Murugesh
02 September 2008 at 09:32
Dear Sir,
Please inform me that what is the % of salary should calculate for Over time salary/wages as per Labour law, is it restricted % for all or depending on the employer? ( Can employer fix the rate their own?.)
And the % should be on the total salary or only on Basic.
Please clear the doubt.
Regards
Murugesh
BRAJENDRA SINGH
02 September 2008 at 05:31
Recently Supreme Court had given a verdict directing the Government not to send primary teachers on Election related work such as Photo identity Cards i.i. BLO duty.
Kindly get me copy of the judgement as violations are being reported at many places.
Brajendra singh
singhbbd@gmail.com
Chandan Garg
30 August 2008 at 09:17
pls tell me what is the criteria for applicability of Workmen compensation act on a company..
as our company is a steel manufacturing company having employee strength of 5000 and more than 25000 contract labour..
pls tell whether the WCA will be applicable of ESI and why....
thanks
jayanttelang
28 August 2008 at 23:29
Dear Mr Harbhajanji,as written in my earlier query,that a domestic inquiry is going on byb company against me,one more thing,they did not reimburse my expenses,of Oct,Nov,Dec 2007,by telling reason of audit objections,but as yet i did get any audit objection,from their end,i wrote so many request letters to them,but they denied to reimburse the total amount Rs 20000.00,now what to do?
Himanshu Sharma
28 August 2008 at 20:10
Dear Friends
We need to obtain registration under CLRA as principal employer, please let me know the various documents that are required for it.
We also need to register our office in Orissa under Shops & establishment Act. I would appreciate if some one can share the list of documents and procedure for it.
Prompt response on the same will be highly appreciated.
Jaydeep Kurup
27 August 2008 at 10:59
A factory had declared 17 days leave as Diwali Vacation in the year 2007. Can it adjust this against the privileged leave available to the employees. If yes, then whetehr any consent from the employee / labour inspector is requried in this regard ?
jayanttelang
26 August 2008 at 19:56
Dear sirs, my company is belonged to Gujrat state,engaged in pharmaceutical production,it is a corporate house,co.suspended me in Nov 2007,after three months,in feb 2008,they sent me chargeshit,& conducted a domestic inquiry against me,during this period they are paying me 50% of my salary,six months passed,but inquiry is going on without any final decision,now would i demand for 75% of my salary,under which heading/section of which law,what is rule of subsistence allowance,can i demand for copy of standing orders from my company?can company send me chargeshit after three months of suspension,is it legally right or wrong?how long inquiry can be conducted?after how many months would i eligible for getting 100% salary,kindly send me reply as early as possible,thanks
jayanttelang
24 August 2008 at 23:00
what are rules regulations regarding subsistance allowance?which section number under which law?
jayanttelang
24 August 2008 at 22:42
Dear sir, my company's management has been suspended me from 15th Nov 2007,they cunducted a domestic inquiry against me in the month of Feb 2008,they are paying me 50% of my salary(as subsistance allowance),now six months have been passed,but as yet no result occured,still inquiry is going on,now would i demand for 75% or 100%of salary my salary and under which heading/section no.of labour/industrial law kindly send me all details,how long domistic inquiry can be conducted!
© 2024 LAWyersclubindia.com. Let us grow stronger by mutual exchange of knowledge.
Terms of employment
As per the terms of appointment order, an employee is given an employment opportunity based on his willingness to be associate with our organization for a period not lesser than 3 years.
Also, when an employee resigns, he should give the organization 2 months notice.
In case, if he happens to resign the job before the expiry of the agreed period due to any reason, can we ( organization) claim the pay for his short service?
How legally viable for the claim of short service and short notice?
Sridharan