P.ESAKKIMUTHU
18 July 2010 at 18:09
THE DEFINITION OF WAGES IN SEC 2(VI) UNDER PAYMENT OF WAGES ACT,1936 INCLUDES ANY BENEFITS WHICH IF THE TERMS OF EMPLOYMENT,EXPRESS OR IMPLIED WERE FULFILLED PL.QUOTE A SC CITATION THAT MINIMUM STATUTORY BONUS OF 8%(WHICH IS PAYABLE IN TERMS OF EMPLOYMENT) CAN BE CLAIMED U/S 15 OF PW ACT
prashant1314
18 July 2010 at 17:20
Dear Sir,
We are a medium sized manufacturing Company ( Private Limited ) registered under Factories Act - Pune -Maharashtra.
My boss MD wants to en cash the earned leave - leave on quarterly basis.
As per my best knowledge employer has to keep minimum 30 PL to the credit of respective employee & over & above can be encashed.
Request you to all seniors to throw light on it with any Apex Court Judgements.
You can assist me at personnel@emdet.com
Thanks in advance.
Prashant
Veer Pratap
16 July 2010 at 21:06
I want to confirm that whether we can add gratuity as a factor in the CTC offer to the employees. if yes, then what will happen in the case when the employee left the job after 3 years.As per payment of gratuity act he is not eligible. then what about the amount , if emloyee ask for that should we pay him or deposite the same in the gartuity amount of the company.
Anonymous
14 July 2010 at 23:44
Which Advocate fought for Brig.(retd.)Devinder Singh in AFT? Kindly give his details with contact no.& address?
Pramod Kumar
12 July 2010 at 16:13
Dear Sir,
Please enlight me on following:
1. What are the legislations in India, which deals with service related matters of handicapped person/ disabled employees.
2. Is there any judgement of Apex Court and/ or of High Courts, which put the employer under statutory obligation to place a handicapped employee only at the place of his choice. if so, please quote the judgement details.
Your august guidance shall be of great help.
with regards,
PRAMOD KUMAR
Tirthankar Pal
08 July 2010 at 11:24
Dear Sir,
I have an IT diploma [DOEACC B-Level]from DOEACC Society [A scientific society under Ministry of Communications and Information Technology-www.doeacc.edu.in]that is recognized as equivalent to Master degree by Ministry of HRD, Govt. of India. A notification in this regard has already been sent by MHRD. The professional qualification has been acquired in full-time mode in 5.5 years after 10+2.
Some Recognitions of B-Level:-
1) MCA by Ministry of HRD, Govt. of India
2) B.S. (Computer Science) in USA from an accredited institution/university
3) Applied Bachelors in Canada - Canadian Community Colleges
4) B.Sc(Hons) [4 year] in UK [King's College London - World Rank 24th and having 8 nobel laureates]
5) Accepted for PhD in BioInformatics by University of Sussex - UK.
6) IT Engineer in Japan [Higher than an University Engineering Graduate]
7) Certified IT Project Manager Associate in Singapore [Singapore Computer Society]
8) Accepted for M.Tech in Indian Statistical Institute, IIIT-Bangalore, IIIT-Hyderabad, IIT-Kharagpur, IIT-Guwahati
9) Eligible for PhD in MIS in IIM Kolkata.
10) Eligible for CAT conducted by IIMs
11) Eligible for GATE conducted by IISc and IITs
[I have all the documents with me]
It has come to my notice that a handful of private companies are openly disregarding the notification of MHRD and are not allowing students [my juniors] to sit for technical/HR tests for employment in these companies on the pretext that these companies donot recognize DOEACC qualifications. When my juniors have demanded a written document why they[companies] donot recognize the qualification, the companies are unable to produce any such documents.
Is this a case of discrimination?
Anonymous
29 June 2010 at 17:14
Hi,
I would like to know for a software company to registered under the ESIC act what is limit of employees drawing salary less than 15000/-
Is it 20 or 10?
Anonymous
25 June 2010 at 16:57
Dear Experts
This refers to payment of bonus to outsourced employees (sales personnel, office boys, administrative personnel) outsourced through Third Party.
Major points of Agreement with Third party:
1. Salary including PF/ESI paid to third party for payment to outsourced employees.
2. Outsourced employees on the payroll of Third Party Company
3. Principal to Principal relationship between Company and Third party
4. agreement is termed as service agreement and third party charges service tax to Company.
Queries:
1. Do the Company legally required to to pay Bonus to such outsourced employees (on the payroll of Third Party)?
2. Will the Company fall under the perview of Principal Employer vis a vis payment of bonus act?
Thanks and Regards
Raj Sharma
19 June 2010 at 10:43
Required Indemnity bond for an employee's training in abroad sending by employer
© 2024 LAWyersclubindia.com. Let us grow stronger by mutual exchange of knowledge.
Company Not Releiving me
Sir,
Due to family problems, i had to resign from my company in order to relocate to where my family was.
Since, it was an emergency, I could only give 25 days notice to my company.
As per my agreement with the company, I could be relieved by giving 2 months notice or 2 months salary.
Since I am not able to serve the notice period, I am prepared to give 2 months salary.
The HR has accepted my resignation. However, they are simply postponing my relieving. Is there any legal time frame within which a company has to relieve the employee?
What if they do not relieve me because of which I lose my new job also?
Plz help.
Thanks