Dear All,
We had interesting discussions in this Thread. I suggest one should pull out the bare act as applicable, read the provisions, and interpret it before making any reply.
This I am suggesting not because I am somebody. Please do not misunderstand me. This I am suggesting, so that (i) one can get exposure to the provisions of Law. (ii) The discussions will be more perfect towards Law thereby it enhance our knowledge. And (iii) This is the way we learn the Law.
You can make comments on it.
Thanks with regards.
Keshav Korgaonkar
Shantadurgaent.com,Insurance Advisors,Corporate Advisors,Legal Advise,Wage and salary,Shantadurgaent.com,Labour Compliance Audit,SSI registration,NOC from
From India, Mumbai
2555We had interesting discussions in this Thread. I suggest one should pull out the bare act as applicable, read the provisions, and interpret it before making any reply.
This I am suggesting not because I am somebody. Please do not misunderstand me. This I am suggesting, so that (i) one can get exposure to the provisions of Law. (ii) The discussions will be more perfect towards Law thereby it enhance our knowledge. And (iii) This is the way we learn the Law.
You can make comments on it.
Thanks with regards.
Keshav Korgaonkar
Shantadurgaent.com,Insurance Advisors,Corporate Advisors,Legal Advise,Wage and salary,Shantadurgaent.com,Labour Compliance Audit,SSI registration,NOC from
From India, Mumbai
Dear All,
I wish to make comments as under:
If the provisions of POB Act are not applicable to the employee concerned under this Thread, the bonus (as being a part of CTC) is payable to him in accordance with the policy of the company which may vary from company to company. (You may call it as bonus or as ex-gratia as some one said earlier in his reply in the Thread) Kindly bear in mind that you have made commitment to pay him bonus as considered it in CTC.
The employer has a right to recover the amount towards shortfall of notice if it is written in the appointment letter or in the policy manual which is the part and parcel of appointment letter. If there is no provision in the appointment letter or policy manual to recover the amount in lieu of notice period, you can not effect this recovery. I came across a citation to this effect long years back.
In the given case under this Thread, the employee is on probation and under probation you can not have notice period for long.
Members are requested to make their comments.
Thanks with regards.
Keshav Korgaonkar
Shantadurgaent.com,Insurance Advisors,Corporate Advisors,Legal Advise,Wage and salary,Shantadurgaent.com,Labour Compliance Audit,SSI registration,NOC from
From India, Mumbai
I wish to make comments as under:
If the provisions of POB Act are not applicable to the employee concerned under this Thread, the bonus (as being a part of CTC) is payable to him in accordance with the policy of the company which may vary from company to company. (You may call it as bonus or as ex-gratia as some one said earlier in his reply in the Thread) Kindly bear in mind that you have made commitment to pay him bonus as considered it in CTC.
The employer has a right to recover the amount towards shortfall of notice if it is written in the appointment letter or in the policy manual which is the part and parcel of appointment letter. If there is no provision in the appointment letter or policy manual to recover the amount in lieu of notice period, you can not effect this recovery. I came across a citation to this effect long years back.
In the given case under this Thread, the employee is on probation and under probation you can not have notice period for long.
Members are requested to make their comments.
Thanks with regards.
Keshav Korgaonkar
Shantadurgaent.com,Insurance Advisors,Corporate Advisors,Legal Advise,Wage and salary,Shantadurgaent.com,Labour Compliance Audit,SSI registration,NOC from
From India, Mumbai
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