Dear Senior,
Our company follows the rule as mentioned below: 21 Days Earned Leave divided by 12 months equals 1.75 days of leave per month only. No other leaves follow. In case there is one instance of absenteeism every month, then these 1.75 days of leave are forfeited (no payment is given for absenteeism, and no leave is granted).
Is this the right approach? Do other firms follow this policy, or is this solely our company's strategy? What should I ask management?
Thank you.
From India, Mumbai
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49Our company follows the rule as mentioned below: 21 Days Earned Leave divided by 12 months equals 1.75 days of leave per month only. No other leaves follow. In case there is one instance of absenteeism every month, then these 1.75 days of leave are forfeited (no payment is given for absenteeism, and no leave is granted).
Is this the right approach? Do other firms follow this policy, or is this solely our company's strategy? What should I ask management?
Thank you.
From India, Mumbai
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Hi, Same situation is in my company. Plz any 1 tell us wht should we do in such situation........ Regards, Suchita
From India, Pune
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From India, Pune
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Hi Just a small query you mean to say that if there is 1 absentism every month, then this 1.75 days leave goes off completely or .75 will be balance in leave account. Regards, Manoj Devda
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Is your company a proprietorship company? What you mentioned is illogic and no company will follow the policy of EL like the way your company follows. pon
From India, Lucknow
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From India, Lucknow
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Dear Manoj,
One absence in one month means the 1.75 leave stands cancelled (even if the absence was without pay), i.e., 1 absence = loss of pay + 1.75 stands cancelled.
Dear Pon,
Our company is a private limited sister concern company of a very large parent company in Mumbai.
From India, Mumbai
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One absence in one month means the 1.75 leave stands cancelled (even if the absence was without pay), i.e., 1 absence = loss of pay + 1.75 stands cancelled.
Dear Pon,
Our company is a private limited sister concern company of a very large parent company in Mumbai.
From India, Mumbai
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Hello, Yassin, if ur company is registered in the lobour low then u must have filled the company standing order. kindly go through that, you will get ur answer. regards deepak
From India, Dehra Dun
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From India, Dehra Dun
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Hi Yasmeen!
I think the process followed by your company is simply ridiculous because you cannot have dual standards. I mean, if you are absent once in a month, you should not face dual punishments, i.e., loss of pay and simultaneously leave cancellation. I also believe the company is taking advantage of the employees' lack of knowledge or awareness regarding leaves.
My Suggestions:
1. You can inform the management that this process is not appropriate.
2. They should deduct leave from the account if you take a single leave in a month. Additionally, 0.75 should be carried over to the next month as it will make a difference (0.75 * 12 = 9 Leaves).
3. They can mark loss of pay in cases where the leave is not uniformed or if there are more than 1 leave in a month.
4. Request them to reconsider this rule as it puts employees at a disadvantage from both ends.
Regards,
Manoj
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I think the process followed by your company is simply ridiculous because you cannot have dual standards. I mean, if you are absent once in a month, you should not face dual punishments, i.e., loss of pay and simultaneously leave cancellation. I also believe the company is taking advantage of the employees' lack of knowledge or awareness regarding leaves.
My Suggestions:
1. You can inform the management that this process is not appropriate.
2. They should deduct leave from the account if you take a single leave in a month. Additionally, 0.75 should be carried over to the next month as it will make a difference (0.75 * 12 = 9 Leaves).
3. They can mark loss of pay in cases where the leave is not uniformed or if there are more than 1 leave in a month.
4. Request them to reconsider this rule as it puts employees at a disadvantage from both ends.
Regards,
Manoj
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Hi Yasmeen!
I totally agree with Manoj. It's the right approach. People are exploited because they allow themselves to be exploited. Awareness is the first step. Negotiation is the second.
All the best!
From India, Mumbai
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I totally agree with Manoj. It's the right approach. People are exploited because they allow themselves to be exploited. Awareness is the first step. Negotiation is the second.
All the best!
From India, Mumbai
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Dear Yasmeen,
I would like to know the months of your service in the current organization or whether you are a confirmed employee or not. Basically, the earned leaves are meant for the confirmed employees (that too on a pro-rata basis). So, it would be advantageous if you once again go through the leave policy of your organization. Any leave is calculated with respect to yearly rather than monthly. As per the labor law standards and company norms, a certain number or percentage of leaves that were unused must be carried forward to the next year.
