yogapaartiban (CONSULTANT) 03 September 2015
Kumar Doab (FIN) 12 September 2015
Has the company shown the premia for Insurance Provided by Employer in Gross Salary/CTC?
Has the company adjusted the premia for entire period including during LOP in FnF statement?
Does he have a copy of Master Policy issued by NIA?
Has the NIA comments of NIA been in writing or minuted by him to HR/employer? Would NIA confirm the comments in writing or even thru RTI?
Is there any evidence of 'Leave can not be extended any more' and resignation was demanded? OR resignation was extarcted under coercion,influence, by force, intimidation? In such case it is unfiar and illegal and offence. It can be termed deemed termination. Forced Resignation/termiantion during sickness is a bad order.
Relate everything and check if he has the staus of consumer with compnay since premia is adjusted from his monthly/annual pay package? If yes DCDRF can be one of the options.
Here other options are:
---if the employee is covered by the def. of 'Employee' as in (Name of the state) Shops and Commercial Establishments Act, that was enacted to govern the service conditions of 'Employees' working in such establishments. This act of many states does not discriminate between ‘Workman’ and ‘Non Workman’......................and provides for insurance to employees, also. Inspector appointed under : (Name of the state) Shops and Commercial Establishments Act, can be approached.
---if the employee is covered by the def. of 'Workman' as in ID Act he can approach IT/ITeS Employees/Trade Unions and also highest officials of Dept. of Labor,o/o Labor commissioner...................
yogapaartiban (CONSULTANT) 18 September 2015