jagadish paranjape
02 September 2021 at 13:05
A person claiming to be a trade union leader has staged appearance in a reference under Industrial Dispute Act on behalf of the workman.He is member of the local Labour law practitioner's Association for past three decades and is practicing in labour court/Industrial Tribunals for long time.
Can he qualify to be called legal practitioner within the meaning of Sec.36(4) of the I.D. Act and need consent of the other side and permission of the court for appearance.
Regards.
jagadish paranjape
02 September 2021 at 12:44
Workman was charge sheeted for misconduct and after domestic enquiry his service was terminated.
Later his termination was revoked and he was permitted to join duty,which he did.
Later on after few days his service was again terminated on the basis of earlier enquiry.
Is action of the management justified.Any precedence for similar matter.
Regards.
suneetha Jain
27 August 2021 at 15:41
In Avtar Singh Vs Union of India Case, Hon'ble Supreme Court of India has given Judgment given on 21.07.2016. In that Judgment, 11 points are mentioned by Hon'ble Supreme Court regarding non disclosure of pending cases while applying for Govt Jobs. I would like to know the view of Hon'ble Supreme Court through you (experts) because point no 1 (38.1) says that the candidate should disclose the details of pending cases. But point no 4.1 (38.4.1) says that in case of trivial cases, even though the candidate did not disclose the details of pending cases, it can be condoned. I would like to know whether the judgment is in favor of employee or employer. Because, based on point no 1, Employer can terminate the employee in case of non disclosure of cases. Again based on point 4.1, Employee can have the right to get back his job in case of non disclosure of cases. Please clarify my doubt
Abiral Pandey
27 August 2021 at 00:15
I am a central govt. employee in GST department. I had resigned on technical resignation from the post of Inspector, GST Mumbai zone and joined as Inspector, GST Bhopal zone. My query is whether promotional seniority should be protected in this case as the Department and Designation has not changed.
Dopt has brought out Master circular 28020 / two (read numeric 2)/ 2018 - Estt(c) dtd 27.08.2018 in this regard where in point no. 8 about Seniority mentions that
" On technical resignation seniority in the post held by the Government servant on substantive basis continues to be protected. However, in case of a Government servant deciding to rejoin his susbstantive post, the period spent in the another Department which he had joined after submitting his technical resignation will not count for minimum qualifying service for promotion in the higher post"
Guidance please.
Miheer Rathod
19 August 2021 at 05:02
seeking advice on how to claim the salary not paid by the company. If they are not ready to compensate even after a legal notice is sent
D ROY
16 August 2021 at 21:48
Please inform me whether a VRS person who takes VRS from PSU, can trade equity through demat account. Give the Indian rules.
Anonymous
13 August 2021 at 10:54
I am working in Indian Space Research Organization for the last 2 and half years. I have faced a lot of problems in this organization viz my probation was delayed therefore my salary was not incremented and also faced harassment from higher official. I have submitted my Resignation on 25th May, 2021 with a notice period of 1 month. Till today on 13th August 2021 I was not relived off my duty. I was being forced to withdraw my resignation and submit a new resignation on personal grounds. What shall be my due course of action?
Anonymous
12 August 2021 at 07:58
Dear Sir/Madam,
I am an employee of West Bengal State Owned Power Company and entitled to Medical, HR, LTC & HTC [Home Travel Concession -annual] benefits and my wife is a Contractual Employee (Para Teacher) under Sarva Shiksha Mission in West Bengal.
As in West Bengal a Para Teacher receives salary of Rs.13000/- (approx.) PM with 3% annual increment and they are not entitled for on other facilities viz Medical , HR etc. apart from EPF and one time Rs.300000/- post completion of 60yrs (retirement) as retirement ex-gratia.
In the given circumstances, can my wife enjoy medical benefits, LTC benefits from my organisation, as she is not provided such facilities by her employer.
Himanshu Sharma
10 August 2021 at 21:31
Hi Expert,
I have joined a company in pandemic due to desperation and signed a contract of 3 years. But after 3-4 months I learned that the company is not worth giving 3 years for. I had contractual liability of serving 90 days notice period and amount of 350000 and also for guarantee they have kept an undated cheque of 240000 at the time of joining.
When I have asked for that why this much amount they said they will give us 3 months training and there is cost of hiring included. But the training was just for 19 days and I started working after that.
So, I have resigned and served full 90 days notice period. I have also requested for concession in the contractual liability amount and but they are not willing to give my any.
What can I do ? Any help is really appreciated.
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Salary hold and then disbursement of 50%
Sir,
I was working in a ltd. company,during lock down my superviser forced me to come to office once ,though no lady employee was present,my area was under containment zone,and no vehicla was available,still I attended,But soon after that I was having request to attend office again...then I decided to resign and mailed the cause of my resignation to both my supervisor and HR.
that was 26th May,2020.
1. Till that date salary of April,2020 has not been disbursed.
2. after my resignation ,after multiple request they have not processed my FnF settlement for May,2020 and due salary for april ,2020.
3. I was off for sometime for my surgury,now I again statred doing multiple reminder Mails,and finally they responded when I decided to move court, but they are giving me 50% salary of my dues,showing cause loss during lockdown
4.sir PF for the month of april,2020 and May 2020 ,they have submitted on time and against full pay
5.Sir after one year they are agreed to disburse 50%, but no such intimation have ever been mail to in last one year
6. For existing employees they will disburse due 50 % in future(known frm ex collegue source,not submissable legally)
7. please advice can they have right to disburse 50 % salary during my full and final settlement?when they have submitted full on EPFO
8. HR mail as "full and final settlement" but disbursing 50% salary
9. Company always late in disburse salary during tenure...that is like salary for december credited on end of january,has all bank statement....held my dues and relaese more than a year