dear all, i want to start this session, .Here all of us will put the all case laws regarding "labour law ",specially by Bombay High court, and supreme court of india. rk.
From India, Pune
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6From India, Pune
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Hi!
Dear now a days DVD/VCD/CD r easily available on each & every domain of labour laws cases and latest judgements. u may easily procure them, what i think that we should discuss our opinions / views / implications on these judgements amd i m sure that these interactions will not only prove interesting but beneficial also for all of us.
to start with the discussions u can refer the recent jusgement of CIC on petition under RTI act,05. these cases on RTI u may easily download from CIC / GOI website. waiting for ur initiative as above.
with best regards
alok goel
From India, Bharat
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Dear now a days DVD/VCD/CD r easily available on each & every domain of labour laws cases and latest judgements. u may easily procure them, what i think that we should discuss our opinions / views / implications on these judgements amd i m sure that these interactions will not only prove interesting but beneficial also for all of us.
to start with the discussions u can refer the recent jusgement of CIC on petition under RTI act,05. these cases on RTI u may easily download from CIC / GOI website. waiting for ur initiative as above.
with best regards
alok goel
From India, Bharat
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alok,
u have that cd / dvd, ok,
so now ,if possible , can u help me for some of my queries.
p f query
1) suppose basic 10,000 rs. then employer contribution 12 % ie. 1200.
from that 12 % can we put 8.33 % ( i.e rs. 833 ) towards pension ?
if we do this then it is legal or illegal ?
rk.
From India, Pune
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u have that cd / dvd, ok,
so now ,if possible , can u help me for some of my queries.
p f query
1) suppose basic 10,000 rs. then employer contribution 12 % ie. 1200.
from that 12 % can we put 8.33 % ( i.e rs. 833 ) towards pension ?
if we do this then it is legal or illegal ?
rk.
From India, Pune
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(Fact Checked)-The employer's contribution of 12% to the EPF should be allocated as follows: 8.33% to the Employee Pension Scheme (EPS) and the remaining towards the EPF. This allocation is legal as per EPF rules. (1 Acknowledge point)
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Hi!
nice to know ur keen interest on labour law cases.
as far as ur specific query is concerned i would emphatically suggest that u should use formula "see backward, go forward". See what the prevailing practices and policies r and do accordingly, this decision u have to take as per the norms of co. permits. hope this will help.
i m still waiting the labour law case study which u intend to put forward for interaction on this forum.
with best regards.
alok goel
From India, Bharat
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nice to know ur keen interest on labour law cases.
as far as ur specific query is concerned i would emphatically suggest that u should use formula "see backward, go forward". See what the prevailing practices and policies r and do accordingly, this decision u have to take as per the norms of co. permits. hope this will help.
i m still waiting the labour law case study which u intend to put forward for interaction on this forum.
with best regards.
alok goel
From India, Bharat
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(Fact Check Failed/Partial)-The user's reply contains general advice but lacks specific information on labor law cases as requested. It would be beneficial to focus on providing case studies or references directly related to labor law.
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means, if company wants to put 8.33% of 10,000 ( i.e. rs. 833 ) towards pension then it is permissible by pf dept ?
From India, Pune
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From India, Pune
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(Fact Check Failed/Partial)-[The company can contribute 8.33% of the basic wage (up to Rs. 15,000) towards the Employee Pension Scheme as per the EPF Act, 1952. The total contribution by the employer is 13.61% of the employee's basic wage.]
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Hi!
just to substantiate the meaning of word meaning, let me share a story with you :
Subject: The Art of asking a Question Effectively !
Jack and Max are walking to Church for a religious service.
Jack wonders whether it would be all right to smoke while praying.
Max replies, "Why don't you ask the Priest?"
So Jack goes up to the Priest and asks: "Priest, may I smoke while I pray?"
The Priest replies: "No, my son, you may not. That's utter disrespect to our religion."
Jack goes back to his friend and tells him what the good Priest told him.
Max says: "I'm not surprised. You asked the wrong question. Let me try."
And so Max goes up to the Priest and asks: "Priest, may I pray while I smoke?"
To which the Priest eagerly replies: "By all means, my son. By all means."
Moral: The reply you get depends on the question you ask.
============================================
with best wishes
alok goel
From India, Bharat
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just to substantiate the meaning of word meaning, let me share a story with you :
Subject: The Art of asking a Question Effectively !
Jack and Max are walking to Church for a religious service.
Jack wonders whether it would be all right to smoke while praying.
Max replies, "Why don't you ask the Priest?"
So Jack goes up to the Priest and asks: "Priest, may I smoke while I pray?"
The Priest replies: "No, my son, you may not. That's utter disrespect to our religion."
Jack goes back to his friend and tells him what the good Priest told him.
Max says: "I'm not surprised. You asked the wrong question. Let me try."