From India, Hyderabad
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I would like to know the months of your service in the current organization or whether you are a confirmed employee or not. Basically, the earned leaves are meant for the confirmed employees (that too on a pro-rata basis). So, it would be advantageous if you once again go through the leave policy of your organization. Any leave is calculated with respect to yearly rather than monthly. As per the labor law standards and company norms, a certain number or percentage of leaves that were unused must be carried forward to the next year.
From India, Hyderabad
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Dear All,
I fully endorse the views expressed by Shri Manoj Ji and Shri Amal Mondkar Ji. I feel that there is some confusion in the minds of the people regulating the grant of leave and drawing salary in the firms where Yasmin Ji and Sucheta Ji are employed. The affected employees may meet the bosses and explain to them that one day of absence from duty in a month is genuine and should be regularised as leave due, with salary drawn for it, as well as the balance leave carried forward. If leave is not granted at all, and all absences are treated as leave without pay and allowances, what is the purpose of 21-day PL? If the employers have some problem in understanding these, the employees may demand 12 days of casual leave and 9 days of PL instead. Somehow the employees' problem must be addressed to their benefit with retrospective effect.
From India, Pune
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I fully endorse the views expressed by Shri Manoj Ji and Shri Amal Mondkar Ji. I feel that there is some confusion in the minds of the people regulating the grant of leave and drawing salary in the firms where Yasmin Ji and Sucheta Ji are employed. The affected employees may meet the bosses and explain to them that one day of absence from duty in a month is genuine and should be regularised as leave due, with salary drawn for it, as well as the balance leave carried forward. If leave is not granted at all, and all absences are treated as leave without pay and allowances, what is the purpose of 21-day PL? If the employers have some problem in understanding these, the employees may demand 12 days of casual leave and 9 days of PL instead. Somehow the employees' problem must be addressed to their benefit with retrospective effect.
From India, Pune
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The leave rules are a violation of both the Shop and Establishment Act, Factories Act, and other regulations. I think the Payment of Wages Act also has some rules on leave. You can actually take action on them under labor laws. Of course, in the end, that goes nowhere if you wish to continue working in that company.
Under the Shop and Establishment Act, you are entitled to a certain number of days of leave for every year of work. This cannot be reduced for absence as long as you have worked for more than 240 days in a year (varies from state to state). No rule allows employers to disallow the accumulation of leave for absence in a particular month. It will probably qualify as unfair labor practice.
You should probably bring to the notice of the regulations to your management. And also the section that clearly says that no negotiated settlement can reduce the entitlement.
There are penalties and criminal penalties for violating these regulations which your management probably does not know.
From India, Mumbai
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Under the Shop and Establishment Act, you are entitled to a certain number of days of leave for every year of work. This cannot be reduced for absence as long as you have worked for more than 240 days in a year (varies from state to state). No rule allows employers to disallow the accumulation of leave for absence in a particular month. It will probably qualify as unfair labor practice.
You should probably bring to the notice of the regulations to your management. And also the section that clearly says that no negotiated settlement can reduce the entitlement.
There are penalties and criminal penalties for violating these regulations which your management probably does not know.
From India, Mumbai
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Dear All,
Thank you so much for supporting me in this discussion. With your support, I have presented my opinion to my boss. If the company continues with the same approach, I will make the decision that is best for me.
Thank you once again.
From India, Mumbai
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Thank you so much for supporting me in this discussion. With your support, I have presented my opinion to my boss. If the company continues with the same approach, I will make the decision that is best for me.
Thank you once again.
From India, Mumbai
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Hi, Agree with the last statement, First Check ur rolls of Employment bcoz in some companies off role and employee on probation do not get any leave balance in their account.....
From India, Gurgaon
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From India, Gurgaon
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Dear Yasmin,
I also agree with Manoj. Your employer can't penalize you twice for absenteeism. First, you should check the Standing Orders of your organization and then talk to your employer. They are simply exploiting you due to unawareness. As per my knowledge, it's also illegal.
Regards, SUBRATA
From India, Calcutta
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I also agree with Manoj. Your employer can't penalize you twice for absenteeism. First, you should check the Standing Orders of your organization and then talk to your employer. They are simply exploiting you due to unawareness. As per my knowledge, it's also illegal.
Regards, SUBRATA
From India, Calcutta
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Dear Meenakshi,
The employee is a confirmed and regular employee of the company. Overall, the parent company has more than 1500 staff but is divided into sub-companies and third-party roles. Hence, none of the employees are directly connected to the parent company except for some top management and accounts staff. We are in one of the sub-companies of the parent company with no PF/ESI benefits.
