Hi , Please suggest can we go to labour court for our F&F if employer is not providing the same , as i have already intimated to recover my notice period from my F&F. Regards Atul Mishra
From India, Gurgaon
From India, Gurgaon
I joined a pvt. ltd. co. on 1st march 2012. I was given an offer letter. post requests no appointment letter was given. i resigned on 4th april 2012 due to personal obligations via email. however no salary has been received till date. i was unable to visit office for an exit interview due to my personal obligation which i have repeatedly explained via telephonic conversation and email. i have also requested for a telephonic exit interview. however, i have been told that unless i visit office no salary that is due to me will be given. kindly suggest how long can the company withhold my payment and is there any authority whom i can approach for help.
From India, Faridabad
From India, Faridabad
Hello,
With reference to the f&f and notice period if an employee gives the notice then comany has to pay the salary for the corrosponding month and as per applicable laws an employer has to clear it with in two days.
thanks,
durga dutt mishra,
From India, Surat
With reference to the f&f and notice period if an employee gives the notice then comany has to pay the salary for the corrosponding month and as per applicable laws an employer has to clear it with in two days.
thanks,
durga dutt mishra,
From India, Surat
Friends,
Please let me know,if an employee has served a notice period even though the company is not bothering to pay the F&F and the employee has got his certificates and has joined the other organization, in that case what are the further best legal action can be taken up by the employee against previous employer.....??
sunil
From India, Bangalore
Please let me know,if an employee has served a notice period even though the company is not bothering to pay the F&F and the employee has got his certificates and has joined the other organization, in that case what are the further best legal action can be taken up by the employee against previous employer.....??
sunil
From India, Bangalore
pls help
i am resighned from pvt ltd company on one month notice period ( resighned date 30.04.2012 notice date 01.04.2012)
my incentive ( 4 th qtr 2011-2012) stopped this company
how to writte a letter for this office
From India, Kochi
i am resighned from pvt ltd company on one month notice period ( resighned date 30.04.2012 notice date 01.04.2012)
my incentive ( 4 th qtr 2011-2012) stopped this company
how to writte a letter for this office
From India, Kochi
Dear All, If the employee is not listening properly and behaviour is very bad so what kind of counselling we have to take could anyone give perfect answer. Thanks & Regards, Sunil.
From India, Hyderabad
1From India, Hyderabad
Dear All, I have a plan to change from existing organisation to another organisation actually they don’t want me to leave so how can I communicate . Regards, Sunil.
From India, Hyderabad
From India, Hyderabad
hi,
please suggest what could be done in a situation wherein -
1) notice period officially -3 months, however, with the consent of HOD it is reduced to 1 month (this case is for an employee of HR department holding a senior level position).
2) decided relieving date - say 21st of a month, however, the HOD calls to inform on the 16th, that we wish to relieve you from today, but since the handing over was almost on the verge of completion, the employee decides to get relieved by 19th.
3) on th elast working day, the NOC obtained from all department head except the HOD of his department, who purposely delays to sign and promises to sign the next day and get the F&F processed.
4) after 20 days, the now ex-employee learns that the NOC has not been yet signed and the HR depratment is now talking of pendencies.
5) Employee agrees to co-operate & help, however, since, he's sure that he hasnt left anything pending and the handing over process went smooth, he is adament to help only if the list of pendencies is provided by the ex-employer.
6) Employer denies to provide the list.
7) After completion of 70 days, and so many mais being sent and receievd, there has been no positive progress. Now, since the ex-employee puts pressure involving the Top Manageemnt, HR comes up with recoveries.
8) 3 months of fighting and struggling, the NOC goes to the accounts department for processing of the F&F and a good sum deducted, for which reason is not provided.
In such a situation what should this person do?
I knw this is a long post, however, since someone is actually going throught his situation, your prompt repleis would be appreciated.
Regards,
Richa
0
From India, New Delhi
please suggest what could be done in a situation wherein -
1) notice period officially -3 months, however, with the consent of HOD it is reduced to 1 month (this case is for an employee of HR department holding a senior level position).
