VINAY KUMAR BHASIN
24 November 2010 at 15:16
Dear All,
I am sharing Social security agreement between Indian and Korea and I want to know that after social security agreement in between korea and india. Now onwards can we stop deducting E.P.F and E.S.I. of any korean employee working in india.
Thanks
Bhumit Trivedi
23 November 2010 at 15:43
Dear expert
I have following questions:
1. Is ESI act applicable for private (k12) schools? Our school is situated at Mehsana, Gujarat and it is going to get CBSE affiliation. Will the ESI be compulsory for us?
2. Is it correct that the Maternity Benefit act is not applicable when ESI is applicable?
If yes than will it be beneficial for the school management as employer to enroll for ESI voluntarily?
3. How is the system of payment during the maternity leaves?
Should the woman employee be given regular payment during her maternity leaves or the company could reimburse the salary after she returns from the maternity leave?
AJAY KUMAR
17 November 2010 at 15:06
Hello,
Pls help me out for this question
The gross salary of an employee is 11,900 and ESIC is applicable @1.75 on this = 209.
In the month of OCT 10, he got Rs.4000 more (1000 for examination fees of NCFM as reimbursment and 3000 as cash reward for passing NFCM Examination) so the total gross salary became Rs.15900 and company has deducted Rs. 279 on 15900 @ 1.75.
So my questions are
1. Is reimbursment and cash reward coming under ESI deduction?
2. If deductable then should limited to Rs. 15000 only because max for ESIC dedution is 15000.
Pls help me for this issue both questions are important waitin egarly for ur reply
Keerthi
24 October 2010 at 16:44
Sir/Madam,
We are a trust regd under Trust Act in 99 - funded exclusively by one agency FCR.
Here our questions:
1.Can a Board member of a foreign foundation – (fund agency) - be a member/trustee of the Indian Trust Board, if yes, what is his/her power or liberty to role/amend the Trust work and labors.
2.Can the foreign Foundation appoint foreign personnel to send to India, work in the Indian trust as manager, if yes?
3.What kind of document has the Indian trust to provide for to the GOI to justify that post to a foreigner?
4.Which party (Foundation or Trust) has to pay the salary of the employee?
5.Has the foreign Foundation the power to appoint/dismiss any of the Indian trust employee or even trustees?
6.Has the Indian trust the obligation to ask any permission to appoint new trustees and new employees –
7.Has the foreign Foundation the authority to ask any amendment of the Indian Trust Deeds?
8.Where shall be mention the partnership between the foreign partner with Indian Trust?
9.Can the Trust change the Fund agency and what to do for it?
Thanking you for your kind reply
Keerthi
Anonymous
17 October 2010 at 10:06
Hi,Good day
NOW OUR GOVT UNDER PRESSURE PLAN TO INSIST PG QUALIFICATION TO MIDDLE SCHOOL HEADMASTERS WHICH CADRE IS PROPOSED TO BE FUSED WITH LECTURERS WHOSE QUALIFICATION(PG DEGREE) IS TO BE PUT INTO THE RR TO BE AMENDED FOR WHICH THE PRINCIPLE OF AUDIALTRAM HAS BEEN FOLLOWED .BUT OUT OF 172 HEADMASTERS GrII 120 DONOT HAVE PG. WHAT TO DO?
BUT IN 2009 WHILE IMPLEMENTING 6TH PAY, THE LT.GOVERNOR PLEASED TO RELAX THE EDUCATIONAL QUALIFICATION I/R OF ALL EXISTING TEACHERS IN THEIR EXISTING PAY SCALES FROM THE QUALIFICATIONS FOR GRANTING THE REVISED PAY BAND/GRADE PAY ONLY. WILL THIS RELAXATION BE CLAIMED NOW TO PUT A SAVING CLAUSE IN THE PROPOSED RR SO THAT THE HMGrII MAY GET PROMOTION AS HMGrI? PLEASE HELP US.Regards
Narayanarao Murali
14 October 2010 at 16:18
The Government of India, Ministry of Labour & Employment vide their Notification No.S-38025/04/2010-SS.I dated 20.4.2010 have amended Rule 50 of ESI (Central) Rules, 1950 as a result the wage ceiling for coverage of employees under the Act has been enhaned from Rs.10,000/- to Rs.15,000/- w.e.f.1st May 2010. I need clarification on the following:
1) Which are the components that should be taken to consider Gross salary. Of Course ESI premium is calculated on basic and HRA.
