pls be posted rules & regulation of pvt ltd co.
rules of leaves for the year
rules of e.s.i.c. . & how it is applicable to the employees and which category of employees not included for e.s.i.c.
rules of the providend fund
rules of the minimum wages act & rules
please be specifix of rules of factory act. & shop & established act applicable for how many employees in company
From India, Mumbai
rules of leaves for the year
rules of e.s.i.c. . & how it is applicable to the employees and which category of employees not included for e.s.i.c.
rules of the providend fund
rules of the minimum wages act & rules
please be specifix of rules of factory act. & shop & established act applicable for how many employees in company
From India, Mumbai
Dear kamatvp,
For ESIC ; employees drawing up Rs.15,000/- gross salary will be covered under this act and contribution will be deducted @1.75% on gross earning.
For PF ; employees having basic up 6500/- will be covered under it and PF will be deducted @12% on basic
Minimum wages ; it is different from state to state in india
Regards,
Baba Naresh
From India, Delhi
7For ESIC ; employees drawing up Rs.15,000/- gross salary will be covered under this act and contribution will be deducted @1.75% on gross earning.
For PF ; employees having basic up 6500/- will be covered under it and PF will be deducted @12% on basic
Minimum wages ; it is different from state to state in india
Regards,
Baba Naresh
From India, Delhi
Baba Naresh has given proper advice. It does not matter how the Co. is formed. Vasant Nair
From India, Mumbai
From India, Mumbai
Thanks dear you give me precious info.
yes if you have any info. than share me
because i have a incomplete knowledge about the HR function so, Everyone gets up benifits from my weakness
From India, Delhi
yes if you have any info. than share me
because i have a incomplete knowledge about the HR function so, Everyone gets up benifits from my weakness
From India, Delhi
pls be posted rules & regulation of pvt ltd co.
rules of leaves for the year
rules of e.s.i.c. . & how it is applicable to the employees and which category of employees not included for e.s.i.c.
rules of the providend fund
rules of the minimum wages act & rules
please be specifix of rules of factory act. & shop & established act applicable for how many employees in company
Reply With Quote
From India, Chandigarh
rules of leaves for the year
rules of e.s.i.c. . & how it is applicable to the employees and which category of employees not included for e.s.i.c.
rules of the providend fund
rules of the minimum wages act & rules
please be specifix of rules of factory act. & shop & established act applicable for how many employees in company
Reply With Quote
From India, Chandigarh
Each person hired for a position in the Physical Plant Management Department must carefully read the Rules and Regulations outlined below and be guided accordingly during their tenure in the department. Work rules and regulations are in accordance with negotiated contracts and are subject to modification based on approved contract amendments.
1. All absences must be reported by the employee. Calls will be accepted from members of the immediate household if the employee is not able to report. When reporting absences, give reason for absence, and in the case of illness, give type of illness (optional) and expected date of return. Absences must be reported within the first hour by calling the number given to you by your supervisor.
In case of an illness involving more than one day, the employee must report daily prior to the start of the shift, unless prior arrangements have been made with the immediate supervisor. It is the responsibility of each employee to properly report their absence. Failure to do so could result in a dock in pay and possible corrective action.
2. All employees must be ready to work at the time and place designated by their supervisor. Employees must begin working immediately at the starting time for the shift and shall continue to the conclusion of the established shift, (excluding 2 approved rest periods and 1 lunch period).
3. Working hours shall be assigned by the supervisor. These hours are subject to change.
4. All employees shall work a probationary period as designated by their classification, and will be evaluated in writing during that period. Performance Evaluations will include work habits, attendance, cooperation and performance. Employees may be rejected during probation without cause.
5. When working, all employees shall present a professional appearance. All employees are expected to conduct themselves in a courteous and professional manner at all times.
6. Vacations may be approved after one qualifying pay period. Dates when vacation may be taken shall be at the discretion of the responsible supervisor. All vacation and compensating time off must be requested at least twenty-four hours in advance and approved by the supervisor. In case of an emergency, the supervisor may approve vacation with less than the twenty-four hours advance notice. Use of vacation time for sick time, when out of work for an extended illness, after all sick leave credits are exhausted may be permitted. Such a request must be made in advance with the immediate supervisor's approval. A doctor's certificate is required in all such cases.