2) decided relieving date - say 21st of a month, however, the HOD calls to inform on the 16th, that we wish to relieve you from today, but since the handing over was almost on the verge of completion, the employee decides to get relieved by 19th.
3) on th elast working day, the NOC obtained from all department head except the HOD of his department, who purposely delays to sign and promises to sign the next day and get the F&F processed.
4) after 20 days, the now ex-employee learns that the NOC has not been yet signed and the HR depratment is now talking of pendencies.
5) Employee agrees to co-operate & help, however, since, he's sure that he hasnt left anything pending and the handing over process went smooth, he is adament to help only if the list of pendencies is provided by the ex-employer.
6) Employer denies to provide the list.
7) After completion of 70 days, and so many mais being sent and receievd, there has been no positive progress. Now, since the ex-employee puts pressure involving the Top Manageemnt, HR comes up with recoveries.
8) 3 months of fighting and struggling, the NOC goes to the accounts department for processing of the F&F and a good sum deducted, for which reason is not provided.
In such a situation what should this person do?
I knw this is a long post, however, since someone is actually going throught his situation, your prompt repleis would be appreciated.
Regards,
Richa
0
From India, New Delhi
Very detailed posting However, But without knowing the Heads of Deductions it is difficult to given an opinion
There are two types of deduction
1. Actual Money Due It includes Notice Pay, Advances received, IOUs pending if any. Travel Bills not approved or excess travel billsetc
2. compensation towards jobs not completed or excess concessions offered to customers or excess loans sanctioned to employees.... mostly job related
The first Head is on Facts and there has to be documented proofs. You shoud examine them thorough
second Head is normally insisted in Sales generally. If the Company is showing any suc heads, ask for details. If the amount is small. pay and settle. If the amount is unreasonable, you can move the court You can approach Civil Court and the case takes minimum 5 years to come up for hearing. Consult a good advocate get an interim injunction if it warrants or file a case againt the Management for not settling your dues. A good advocate will guide you properly
T Sivasankaran
From India, Chennai
There are two types of deduction
1. Actual Money Due It includes Notice Pay, Advances received, IOUs pending if any. Travel Bills not approved or excess travel billsetc
2. compensation towards jobs not completed or excess concessions offered to customers or excess loans sanctioned to employees.... mostly job related
The first Head is on Facts and there has to be documented proofs. You shoud examine them thorough
second Head is normally insisted in Sales generally. If the Company is showing any suc heads, ask for details. If the amount is small. pay and settle. If the amount is unreasonable, you can move the court You can approach Civil Court and the case takes minimum 5 years to come up for hearing. Consult a good advocate get an interim injunction if it warrants or file a case againt the Management for not settling your dues. A good advocate will guide you properly
T Sivasankaran
From India, Chennai
Thank you Mr. Sivasankaran,
Let me help you with the details that I knw....
No dues against any loans, advances,IOU, travel. Notice was mutually reduced to 1 month and consent given that no deductions would be made.
For an employee of the HR department, which is not a revenue generation -sales targets is of no question. Handing over completed, however, the HOD refused to acknowledge it in writing. Here is where the catch is, since, it was majorly on trust. However, all mails sent for acknowledgement for completing the handing over on daily basis sent during the notice period, are kept intact with him.
I agree that if the payment is not much, it would be sensless too fight for it and be thankful, despite knowing the intentions, however, if the amount is not even too small and is surely worth enough for a good reasoning.....what could be the process.
I am sure, he would have to go to a lawyer anyhow.
From India, New Delhi
Let me help you with the details that I knw....
No dues against any loans, advances,IOU, travel. Notice was mutually reduced to 1 month and consent given that no deductions would be made.
For an employee of the HR department, which is not a revenue generation -sales targets is of no question. Handing over completed, however, the HOD refused to acknowledge it in writing. Here is where the catch is, since, it was majorly on trust. However, all mails sent for acknowledgement for completing the handing over on daily basis sent during the notice period, are kept intact with him.
I agree that if the payment is not much, it would be sensless too fight for it and be thankful, despite knowing the intentions, however, if the amount is not even too small and is surely worth enough for a good reasoning.....what could be the process.
I am sure, he would have to go to a lawyer anyhow.
From India, New Delhi
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