Anonymous
17 March 2011 at 17:50
Dear All,
We have a situation - One employee resigned on 1 Jan 2011 and had 2 months notice period. His LWD was approved at 1 March 2011 as per policy. Employee forced the company to make Jan 31, 2011 as his LWD. Company had not accepted and in written educated him on the Notice Period and approved LWD.
Now on Jan 31, 2011 employee bids a good bye email to all and also dint return the company property.
On interactions, employee has ordered the company to give him money else he will not return the material.
On regular interactions after 20 days, he returned the property and we proceeded with the company policies of Notice period recovery and paid him through FFS.
Pls note we have policy of no leave during notice period. Also there is no leave encashment or adjustment. we advice employees to take 2-3 PL's for family once in two months as the work nature is quite stressful and requires much of travel in job.
Please advice if employee can move ahead with any legal case against company.
Anonymous
16 March 2011 at 15:36
Dear Sir,
I am working in a Pvt. Ltd. Company for the last 3yrs and my delivery date is very near in next couple of months. in this regards I have some questions which I want to clear :
1) Shall I be eligible for Maternity leave with Full salary?
2) For how many days leave I can avail during Maternity period?
3) During Maternity leave period should I will be eligible to get my salary on every month basis or once I join back to my job then only I will be eligible to receive my complete salary?
4) Maternity benefit comes under which Law & Act?
You are requested kindly provide your valuable advise in the above mentioned points. Your valuable feedback will sort out all my doubts and worries.
Thanks & Regards
Anonymous
15 March 2011 at 17:36
Dear Sir,
I am working in a Pvt. Ltd. Company for the last 3yrs and my delivery date is very near in next couple of months. in this regards I have some questions which I want to clear :
1) Shall I be eligible for Maternity leave with Full salary?
2) For how many days leave I can avail during Maternity period?
3) During Maternity leave period should I will be eligible to get my salary on every month basis or once I join back to my job then only I will be eligible to receive my complete salary?
4) Maternity benefit comes under which Law & Act?
You are requested kindly provide your valuable advise in the above mentioned points.
Thanks
Anonymous
14 March 2011 at 11:34
Sir,
My request in the context of Supreme Court's Judgement delivered in the case of Mamta Vs. State of Orissa, year 2011 in service matter where Supreme Court mentioned that 'by merely calling of applications from Employment Exchange will be violative of Article 14 & 16 of the Constitution'. My details are as follows: -
(i) My competitive exam of stenography and typing was held with the candidates called from Employment Exchange only;
(ii) These tests were undertaken by Director, Education, Govt. of India;
(iii) I was appointed after qualifying the competitive test as stenographer on temporary basis;
(iv) My services were discontinued on the plea that I was a project employee which in fact was not true because by virtue of my appt. letter terms and conditions and other regular facilties which were given by the Govt. department.
My questions are: -
(i) Is the above Supreme Court Judgement will be implemented retrospectively in my case because my competitive test was held in the year 1996 with Employment Exchange candidates only; or
(ii) My case does not fall under the ambit of the above judgement because it was held in the year 1996 and this Judgement came after so many years i.e. 2011;
(iii) Because the Employment Exchange was considered to be the right mode of calling applications before this judgement cam in.
Please advice my at the earliest
Avinash Kumar Sharma
14 March 2011 at 10:12
Dear Sir,
Is ESI deduction mandatory on every construction activity going on in factory premises? Usually ESI inspectors blackmail factory management on this issue( showing heavy recovery & penelty clauses in the act). What are the types of construction activity on which ESI should be deducted? I want learned forum members to throw light on this issue.
Thanks,
Avinash
Anonymous
14 March 2011 at 09:49
Hello,
Can any one guide to close registered manufacturing company which has strength of below 50 employees.
Regards,
Kirti Kar Tripathi
13 March 2011 at 17:57
Whether any State has issued any notification under Section 20 of the Employees' Compensation Act after the amendment in Workman Compensation Act. In case any such notification is issued please supply the copy of the same.
Kirti Kar Tripathi
13 March 2011 at 17:52
I am in need of notification appointing Official of Central Government (Labour Department)i.e Labour Commissioner (Central), Additional Labour Commissioner(Central), Deputy Labour Commissioner(Central), Regional Labour Commisioner(Central) & Assistant Labour Commissioner(Central) as Authorities under the Payment of Wages Act by the State Government of Uttar Pradesh. Van any body post the same.
Anonymous
12 March 2011 at 12:03
Is dearness allowance payed on basic pay after commutation of pension?
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Compensation
Dear Sir/Madam
A big Company has taken over my small Company.
The Big Compnay has forced me to sign a resignation letter and gave me ex-gratia payment of only 9 months. I have signed the resignation as they were giving threats of humilation and termination.
I worked in this Company for 15 years and I had requested the minimum for 15 months salary, i.e. one month for every completed year. The Company has refused.
Can you please advise how can I claim compensation for 15 months or more and other recourse.
What are the legal safeguards for me.
Appreciate, if you forward your advise as fast as possible, as time is running out for me.
Thanks and Regards.