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Dear Client,

If the public sector bank is not deciding your compassionate transfer request despite extreme medical grounds and expiry of stipulated timelines, you may escalate the matter before higher administrative authorities such as the Zonal Office, Head Office HR Department, or Grievance Redressal Cell of the bank.

Apart from internal escalation, you may also approach the Banking Ombudsman only in limited circumstances relating to service deficiency, though transfer matters are generally

Dear Client,

Nahi, yeh baat galat hai ki Rs. 30,000 se upar salary hone par overtime nahi milega. Agar aap CT/MRI technician ke roop me private centre me kaam kar rahe hain aur aapse 9 ghante se zyada daily duty li ja rahi hai, to labour laws ke mutabik overtime dena zaroori hota hai, jab tak aap managerial ya supervisory post par na ho.

Technician jaise technical staff ko overtime ka haq hota hai, chahe salary 30k se zyada ho. Labour laws ke hisab se 48 ghante per week se zyada kaam par over

Dear Sir,

Labour Complaint

Area-wise Assistant Labour Commissioner

Karnataka Labour Department website (online complaint)

Written complaint should include:

Employer name & address

Nature of harassment

Dates & proof (emails, WhatsApp, witnesses)

Relief sought

Important DOs & DON’Ts

Don’t resign in writing under pressure
Don’t sign “full and final” if dispute exists
Preserve emails, chats, recordings
Complain before leaving job, if possible

Dear Sir,
Send a formal legal notice demanding:

Issuance of corrected relieving letter

Written confirmation of Date of Exit = 16-10-2024

Retraction of false ECR/NCP entries

Warning of legal action for damages

Give 7–10 days time.

Complaint before Labour Commissioner (Haryana)

File complaint for:

Unfair labour practice

Incorrect service record maintenance

Career obstruction after resignation

Dear Client,
Sabbatical leave is typically granted by employers to help employees take extended breaks from their routine work. This leave allows employees to pursue professional courses to enhance their skills or address personal needs/emergency. The duration of a sabbatical leave is usually decided by the employer, and it can vary depending on the company's policies and the employee's role. Sabbatical leave may be paid, partially paid, or unpaid, depending on the employer's policy and the spec

Dear Client,
There is no concept of a security cheque in the employment segment. There is a concept of employment bond that many employers ask the selected candidate to execute while they are offered employment. Even an employer cannot ask for a security cheque in writing from an employee. So, it is not an acceptable term of employment. Accordingly, it is not advisable to issue a security cheque which may be considered an unfair labour practice, once you bring the matter to the notice of the con

Dear Client,

Yes, you can challenge the company in court for retaliatory termination after raising a concern under the whistleblower mechanism, especially if your actions are protected under the Companies Act, 2013 and relevant employment laws.

The Companies Act, 2013 mandates companies to have a vigil mechanism for directors and employees, it also indirectly implies protection against victimization.

At this juncture you can engage an lawyer to send a legal notice challenging the terminatio

Dear Client,
Section 9A of the Industrial Disputes Act, 1947 mandates that employers provide a 21-day notice to both the affected workmen and the relevant labor authorities before making adverse changes to their service conditions. The state-specific Shops and Establishments Act applies to shop and establishment employees who are not covered under the ID Act, such as those in managerial or administrative positions, and varies from state to state. The S & E Act also regulates the terms of servic

Dear Client,
A termination may be considered illegal and unjustified if it breaches the terms of the contract or appointment letter by either party to the said contract. Termination or dismissal other than a disciplinary action for proven misconduct amounts to illegal termination/ retrenchment and is defined as an industrial dispute under Section 2A of the Industrial Dispute Act, 1947 which also violated the mandatory provision of Sec.25F and 25N of the I D Act that prescribed certain condition

Dear Client,
Under the Land Acquisition Act, 1894 the union or a state government is empowered to take private land for public purposes and to compensate the original owners and other persons affected due to such acquisition. The Right to Challenge Land Acquisition lies only with the Original Owner. Section 26 of the Act consists of provisions that govern compensation for the landowners. It defines the proposed minimum compensation based on multiples of the market value of the land. The market