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Search for "Notice Pay Escalation"


Payment of minimum wages/retrenchment compensation/leave with wages/bonus/notice pay
We have engaged a contractor for one year period with escalation clause for payment of escalation in case of increase in minimum wages. we are also paying contractor apart from minimum wages leave with wages notice pay retrenchment compensation and notice pay. contractor settled the all above benefits to labout and company also paid his final bill after verifying the above payments. later government increased minimum wages with retrospecitve effect. you are kindly requested to clarify whether labourers can claim the above benefits from contractor or company. please provide your reply with reference to relevant statute.
Escalation in recruitment
Hi i have few queries regarding escalation in staffing process. i want to know how to minimizing the escalation. i work in a staffing firm as a recruiter. many times candidates don t turn up for interview after committing themselves for it and abscond even after continuous follow up. 1. is a recruiter to be blamed? 2. how to reduce the escalation in future? 3. what is the role of a manager in this case? whether he should blame his subordinate or work with them to control it?
Retrenchment compensation
Dear all i have a query regarding retrenchment compensation payable to employees who are shown an exit on account of downsizing due to cost escalation company the management has already served the notice to the employees and asked the employees to look for some other job. and also it gave an option to some of the employees to come for work till the end of notice period but still promised to pay the notice period. meanwhile some of the employees got job outside and joined them immediately. now the question is whether notice pay and retrenchment compensation payable to employees who have joined other comapnies. 2 if required is it possible to revoke the notice served and ask the employees to join back? 3 whether salary to be paid to the employees who are served notice but asked to come for work. 4 what is the reason for separation to be mentioned in their service certificates? if i have missed anything please include your comments for the same also along with your query. thanks®ards vasan
Salary escalation for year 2009.
Hi all i am trying to collate information on salary escalation salary hikes for the year 2009 for it sector. this will help me to formulate the escalation rates for our organization. would request you to help me by forwarding information about the decision on salary hikes in your respective organisation. will collate the information & share with everyone so that we all are benefitted. would like to hear from you on mjobatwalagmail.com"mjobatwalagmail.com . thanks for your cooperation in anticipation. regards.
Notice pay not paid
Hi i resigned from my services on 24/2 thereby mentioning that i am ready to serve full 45 days notice period. on the same day the company processed my full n final settlement but did not pay me notice pay. i resisted for this but they said if i did not accept fullnfinal without notice pay they may not even pay my other salary components. under forced circumstances i have no other option but to accept it. i wanted to know if i can get my notice pay recovery from them as it is clearly mentioned in my offer letter.
Termination letter during notice period after serving two months of notice
Hello one of my friends had submitted resignation by email and was in notice period of 3 months. at the time of resignation he had requested for relieving after 1.5 months and was ready to pay in lieu of notice. he was not given any final date and was promised verbally some dates. these kept on changing and finally he escalated via email to higher upsasking for final relieving by a date next week and he explained his situation. this date was already after serving more than 2 months of notice. his boss did not like the escalation made up a story that he abused him and they issued him a termination letter on the same date accusing of gross misconduct and verbally abusing him etc. they had not given any warning by email or writing to him about the misconduct earlier. he did not accept the letter and came out of the organization not knowing what to do. could any one suggest the right procedure to handle such a situation? looking forward to your replies