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Hi, I was working in an organisation for past 4 yeara which recently terminated me for confidentiality breach which I never did. I never shared companys intellectual property or any internal information. I was issued a terminarion letter which they forcefully made me sign. Now they have sent me a resignatio
Employee Provident Fund Regulations Revised The Employee Provident Fund regulations revised and have undergone several changes recently. From increasing the equity investment to allowing employees to withdraw the entire corpus in case of a job loss and a likely lower contribution by employer and employee
Paid leaves should be given to employees after which period. probation, confirmation or after 1 year. Our company policy is to give paid leaves after completion of 1 year. one of the employee is arguing that she should be given paid leaves after confirmation. please guide.
The Japanese have a great liking for fresh fish. But the waters close to Japan have not held many fish for decades. So, to feed the Japanese population, fishing boats got bigger and went farther than ever. The farther the fishermen went, the longer it took to bring back the fish. The longer it took the
What is the act for Maternity Leave if an employee is on contract (Third Party Roll). I mean, if an employee who is working on a third party roll, is she entitled for benefit of Maternity Leave? Please guide/advise on the same.
In our organisation, we follow the policy that DA is applicable only till Assistant Managers cadre, and from Manager cadre onwards, we don’t show/give DA , but it will reflect in HRA (including the amount of DA). Is this correct method/policy, or should we have HRA & DA for all cadre of employee
Recently I have joined in new company and management has instructed to remove 5 to 6 security employees who are on roll from more than 3 years, and company likely to be deployed new other contract security.
I work in an industry association (non-profit registered Society) registered at Registrar of Society, Office of the Commissioner of Industries, Govt. of National Capital Territory of Delhi at the post of Deputy Director. I have been working there since Nov 2015. Recently i have been asked to leave th
Can anyone help me out with the doubt, if standard working days to be considered is 30 days irrespective of whether the number of days in a month is 28/29/30/31 days then how the salary deduction will take place in case of 31 days? Do we deduct no of leaves taken from 28/30/31? For example- An employe