Anonymous
06 April 2011 at 15:33
I want to know the various registration required concerned with the labour and industrial dept./laws for a new company and the prescribed forms and documents required for each.
Anonymous
06 April 2011 at 15:31
9. Whether Ruchika death case raises any reason for reconsideration of the though that even respectable family background can be a good ground for giving benefit or probation ?
Anonymous
06 April 2011 at 14:59
Dear Experts , kindly advice me on final settelment dispute.
As per company policy (appointment letter which I singed) employee have to work in notice period of one month OR pay salary of one month (pay inlieu).
Sir, I resigned on 1st Feb.2010, and worked up to 6th Feb.2010 (I will to complete my notice period), but company blocked my last month salary (i.e Jan.2010) in which I worked full month. On the dated 8th feb. I came to know company blocked my last month salary, after enquery I came to know that HOD (General manager) given instuction to account and HR department about should not doposite Jan. salary.
And on the date 08th Feb I refuse to work in notice period because without salary it is difficult for me to servive for 2-3 months [i.e Jan, Feb, March without salary (final settelment have to take 20-25days after completion of notice period means my tentative final settelement cheque going to issue on 20-25th March)].
I requested HR manager to compansate my pending leves (32days including PL,CL,SL) or deduct my salary for remaining days of notice period but till date company not given me final settelment.
And now HOD & HR saying that you are not handover your charges so we will not issue your final settelment cheque until charge handover. But sir in my resignation latter I clearly mention that “Let me know my replesment to handover charges” but up to 8th feb. HOD as well HR not given replacement,
Before i stopped to work; I completed my pending work as well told everything related to senior (about wort status) but i dont have documentory proff of that.
I am not only facing this kind of dispute, before me (with me)4 other people are also facing the problem.
G.M saying that I given opportunity to work in this industry and you took disadvantage of it and now leaving organisation without my concern.
And one more thing i want to share that GM also cancelled my increment which suppose to be implente from month of oct.2009, other my colligues got the increment letters in month of Dec. except me.
So, please tell me in this situation what should I do and advice me for further step.
Anonymous
06 April 2011 at 14:54
Dear Friends,
Our Co's require Consultant or Legal Practicner ESIC Sub Code as well as Prof. Tax No & LWF, Contract Lic. in State Rajasthan, AP, Maharashtra, UP East, UP West, West Bengal, Tamil Nadu New Delhi, Chandigarh, MP, Karnataka.
The Person who are interested can send there details on Mail ID arihant_ac@rediff.com
We request all of you to please reply urgent.
Anonymous
05 April 2011 at 18:14
sir,
I have been working on contract appointment in grade A officer post for the last six years.I have been getting the 6th pay commision of payband 5400 and pay scale of 15600-39100 with increments and also availing GPF scheme.my extension term ended on feb 2011 . unlike my other colleagues who were gven 3 yrs extension i was given initially for 2 months and an ddtional for 6 months that is upto sept 2011. but by this the institute has given an advertisement for the post that is on contract for another 3 years. so now i am dilema as how will my case be strong enough.
Vimal
04 April 2011 at 17:33
I am working with a govt organisation who works for their govt client for construction works. i want to know that whether ESIC is applicable on contractor employees including casual labour. if a company is defined as a consultant and works on behalf of their client (principle employeer) (ie. Govt) then what will be the resbonsibility of the consultant.and what will be the deductable amount which should be recoverd from the employee if they are not deducting any ESIC. pls provide circulars in this regard it will be very helpfull if possible
Anonymous
04 April 2011 at 16:52
Please advice me on the following: -
I filed a case for grant of promotion in the labour court after which my employer terminated my services. I filed a writ petition in the high court. In response to my writ petition the management also filed counter claims in the high court and subsequently I also filed rejoinder.
Now, the days have come where cross examination in the labour court has begun in the case of promotion. Now, the management is using the papers which I filed with writ petition and rejoinder as well as their papers filed with counter claims. My question is Can I refuse to recognise the papers or mute on the question of recognition of these papers which were filed in the high court, whenever the management asks, because I do not want to answer the questions which are being contested in the high court
with regards.
Anonymous
29 March 2011 at 12:52
what is meant by on roll employees and off roll employees? what conditions of employment applied on both?
Pankaj
28 March 2011 at 09:56
Dear All,
Thanks for the kind guidance on above subject. Further to my previouse query I have further query:
Whether company havining less than 50 workmen notices of commencement and termination of such lay- off in Forms O-1 and O-2 respectively needs to be given to appopriate authority?
And no approval of of appropriate government is required for lay off when company has less tahn 100 workmens?
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M.V.Act
the question is the owner of the car (private car meant for personal use) let out his car on hire to some persons. The vehicle met with an accident and one of the passenger in the car died and his LR'S filed claim petition before MACT claiming compensation against the owner of the car as well as Insurance Co.
In the cross examination it is proved that the deceased paid Rs 3000/- as fare charges.
the point is since the vehicle is a private car and the car was let out on hire Policy does not cover hire or reward.
Any judgements to show that Insurance company is not liable to pay compensation as the vehicle was let out on hire.