Anonymous
03 January 2021 at 16:33
Dear Experts,
One of our client is in process of having an arrangement for inducting Phlebotomists to work as independent contractors on a revenue sharing arrangement, wherein no employment relationship will apply.
Now, the new Social Security Code has introduced a concept known as "Gig Worker" which means a person who performs work or participates in a work arrangement and earns from such activities outside of traditional employer-employee relationship. e.g., the freelancers etc.
My query is whether this "Gig Workers" concept will be applicable on the above-mentioned arrangement of my client? If so, what all compliances will apply?
Anonymous
28 December 2020 at 19:08
Hi
My mother was in BSNL before 11 years ago she died. That time I was applied for a job on compensation grounds but no response.... so I just want to know that can I apply again for the same....no response from the side of bsnl.... suggest me what can I do...now my father was also expired....
Dr manoj Kumar Paul
24 December 2020 at 08:15
Request the members of the forum to respond on the issue that whether the report submitted by the internal complaints committee is to be treated as the preliminary report on the basis of which the disciplinary authority will further departmental enquiry to verify it's truth and proceed accordingly to take disciplinary action or take the report as a final one and take action against the employee ?
Anonymous
22 December 2020 at 22:25
Its been just one month and i have put down my papers in a private firm since the job is not in line with my career. My manager accepted my resignation. However, the HR has enforced 3 month's notice and asking me to serve the same. Appointment letter says the management reserve the rights to enforce notice period during probation. and 3 months notice after probation. Please suggest if i can deny to serve the notice period. Also the appointment letter is silent regarding notice pay. Thanks
"You will be on Training cum Probation for a period of six months, which may be extended by the management at its discretion. At the end of the probation period, your services with the company would be confirmed subject to your performance meeting the requisite standards of continued assessment over this period. Until issued a Confirmation letter you shall continue to be on probation. However, the Management reserves the right to enforce the notice period at its sole discretion and upon confirmation notice period would be for 90 (ninety) days."
Anonymous
22 December 2020 at 16:19
. I worked under CSIR NGRI Hyderabad whose jurisdiction is CAT hyderabad for 12 yrs and qualified to get pension
2. I technically resigned and joined IIT Indore and obtained lien for 1 year
3. I again resigned technically and joined IIT Madras whose jurisdiction is the High court of madras. I was terminated by Sl.No.3 based on Sl. No.1 wrong intimation about my CLASSIFICATION OF POSTS particulars. WP was in my favour and WA against me and SLP dismissed.
I request you to kindly clarify to me can i now approach CAT Hyderabad and pursue my Sl.No.1 as he has not maintained lien and not settled my pensionary benefits and did not communicate correct information to Sl.No.3 which resulted in my losing all the 3 jobs. I was sent to
IIT Indore on public interest. If I was not suitable at IIT Indore why did they forward my application and later communicate to IIT Madras that i am not suitable for the same position. I am holding the post of Group B from the beginning and employer has no role to decide the classification only the Ministry.
Can CAT Hyderabad refuse to entertain my OA saying the matter has already been adjudicated. But then can i put up the argument the cause of action arose here and the relief sought here is different from the relief sought in High Court where we fought the termination order alone.
and moreover CSIR NGRI Hyderabad was only a Proforma Party. Please clarify as per your point of view. what ABOUT MY PENSION OR LIEN CAN I ASK FOR REINSTATEMENT AT MY FIRTST EMPLOYMENT WHERE I HAD LIEN.
thankappan vijayamma sunil
19 December 2020 at 14:20
Sir recently regarding ONGC 577 termbase case the Honourable Supreme Court vide its order dated 13th February 2020 gave its order that we are of the view that the Corporation must treat the concerned works which include 111 out of these 577 employees who have been regularized earlier to be in regular employment on and from the date on which the industrial dispute was referred i.e. 21.12.2004 and accordingly grant all actual benefits from the Said date till 01.04.2013. The other directions that have been given by the learned Single Judge will remain intact. It allows the appeal in the aforesaid terms.
Sir currently my case related to ONGC 577 termbase employees case is lying pending at Labour Court CGIT Ahmedabad Gujarat
My query is can I file a contempt of court against ONGC when my case related to 577 is pending at labour court (at the last stage of argument and decision) since again ONGC denied to pass on the benefit to me. Kindly suggest and guide
Regards,
Sunil Baroda
thankappan vijayamma sunil
19 December 2020 at 14:18
Sir recently regarding ONGC 577 termbase case the Honourable Supreme Court vide its order dated 13th February 2020 gave its order that we are of the view that the Corporation must treat the concerned works which include 111 out of these 577 employees who have been regularized earlier to be in regular employment on and from the date on which the industrial dispute was referred i.e. 21.12.2004 and accordingly grant all actual benefits from the
Said date till 01.04.2013. The other directions that have been given by the learned Single Judge will remain intact. It allows the appeal in the aforesaid terms.
Sir currently my case related to ONGC 577 termbase employees case is lying pending at Labour Court CGIT Ahmedabad Gujarat
My query is can I file a contempt of court against ONGC when my case related to 577 is pending at labour court (at the last stage of argument and decision) since again ONGC denied to pass on the benefit to me. Kindly suggest and guide
Regards,
Sunil Baroda
Anonymous
17 December 2020 at 22:28
I AM ACCOUNTANT IN FIRM FOR LAST 22 YEARS
FIRM HAVING MORE THAN 20+ EMPLOYEES
SHOWS ONLY 8 WORKER WORKING
IN OFFICIAL ...I AM WORKING SINCE LAST 8 YRS IN BOOKS......
DUE IN COVID PERID.....
ASKING FOR SALARY...OF APR-20 & AFTERWARD.......FULLY / PARTLY
BOSS / MANAGER........FRUSTED & ORALLY ...SAID ..FROM 1-APRIL.....YOU HAD DISMISSED
....
I HAD ASKED...FOR PF(MORE THAN--20 EMP--UNOFFICIAL) & GRATUITY FOR 22 YRS (ON RECORD 8 YR)
.....
THEY MORE FRUSTATED....
ON DEMAND &...TO SETTLE AT RESONALE.......
THEY DENIED &...CHARGES TO ALIGATION....
YOU HAD LOCKED MY COMPUTER....ILL-LEGAL & I WILL GIVE YOU COURT NOTICE....
EML --LOOK4U@REDIFFMAIL.COM
venkatesh rao
15 December 2020 at 19:54
Respected experts,
The EPF & MP Act provides it is compulsory to the establishments more fully explained in the Act and those below Rs.15000/= as wages should compulsorily be the members to the fund.
The Act further provides that the employees with more than Rs.15000/= are exempted. and they may join with the permission of employer and addl. commissioner of PF.
My query is my son getting more than 4 lakh per month in an IT company is also a member. He says that he did not volunteered but his HR professional said it is compulsory.
Will the experts be pleased to clarify.
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Can a central government employee be a manager of a private
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