Dear Shrikant Ji,
I have my right to be disagree on certain points which is based on my own knowledge and experience. There is nothing to get angry. I hope, you will agree with me that this is a forum where we learn or amend ourself.I have never claim that I am expert and always right.
I am grateful to you for amending me but the your language of emphasising your point and the way of adressing me was not in order.
BS Kalsi
Member since August, 2011
From India, Mumbai
455I have my right to be disagree on certain points which is based on my own knowledge and experience. There is nothing to get angry. I hope, you will agree with me that this is a forum where we learn or amend ourself.I have never claim that I am expert and always right.
I am grateful to you for amending me but the your language of emphasising your point and the way of adressing me was not in order.
BS Kalsi
Member since August, 2011
From India, Mumbai
You have right to disagree but that has to come with law points which what this forum is for.
From India, Mumbai
From India, Mumbai
Kalsi,
Legal language may sound curt but I have used word please, hence there is no need to feel otherwise.
Your first para of the post emphatically distinguished between individual & industrial dispute which was incorrect. And to support your incorrect claim you mentioned incorrectly that majority of employees or union support will be required to establish as individual's dispute as 'industrial dispute'??
From India, Mumbai
Legal language may sound curt but I have used word please, hence there is no need to feel otherwise.
Your first para of the post emphatically distinguished between individual & industrial dispute which was incorrect. And to support your incorrect claim you mentioned incorrectly that majority of employees or union support will be required to establish as individual's dispute as 'industrial dispute'??
From India, Mumbai
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
Procedure to be followed by employer in case of suppression - SC 21.7.2016.pdf
Case studies on R & S.doc