KamalNayanSaxena
19 July 2008 at 01:10
What is the immidiate remedy in sence of bread and butter of a workman after retrenchment and before sanction by appropriate Govt.
SUNDEEP
17 July 2008 at 13:44
ANY ONE CAN TELL ME THAT IS THE EMPLOYMENT BOND SINGED BY THE EMPLOYEE & EMPLOYER ON STAMP PAPER IS VALID IN LAW. SOME OF THE CONDITIONS ATTACNHED TO TEH BOND ARE AS FOLLOWS: -
1.obliged to serve the Company for a reasonable period with a sense of undying commitment.
2.IN CASE OF BREAKING THE BOND BEFORE ONE YEAR i SHALL PAY COMPANY A SUM equivalent to six months salary.
3.iN CASE COMPANY TERMINATE ME FOR MY WRONG BEHAVIOUR OR OTHER MALPRACTICES THEN ALSO IT shall bear all those effects, impact and incidence as if I had resigned and consequentially shall be liable to fulfill all aforesaid obligations.
4.The above written bond is unconditional and its legal consequences and liabilities have been fully understood by me, and the same has been signed and executed by me out of my own free will and without any undue influence, coercion, mistake, fraud or misrepresentation and after forming a rational judgment as to its effect upon my interest.
PLEASE SOME SOLVE MY PROBLEM. OR IF TEHRE IS ANY THING IN LAW PLEASE TELL ME TEH EXACT LAW / SECTION / CASE LAW IF ANY.
I SHALL BE HIGHLY GRATEFUL
CA B.K.BANSAL
16 July 2008 at 16:21
If a concern have 100 employee out of which 10 employe basic salary is more than 6500. The concern deduct pf on 2 employee and not deduct other one.
Whether it is correct ?
Whether the concern have to deduct Pf on all employee having basic salary more than rs.6500 or not.
please suggest.
Abhimanyu Soni
16 July 2008 at 12:31
Dear All
Can we pay PF on basic which is more than 6500?
Jaydeep Kurup
15 July 2008 at 15:45
Hi Friends,
A proprietorship firm is already owning an S & E certificate. It now wants to close the firm and open a pvt. ltd. co. Does it need to get a fresh S & E cert or can it transfer the old one existing in the name of the firm in favour of the company.
Does the firm need to be converted into a pvt. co for this purpose ?
Pls offer your comments.
Thanks & Rgds,
Jaydeep Kurup.
varadha
11 July 2008 at 21:40
sir,sec2(s)of indian labour law defines that a labour may get work on the following category
(1)manual
(2)clerical
(3)skilled or unskilled
(4)operational
(5)supervisor
(6)technical.
If a person comes under any one of the following descrition work mode than the person should be termed as a labour.But on the part of supervisor there is a provision that a person who gets a salary of more than Rs.1600/month as a salary means then the person didn't comes under the term labour.By keeping this salary slab supervisors are likely affected due to thIS provision.Nowadays no one get the salary of Rs.1600(it is quiet low).But whats the reason for keeping this salary slab?But on other five category there is no salary provision,
varadha
11 July 2008 at 21:35
sir,sec2(s)of indian labour law defines that a labour may get work on the following category
(1)manual
(2)clerical
(3)skilled or unskilled
(4)operational
(5)supervisor
(6)technical.
If a person comes under any one of the following descrition work mode than the person should be termed as a labour.But on the part of supervisor there is a provision that a person who gets a salary of more than Rs.1600/month as a salary means then the person didn't comes under the term labour.By keeping this salary slab supervisors are likely affected due to thIS provision.Nowadays no one get the salary of Rs.1600(it is quiet low).But whats the reason for keeping this salary slab?
mukesh
11 July 2008 at 18:49
I was working in a multinational company for +14 years. I was issued termination on 21 April 2008 on the reason that I had refused to accept deputation.
Till time I have not received provident fund, LTA amount and compensation amount.
Please advice me how to approach court for the justice and the attorney firm which are specialised in industrial law with reference to termination.
Eliza Rumthao
10 July 2008 at 16:01
Dear Team,
I wanted to know, if an Indian lawyer can be an employee in an NGO or non pro-fit organisation to represent the third party/any party in the court under an advocates Act. If so, under which statues,Act or case law? Can a lawyer who pratices in the court, in India could enjoy a medical reimbursement under a retainer agreement?
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Employee State Insurance
I was a partner in partnership firm and during my tenure ESI conducted a Inspection and raised the demand in year 2004. I retired from the partnership on april 2005. Now ESI has issued a Notice for paying of the demand. In this case ESI is only issuing notice to me and my Employer (AT present I am in Service) under Section 45G.I was the Managing Partner. Now Please advise me what to so. Treat it urgent.