Duress used by private concerns

Form16; You can lodge complaint with ITO-TDS where you file ITR and CIT-TDS where company files ITR. There is provision of penalty.

Rest has already been dicussed.

I know that we've discussed the matter, but problem is employer is not at all responding to repeated mails for providing the original hardcopies of the documents. As it has given the soft copy of all documents while replying to my mail twenty days ago but employer is intetionally sitting on the original hard copies and not delivering them?

Can you help by suggesting some good atornies in eastern or central part of India? I don't have any idea what so ever about these matters.

Eastren and Central India!

It is a huge territory/area.

Some tasks are to be done by you.

Visit Labor Court/CGIT/Civil Courts/CAT/HC complex and inquire about counsels specializing in Labor/service matters and choose amongst them.

Meet MD and persuade him to supply all docs.

If i'm getting you correctly then you ment that employee should meet MD of the company in this type of situation, but i would again reiterate the treatment meted out was abhorrent & reprimandable to the employee. So, can't we have some legal recourse availables such as sending notice or something else? 

Actually i wanted to know some good attorneys located in Eastern OR Central India, preferably Eastern part of India.

With utmost respect i would like to mention that whatever information you're giving is of immence importance and will make anybody aware of pros and cons of the problem, and at the same time this knowledge can become very handy in choosing best attorney from good.

Thanks.

>>> It has already been posted that:

Eastren and Central India!

It is a huge territory/area.

Some tasks are to be done by you.

Visit Labor Court/CGIT/Civil Courts/CAT/HC complex at your location and inquire about counsels specializing in Labor/service matters and choose amongst them.

If you want a specific reply you need to mention specific location.

>>> The Forum(s) that an indivisual  can approach be it 'Workman', 'Employee' covered by enactments and 'Non Workman' has been discussed in the threads and many other illustrated threads, suggested in this thread.

>>> I have tried in this and All threads in which I have posted   to illustrate to the best possible limit.

Some tasks are to be done by reader/member/querist/author/you.

I would like to know from experts that within how much time period termination from job can be challanged if somebody is not a workman under Section 2(S) (iii) & (iv) of The Industrial Dispute Act, 1947. Under which section of Limitation Act delay can be justified if somebody has financial constraints or other problems.