OFFICIAL HARRASMENT FROM MANAGER, DIRECTOR AND MD
2 months ago
CAN I DO A COMPLAIN WITH OUT LETTING THEM KNOW ABOUT THE FACT? I HAVE DISCUSSED WITH HR WITH NO RESULT. I DO NOT HAVE ANY EVIDENCE ABOUT THEIR BEHAVIOURAL APPROACH TOWARD ME. EVERY TIME THEY DO MENTAL HARRASMENT. THEY DEDUCTED MY SALARY AS I WAS BUSY WITH MY PREGNANT WIFE WHO IS AN HEART PATIENT, I HAVE ALL MEDICAL PROVES AND TEST REPORT. THEY PRESURIZE ME TO WORK ON SUNDAY, ASK ME TO DO 14 HRS 20 HRS WORK WITHOUT ANY EXTRA PAYMENT.PLEASE HELP. I AM WORKING HERE SINCE 2021
A.Dear Client,
Engaging in any form of harassment or victimization of an employee by an employer during employment qualifies as unfair labor practice under Section 2(ra) of the Industrial Dispute Act, 1947, as outlined in the Fifth Schedule. To address such misconduct by the employer, if you hold the position of a workman as defined in Section 2(s) of the Industrial Dispute Act, it is recommended to file a complaint against the employer with the office of the relevant Labour Commissioner to resolve the grievance. Alternatively, if you hold the position of a Manager or Supervisor, pursuing a civil suit is necessary for seeking redressal against the employer. Additionally, escalating the matter to regulatory authorities of the company, such as the ROC or Licensing Authority, is another avenue to address and resolve your grievance.
Engaging in any form of harassment or victimization of an employee by an employer during employment qualifies as unfair labor practice under Section 2(ra) of the Industrial Dispute Act, 1947, as outlined in the Fifth Schedule. To address such misconduct by the employer, if you hold the position of a workman as defined in Section 2(s) of the Industrial Dispute Act, it is recommended to file a complaint against the employer with the office of the relevant Labour Commissioner to resolve the grievance. Alternatively, if you hold the position of a Manager or Supervisor, pursuing a civil suit is necessary for seeking redressal against the employer. Additionally, escalating the matter to regulatory authorities of the company, such as the ROC or Licensing Authority, is another avenue to address and resolve your grievance.
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A.Dear Client,
Any type of harassment or victimization of an employee by an employer in the course of employment amounts to unfair labour practice as defined under Sec.2(ra) of the Industrial Dispute Act, 1947 as specified in the Fifth Schedule. So in the prevailing situation, to stop such malpractices of the employer, it may be suggested that if you are not holding the position of Manager/Supervisor but a workman as defined u/s.2(s) of the Industrial Dispute Act then for such an unfair labour practice and harassment by the employer or its agent, reach out to the office of the Labour Commissioner concerned for filing a complaint against the employer to resolve your grievance. Otherwise, if you are holding the position of a Manager or Supervisor, you have to file a civil suit for redressal of your grievance against the employer. Apart from this, you can also escalate your grievance before the concerned regulatory authority of the Company, like ROC, Licensing Authority to redress your grievance.
Any type of harassment or victimization of an employee by an employer in the course of employment amounts to unfair labour practice as defined under Sec.2(ra) of the Industrial Dispute Act, 1947 as specified in the Fifth Schedule. So in the prevailing situation, to stop such malpractices of the employer, it may be suggested that if you are not holding the position of Manager/Supervisor but a workman as defined u/s.2(s) of the Industrial Dispute Act then for such an unfair labour practice and harassment by the employer or its agent, reach out to the office of the Labour Commissioner concerned for filing a complaint against the employer to resolve your grievance. Otherwise, if you are holding the position of a Manager or Supervisor, you have to file a civil suit for redressal of your grievance against the employer. Apart from this, you can also escalate your grievance before the concerned regulatory authority of the Company, like ROC, Licensing Authority to redress your grievance.
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