Chetan
22 April 2009 at 20:07
Dear Member,
In a case the employee work on a payment of Rs. 5000/-(TA & DA paid seperately) from last 2 years. but he did not get the Salaray and TA DA from last 10 months. Now he leave the company and write the letter to the company but co. did not reply.
The co. is not registered and haviong no registered office but my client provide me the Banglore Address but whereas my client receive the appointment letter from NASHIK (Maharashtra) and he submiited all his reports at NASHIK.
1) Whether I can file suit in Labour Court for recovery of his payment. Pls provide provision.
2) Whether I have to serve notice to both the Offices, provide Limitation.
Regards
Paresh
22 April 2009 at 18:52
I have resigned a company w.e.f. 09th Aug 2008. In the Full and final settlement they have not paid me Performance Linked Reward. This PLR is for the Financial Year 2007-08 which is payable as on 31st July. All my collegues in the company have got the amount in there August salary. The have also stated that it includes bonus for 2007-2008. Now the company wrote that as per management's policy resigning employees are not eligible for PLR. Please advise can I challenge this policy from legal point of consideration??
vijay dhiman
21 April 2009 at 19:35
Who is liable to deduct the amount of Employee Provident Fund in the following persons and deposit to prescribe account of Employee provident fund
1.Contractee
2.Contracter
sanjay batra
19 April 2009 at 19:12
Dear Sir
In case lot of workman (>100) need to be transferred from subsidiary company to Parent Company( both are commercial estbalishment not covered under factory act) what all formalities do we need to comply( no standing order is deposited at labour dept before by both companies) and in new appointment letter/ transfer letter what clause is to be written (the terms of employement/benefit remains the same) so that contnuity of benefit of service say in ESI/ Gratuity is not effected
Regards
Sanjay Batra
+9811230040
rgurucharan
18 April 2009 at 17:36
Dear sir,
I work for an organisation, which is governed under the porvisions of the private trust.ie. Indian Trust Act.
In our organisation we give training for management courses such as MBA & PGDM courses of IASE university.
In our organisation the following is the list of people who work for this organisation. The following is the break up given below.
1) Faculties (both visiting & permanent staff put together) 25 people.
2) Non Teaching staff
a) Paid salary 12
b) Paid as stiphend 26
3) Mess/Hostel staff 30
Total no. of people 93
as on 31/03/2009
Sir please guide me with provision applicable for the organisation under the labour and Industrial law.
With regards,
R. Gurucharan.
deepak
18 April 2009 at 16:01
Sir,
We are holding old ssi registration. Sir i want to know about the MSMED Act 2006, its short notes, benefits, forms, procdure, registration , MSMED - glance etc.
Pls share article / full details/ glnce on the above topic, I want to know the full information about the act. 2006
Thanks & Regards
Deepak
ramesh
18 April 2009 at 13:47
I was employed by a company registerd in Isle of Man and having corporate office in Dubai. Chairman of the company in which I was employed is also Chairman of one of the Indian company registered in India. I am not paid salary for six months and local living allowance for 5 months. I am holding outstanding certificate duly issued by the company management. Now let me know how to recover my dues.
ramesh
Geetha R S
18 April 2009 at 12:38
Dear expert,
Most of the corporates these days hire manpower on retainership basis for a year - 3 years on professional fee. The fee normally is revised based on the basis of performance or as agreed upon at the time of engaging the concerned person as a retainer. My question is -
a) Are there any laws in India that states what % or number in an Organization can be hired as a retainer.
b) What are the precautionary steps an employer should take with regard to this??
Kindly help,
-Geetha
GIRISH SHARMA
16 April 2009 at 15:09
Dear Sir,
1. How to calculate OT hrs as per The Factories Act ? Generally workers take 10-15 mins to leave the factory after shift end. Are we supposed to pay OT for this also ? Few workers arrive & punch their cards 10-15 mins prior to the shift start as well. Is OT payable on this also. Pls see examples below:
Shift Timings: 10AM to 7PM (including 1 hr lunch & tea break)
Employee In Time Out Time Hours Worked
X 9.50 AM 7.08PM 9.18 Hrs (early entry volutary; delay in exit due to washing etc)
Y 10.10 AM 7.10 PM 9.00 Hrs
Z 11.00 AM 7.30 PM 8.30 Hrs
2. Are all employees eligible for OT legally ? Are supervisors, accountants & other back office employees not entitled to OT pay under law?
I would be highly obliged if you could reply at the earliest.
Regards
G. Sharma
© 2024 LAWyersclubindia.com. Let us grow stronger by mutual exchange of knowledge.
Haryana Minimum wages act
Hi,
What is the increase in the minimum wages as a result of the Jan'09 revision for Haryana?
Thanks,
Dig Vijay