My boss is saying that the leave policy depends on company to company and this is their company policy of loss of pay and cancellation of leave for even a single absence. But thankfully, I come from a background where I worked in an HR role and have been in the Ciet HR for a long time, so my knowledge is updated about the compliances. The HR seniors at Cite prove my knowledge and experience to be correct, and I receive support to stand against such unethical practices.
From India, Mumbai
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The employee is a confirmed and regular employee of the company. Overall, the parent company has more than 1500 staff but is divided into sub-companies and third-party roles. Hence, none of the employees are directly connected to the parent company except for some top management and accounts staff. We are in one of the sub-companies of the parent company with no PF/ESI benefits.
My boss is saying that the leave policy depends on company to company and this is their company policy of loss of pay and cancellation of leave for even a single absence. But thankfully, I come from a background where I worked in an HR role and have been in the Ciet HR for a long time, so my knowledge is updated about the compliances. The HR seniors at Cite prove my knowledge and experience to be correct, and I receive support to stand against such unethical practices.
From India, Mumbai
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Hi Yasmeen,
Nice to see more awareness in you. It's the same case with most of the employees in India who are exploited due to a lack of knowledge. But anyways, it's good that you have learned a lot from such an experience. You will become a good HR professional working for any other organization.
Wish you all the best!!!
Regards,
Manoj
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Nice to see more awareness in you. It's the same case with most of the employees in India who are exploited due to a lack of knowledge. But anyways, it's good that you have learned a lot from such an experience. You will become a good HR professional working for any other organization.
Wish you all the best!!!
Regards,
Manoj
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Hi Yasmin,
From your description of your company, it does not seem to be a correct choice of employer for you. You should look for a different job, irrespective of the outcome of your discussion with the management.
Any company that splits into multiple companies to avoid statutory obligations is on the wrong path. It will never grow. It sounds like the old Lala companies (no racist offense meant to anyone here on the site) that are out to exploit workers. Whatever you do, they will find another way to squeeze/suppress/exploit the workers.
If your boss says leave rules vary from company to company, please tell him that while the statement is true, no company-made rule can deny statutory rights given by law. At best, it can give better rights.
We also use contract employees and associate firms where some of our team are employed, but that is due to structure (multi-city hubs) and logistic reasons. When the main company went over 20 employees, we gave people the option of PF. It's the requirement as you grow. It's a part of the cost that you need to absorb and factor in.
Best of luck in convincing your management. Will appreciate if you keep us informed of your success or otherwise.
From India, Mumbai
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From your description of your company, it does not seem to be a correct choice of employer for you. You should look for a different job, irrespective of the outcome of your discussion with the management.
Any company that splits into multiple companies to avoid statutory obligations is on the wrong path. It will never grow. It sounds like the old Lala companies (no racist offense meant to anyone here on the site) that are out to exploit workers. Whatever you do, they will find another way to squeeze/suppress/exploit the workers.
If your boss says leave rules vary from company to company, please tell him that while the statement is true, no company-made rule can deny statutory rights given by law. At best, it can give better rights.
We also use contract employees and associate firms where some of our team are employed, but that is due to structure (multi-city hubs) and logistic reasons. When the main company went over 20 employees, we gave people the option of PF. It's the requirement as you grow. It's a part of the cost that you need to absorb and factor in.
Best of luck in convincing your management. Will appreciate if you keep us informed of your success or otherwise.
From India, Mumbai
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Hi all,
I totally agree with Yaasmin. Unless the Factories Act is amended, the employers will not sanction any leave. It is crystal clear that employees are being exploited. What to do? It is a matter of survival. No one can raise their voice and risk getting burnt. Only we can appeal to the government to amend the Factories Act providing sick leave, maternity leave, and paid leave very clearly.
Regards
From India, Madras
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I totally agree with Yaasmin. Unless the Factories Act is amended, the employers will not sanction any leave. It is crystal clear that employees are being exploited. What to do? It is a matter of survival. No one can raise their voice and risk getting burnt. Only we can appeal to the government to amend the Factories Act providing sick leave, maternity leave, and paid leave very clearly.
Regards
From India, Madras
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Dear All,
We are looking to fill the following positions for our Delhi location:
a. HR Executive
b. English faculty
c. 2D faculty
d. Personality Development faculty
e. Sketching faculty
Can anybody help me to fill up these positions?
