My daughter-in-law joined an educational institute in 2000 as an assistant teacher at 1700 P.M. As per service terms, one month notice pay is to be given either way in case of discontinuation of service. She was promoted as Supervisor in 2008. With yearly increments etc, her salary stood at about 24000 P.M. by June 2012.

In July 2012, school management decided to abolish the post of supervisor (there were 4 supervisors) and she was asked to continue as assistant teacher at reduced salary of about 13,000 P.M.

All supervisors protested but to no avail. School authority asked them to resign by paying back three months notice pay if offer was not acceptable to them. One supervisor left. Others including my daughter-in-law decided to continue as assistant teacher considering hardship being faced by their respective families. Later on, my daughter-in-law's salary was increased to 17,000 P.M. as special case.

Was school authority legally entitled to reduce her salary and demote her in terms of her position?
3rd March 2013 From India, Pune
Last line which is not printed in above document is mentioned here
Was school authority legally entitled in reducing the salary? Demoting post? And asking for three month's notice pay? What options my daughter-in-law had in July 2012?
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3rd March 2013 From India, Pune
Dear Googly 01. Something is looks like missing in this. Whether the school is approved. What is the status of organisation. Ramakant
2nd April 2013 From India, Pune
The institute is recognized by the Government of Maharashtra and approved by the All India Council for Technical Education (AICTE), New Delhi. This Technical Education Society was set-up in 1993 and having several institutes under it's fold with over 65000 students.
3rd April 2013 From India, Pune
Dear Googly01
If any post/position is made redundant then the employees employed on the position can be asked to revert back to previous or some equivalent position is common at every place.
Your daughter in law can work in the previous position or she can be given Full and Final Settlement (Retrenchment). Asking for submitting the resignation letter is unethical and is not the correct practice.
About the salary reduction, let us wait for our other members to comment. As per my knowledge, the institute can at any time restructure the salary of the employees (either upward or downward) and if the employees are accepting the revision they will continue on the job and if they are not accepting then the employees are to be retrenched with full benefits. The management has to give clear explanation for its downward revision of salary of the employees.
3rd April 2013 From India, Kumbakonam
Dear Mr.Googly,

The entire infrastructure is depend on the ROSTER of the Institute / Organisation. In which total strength is approved by concerned authorities of Education Department. There are some posts are marked as "Temporary Strength" For this Temporary Posts approval is for a certain period only and it has to be confirmed periodically or converted in to Permanent on need base.

If the Post is clearly Temporary then it can abolished at any moment and person has to step out. But in any case for this no three months period caluse is applicable. No recovery can be made against this three months notice period. In this case, I think that in this case Management should pay the Three Months Pay instead of reocvery, if the notice is not given by the Management. Someone should be offensive on this issue.

Further, I am from Pune only and working in Educational Accounting for last 20 Years. By your note I can understand about which institute you are talking about. Let us keep under shelves only.

In your case, the new post is offered. Thank God she is not told to go home.

Ramakant
3rd April 2013 From India, Pune
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