Hi All, My company did not paid my salary since last 3 months. I have all written documents & I want to file a case in labour court against the management. Please tell me the procedure.
From India, Delhi
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1From India, Delhi
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Dear Amit,
To enable us to provide a proper reply, you should furnish the following inputs:
1. The type of company and the number of employees deployed.
2. Your designation, functions, and salary drawn.
3. Reasons for non-payment of salary.
However, if you are employed in a factory or in an industrial or other establishment specified in sub-clauses (a) to (g) of clause (ii) of Section 2 and you are drawing wages not exceeding Rs.18,000/- per month, you can file a claim with the authorities appointed under the Payment of Wages Act, 1936.
BS Kalsi,
Member since August 2011
From India, Mumbai
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To enable us to provide a proper reply, you should furnish the following inputs:
1. The type of company and the number of employees deployed.
2. Your designation, functions, and salary drawn.
3. Reasons for non-payment of salary.
However, if you are employed in a factory or in an industrial or other establishment specified in sub-clauses (a) to (g) of clause (ii) of Section 2 and you are drawing wages not exceeding Rs.18,000/- per month, you can file a claim with the authorities appointed under the Payment of Wages Act, 1936.
BS Kalsi,
Member since August 2011
From India, Mumbai
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Dear Mr. Kalsi, In case any employee does not fall in the category of 18k & factory then whom he/she will approach in similar situations?
From India, Jamshedpur
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From India, Jamshedpur
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Dear Nikhil,
In reference to your query, I am of the opinion that in case an employee does not fall in the category of 18k & Factory Act, then you can take the following steps to recover the unpaid wages:
• Prepare your claim
• Write to your employer about your claim & keep a record of such letters
• File your claim with the local court
• Present your case in court.
BS Kalsi
Member since August, 2011
From India, Mumbai
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In reference to your query, I am of the opinion that in case an employee does not fall in the category of 18k & Factory Act, then you can take the following steps to recover the unpaid wages:
• Prepare your claim
• Write to your employer about your claim & keep a record of such letters
• File your claim with the local court
• Present your case in court.
BS Kalsi
Member since August, 2011
From India, Mumbai
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Disputes between employers and employees are guided by the Industrial Disputes Act. Refer to the definition of an employee under the act and check whether your role fits within that definition. If the answer is yes, approach the Government Labour Officer with the necessary papers and seek their advice. If the officer fails to bring about conciliation between you and your employer, they will submit a 'failure report,' and the matter will be referred to the labor court.
From India, Mumbai
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From India, Mumbai
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Dear Shrikant ji,
I am not in agreement with your views as the industrial disputes and individual disputes are quite different in nature and they are to be dealt with separately under the Industrial Disputes Act, 1947. Thus, for an individual dispute to fall within the definition of an industrial dispute, it must be sponsored by the Trade Union of the workmen or, if there is no trade union, it must be sponsored by the majority of the workmen. Without such sponsorship, the dispute cannot be treated as an industrial dispute and therefore cannot be referred to the Labour Court.
However, an individual workman can raise a dispute DIRECTLY before a Labour Court or Industrial Tribunal for adjudication under Section 2A of the Act if it pertains to his dismissal, discharge, retrenchment, or other termination of his services, where no such sponsorship is required, and such an individual dispute is treated as an industrial dispute.
BS Kalsi,
Member since August 2011
From India, Mumbai
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I am not in agreement with your views as the industrial disputes and individual disputes are quite different in nature and they are to be dealt with separately under the Industrial Disputes Act, 1947. Thus, for an individual dispute to fall within the definition of an industrial dispute, it must be sponsored by the Trade Union of the workmen or, if there is no trade union, it must be sponsored by the majority of the workmen. Without such sponsorship, the dispute cannot be treated as an industrial dispute and therefore cannot be referred to the Labour Court.
However, an individual workman can raise a dispute DIRECTLY before a Labour Court or Industrial Tribunal for adjudication under Section 2A of the Act if it pertains to his dismissal, discharge, retrenchment, or other termination of his services, where no such sponsorship is required, and such an individual dispute is treated as an industrial dispute.
BS Kalsi,
Member since August 2011
From India, Mumbai
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Dear friend,
As a private employee, you can file your case in the labor court. If you are a government servant, you should approach the concerned tribunal.
There is a provision that a party in person (without an advocate) can file a case in the labor court. For this, you should approach the scrutiny officer of the labor court under the jurisdiction of your organization. The scrutiny officer is the one who verifies the file for correctness and compliance. If found compliant, it will be placed before the court. My point here is that if you approach him, he will inform you of the requirements for filing. During the first hearing, the Honorable judge may ask you whether you can argue on your own or appoint a lawyer on your behalf at no cost, which is known as free legal aid available to poor litigants.