Rajeev Shukla
HR
Contact No: 7428223540
Email: hr@kreativevistas.com
From India, New Delhi
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We are looking to fill the following positions for our Delhi location:
a. HR Executive
b. English faculty
c. 2D faculty
d. Personality Development faculty
e. Sketching faculty
Can anybody help me to fill up these positions?
Rajeev Shukla
HR
Contact No: 7428223540
Email: hr@kreativevistas.com
From India, New Delhi
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Dear Yasmin,
It looks like your company's leave policy is not employee-friendly. I have identified two key issues here:
1) Leave
2) Absence
Earned Leaves (ELs) are akin to bank accounts. They are accrued after serving for a certain period and then utilized by taking leaves. Therefore, point 1 is acceptable when a leave is taken. On the other hand, point 2 refers to an unauthorized absence from work, which is usually punishable by deducting a day's salary for each day of absence. Deducting the ELs (leaves that are already credited to an employee's account) does not seem appropriate for instances of absence.
Additionally, there is no mention of Sick Leaves (SL) or Casual Leaves (CL) in your policy, which I believe are essential components of a comprehensive HR system.
Best regards,
Mr. Priyadarshee Pradhan
From India, Pune
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It looks like your company's leave policy is not employee-friendly. I have identified two key issues here:
1) Leave
2) Absence
Earned Leaves (ELs) are akin to bank accounts. They are accrued after serving for a certain period and then utilized by taking leaves. Therefore, point 1 is acceptable when a leave is taken. On the other hand, point 2 refers to an unauthorized absence from work, which is usually punishable by deducting a day's salary for each day of absence. Deducting the ELs (leaves that are already credited to an employee's account) does not seem appropriate for instances of absence.
Additionally, there is no mention of Sick Leaves (SL) or Casual Leaves (CL) in your policy, which I believe are essential components of a comprehensive HR system.
Best regards,
Mr. Priyadarshee Pradhan
From India, Pune
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EL is applicable once the employee becomes permanent. During the probation period, the employee is not entitled to any leave. Hence, it is pertinent to know your status - whether on probation or confirmed.
Secondly, deducting pay and also loss of leave is ridiculous. It is against all labor laws.
From India, Delhi
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Secondly, deducting pay and also loss of leave is ridiculous. It is against all labor laws.
From India, Delhi
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Dear Mr. Ashok, I have replied earlier that all the employees (to whom this things matter under this company are permanent) exceeded 6 months of probation.
From India, Mumbai
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From India, Mumbai
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Dear Yasmin,
There are two kinds of unplanned leaves: CL and SL. SLs are also a must as you never know when you might need to take a leave due to sickness.
The ideal leave structure could be the "1 leave earned for 20 working days" rule. So, in a month, it becomes 1.5 EL (Earned Leaves) which can be credited to the employee. This amounts to 18 ELs (1.5 x 12) per year. Along with this, there are 8 CL (Casual Leaves) which are unplanned and cannot be combined with any other leaves, and can be taken for a maximum of 2 or 3 days at a time. Additionally, there are 7 SL (Sick Leaves) for sickness.
At the end of the Leave calendar, which runs from January to December, the remaining EL and SL get carried forward to the next year, while CLs lapse.
In general, in a year, it looks like this:
18 (EL) + 8 (CL) + 7 (SL) = 33 + 8 (Govt./Festival holidays) = 41
You can reward people who have not taken SLs for good health and EL/CL for excellent attendance. Please note that only EL is considered for Leave Encashment. Anything exceeding 60 ELs can be encashed by the employees.
Best regards,
Priyadarshee Pradhan
From India, Pune
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There are two kinds of unplanned leaves: CL and SL. SLs are also a must as you never know when you might need to take a leave due to sickness.
The ideal leave structure could be the "1 leave earned for 20 working days" rule. So, in a month, it becomes 1.5 EL (Earned Leaves) which can be credited to the employee. This amounts to 18 ELs (1.5 x 12) per year. Along with this, there are 8 CL (Casual Leaves) which are unplanned and cannot be combined with any other leaves, and can be taken for a maximum of 2 or 3 days at a time. Additionally, there are 7 SL (Sick Leaves) for sickness.
At the end of the Leave calendar, which runs from January to December, the remaining EL and SL get carried forward to the next year, while CLs lapse.