2) As per the provisions of Regulation 4 of ESI (General) Regulations 1950, the first shorter contribution period in respect of all such newly covered employees shall commence from 1st May, 2010 and the corresponding benefit period for them shall commence only after expiry of a period of nine months from the date of such employment.
My query is: If the contribution period is from April to September, and if an employee was under ESI prior to end April 2010, and his Salary has been increased from 1st May from Rs.10,000/- to Rs.16,000/- whether such employee still has to contribute to ESI based on earlier contribution period i.e.April to Sep.2010 based on his earlier slab of gross salary.Please clarify. N.Murali.
Anonymous
12 October 2010 at 12:29
Are the employees of the autonomous bodies fully funded by the Government of India covered under Labour Laws? I remember having read a judgment of Karnataka High Court to that effect. Will some expert please quote the Law.
Who is accountable for the misuse of Public funds in the autonomous body which is fully funded by the Government of India?
The Government says they give Grant in Aid. The Chairman and the Members of the autonomous body are reported upon adversely by the Comptroller Auditor General of India but the copy of the Audit is sent to the Government who say it is autonomous body they have nothing to do.
The CBI has reported adversely the Chairman and other officers of the body but the Administrative Ministry sits tight and send the report to the same very officers of the body who are misusing public funds.
Please tell me who is accountable and what can be done. The senior most regular officer of the body who dared to report about corruption gets side lined and is removed from service of the body on the basis of an Inquiry Report procured by payment of about Five Lakhs under the garb of Disciplinary proceedings where the Disciplinary Authority has unlimited powers.
What is the solution to the problem of the Chairman and other members eating away the Public funds and all complaints of the same also be marked to them?
Vinod Phulchand Pawar
09 October 2010 at 19:35
Dear Forum:
1.Once the issue like the legality of Lock-out and Strike had already been decided in the Complaint filed under MRTU & PULP Act, 1971. Can the same issue raise again in a reference under Section 10 of the Industrial Dispute Act, 1947.
2. Can there is any bar under section 59 of MRTU & PULP Act, 1971.
mani
25 September 2010 at 20:07
Dear Sir
My name is Suresh. I was attend the Central Government written exam. I was select the written exam in first candidate in Puducherry region. But the they were select the other states candidates, actually this offer send through employment exchange. How they can select other states candidates. If they are called through employment news paper , media, television they did OK for me. But They said this vacancy southern region ( Kerala, Puducherry, Tamil nadu, Karnataka). But they were not mention any condition in employment notice.
This the employment notice
EMPLOYMENT EXCHANGE, PUDUCHERRY.
PARTICULARS OF LIST FURNISHED TO VARIOUS EMPLOYERS
DURING 05.01.2009 TO 09.01.2009
Power Grid Corporation
POST
Assistant (Finance) -7
Rs.5400 -10350/-p.m
Category & No of candidates Seniority
SC= 1 = 20 candidates 01.04.96 to 28.08.03
OBC=2=40 candidates 24.12.93 to 31.08.01
UR=3 = 80 candidates 08.09.97 to 02.06.10
Qualifications
B.com ( First class ) with 1 year post qualification experience
Actually my question is how they select other states candidate?
2. As per employment exchange act 1959 is violet? Its true or not.
3. IF Yes please provided which section I have to file the case. Send some sample cases to my email ID
Regards
Suresh @ Mani
Suresh_24nc@yahoo.com
Attached File :
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Size of the labour Law Abstract/Notices
Hi Sir,
Normally the abstracts/notices are available in A3 sizes..can it be displayed in any other sizes like A4 etc.
Is it mandatory that it has to be in A3 size only
Regards,
Murthy