Termination and Project Acquisition Concerns
On 14th June 2018, I received an email regarding the termination of my current work as the client had shut down the project. I was surprised to learn that the same company, under the same name, had acquired another project in Patna Smart City. I was wondering about the termination process in such a scenario. Despite the termination, I accepted the letter promptly and responded that I had not been paid my salary for the last 9 months and my reimbursement for 22 months. I received replies regarding three months' salary on 14th, 15th, and 22nd June. It came to my attention that this company had acquired many projects under the Spanish name EPTISA SERVICIO DE INGENIERIA S.L. I offered to work anywhere within the company, but my offer was completely disregarded.
Employment and Payment Issues
Even though I am just a B.E. graduate, I had been working as a Project Engineer with several Construction Supervisors reporting to me. Due to some unfavorable company policies, over 100 individuals were terminated, leading to negative consequences for others. After discussing with colleagues, I learned that many did not receive their full and final payments on time, and some did not receive the amount they were owed. Therefore, I decided to hold off on pursuing other job opportunities until I receive all my payments.
Legal Questions and Concerns
1. In the case of termination by a private firm that is not in debt but has other projects, what is the maximum settlement according to Indian Labour Law?
2. I served in this company from 1st April 2015 to 13th July 2018, and I'm currently serving my notice period. There are still 7 months' worth of salary and 23 months of reimbursement pending. My P.F. is up to date. What legal actions can I take under Indian Labour Law?
3. How many earned leaves can I claim according to Indian Government rules?
4. In the case of retrenchment, is the principle of First In, Last Out followed, and what compensation is entitled as per Indian Labour Law?
5. What are the requirements for producing a NO DUES Certificate for employees at the corporate office as per Indian Labour Law?
I would appreciate your assistance in clarifying these matters.
On 14th June 2018, I received an email regarding the termination of my current work as the client had shut down the project. I was surprised to learn that the same company, under the same name, had acquired another project in Patna Smart City. I was wondering about the termination process in such a scenario. Despite the termination, I accepted the letter promptly and responded that I had not been paid my salary for the last 9 months and my reimbursement for 22 months. I received replies regarding three months' salary on 14th, 15th, and 22nd June. It came to my attention that this company had acquired many projects under the Spanish name EPTISA SERVICIO DE INGENIERIA S.L. I offered to work anywhere within the company, but my offer was completely disregarded.
Employment and Payment Issues
Even though I am just a B.E. graduate, I had been working as a Project Engineer with several Construction Supervisors reporting to me. Due to some unfavorable company policies, over 100 individuals were terminated, leading to negative consequences for others. After discussing with colleagues, I learned that many did not receive their full and final payments on time, and some did not receive the amount they were owed. Therefore, I decided to hold off on pursuing other job opportunities until I receive all my payments.
Legal Questions and Concerns
1. In the case of termination by a private firm that is not in debt but has other projects, what is the maximum settlement according to Indian Labour Law?
2. I served in this company from 1st April 2015 to 13th July 2018, and I'm currently serving my notice period. There are still 7 months' worth of salary and 23 months of reimbursement pending. My P.F. is up to date. What legal actions can I take under Indian Labour Law?
3. How many earned leaves can I claim according to Indian Government rules?
4. In the case of retrenchment, is the principle of First In, Last Out followed, and what compensation is entitled as per Indian Labour Law?
5. What are the requirements for producing a NO DUES Certificate for employees at the corporate office as per Indian Labour Law?
I would appreciate your assistance in clarifying these matters.