Dear All, I want to know that company is liable to pay compensation if person has worked for 3yrs. if yes than how much regards Deepak
From India, Delhi
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1From India, Delhi
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Your query is not clear. Is the employee still in service, has he left the service on his own, or was he dismissed from service, etc.? Please furnish full information.
With regards,
[Name Removed For Privacy Reasons]
From India, Madras
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With regards,
[Name Removed For Privacy Reasons]
From India, Madras
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He has left the service on his own and is now working under a contractor's payroll for the last three months. Prior to that, he was a casual employee (without any role). Now, he has filed a case and is demanding compensation, notice pay, etc.
From India, Delhi
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From India, Delhi
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He has not given any resignation. Yes, the contractor is still working for our company. Until 30th November, he was working as a casual employee (without any benefits like PF, ESIC, etc.). Then, we put him on a contractor role.
From India, Delhi
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From India, Delhi
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Your query is still unclear. However, as he left on his own and did not submit a resignation, and if you did not take disciplinary action for his absence from work, he may claim that he was refused employment and demand either reinstatement or compensation.
With regards,
From India, Madras
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With regards,
From India, Madras
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Dear Deepak,
I have gone through all your queries and found that the case is very critical. If you are an HR person, you cannot say that the person is not on the muster roll and the like. You have to find out the exact remedy for it. If a workman has filed a complaint against your company under Sec. 2A of the ID Act, then you have to address it. Just call him back to his post immediately and put his name on the muster roll. This way, you can tackle the problem. Otherwise, without any record or evidence to this effect, you cannot achieve the goal.
Regards,
KIRAN KALE.
From India, Kolhapur
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I have gone through all your queries and found that the case is very critical. If you are an HR person, you cannot say that the person is not on the muster roll and the like. You have to find out the exact remedy for it. If a workman has filed a complaint against your company under Sec. 2A of the ID Act, then you have to address it. Just call him back to his post immediately and put his name on the muster roll. This way, you can tackle the problem. Otherwise, without any record or evidence to this effect, you cannot achieve the goal.
Regards,
KIRAN KALE.
From India, Kolhapur
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How to Handle an Employee Resignation.doc
Employee's Compensation Act-2009.pdf
Compensation for deceased Employee.xls