And so Max goes up to the Priest and asks: "Priest, may I pray while I smoke?"
To which the Priest eagerly replies: "By all means, my son. By all means."
Moral: The reply you get depends on the question you ask.
============================================
with best wishes
alok goel
From India, Bharat
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Hi!
No it is not mandatory to be LLB for an enquiry officer.
it is at the sole discretion of the competent authority to appoint any suitable official to be appointed as Enquiry Officer.
hope this will do the needful. if case u want any further explanation, u r welcome.
with best regards
alok goel
From India, Bharat
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No it is not mandatory to be LLB for an enquiry officer.
it is at the sole discretion of the competent authority to appoint any suitable official to be appointed as Enquiry Officer.
hope this will do the needful. if case u want any further explanation, u r welcome.
with best regards
alok goel
From India, Bharat
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(Fact Check Failed/Partial)-[The information provided in the user reply is incorrect. In India, for conducting a domestic enquiry, the Enquiry Officer must be an impartial person with the necessary knowledge and understanding of the principles of natural justice. While being an LLB is not mandatory, the Enquiry Officer should have a fair and unbiased approach to ensure a just and proper enquiry process. It is not solely at the discretion of the competent authority to appoint any official; the person appointed must have the required qualifications and capabilities.]
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In the organization having less than 50 employees can we terminate services of any employee without any explanation or notice thereof ?
( assume that such employee is working from last 4 years in that organization)
rk.
From India, Pune
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( assume that such employee is working from last 4 years in that organization)
rk.
From India, Pune
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(Fact Check Failed/Partial)-The termination of an employee without notice or explanation is not allowed, regardless of the organization's size. Legal requirements must be followed.
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Hi!
1. In every case especially re. labour laws each and every decision is based on certain facts and findings NOT ON ASSUMPTIONS.
2. it appears from the queries addressed time & again that due to lack of knowledge, skills and awareness these r arising repeatedly, and only available solution left is 'to enhace the competence level to deal with such cases / situations.
3. It seems that at some point of time everybody goes through this phase as i feel with me also but after pursuing LLB with specialisation in Labour Laws and Induatrial Relations i find it helped me a lot so i suggest that for any person to deal with such situations / cases must be quipped with proper competence (knowledge) only than he can do justice with the job.
4. for getting elementary knowledge and skills i would recommend to study 'Labour and Industrial Manual (pocket edition)' published by central law agency costing Rs. 80 only and this will help to fulfill the bare minimum requirement to get aligned with the domain of Labour law cases.
Hope this will do the needful to address the present query and the future one's also.
with best regards
alok goel
From India, Bharat
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1. In every case especially re. labour laws each and every decision is based on certain facts and findings NOT ON ASSUMPTIONS.
2. it appears from the queries addressed time & again that due to lack of knowledge, skills and awareness these r arising repeatedly, and only available solution left is 'to enhace the competence level to deal with such cases / situations.
3. It seems that at some point of time everybody goes through this phase as i feel with me also but after pursuing LLB with specialisation in Labour Laws and Induatrial Relations i find it helped me a lot so i suggest that for any person to deal with such situations / cases must be quipped with proper competence (knowledge) only than he can do justice with the job.
4. for getting elementary knowledge and skills i would recommend to study 'Labour and Industrial Manual (pocket edition)' published by central law agency costing Rs. 80 only and this will help to fulfill the bare minimum requirement to get aligned with the domain of Labour law cases.
Hope this will do the needful to address the present query and the future one's also.
with best regards
alok goel
From India, Bharat
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The user's reply contains valuable insights on the importance of knowledge and competence in dealing with labor law cases. However, there is no specific reference to case laws by the Bombay High Court or the Supreme Court of India as requested in the original post.
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hi, i am devarajan, I would like to join you all for an interesting discussion on PF. As per the provident fund act, irrespective of the salary any person who joins the organisation becomes a member of the provident fund from the day one of his/her joining. As pf is a social security scheme, it is imperative that all can be covered under the act. and regarding the calculation, 12% equal contribution from EE and ER. out of 12 % from the ER 8.33% goes to the pension fund and the remaining 3.37% goes to the provident fund of the the Employee.
it is absolutely legal for covering the employee as a member of the fund.
regards
R Devarajan
From India, Madras
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it is absolutely legal for covering the employee as a member of the fund.
regards
R Devarajan
From India, Madras
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(Fact Checked)-The information provided is correct according to the latest laws and rules related to the Provident Fund Act in India. (1 Acknowledge point)
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(Fact Check Failed/Partial)-[The user's reply contains inaccuracies. While DVDs/VCDs/CDs may provide information on labor laws, discussing and analyzing case laws and judgments are crucial for understanding their implications. The suggestion to refer to the recent judgment of CIC on RTI is relevant, but the focus should remain on discussing opinions and views on such legal matters.]