Salary for June

You can bring that grievance to local labour commissioner office and settle there.

While posting such queries employee should post basic information!

What is this establishment; Govt, private, Commercial, Industrial?

What is its nature of business say; IT, ITeS?

How many persons are employed in it?

What is your designation and nature of duties?

How many persons report to you?

Do you have any power to sanction leave/increment/appoint/terminate/appraise etc etc ?

You are in which state? Since how many months you are working? Are you under probation period or your service is confirmed in writing?

 

Do standing orders (model/certified) apply to establishment and your designation?

What is notice period as per appointment letter/offer letter and what was notice period tendered by you?

Was ever any stinker, memo, show cause notice on any misconduct issued to you?

Does the establishment have its appraisal system? Do you have copy of signed appraisal forms, matrix, KRA’s, performance date? How was your performance?

Are you a member of employee’s/trade unions?

Has the establishment issued/supplied, offer letter, appointment letter, salary slips of all months, PF number and a/c slips of all years, ESIC card, correct FnF statement, Form 16 as per correct FnF statement, acknowledgment and acceptance of notice of resignation/final resignation, acknowledgment of handover of charge, NOC/NDC……………?

 

You may revert to relevant points.

Name of company etc is not required so don’t post names etc 

Is your next employer willing to buy out (shortfall) in notice period?

Probably the payment of salary is blocked to adjust notice pay.

below are the basic information required:-

What is this establishment; Govt, private, Commercial, Industrial?
Ans. Private. Its a private limited company.

What is its nature of business say; IT, ITeS?
Ans.- Restaurant

How many persons are employed in it?
Ans.- 100+

What is your designation and nature of duties?
Ans.- District Manager Operations. Duties was to supervise the restaurant operations.

How many persons report to you?
Ans.- All the restaurant staff which is 100+ were reporting to me.

Do you have any power to sanction leave/increment/appoint/terminate/appraise etc etc ?
Ans.- I was not having such powers but suggestions and recommendations have to go by me.

You are in which state? Since how many months you are working? Are you under probation period or your service is confirmed in writing?
Ans.- Delhi, 10th Nov'14 to 16th July'18. 3 years 8 months.
Nothing is confirmed in writing, but have got promotion in this company. As per the appointment letter confirmation letter was due but never facilitated. But Promotion was done in Aug'16.

Do standing orders (model/certified) apply to establishment and your designation?
Ans.- Not sure on this.
What is notice period as per appointment letter/offer letter and what was notice period tendered by you?
Ans.- Notice Period was for 3Months what I have served is for 1 month 16 days.
Was ever any stinker, memo, show cause notice on any misconduct issued to you?
Ans.- No.
Does the establishment have its appraisal system? Do you have copy of signed appraisal forms, matrix, KRA’s, performance date? How was your performance?
Ans.- Nothing in writing.
Are you a member of employee’s/trade unions?
Ans.- No.
Has the establishment issued/supplied, offer letter, appointment letter, salary slips of all months, PF number and a/c slips of all years, ESIC card, correct FnF statement, Form 16 as per correct FnF statement, acknowledgment and acceptance of notice of resignation/final resignation, acknowledgment of handover of charge, NOC/NDC……………?

 Ans.- What I am having is offer letter, appointment letter, salary slips.

I have answered the above question. Request for needfull action.

You may acrefully go thru;

Delhi Shops & Estbs Act.

Delhi Shops & Estbs Rules 

 

Such establsihment and by nature of your div (say; other Kitchen operation) may be covered by the Act.

If you are covered by the def. of 'Employee' as in the Act then notice period should be governed by provisons of the Act...

The employer/establishment is apparently withholding salary to square off the dues by notice pay..