BIG BOSS PREMJI AZMI ALONG WITH EMPLOYEE COLLEAGUES HIT BY DV ACT
I had drawn the attention of citehr members unsuccessfully in three different threads to the DV Act, which is likely to adversely affect industrial output. My projection appears to be true. Premji Azmi is now ordered by the Kanpur Chief Metropolitan Magistrate, along with his employee colleagues Gaurav Nigam (engineer) and Pratik Kumar (head of Wipro's Human Resource Division), to appear before him on 29th November (Hindustan Times 24/11/2006 front-page news).
Whose turn is next? Can HRM remain silent?
Regards
From India, Delhi
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174I had drawn the attention of citehr members unsuccessfully in three different threads to the DV Act, which is likely to adversely affect industrial output. My projection appears to be true. Premji Azmi is now ordered by the Kanpur Chief Metropolitan Magistrate, along with his employee colleagues Gaurav Nigam (engineer) and Pratik Kumar (head of Wipro's Human Resource Division), to appear before him on 29th November (Hindustan Times 24/11/2006 front-page news).
Whose turn is next? Can HRM remain silent?
Regards
From India, Delhi
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Big boss is allegedly paying dating allowance. Read here what is dating allowance: http://timesofindia.indiatimes.com/a...ow/1234921.cms Regards
From India, Delhi
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From India, Delhi
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Hi Dr. Saab,
Really, it's an interesting topic!
It is absolutely wrong to pay dating allowance. Is it acceptable to female employees? We need a discussion on this topic. Please discuss and vote "for" and "against."
Regards, Sidheshwar
From India, Bangalore
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Really, it's an interesting topic!
It is absolutely wrong to pay dating allowance. Is it acceptable to female employees? We need a discussion on this topic. Please discuss and vote "for" and "against."
Regards, Sidheshwar
From India, Bangalore
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Yes, Sir,
I agree with Premji's statement. However, in some companies, there is a policy to allow the wife to accompany her husband if he is going outstation for more than 6 months. The company will bear the cost of the to-and-fro travel tickets along with accommodation rent.
It is indeed a hot topic for debate. We should discuss such topics.
Regards,
Sidheshwar
From India, Bangalore
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I agree with Premji's statement. However, in some companies, there is a policy to allow the wife to accompany her husband if he is going outstation for more than 6 months. The company will bear the cost of the to-and-fro travel tickets along with accommodation rent.
It is indeed a hot topic for debate. We should discuss such topics.
Regards,
Sidheshwar
From India, Bangalore
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Brother!
Our discussion does not involve a review of company policy. Our discussion here pertains to the ramifications of the DV Act on productivity. The Premji case is not the first and last; hundreds and thousands of such cases will come up. Tornados will not only affect families but also impact workplaces. How will HRM face this situation?
Regards
From India, Delhi
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Our discussion does not involve a review of company policy. Our discussion here pertains to the ramifications of the DV Act on productivity. The Premji case is not the first and last; hundreds and thousands of such cases will come up. Tornados will not only affect families but also impact workplaces. How will HRM face this situation?
Regards
From India, Delhi
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Saab,
HRM will be involved in this issue very soon. At the workplace, it happens, so gals may make complaints under the DV Act, and HRM will have to play an important role in solving such types of issues. Sometimes it will go to the police hands and consequently to court. We must study this ACT, and we will have to draft a company policy to prevent such cases from happening on company premises. The company may lose some important employees due to such cases, which will also affect the company's productivity.
If you have any different ideas in your mind, please write them here for debate.
Regards, Sidheshwar
From India, Bangalore
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HRM will be involved in this issue very soon. At the workplace, it happens, so gals may make complaints under the DV Act, and HRM will have to play an important role in solving such types of issues. Sometimes it will go to the police hands and consequently to court. We must study this ACT, and we will have to draft a company policy to prevent such cases from happening on company premises. The company may lose some important employees due to such cases, which will also affect the company's productivity.
If you have any different ideas in your mind, please write them here for debate.
Regards, Sidheshwar
From India, Bangalore
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Brother!
As long as this Act is in place, you cannot prepare any preventive policy. It is not a question for some, but it is a question for every man. Before every man, the question is: AUR TERA KYA HOGA RE KALIYA? Please read the definition of domestic violence which I have posted in two other threads.
Regards
From India, Delhi
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As long as this Act is in place, you cannot prepare any preventive policy. It is not a question for some, but it is a question for every man. Before every man, the question is: AUR TERA KYA HOGA RE KALIYA? Please read the definition of domestic violence which I have posted in two other threads.
Regards
From India, Delhi
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Please go through the following link too and offer the comments:
http://www.unifem.org.in/pdf/press_release_trust.pdf
From India, Delhi
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http://www.unifem.org.in/pdf/press_release_trust.pdf
From India, Delhi
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Saab,
It's not a new concept to implement and enforce laws. The main issue is that it may strain relationships. Some females are facing such problems for which this law will be helpful, but it may disturb the peace of mind of males. It will be similar to the TADA act. Anyway, we have to monitor the developments. However, I am certain that the company will need to review its policies.
Please share your thoughts.
Regards, Sidheshwar
From India, Bangalore
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It's not a new concept to implement and enforce laws. The main issue is that it may strain relationships. Some females are facing such problems for which this law will be helpful, but it may disturb the peace of mind of males. It will be similar to the TADA act. Anyway, we have to monitor the developments. However, I am certain that the company will need to review its policies.
Please share your thoughts.
Regards, Sidheshwar
From India, Bangalore
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