saimathy
11 March 2008 at 12:46
How to comply with provident fund schemes in construction company when workers in construction site keep on changing day by day
lakshmi
11 March 2008 at 10:31
Hallo,
How can the Unfair labour practices on the part of the employers be CURBED?
Kindly give some suggestions.
Thankyou,,,
Jasmine
11 March 2008 at 09:25
Hi:
I am working with an international BPO in Mohali. This firm is an 100% export oriented unit and registered with STPI.
The strength of the company is around 60 employees.
Is PF applicable on the firm or not?
Thanks
Jasmine
Himanshu Sharma
11 March 2008 at 00:33
Dear Friends
I am working with an company which has been in operation for last 10 years, however, they did not bother to get ESI code. Now they wish to get the ESI code, however, the directors of the company do not want any kind of liability, either due to default or any in future.
I would like to know that if the company nominates, a person as responsible for all activities related to ESI,will that dissolve the liability of directors in case of any amount recoverable.
In case, yes what kind of letter or agreement has to be issued by Directors.
Please reply to this query on an ASAP basis.
Thanks & Regards
Himanshu Sharma
Abhimanyu Soni
10 March 2008 at 19:39
Thanks M. Manish Singh,
But still I am not clear about:
What is the remedy when employer's contribution has been paid but employee's contribution netither deducted from their wages nor deposited to ESIC.
Regards
Abhimanyu Soni
The situation is like this:
we have deposited emplyer's contribuiton but we have neither deducted the employees' contribution from their wages nor we have deposited the same seperately yo ESIC since Jan 2006. ESI became applicable to principal employer in Jan 2006 only.
We know that it is a default on our part but there must be some solution for it.
I hope the query is much clear know
thanks and regards
Abhimanyu Soni
10 March 2008 at 17:56
Dear All
I am working with DMS provider company.
A different co. has been providing workers to us on contract basis since Jan. 2006.
Both the co. are runned by a family.
The Directors are different.
My queries are:
1. Is it necesary to have a license of being a contact labour for the co. which is providing workers.
2. What could be the consequences if employer's contribution has been paid by the principal employer i.e. where the workers are actually working and emplyees' contribution has not been paid since Jan 2006.
3. Is it a criminal offence? if yes, What is the remedy for the same?
Pleas help me its very urgent
In anticipation of a quick reponse.
regards
Abhimanyu Soni
shivkumar
08 March 2008 at 21:50
Whether we can challenge the auction of sugar at the hands of assistant provident fund commissioner under the provisions of Employees' provident fund and miscellaneous provisions act 1952 proposed by the authority due to non payment of amount ppf in civil court .
Dan Avson
06 March 2008 at 10:28
I am working with an export company.
When i had joined this company, i had to sign a bond which stated that i would have to continue with the company for minimum three years.If i do not do this, then i will have to pay them a certain amount.
Now, i want to leave the company.I have not yet completed three years and i do not see any scope for further growth here.
Please inform what is the legal value of this bond.This bond is on a 100 rupee stamp paper. Can the company force me to pay this amount to them. Are such kinds of bonds are a practice in the industry.
I would much appreciate your response in this regard.
Divya Michelle Rajiva
06 March 2008 at 10:11
Hi,
I have 2 questions, one being on Medical Insurance, the other being on Pay Deductions in the event of excess Sick Leaves.
Our company is not registered under ESI, neither do we provide any medical insurance to our employees. Are we liable to compensate employees for accidents/maternity etc?
Our leave policy state an employee can take 7 Sick Leaves in a year. If an employee is sick for more than 7 days and has a medical report to support his illness, can the company deduct pay for excess leaves?
Thanks,
Divya
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Regarding Bonus Payment
I worked for a software company. While joining they mentioned that my bonus component is based on three factors.
1) Performance of the Company
2) My individual Performance
3) Duration of my stay during the year with the company.
I worked with that company for 7 months and I quit. Now they are not ready to pay me the bonus. They distributed the bonus to all other employees after I quit. As I am not on the payroll at the time of disbursement of bonus, they did not want to pay me. But it was not mentioned in the offer letter given to me. I sent a legal notice to them and they replied me stating that as per XXX act, I am not eligible for bonus as my salary is above statutory limit. If that is the case, they should not have mentioned the bonus component in my ofer. Please guide me on how to approach further.