In general, in a year, it looks like this:
18 (EL) + 8 (CL) + 7 (SL) = 33 + 8 (Govt./Festival holidays) = 41
You can reward people who have not taken SLs for good health and EL/CL for excellent attendance. Please note that only EL is considered for Leave Encashment. Anything exceeding 60 ELs can be encashed by the employees.
Best regards,
Priyadarshee Pradhan
From India, Pune
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Hi Yasmeen,
This is only because of the unawareness of the company staff; otherwise, no company can deduct the leave balance and make no payment for an absence of one day. It is unlawful.
Before taking any action in this regard, please refer to your company's leave rules and the eligibility criteria for earned leaves (EL).
Regards,
Gautam Kumar Gupta
From India, Bhopal
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This is only because of the unawareness of the company staff; otherwise, no company can deduct the leave balance and make no payment for an absence of one day. It is unlawful.
Before taking any action in this regard, please refer to your company's leave rules and the eligibility criteria for earned leaves (EL).
Regards,
Gautam Kumar Gupta
From India, Bhopal
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Dear Friends & Seniors,
Thank you for your efforts and responses. I am approaching my management with the help of your suggestions. I have also conveyed the suggestions that were discussed here. Let's see what decision will be made. If it favors the exploitation of employees' rights, then there is no point in suggesting or correcting them.
I am very happy to see the overwhelming suggestions and responses to support me. You all give strength and support to those in need at the right time.
Now, this site has become a part of our life. It is like senior guidance showing us the right path each and every time, with our initiative to correct the HR functions in particular firms.
From India, Mumbai
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Thank you for your efforts and responses. I am approaching my management with the help of your suggestions. I have also conveyed the suggestions that were discussed here. Let's see what decision will be made. If it favors the exploitation of employees' rights, then there is no point in suggesting or correcting them.
I am very happy to see the overwhelming suggestions and responses to support me. You all give strength and support to those in need at the right time.
Now, this site has become a part of our life. It is like senior guidance showing us the right path each and every time, with our initiative to correct the HR functions in particular firms.
From India, Mumbai
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Hi members,
If an employee in your company is absent without providing any information, the employee is simply considered absent, and the equivalent amount of that day's wage is deducted from his/her monthly salary. However, at the end of the year, according to leave management, if the employee has a balance of more than 21 leave days left, then the company has to pay for the remaining leave days.
On the other hand, for the sake of the company, if an employee is absent multiple times without providing any information, the employee may be considered undisciplined and may be terminated from his/her job.
From India, Ahmadabad
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If an employee in your company is absent without providing any information, the employee is simply considered absent, and the equivalent amount of that day's wage is deducted from his/her monthly salary. However, at the end of the year, according to leave management, if the employee has a balance of more than 21 leave days left, then the company has to pay for the remaining leave days.
On the other hand, for the sake of the company, if an employee is absent multiple times without providing any information, the employee may be considered undisciplined and may be terminated from his/her job.
From India, Ahmadabad
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Dear friends,
This is with reference to my earlier posts. I have resigned from this company in April, served a one-month notice period, handed over all the things to the new joinee, and left. Now they have paid me my last salary and other stuff on an account voucher. They asked me to mention on the voucher that it's a full and final settlement on salary, bonus, and LTA voucher, which was part of my CTC. However, they did not provide paid leaves/encashment of leaves and an experience and relieving letter.
I have sent several emails to them asking to clear this, but they replied saying they will get back to me. It has been 15 days now. I did get a job in a good company with these letters, but I would like your advice on what should be my next steps with them.
From India, Mumbai
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This is with reference to my earlier posts. I have resigned from this company in April, served a one-month notice period, handed over all the things to the new joinee, and left. Now they have paid me my last salary and other stuff on an account voucher. They asked me to mention on the voucher that it's a full and final settlement on salary, bonus, and LTA voucher, which was part of my CTC. However, they did not provide paid leaves/encashment of leaves and an experience and relieving letter.
I have sent several emails to them asking to clear this, but they replied saying they will get back to me. It has been 15 days now. I did get a job in a good company with these letters, but I would like your advice on what should be my next steps with them.
From India, Mumbai
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Dear Yaasmin,
Congratulations on the new job. As far as my knowledge goes, leave encashment should be mentioned in the calculation of the full and final settlement sheet. I suggest sending a reminder to your previous employer for leave encashment, experience certificate, and relieving letter, and try to obtain these documents as soon as possible. All of these are important for the future.
