I wonder where Dev, who started the thread, has disappeared. What we should really be doing is asking Dev for clarifications and requesting that Dev give complete details of the scenario: the age and size of the company, whether the instructions were oral or written (as pointed out by Mr. Dhingra - the solution depends on that issue), the reason behind the manager's views that all thirty will leave if they are paid. For example, it is possible that their manager has left to join a competitor and is enticing them to follow him/her; the length of service of the staff, etc.
Have a nice day.
Simhan A retired academic in the UK
From United Kingdom
1639Have a nice day.
Simhan A retired academic in the UK
From United Kingdom
hi! ask your friend to talk the concerned and ask him to give a letter for stop payment, so that she can show to the employee as well as their relatives. with regards, mukund
From India, Ahmadabad
From India, Ahmadabad
Hi Devnik0202,
I agree with what job_connect_consultancy said, "Get them to sign a contract where the employees need to sign up and give assurance that they are not looking for a change." This is a good option.
Secondly, I also agree with what Mr. psdhingra says that your friend should get a written letter from her managers describing their decisions, which also shows their responsibility.
In my opinion, quick action should follow like this:
Step 1: Get a written letter mentioning the decisions of her managers as evidence.
Step 2: Hold a meeting for all to fill the communication gap and sign a contract between the 30 employees and her managers.
Regards,
Shiva Kumar
From India, Kochi
I agree with what job_connect_consultancy said, "Get them to sign a contract where the employees need to sign up and give assurance that they are not looking for a change." This is a good option.
Secondly, I also agree with what Mr. psdhingra says that your friend should get a written letter from her managers describing their decisions, which also shows their responsibility.
In my opinion, quick action should follow like this:
Step 1: Get a written letter mentioning the decisions of her managers as evidence.
Step 2: Hold a meeting for all to fill the communication gap and sign a contract between the 30 employees and her managers.
Regards,
Shiva Kumar
From India, Kochi
Hi,
As an HR Manager or Executive, managing the human resources of the company is one of your main duties. At times, you even have to advocate for the employees. If 30 employees are planning to quit, then there must be some serious issues at the operations level such as:
1. Ill-treatment (partiality based on religion, caste, language, gender)
2. Incentives not paid in the past
3. Better work environment and wages offered by a close competitor
4. And so on.
"There is no question that doesn't have an answer," similarly, "there is no problem that doesn't have a solution." Solutions can be sourced or created based on the level of understanding about the problem. In simple words, first try to probe and understand what's provoking them to consider quitting, and then discuss the same with the higher authorities in the company.
If the higher authorities start ignoring your suggestions, inform them that today the number is just 30, but tomorrow it will surely double, and then things will start changing. The police are not required here; just put yourself in the shoes of those employees and understand what is troubling them.
Someone's suggestion about making them sign an agreement:
"Get them to sign a contract where the employees need to commit and assure that they are not looking for a change."
The above idea may make you feel better, but a group of demotivated employees can do more harm to both you and the organization.
Have all communications by email only, not verbal communication.
This is my opinion about the problem you are facing. Finally, I would like to say one thing: no employee wants to get into any trouble with you or anyone unless they (or their salary) are in trouble.
From India, Bangalore
As an HR Manager or Executive, managing the human resources of the company is one of your main duties. At times, you even have to advocate for the employees. If 30 employees are planning to quit, then there must be some serious issues at the operations level such as:
1. Ill-treatment (partiality based on religion, caste, language, gender)
2. Incentives not paid in the past
3. Better work environment and wages offered by a close competitor
4. And so on.
"There is no question that doesn't have an answer," similarly, "there is no problem that doesn't have a solution." Solutions can be sourced or created based on the level of understanding about the problem. In simple words, first try to probe and understand what's provoking them to consider quitting, and then discuss the same with the higher authorities in the company.
If the higher authorities start ignoring your suggestions, inform them that today the number is just 30, but tomorrow it will surely double, and then things will start changing. The police are not required here; just put yourself in the shoes of those employees and understand what is troubling them.
Someone's suggestion about making them sign an agreement:
"Get them to sign a contract where the employees need to commit and assure that they are not looking for a change."
