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reshmi nijith   12 March 2008 at 19:55

Casual leave/Sick Leave

Is Casual Leave and Sick leave compulsory for a US based small BPO in Kerala?

Aakash   12 March 2008 at 16:24

Termination of services without adequate reasons & non-payment of salary as per offer letter

Hello Sir,

I worked with a financial firm from Nov 2007 to Feb 2008. The co. terminated my services without giving any prior notice or warning to me either in writing and verbal. I asked for the reasons, but they unable to justify any reasons of my termination.

Along with that, the co. is not offering me experience letter, along with my dues of two months salary as mentioned in the offer letter, after giving 3 reminders.

Can you please help me out, how shall i proceed further. I would like to take serious action against the co.

Abhimanyu Soni   12 March 2008 at 10:20

Employees' State Insurance Act

My query is still not resolved fully.

Query:

What is the remedy when an employer has deposited the employer's contribution to ESIC since ESI Act became applicable but have neither deposited nor deducted the employees' contribution from their wages.

We know that this is a fault on our part but there must be some remedy.
Please help.

Thanks and regards
Abhimanyu Soni

Siva Rama Krishna   11 March 2008 at 15:24

Regarding Bonus Payment

I worked for a software company. While joining they mentioned that my bonus component is based on three factors.
1) Performance of the Company
2) My individual Performance
3) Duration of my stay during the year with the company.
I worked with that company for 7 months and I quit. Now they are not ready to pay me the bonus. They distributed the bonus to all other employees after I quit. As I am not on the payroll at the time of disbursement of bonus, they did not want to pay me. But it was not mentioned in the offer letter given to me. I sent a legal notice to them and they replied me stating that as per XXX act, I am not eligible for bonus as my salary is above statutory limit. If that is the case, they should not have mentioned the bonus component in my ofer. Please guide me on how to approach further.

saimathy   11 March 2008 at 12:46

Provident fund compliances

How to comply with provident fund schemes in construction company when workers in construction site keep on changing day by day

lakshmi   11 March 2008 at 10:31

Unfair Labour Practices

Hallo,

How can the Unfair labour practices on the part of the employers be CURBED?
Kindly give some suggestions.

Thankyou,,,

Jasmine   11 March 2008 at 09:25

Applicability of EPF

Hi:

I am working with an international BPO in Mohali. This firm is an 100% export oriented unit and registered with STPI.
The strength of the company is around 60 employees.

Is PF applicable on the firm or not?

Thanks
Jasmine

Himanshu Sharma   11 March 2008 at 00:33

Liability of Director

Dear Friends

I am working with an company which has been in operation for last 10 years, however, they did not bother to get ESI code. Now they wish to get the ESI code, however, the directors of the company do not want any kind of liability, either due to default or any in future.

I would like to know that if the company nominates, a person as responsible for all activities related to ESI,will that dissolve the liability of directors in case of any amount recoverable.

In case, yes what kind of letter or agreement has to be issued by Directors.

Please reply to this query on an ASAP basis.

Thanks & Regards

Himanshu Sharma

Abhimanyu Soni   10 March 2008 at 19:39

Employees' State Insurance Act

Thanks M. Manish Singh,

But still I am not clear about:
What is the remedy when employer's contribution has been paid but employee's contribution netither deducted from their wages nor deposited to ESIC.

Regards
Abhimanyu Soni

The situation is like this:
we have deposited emplyer's contribuiton but we have neither deducted the employees' contribution from their wages nor we have deposited the same seperately yo ESIC since Jan 2006. ESI became applicable to principal employer in Jan 2006 only.

We know that it is a default on our part but there must be some solution for it.

I hope the query is much clear know

thanks and regards

Abhimanyu Soni   10 March 2008 at 17:56

Employees' State Insurance Act

Dear All
I am working with DMS provider company.
A different co. has been providing workers to us on contract basis since Jan. 2006.
Both the co. are runned by a family.
The Directors are different.

My queries are:
1. Is it necesary to have a license of being a contact labour for the co. which is providing workers.

2. What could be the consequences if employer's contribution has been paid by the principal employer i.e. where the workers are actually working and emplyees' contribution has not been paid since Jan 2006.

3. Is it a criminal offence? if yes, What is the remedy for the same?

Pleas help me its very urgent

In anticipation of a quick reponse.

regards

Abhimanyu Soni


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