All the best.
From India, Pune
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Congratulations on the new job. As far as my knowledge goes, leave encashment should be mentioned in the calculation of the full and final settlement sheet. I suggest sending a reminder to your previous employer for leave encashment, experience certificate, and relieving letter, and try to obtain these documents as soon as possible. All of these are important for the future.
All the best.
From India, Pune
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Dear Jyoti,
After my last working day, I waited for F&F. They cleared the salary in one cheque, LTA and Bonus in another cheque, and my signature on the account voucher indicating on both vouchers that it is F&F. However, I did not sign any F&F document or undertaking stating that it is an F&F settlement and that I have no dues.
Following that, I sent 5 to 6 emails regarding the above-mentioned three subjects. On one occasion, they replied, stating not to send reminders and that they would respond regarding the experience and relieving letter. In response, I immediately replied, acknowledging their message and stating that I would not send further reminders, but requesting them to clear my dues for Leave encashment and provide the experience and relieving letter at the earliest.
The last communication was on Monday of last week, but there has been no response to date. Therefore, I am considering the next step and seeking advice from seniors.
Thank you.
From India, Mumbai
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After my last working day, I waited for F&F. They cleared the salary in one cheque, LTA and Bonus in another cheque, and my signature on the account voucher indicating on both vouchers that it is F&F. However, I did not sign any F&F document or undertaking stating that it is an F&F settlement and that I have no dues.
Following that, I sent 5 to 6 emails regarding the above-mentioned three subjects. On one occasion, they replied, stating not to send reminders and that they would respond regarding the experience and relieving letter. In response, I immediately replied, acknowledging their message and stating that I would not send further reminders, but requesting them to clear my dues for Leave encashment and provide the experience and relieving letter at the earliest.
The last communication was on Monday of last week, but there has been no response to date. Therefore, I am considering the next step and seeking advice from seniors.
Thank you.
From India, Mumbai
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Hi Yasmeen!
First of all, please collect your experience and relieving letter from your ex-employer. It's more important than EL encashment at this moment. As specified, you have sent many reminder emails but received no response, so I strongly recommend that you personally visit and contact the concerned person to explain the issue.
As per the law, every employee is supposed to receive these letters at the time of leaving. I believe you have waited unnecessarily for many days. Even if it's not working out, inform them that you will be taking legal action against them by suing them for cheating or fraud with employees for not providing the letters.
Secondly, regarding EL encashment, in the first place, you should not have signed unless you had received the letters. So, it's your mistake, and nothing can be done in this regard. Maybe you can request them or take it easy (I don't think it's going to be a large amount).
VERY IMPORTANTLY, TAKE THE LETTERS RATHER THAN THINKING ABOUT DUES.
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First of all, please collect your experience and relieving letter from your ex-employer. It's more important than EL encashment at this moment. As specified, you have sent many reminder emails but received no response, so I strongly recommend that you personally visit and contact the concerned person to explain the issue.
As per the law, every employee is supposed to receive these letters at the time of leaving. I believe you have waited unnecessarily for many days. Even if it's not working out, inform them that you will be taking legal action against them by suing them for cheating or fraud with employees for not providing the letters.
Secondly, regarding EL encashment, in the first place, you should not have signed unless you had received the letters. So, it's your mistake, and nothing can be done in this regard. Maybe you can request them or take it easy (I don't think it's going to be a large amount).
VERY IMPORTANTLY, TAKE THE LETTERS RATHER THAN THINKING ABOUT DUES.
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Thank you, Mr. Devda,
I am considering taking legal steps now. Regarding the signature, it was on the accounts voucher stating salary details, LTA, and bonus details only. I did not sign any F&F statement or sheet, etc. I will seek help from the labor court now. Usually, they and their vendor do not comply with the staff deputed at the site. Therefore, my approach to the labor court will encompass their entire practice.
Thank you for your comments and advice.
From India, Mumbai
Acknowledge(0)Amend(0)
I am considering taking legal steps now. Regarding the signature, it was on the accounts voucher stating salary details, LTA, and bonus details only. I did not sign any F&F statement or sheet, etc. I will seek help from the labor court now. Usually, they and their vendor do not comply with the staff deputed at the site. Therefore, my approach to the labor court will encompass their entire practice.
Thank you for your comments and advice.
From India, Mumbai
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Legal Clarification on Absconding Employee, Contract Labour Engagement & Leave Entitlement Ammen.pdf