Hello
During my conciliation meeting, the company filed a written statement (WS) signed by General Manager(HR) but he did not come for conciliation and sent his juniors to submit the WS and those people did not have any authorized letter.
Can I file a objection because as per DLC notice company MD or his representative should come for conciliation.
According to me if General manager (HR) is signing on ws,he should for the concillation meeting and no other person should be entertained.
Please Confirm
From India, Delhi
During my conciliation meeting, the company filed a written statement (WS) signed by General Manager(HR) but he did not come for conciliation and sent his juniors to submit the WS and those people did not have any authorized letter.
Can I file a objection because as per DLC notice company MD or his representative should come for conciliation.
According to me if General manager (HR) is signing on ws,he should for the concillation meeting and no other person should be entertained.
Please Confirm
From India, Delhi
One more thing
General Manager(HR) is sending 4 to 5 people for conciliation who do not have any authorized letter.
How many people can be authorized by company to defend it before DLC?There should be some limit
Please reply
From India, Delhi
General Manager(HR) is sending 4 to 5 people for conciliation who do not have any authorized letter.
How many people can be authorized by company to defend it before DLC?There should be some limit
Please reply
From India, Delhi
Dear Anshul,
Hope I've explained to you in detail what the appropriate follow-up action you should take. I am sorry, in stead, you are more concerned about procedural formalities as to specs like who should represent management and the authorisation is strictly as stipulated in the Rules.It will cause only unnecessary delay in the disposal of the dispute and will not serve any useful purpose. Whether an employee is workman or not is a simple question to be solely decided based on the views of of the one of the litigants or by the Conciliation Officer. Can you say the work of all soft-ware engineers is purely creative so as to call them independent professionals whose works have to be carried out only according to their professional code?nor the creativity of a work is simply determined by factors like educational qualification, designation, salary?
Better, consult an experienced Counsel, get the rejoinder repudiating the stance of the management and file it forthwith requesting D.L.C to record failure u/s 12(4) of the I.D Act,1947.
From India, Salem
6016Hope I've explained to you in detail what the appropriate follow-up action you should take. I am sorry, in stead, you are more concerned about procedural formalities as to specs like who should represent management and the authorisation is strictly as stipulated in the Rules.It will cause only unnecessary delay in the disposal of the dispute and will not serve any useful purpose. Whether an employee is workman or not is a simple question to be solely decided based on the views of of the one of the litigants or by the Conciliation Officer. Can you say the work of all soft-ware engineers is purely creative so as to call them independent professionals whose works have to be carried out only according to their professional code?nor the creativity of a work is simply determined by factors like educational qualification, designation, salary?
Better, consult an experienced Counsel, get the rejoinder repudiating the stance of the management and file it forthwith requesting D.L.C to record failure u/s 12(4) of the I.D Act,1947.
From India, Salem
Sir,
I thank you for your concern but i would like to know what importance does a bond play in private sector.....i worked over there only because i had signed a bond if that was not there i would have left the organization far before.....they are not even concerned about my exit formalities in spite of many calls and mails
i also want to know whom can i complaint if this situation persists....
From India, Chennai
I thank you for your concern but i would like to know what importance does a bond play in private sector.....i worked over there only because i had signed a bond if that was not there i would have left the organization far before.....they are not even concerned about my exit formalities in spite of many calls and mails
i also want to know whom can i complaint if this situation persists....
From India, Chennai
Dear Srilakshmi,
Of course I can very well understand that your Ex-employer acted so schematically by terminating you orally as to make your position precarious under the subsisting bond you executed at the outset of your appointment.I don't know in what capacity you were employed.Whatever it be, if you are scared about the bond, better send a notice through a lawyer narrating everything happened and asking the ex-employer to compensate you adequately.
From India, Salem
Of course I can very well understand that your Ex-employer acted so schematically by terminating you orally as to make your position precarious under the subsisting bond you executed at the outset of your appointment.I don't know in what capacity you were employed.Whatever it be, if you are scared about the bond, better send a notice through a lawyer narrating everything happened and asking the ex-employer to compensate you adequately.
From India, Salem
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