Although it is extremely sorry to note that both of you have decided to let their wages be not paid you may proceed as suitable to you and as deemed fit at your end.
It is highly perturbing that even salary is not being paid and the employees are getting convinced that they won’t be able to get the dues from employer. Employers shall continue to exploit the employees.
That is why this thread is being continued.
During this thread for discussion only the best possible suggestions can be made.
It is the decision of the querist, employees in this case to peruse or give up.
We come across many employees who succeed in getting in their dues and documents from such unscrupulous employers. It is also true that litigation can be stressful for many employees. IN one of the threads a GM of Reliance mentioned he has been able to send tremors to Reliance and succeeded to a great extent.
Majority of such employees build written record and approach and lodge complaint with the Inspectors/authorities under various enactments. Many of employees succeed with the help of their lawyers, trade unions, influencil and resourceful acquintaces or on their own.
Unfortunately in our system employees have to lodge a complaint and peruse. Nothing happen on its own and that is why employer succeed to subdue the employees.
The question arises in how many jobs and in how many companies employee shall continue to give up his salary and dues?
In some states o/o Labor Commissioner grants three opportunities to be availed in a month’s time during conciliation proceedings and many of the employer agree to pay.
If employee is not able to attend the dates a representative of the employee be it trade union leader, lawyer can represent.
If the employer is adamant and recalcitrant it has to yield to the order of court of law.
The query in this thread is clear cut case of salary not being paid by these unscrupulous employers. The irony is again an employers are able to subdue the employees.
Employee can invoke the provisions of Industrial Employment Standing Orders Act, ID Act, SE Act, Payment of Wages Act…..etc as per explanation of employee under these enactments or approach a civil court. Designation alone does not decide that employee is a workman or not.
Employee can approach a trade union and they have their own way of handling such unscrupulous employers. Employee can approach a competent and experienced labor consultant/service lawyer. If employee is threatened it should be recorded {audio/visual}.
The authorities of law and courts should dispose such matters in a much speedier manner.
In today’s scenario employees have to have strong resolve and employees must unite.
Employers do and shall continue to look for weaknesses in employees and ways to subdue the employees. Verbal coercion or threat is one way of doing it.
