Pankti
10 July 2009 at 00:56
Hello there
Can anyone help me out in the following case:
I gave my resignation letter on 2nd July, 09 from the position of manager in a pvt.co with a willingness to work during the notice period..
The company stopped my payment of salary for the month of June, 09 and told me that the June, 09 salary and the notice period salary shall be paid to you along with your full and final payment..ie. in my case after 2nd sept, 09
My question is can such action of company be held legal?
Can holding of salary for the period of 3 months where the notice period is 2 months allowed...?
Is there any remedy..?
Please guide me
Regards,
Pankti
Angel
09 July 2009 at 13:23
We would like to know whether a salesman is classified as a workman under the ID Act, 1947? Are there any case laws to the contrary?
Thanks!
sundararajan
08 July 2009 at 15:28
I joined in a company in coimbatore on March 4 , 2009. On March 24th 2009 I have met with an accident and was hospitalised for 1 week. Moreover I was not able to walk for 25 days due the severity of the injury and doctor also advised for 1 month rest.
I have duly communicated everything to the company rightfrom the accident and I have also submitted all medical copies along with a medical certificate given by the doctor.
But the company refused to grant me any medical leaves stating , as per the company rules sick leave or medical leaves are not permitted and Only Casual leave and previlege leaves are allowed.
Can a company refuse to grant a medical leave ? What does our labour say for this ?
Girish
08 July 2009 at 11:55
Dear Experts
My appointment letter says that " a clear notice of 3 months " and does not state any in lieu provisions.
I have resigned from my job and have asked for 1 months notice , and have also agreed to forfit my salary for the period and leaves .
The company is not willing to relieve me and is adament on 1 3 months notice , which of cource is not acceptable to me.
Please advise what options do I have.Pleas enote that I have already agreed to pay slalary in lieu of short served notice period.
Best Regards
Giri
Krishnamurthi Navuda
08 July 2009 at 10:39
Hi All,
I would like to request for your expert advice / comment on the below questions on encashment of annual leave.
1. Can a company on its own discretion define an Annual Leave Policy or are there any governing laws for defining the annual leave for which companies need to adhere to?
2. Can a company on its own discretion define the Annual Leave Encashment Policy or are there any governing laws for which companies need to adhere to?
I am posting these queries on the applicability for IT organizations.
Thanks in advance.
Navuda.
sandeep chavan
07 July 2009 at 17:30
Our factory is covered under ESIC Act.
Female worker will get the maternity benefit under ESIC. Then also we have to pay the maternity benefit to the female worker even though covered under ESIC?
M.S.Chandra Shekar
07 July 2009 at 11:41
My advocate is collecting huge amounts on account of Court Fee, the subject of which is out of my knowledge and says that since my case is complicated one he needs to bribe some one to get the case on the bench. The bribe amount as per him runs into half a lakh rupees.
My case is simple one and is to obtain certified copies of certain information from District Registrar under Specific Releif Act.
On some account or other he says he needs money.
How do I obtain No objection Certificate and my case related papers from him as I do not want to continue with his service.
This may sound offending, but it is true, what is the solution for this?
Rajaraman.A.K
05 July 2009 at 13:54
If an employee who working as a commission agetn in a private limited company was terminated without any enquiry. In that event can he file a suit against the company. His commission amount counts more than 4 lakhs per year, will he be treated as workman under workmen compensation Act. If not whether there is any apparent bar to labour court. finally what is the legal resort for him to get remedy against his illegal termination.
srlaksminarasimman
04 July 2009 at 21:07
To
Respected friends
A private limited company in which 25 workers ( the monthly salary of every worker is below Rs 6500 )are employed. There is no trade union in the company.
During the financial yaer 2008-09, the company incurred losses due to economic slow down.
Whether the management is justified in refusing to give annual increment to workers on the ground of losses ?
Kindly clarify
regards
sr laksminarasimman
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Sexual Harassment of Women at Workplace
Hello,
Though late, yet appreciably the Supreme Court did think of getting a legislation in the above matter. The Vishaka case has really made many aware of this.
But I still dont know whether such an act has been passed or is still pending? If no, why has such a delay been caused? Please clarify my doubt. If possible can you please give facts of the Vishaka case in a nutshell and guide me as to from where can i get other such cases to refer the same?