Free Legal Advice

Dear Client,

In the situation described, if your resignation was accepted by a higher authority, waiving the notice period, any personal vendetta from another authority cannot justify withholding your salary for the days worked. To address this issue, you have two options:

1. File an application under Section 33C(2) of the Industrial Disputes (ID) Act before the relevant Labour Court to recover the dues owed to you by the company upon resignation.

2. If you hold a managerial or administrativ

Dear Client,

Engaging in misappropriation of an employer's or company's property can result in severe legal consequences, including termination from employment. Moreover, if the company withholds your salary upon resignation, there are legal remedies available to recover the withheld amount. It's important to note that withholding salary or Full and Final (F&F) dues without a valid or cogent reason is considered an unfair labor practice on the part of the company.

However, it's crucial to emp

Dear Client,

Failure to adhere to the required notice period for resigning may lead to legal consequences or damages for an employee. A forced resignation can be considered a termination, amounting to retrenchment if proven with substantial evidence. Successful proof of retrenchment under Section 25F of the Industrial Disputes Act may result in an order for reinstatement with back wages by the adjudication authority or Labour Court. Section 25F outlines conditions employers must fulfill before

Dear Client,

According to Rule 43 of the Kerala Government Servant Conduct Rules, 1960:

(a) Government servants are prohibited from engaging in speculative investments. The habitual buying and selling of securities with notoriously fluctuating values are considered speculative.

(b) Government servants are not allowed to make investments, or permit their family members to do so, which may potentially embarrass or influence them in the discharge of their official duties.

Rule 45 specifies tha

Dear Client,

Leave policies or rules vary based on the applicable Act for a specific establishment. According to the Factories Act, 1948, workers are entitled to one day of earned or privilege leave for every twenty days of work in the previous calendar year. Casual leave (CL) ranges from 5-7 days, and sick leave varies from 5 to 15 days, depending on state legislation.

For employees in private companies, the leave policy includes 30 days of earned leave after 12 months of continuous employme

I'm sorry to hear about your experience. It's frustrating when communication goes unanswered, especially after being promised a response. There could be various reasons for the lack of response, such as a high volume of applicants, internal changes, or unforeseen circumstances. It's important to follow up politely and professionally to inquire about the status of your application.

Dear client,

A workman may only be fired for convenience in line with the procedures outlined in the Industrial Disputes Act, 1947 (the "ID Act"). According to the ID Act, a worker who has completed 240 days of service, or at least one year of notice, may be fired with at least one month's notice or paid in lieu of notice. Retrenchment compensation, equal to 15 days of pay for each year of service completed, is also required. The procedure under IESO Act must be followed.
A workman can raise

Dear Client,
In the given situation, serving a legal notice to the concerned head of the respective deptt of the University, you can file a complaint under Sec.35 of the Consumer Protection Act, 2019 against the University for deficiency in service and unfair trade practices (conducting courses without affiliation of the competent authority) claiming refund of entire course fees and compensation for harassment along with the cost of litigations. Reach out to an Advocate for guidance and steps.

Dear Client,
In the context of your situation in Maharashtra:
1.Reducing Notice Period:Generally, notice periods are contractual obligations, and an employer may insist on the full notice period unless both parties mutually agree otherwise. However, you can negotiate with your employer to seek an early release based on mutual consent. If your company is not willing to change this, you may need to adhere to the agreed-upon notice period.
2.Leave Encashment: In Maharashtra, there is no statutory o

Dear Sir,
Get issue a legal notice thereafter approach following authority.

Please approach the following authority or similar authority in a state

The Office Commissioner of Labour

Section 12 in The Industrial Disputes Act, 1947
12. Duties of conciliation officers.- (relevant section 12(2) of ID Act)

(1) Where any industrial dispute exists or is apprehended, the conciliation officer may, or where the dispute relates to a public utility service and a notice under section 22 has been given,