The above idea may make you feel better, but a group of demotivated employees can do more harm to both you and the organization.
Have all communications by email only, not verbal communication.
This is my opinion about the problem you are facing. Finally, I would like to say one thing: no employee wants to get into any trouble with you or anyone unless they (or their salary) are in trouble.
From India, Bangalore
Hi,
It's surprising that non-payment of salary to 30 employees without any valid reason is not justified. This also sends a bad message, and the name of the organization will be maligned. I think if anyone goes to court, the person withholding the salary without any reason will be held accountable in the eyes of the law. Be careful when dealing with such situations.
Regards.
From India, Mumbai
It's surprising that non-payment of salary to 30 employees without any valid reason is not justified. This also sends a bad message, and the name of the organization will be maligned. I think if anyone goes to court, the person withholding the salary without any reason will be held accountable in the eyes of the law. Be careful when dealing with such situations.
Regards.
From India, Mumbai
Dear friend,
You need to pay their salaries ASAP; otherwise, they can file a case in the labor department under the Timely Payment Act. According to the act, a minimum penalty of 10 times the wages can be demanded.
From India, Delhi
You need to pay their salaries ASAP; otherwise, they can file a case in the labor department under the Timely Payment Act. According to the act, a minimum penalty of 10 times the wages can be demanded.
From India, Delhi
Yes i am also agree with mr.dhingra, you can not hold salary of employee for uncertain period without any cause. Shish ram uniyal 09811681660
From India, New Delhi
From India, New Delhi
Holding salary is an unfair practice. People who are not leaving right now will start looking for a change. What is required is a Compensation & Benefits strategy that will address the issues the company is facing. Why is your company being treated like a nursery of talent? Set up a training institute if there is a demand for experienced people, and when these people join, they are greenhorns and the duration spent in the company is less.
Alternatively, in the same fashion, set up a profit center for training if the skills imparted are in high demand, or define a career path for how many people can be given a career. Have a retention bonus for good performers who are loyal, implement a skill-based pay, build a strong brand, and share more details so I can advise.
From India, Delhi
Alternatively, in the same fashion, set up a profit center for training if the skills imparted are in high demand, or define a career path for how many people can be given a career. Have a retention bonus for good performers who are loyal, implement a skill-based pay, build a strong brand, and share more details so I can advise.
From India, Delhi
hello a healthy discussion I strongly agreed with the suggestions given by Dhingara Sir, Regards
From India, Ahmadabad
From India, Ahmadabad
Dear [Recipient],
Please note that at the 1st instance, you cannot hold the salary of any employee without having any legal issue against him. Your management is engaging in unfair labor practices and acting against the law. According to the Payment of Wages Act, your company is required to pay its employees on the declared payday. If the company has not paid any employee on the payday, a notice must be provided indicating the next payment date. Failure to make the payment would necessitate the deposit of the salary with the office of the Labour Commissioner, along with a reason for the delay.
Under no circumstances can you withhold anyone's salary unless serious misconduct has been committed by the concerned employee. The law does not support such actions by your management, and they will face consequences if someone takes legal action. It is important to understand and adhere to the law. Your management cannot engage in activities that violate the law.
Please review and ensure compliance with legal requirements.
Thank you.
[Your Name]
From India, Mumbai
Please note that at the 1st instance, you cannot hold the salary of any employee without having any legal issue against him. Your management is engaging in unfair labor practices and acting against the law. According to the Payment of Wages Act, your company is required to pay its employees on the declared payday. If the company has not paid any employee on the payday, a notice must be provided indicating the next payment date. Failure to make the payment would necessitate the deposit of the salary with the office of the Labour Commissioner, along with a reason for the delay.
Under no circumstances can you withhold anyone's salary unless serious misconduct has been committed by the concerned employee. The law does not support such actions by your management, and they will face consequences if someone takes legal action. It is important to understand and adhere to the law. Your management cannot engage in activities that violate the law.
Please review and ensure compliance with legal requirements.
Thank you.
[Your Name]
From India, Mumbai
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