Ayan
06 February 2017 at 11:25
A property is of Wife Name . Husband gave it to rent to Someone and Signed
on a unregistered Rent agreement and issued two rent receipt with verbal consent of wife.
On arrival dispute Husband file case for eviction .The case already 10 years old.
No lawyer , judge notice that , the case file by a person , who is not owner of
the property , his wife is actual owner. Some says to withdraw the case and file afresh.
But we want the maturity years of the case and ask for judgment quickly.
1)My question is that , is this possible to introduce wife in the case also without
hampering the case ?
2)Wife can give any such statement/written that she request her husband to do so as
she is not so much educated or she was ill ?
3)Please mention Any other way to keep the case legal valid without withdraw the case.
(
The truth can not be hide from court as wife has several other property also , where wife is going to file eviction suit also in the same court.
)
sanjay
06 February 2017 at 10:17
How much time will take to receive Certificate after applying. Will their any charges for higher property values.
Jaswinder
06 February 2017 at 00:48
1. Can a daughter- in - law get maintenance from father in law from self acquired Property although she get some share in property of her deceased husband?
2.Whether court fee should be pay by daughter in law if she file petition of maintenance against her father in law?
Thanks.
sachin agarwal
05 February 2017 at 22:54
When a trainee is imparted for the purpose of training only for upgrading his skill and not to do any work for the gains of the employer and by the employer any amount paid to him attracting him to attend coaching classes cannot be treated as wages for the purpose of provident fund contribution under the definition's of the act, 1952 and an amount paid to a trainee is incentive and not wages for the purpose of PF contribution and if the purpose of that amount to pay to the trainee is only to attract the trainee for upgrading his skill.
In the absence of payment of wages to a person employed by an employer, the relationship of an employer- employee would not come into existence for the purpose of provident fund contribution.
It is clear that only when an amount is paid to an employee and same is qualified as wages under section 2(4) of the act, 1952 would attract the PF contribution and not otherwise.
In a one hand the labour laws, shall not apply to any apprenticed and in other hand, it trainee undergoing apprentice under the apprentice act, 1961 or under the standing orders of such establishment shall be a trainee and not a worker to be covered under the act, 1952. Although it is very clear under the law that as per section 2(f) of the act, 1952 that any person engaged as an apprentice, or trainee not being an apprentice under the apprentice act, 1961 or under the standing order of the establishment, is an employee to be covered under the act, 1952 for the contribution of provident fund.
sachin agarwal
05 February 2017 at 22:20
Appellate Tribunal can not pass a conditional order on application for stay under section 14B and 7Q of the EPF Act, 1952 (Delhi High Court)
sachin agarwal
05 February 2017 at 22:15
can a restoration application after the prescribed period of limitation as prescribed under law if yes under which provision and Judgments and if not than what next remedy available to the appellant to seek justice.
ramesh shinde
05 February 2017 at 20:18
What happens when defendant doesn't appear to give his say on an application(By Plaintiff) for leave for interrogatories(ORDER XI Rule 1),
do Plaintiff have to send the application copy via a notice or send him summons? what is the procedure next?
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Employees transfer from one branch to other
Dear Experts/seniors
i am HR manager need your valuable input as to transfer of employees from one branch to other branch....1) can we transfer the employees by way of putting clause of transfer in appointment letter in respect of business exigency....2) however after signing appointment letter accepting the clause to be transfer if employee refuse to be transfer then in this scenario can we ask the employee to resign....and if employee put the resignation then will i have to pay him retrenchment compensation u/s 25F of ID act. 1947.
also clarify :- in case if employee denied to be transfer also not agreeing to resign then can we terminate him on the ground of voilation of service agreement?
please share your valuable inputs
Thanks In Advance
Aparna Gupta