Avinash Abhyankar
18 May 2008 at 09:28
Dear Member
At present my company is situated in Kolhapur, Maharashtra and we are coming under the provisions of MSMED ACT 2006. I want to get register the company.
Now my query is:
1. How to make registration Medium Scale Enterprises under MSMED Act- 2006 ?
2. With whom it should make?
3.we already have a status of SSI, then is the provisions of MSMED Act 2006 is still applicable?
4. If I could not register what will be the pros and cons
I request you to share your vies with me.
Thanx in advance
Abhimanyu Soni
17 May 2008 at 22:08
Hi All,
What is the minimum wages under Shop and establishment act.
regrds
Abhimanyu Soni
BRAJENDRA SINGH
17 May 2008 at 21:42
I along with other suffering employees is employed with a U.P. State owned undertaking M/s. Uptron India Limited.
Company with cent percent share holding with the state of Uttar Pradesh, is not disbursing salaries since June 1998. Further management says that salaries would be given subject to availability of funds to this account from the State Government.
We had filed case against the State Government for the want of salary , which was ruled in our favour by the State High Court.
But in furtherance of SLP filed by the State Govt. before Hon'ble Supreme Court maintained that State Govt. is not liable towards the pending salary for Public Sector undertakings as its employees are not govt. servants.
we are in a position when State is not liable for pending salary even then management is giving the plea that saalary would be given subject to availability of funds from the state.
Kindly guide us what we should do?
BRAJENDRA SINGH
Vicky
17 May 2008 at 13:34
Dear Sir/Madam,
3 of us working in E commerce company in Bangalore, have presented our resignation on the 14th of May and the notice period of 1 month has been agreed by us. Accordingly we shall be leaving on the 14th of June. But as per our company's HR, the policy states that we shall not be getting the salary of the month we presented our resignation and the same shall be credited along with the payment of upto june 14th only on the end of June. We would like to know if the same is true according to law and also let us know if the leaves which we have accumulated can be adjusted for the notice period. Regarding the salary part, the company have not informed us at the time of joining. Kindly advice us if the above conditions put by the company are legal in nature or if there is any discrepancy in the same. In case there is any discrepancy, please advice us how do we proceed legally. Kindly help us on the above issues.
Thanking you
TS Bhatia
16 May 2008 at 10:03
What are the provisions under section 25F and 2bb
of ID Act ?
Please mention in detail.
TS Bhatia
15 May 2008 at 12:37
what are the legal obligations/liabilities of employer when an employee or contractor worker completes 240 days of service in an year ?
BRAJENDRA SINGH
14 May 2008 at 19:14
An Hon'ble High court probably High Court of Judicature at Allahabad had given a verdict that when an organisation or department does not give wages or salary to its employee under the plea of finanvial crunch, then the Employer or Managing Director of organisation too cannot take or draw salary.
Please provide me copy of the judgement.
BRAJENDRA SINGH
singhbbd@gmail.com
BRAJENDRA SINGH
14 May 2008 at 19:06
Recently Hon'ble Supreme Court of India (Justice Markanday Katju & Justice H K Sema) has given a verdict reverting earlier decision of Guwahati High Court that ACR should be shown to a government servant.
Ref:Case of Sri Devdutt Executive Engineer vs. Border Roads Engineering Services
Kindly provide me copy of the Judgement.
BRAJENDRA SINGH
singhbbd@gmail.com
BRAJENDRA SINGH
14 May 2008 at 18:18
Recently Hon'ble Supreme Court of India (Justice Markanday Katju & Justice H K Sema) has given a verdict reverting earlier decision of Guwahati High Court that ACR should be shown to a government servant.
Ref:Case of Sri Devdutt Executive Engineer vs. Border Roads Engineering Services
Kindly provide me copy of the Judgement.
BRAJENDRA SINGH
singh3bbd@yahoo.co.in
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contract employee involved in theft(ID ACT)
ONE OF CONTRACT EMPLOYEE IS ENGAGED FOR LAST 6 YEARS.
HE HAS BEEN CAUGHT RED HANDED FOR THEFT,A FIR IS FILED,THEN HE NOT CAME BACK,NEITHER COMPANY NOR CONTRACTOR ISSUED HIM A TERMINATION LETTER.
THE CONTRACT EMPLOYEE THEN FILED A DEMAND NOTICE AGAINST PRINCIPAL EMPLOYEER,NOW THE CASE UNDER JURDICTION UNDER LABOUR COURT. UNDER THE ID ACT 1947 UNDER SECTION 10(1)
1.KINDLY SUGGUST WHAT ARE THE CONSEQUENCES COMAPNY HAVE TO FACE.
2.IF WE GO FOR A SETTLEMENT WITH THE WORKER,WOULD THE COURT WILL ACCEPT THE SETTLEMENT.
3.HOW CAN WE DEFEND OURSELF.