Samrat Gunti X Court Manager High Court of Judicature at Hyderabad.
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As a private employee, you can file your case in the labor court. If you are a government servant, you should approach the concerned tribunal.
There is a provision that a party in person (without an advocate) can file a case in the labor court. For this, you should approach the scrutiny officer of the labor court under the jurisdiction of your organization. The scrutiny officer is the one who verifies the file for correctness and compliance. If found compliant, it will be placed before the court. My point here is that if you approach him, he will inform you of the requirements for filing. During the first hearing, the Honorable judge may ask you whether you can argue on your own or appoint a lawyer on your behalf at no cost, which is known as free legal aid available to poor litigants.
Samrat Gunti X Court Manager High Court of Judicature at Hyderabad.
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Depending on the nature of your employment, your company's strength of employee, you can file the case under the following courts:
1. Labour Court under Section 33C(2) of the Industrial Disputes Act
2. Court under Payment of Wages
3. Referee under the Shops & Establishment Act
However, it is advisable to first give notice to the management demanding the outstanding salary before proceeding to any forum or court.
From India, Kolkata
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1. Labour Court under Section 33C(2) of the Industrial Disputes Act
2. Court under Payment of Wages
3. Referee under the Shops & Establishment Act
However, it is advisable to first give notice to the management demanding the outstanding salary before proceeding to any forum or court.
From India, Kolkata
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You have to decide whether you want wages for 3 months or want to file a case in court! Why file a case when there is a possible remedy under conciliation proceedings?
You can find the office address and the name of the Government Labour Officer having your office under his jurisdiction. You may consider writing a last letter with a timeline, mentioning that failing this, you will file a complaint with GLO Mr. / Ms. XYZ. Upon receiving a conciliation notice from the GLO, the employer may pay off the wages.
If this does not work, meet the GLO and seek his guidance about writing a complaint and any attachments required with it.
If the employer does not agree, the GLO will forward a failure report, and he will recommend the government to file a case in the labour court. Such a case will be stronger for you. And who knows, during conciliation proceedings, the employer may pay the wages. Going to the labour court is not required. Complaints for non-payment and conciliation proceedings for them are dealt with great speed.
From India, Mumbai
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You can find the office address and the name of the Government Labour Officer having your office under his jurisdiction. You may consider writing a last letter with a timeline, mentioning that failing this, you will file a complaint with GLO Mr. / Ms. XYZ. Upon receiving a conciliation notice from the GLO, the employer may pay off the wages.
If this does not work, meet the GLO and seek his guidance about writing a complaint and any attachments required with it.
If the employer does not agree, the GLO will forward a failure report, and he will recommend the government to file a case in the labour court. Such a case will be stronger for you. And who knows, during conciliation proceedings, the employer may pay the wages. Going to the labour court is not required. Complaints for non-payment and conciliation proceedings for them are dealt with great speed.
From India, Mumbai
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Kalsi,
Pasting definition of industrial dispute from URL: https://mahakamgar.maharashtra.gov.i...s-act-1947.pdf
Check the definition of 'industrial dispute' under the IDA anywhere. It is as follows.
If intervention of union of majority is required, the managements will play.
(k) “industrial dispute” means any dispute or difference between
employers and employers, or between employers and workmen,
or between workmen and workmen, which is connected with the
employment or non-employment or the terms of employment or
with the conditions of labour, of any person.
the non-payment of wages is connected with employment. can be established by RTGS made, wage slip, appt letter et al.
Please be careful while you post something, especially while refuting. Some may think what is posted is fact & may land in problem.
Shrikant Prabhudesai
From India, Mumbai
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Pasting definition of industrial dispute from URL: https://mahakamgar.maharashtra.gov.i...s-act-1947.pdf
Check the definition of 'industrial dispute' under the IDA anywhere. It is as follows.
If intervention of union of majority is required, the managements will play.
(k) “industrial dispute” means any dispute or difference between
employers and employers, or between employers and workmen,
or between workmen and workmen, which is connected with the
employment or non-employment or the terms of employment or
with the conditions of labour, of any person.
the non-payment of wages is connected with employment. can be established by RTGS made, wage slip, appt letter et al.
Please be careful while you post something, especially while refuting. Some may think what is posted is fact & may land in problem.
Shrikant Prabhudesai
From India, Mumbai
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
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