this 6500 referring to basic pay. And are there guidelines regarding fixing of basic pay in the total salary.
Question 3.
This has troubled me a great deal and i have scratched my head on this. What is wages and what is salary. What is the difference between the two. Please help
clifford john coelho
03 February 2010 at 18:50
DEAR SIRS,CAN ANYONE PROVIDE ME WITH ANY RULINGS OF SC/HCs REGARDING GRATUITY TO CONTRACT WORKERS ?
anshul sangal
03 February 2010 at 07:36
Site that provides high court and supreme court ruling in different law
Anonymous
02 February 2010 at 17:08
sir,i want to know the definitions of retainee and employee accepted under indan law.and what is the difference between retainee and employee doctor in terms of working hours and their relationship with the management.is the retainee doctor is the part oe organization in which works and resposibility of the management to retainee.
r.k.choudhary
01 February 2010 at 22:21
1. can the Disciplinary Authority award major penalty even after agreeing that the alleged misconduct was committed in good faith ?
2. Against the request of a charged officer to permit withdrawal of TA claims, no amount is reimbursed to him. Now can the DA award penalty without having paid any amount against the alleged claim of inflated TA BILL in r/o of a journey undertaken by an employee at his own cost?
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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?