7. Sick leave for full time employment is accumulated at one day per month of service. Leave accrual is available after one calendar month of continuous services. The supervisor may require substantiation by a physician for any absence of three or more days. In addition, the supervisor may require a physician's statement for every absence. The physician's certificate of absence may show the nature of the illness/injury, must show the dates the employee was off ill and could not work, and must be signed by the physician/agent.
8. Employees are responsible for their transportation to ensure proper attendance on the job. Lack of transportation is not a valid reason for absence and may result in a dock in pay or corrective action.
9. Lunch periods must be kept within the prescribed limit, and if an employee leaves his or her assigned work location to have lunch, it is their responsibility to be back to work in the prescribed time limit. Using State vehicles for personal transportation during lunch and break periods is prohibited.
10. Two rest periods per day are allowed. Rest periods must be kept within a 15-minute period; the travel time to and from the rest area is included in the 15 minutes allowed. Rest periods are not cumulative. Rest periods are paid time and cannot be used for extended lunch periods, beginning work after the start time or leaving work early. Unused rest periods do not carry over to the next day.
11. Employees must not leave assigned work areas during working hours without the consent of their supervisor.
12. Employees shall not let any person into a locked room or building on the campus. Refer these persons to the Campus Police Department (Public Safety).
13. Each employee is responsible for cleaning, inspecting and/or storing the tools and equipment they use during a job assignment in the designated area.
14. Use of state vehicles or equipment for personal use is prohibited.
15. Illness or accident on the job must be reported immediately to your supervisor.
16. Sleeping on the job is grounds for corrective action.
17. Drinking alcoholic beverages or using illegal substances during working hours or, coming to work under the influence of any alcoholic beverage or substance abuse is cause for immediate corrective action including suspension or dismissal.
18. All employees are expected to come to work alert and prepared to perform their University duties. Employees shall not use state time or resources for personal use or to engage in outside employment themselves.
19. Visitors are not allowed in work areas without approval of the supervisor.
20. Badges and required safety equipment are furnished at the time of employment; uniforms may be issued after six months of continuous full time employment. Upon receipt, the wearing of uniforms, badges and required safety equipment is a condition of employment. Employees are required to wear badges and uniforms while on duty. Uniform issue is subject to change based on the departmental uniform policy and available resources.
21. All employees are required to comply with department, State and Federal Safety regulations, including provisions for operating State owned vehicles and equipment.
22. All employees are required to comply with University Policies and Procedures.
23. An infraction of any of the above work rules may lead to corrective action.
From India, Chandigarh
1. All absences must be reported by the employee. Calls will be accepted from members of the immediate household if the employee is not able to report. When reporting absences, give reason for absence, and in the case of illness, give type of illness (optional) and expected date of return. Absences must be reported within the first hour by calling the number given to you by your supervisor.
In case of an illness involving more than one day, the employee must report daily prior to the start of the shift, unless prior arrangements have been made with the immediate supervisor. It is the responsibility of each employee to properly report their absence. Failure to do so could result in a dock in pay and possible corrective action.
2. All employees must be ready to work at the time and place designated by their supervisor. Employees must begin working immediately at the starting time for the shift and shall continue to the conclusion of the established shift, (excluding 2 approved rest periods and 1 lunch period).
3. Working hours shall be assigned by the supervisor. These hours are subject to change.
4. All employees shall work a probationary period as designated by their classification, and will be evaluated in writing during that period. Performance Evaluations will include work habits, attendance, cooperation and performance. Employees may be rejected during probation without cause.
5. When working, all employees shall present a professional appearance. All employees are expected to conduct themselves in a courteous and professional manner at all times.
6. Vacations may be approved after one qualifying pay period. Dates when vacation may be taken shall be at the discretion of the responsible supervisor. All vacation and compensating time off must be requested at least twenty-four hours in advance and approved by the supervisor. In case of an emergency, the supervisor may approve vacation with less than the twenty-four hours advance notice. Use of vacation time for sick time, when out of work for an extended illness, after all sick leave credits are exhausted may be permitted. Such a request must be made in advance with the immediate supervisor's approval. A doctor's certificate is required in all such cases.
