DearSeniors, Can we de-mote any employee by his designation and salary. Is there any legal issues related to same for the pf and esic.
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Good morning,
If it allows you to share, can you give us a background on the case? Preliminary information for the situation is vital. Not every demotion can be legal. However, it may be required in case of any non-adherence and fraudulent activities. Please share so that we can guide you accordingly!
From India, Mumbai
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1872If it allows you to share, can you give us a background on the case? Preliminary information for the situation is vital. Not every demotion can be legal. However, it may be required in case of any non-adherence and fraudulent activities. Please share so that we can guide you accordingly!
From India, Mumbai
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Dear member, reversion to a lower post and consequent reduction in salary/wages are legal issues that may result in an industrial dispute or court case, in view of the provisions contained in the approved Standing Orders of the establishment or as per the principles of natural justice. Therefore, in my opinion, before proceeding with such action, a suitable procedure is required to be followed by the employer/disciplinary authorities.
There are no legal issues involved in respect of EPF and ESI if an employee is reverted to a lower post or if their salary is reduced. However, in the case where the employee is not covered under the above enactments, then they are required to be covered if their reduced "wages" are within the coverable limit as laid down under the said enactments.
Rest, as suggested by (Cite Contribution) above, it would be better if you shared complete facts in the matter as mentioned.
From India, Noida
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There are no legal issues involved in respect of EPF and ESI if an employee is reverted to a lower post or if their salary is reduced. However, in the case where the employee is not covered under the above enactments, then they are required to be covered if their reduced "wages" are within the coverable limit as laid down under the said enactments.
Rest, as suggested by (Cite Contribution) above, it would be better if you shared complete facts in the matter as mentioned.
From India, Noida
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Dear all,
Designational demotion to an old post, depending upon his performance or any other valid reasons duly proved, can be done without any hesitation. However, as far as reductions in remuneration are concerned, it is not allowed in certain labor laws such as the Payment of Wages Act, Employees Provident & Miscellaneous Provisions Act, etc., unless the demotion is legal in the eyes of prevailing law. Nevertheless, any further increase in remuneration can be stopped freely.
P. K. Sharma
From India, Delhi
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Designational demotion to an old post, depending upon his performance or any other valid reasons duly proved, can be done without any hesitation. However, as far as reductions in remuneration are concerned, it is not allowed in certain labor laws such as the Payment of Wages Act, Employees Provident & Miscellaneous Provisions Act, etc., unless the demotion is legal in the eyes of prevailing law. Nevertheless, any further increase in remuneration can be stopped freely.
P. K. Sharma
From India, Delhi
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Person was on official tour and he misguided while daily reporting, he was not on the site but making us a fool.
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De-motion or reversion can be done of a promotee only but not of a direct recruitee in a higher post. See Nyadar Singh v Union of India decided by Apex Court and later decisions. Thanks Sushil
From India, New Delhi
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From India, New Delhi
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Demotion can be done by following due process as laid down in your organization and consistent with natural justice.
There are no issues with EPF or ESIC in connection with demotions, which are purely administrative issues of the individual and company concerned.
From India, Pune
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There are no issues with EPF or ESIC in connection with demotions, which are purely administrative issues of the individual and company concerned.
From India, Pune
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Dear Sir,
The demotion of an employee is a very tricky issue that can lead to legal complications. If you are not willing to retain a person, it is advisable to guide them towards voluntarily leaving their position. Prior to taking any action, it is essential to gather supporting documentation that outlines their performance, duties, and behavior.
Kind regards,
Sekar
From India, Chennai
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The demotion of an employee is a very tricky issue that can lead to legal complications. If you are not willing to retain a person, it is advisable to guide them towards voluntarily leaving their position. Prior to taking any action, it is essential to gather supporting documentation that outlines their performance, duties, and behavior.
Kind regards,
Sekar
From India, Chennai
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