7. Sick leave for full time employment is accumulated at one day per month of service. Leave accrual is available after one calendar month of continuous services. The supervisor may require substantiation by a physician for any absence of three or more days. In addition, the supervisor may require a physician's statement for every absence. The physician's certificate of absence may show the nature of the illness/injury, must show the dates the employee was off ill and could not work, and must be signed by the physician/agent.
8. Employees are responsible for their transportation to ensure proper attendance on the job. Lack of transportation is not a valid reason for absence and may result in a dock in pay or corrective action.
9. Lunch periods must be kept within the prescribed limit, and if an employee leaves his or her assigned work location to have lunch, it is their responsibility to be back to work in the prescribed time limit. Using State vehicles for personal transportation during lunch and break periods is prohibited.
10. Two rest periods per day are allowed. Rest periods must be kept within a 15-minute period; the travel time to and from the rest area is included in the 15 minutes allowed. Rest periods are not cumulative. Rest periods are paid time and cannot be used for extended lunch periods, beginning work after the start time or leaving work early. Unused rest periods do not carry over to the next day.
11. Employees must not leave assigned work areas during working hours without the consent of their supervisor.
12. Employees shall not let any person into a locked room or building on the campus. Refer these persons to the Campus Police Department (Public Safety).
13. Each employee is responsible for cleaning, inspecting and/or storing the tools and equipment they use during a job assignment in the designated area.
14. Use of state vehicles or equipment for personal use is prohibited.
15. Illness or accident on the job must be reported immediately to your supervisor.
16. Sleeping on the job is grounds for corrective action.
17. Drinking alcoholic beverages or using illegal substances during working hours or, coming to work under the influence of any alcoholic beverage or substance abuse is cause for immediate corrective action including suspension or dismissal.
18. All employees are expected to come to work alert and prepared to perform their University duties. Employees shall not use state time or resources for personal use or to engage in outside employment themselves.
19. Visitors are not allowed in work areas without approval of the supervisor.
20. Badges and required safety equipment are furnished at the time of employment; uniforms may be issued after six months of continuous full time employment. Upon receipt, the wearing of uniforms, badges and required safety equipment is a condition of employment. Employees are required to wear badges and uniforms while on duty. Uniform issue is subject to change based on the departmental uniform policy and available resources.
21. All employees are required to comply with department, State and Federal Safety regulations, including provisions for operating State owned vehicles and equipment.
22. All employees are required to comply with University Policies and Procedures.
23. An infraction of any of the above work rules may lead to corrective action.
From India, Chandigarh
Hi
Our friend's as well as my appointment letter regarding notice of termination:
The appointment is liable to termination by giving three month's notice on either side. The company may, however, at its discretion pay one month's salary in lieu of the notice.
My friend have already resigned from company on 10th Feb ‘2011 and giving 3 months notice to employer.
Now employer say to him to go out and take salary up to you work along with 1 month pay and harass to him not giving any job intensely
Can he is able to take legal action against him (employer) as per above term. If company terminate him after giving submission of resignation on 10th Feb'2011 on any day.
What is the legal aspect? Can he is able to fight against employer on above ground.
Please help me immediately on
With regards
PKM
9449845725
From India, Hyderabad
Our friend's as well as my appointment letter regarding notice of termination:
The appointment is liable to termination by giving three month's notice on either side. The company may, however, at its discretion pay one month's salary in lieu of the notice.
My friend have already resigned from company on 10th Feb ‘2011 and giving 3 months notice to employer.
Now employer say to him to go out and take salary up to you work along with 1 month pay and harass to him not giving any job intensely
Can he is able to take legal action against him (employer) as per above term. If company terminate him after giving submission of resignation on 10th Feb'2011 on any day.
What is the legal aspect? Can he is able to fight against employer on above ground.
Please help me immediately on
With regards
PKM
9449845725
From India, Hyderabad
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Amendments-to-t he-Tamil-Nadu-C ontract-Labour- Regulation-and- Abolition-Rules .pdf