Hi all At present as per our policy we have notice period of 30 days now i want to change it to 60 to 90 days for all employees, please help me that what is a procedure i need to follow ? Thanks Raj
From India
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24From India
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Dear Raj,
Serving of notice for any number of days should be on either side. You may do the following: (1) Revise your existing policy and fix either 60 or 90, get it approved from the management/authorized person, and publish it through the notice board, intranet, or your existing communication channel. (2) Prepare a notice addressed to all existing employees to inform that the management has decided to revise the notice period from 30 days to 60/90 days (on either side) with immediate effect for all existing employees on rolls, as of date. Accordingly, the notice period of 30 days mentioned in the appointment letter of respective employees stands revised to 60/90 days with immediate effect, which please note. (3) Paste the notice on all notice boards. (4) Make copies and put them in respective personal folders for future reference.
Thanks,
From India, Jaipur
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Serving of notice for any number of days should be on either side. You may do the following: (1) Revise your existing policy and fix either 60 or 90, get it approved from the management/authorized person, and publish it through the notice board, intranet, or your existing communication channel. (2) Prepare a notice addressed to all existing employees to inform that the management has decided to revise the notice period from 30 days to 60/90 days (on either side) with immediate effect for all existing employees on rolls, as of date. Accordingly, the notice period of 30 days mentioned in the appointment letter of respective employees stands revised to 60/90 days with immediate effect, which please note. (3) Paste the notice on all notice boards. (4) Make copies and put them in respective personal folders for future reference.
Thanks,
From India, Jaipur
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dear it is internal policy of the company but must intimate to all employee...choose which is best way..
From India, Velluru
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From India, Velluru
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Dear Raj,
This is indeed an internal policy of the organization. However, if your company is certified against any of the systems such as ISO or CMMI, then you will have to get the required approval from the authorized personnel or policy decision-makers in the organization. The standard operating procedures and policies need to be revised based on the approval from the management.
Once this is completed, the most important thing is to inform all employees of the changes in the notice period. This can be done by posting on notice boards, or if you have an online system, the same can be done through the online system. You can also circulate emails; please make sure that you retain a copy of the communication sent to the employees.
For further clarifications, please write to me at mohammed.azmath@yahoo.co.in.
Regards,
Mohammed Azmath
From India, Tiruchchirappalli
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This is indeed an internal policy of the organization. However, if your company is certified against any of the systems such as ISO or CMMI, then you will have to get the required approval from the authorized personnel or policy decision-makers in the organization. The standard operating procedures and policies need to be revised based on the approval from the management.
Once this is completed, the most important thing is to inform all employees of the changes in the notice period. This can be done by posting on notice boards, or if you have an online system, the same can be done through the online system. You can also circulate emails; please make sure that you retain a copy of the communication sent to the employees.
For further clarifications, please write to me at mohammed.azmath@yahoo.co.in.
Regards,
Mohammed Azmath
From India, Tiruchchirappalli
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As advised by Mr. Gopal, make copies of the revised notice period and obtain signatures from the employees stating that they have read and understood the contents and agree to serve the same.
With warm regards,
S. Bhaskar
9099024667
From India, Kumbakonam
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With warm regards,
S. Bhaskar
9099024667
From India, Kumbakonam
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Dear,
In my view, you should first get your certified standing orders modified because this clause is given in certified standing orders. After that, you make a small contract referring to the earlier clause of the appointment letter, and it should be signed by both parties, by the employer and employees. If someone does not agree with that clause, then you cannot force them to sign.
Of course, it is an internal policy, but as an employer, you are bound by certified standing orders/appointment contract.
From India, Delhi
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In my view, you should first get your certified standing orders modified because this clause is given in certified standing orders. After that, you make a small contract referring to the earlier clause of the appointment letter, and it should be signed by both parties, by the employer and employees. If someone does not agree with that clause, then you cannot force them to sign.
Of course, it is an internal policy, but as an employer, you are bound by certified standing orders/appointment contract.
From India, Delhi
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Why do you want to do this at all? Your organization has to be equally liable.
You cannot unilaterally change the terms of service for existing employees. Doing so would alter their service conditions (to which the company has already contracted with the employee), which would violate the standing order and the law in general. You must have the consent of all such employees before making any changes. Do not put innocent employees at risk by making unilateral decisions. This is considered bad HRM practice. Such a drastic move may even backfire and disadvantage the organization.
Simply posting the notice on the board or informing the employees is not enough to comply with the law. If you have a union, it is more appropriate to seek their consent first.
Only after that can you modify the Standing Orders and have them reviewed by law enforcement agencies before putting them into practice.
Otherwise, it could be considered an Unfair Trade Practice and cause trouble for your organization sooner or later. Additionally, it may negatively impact the organization's branding due to unfavorable service conditions.
There are other ways to retain employees rather than forcing them to serve longer notice periods or pay a significant sum. Remember, an unwilling employee is a liability to the company. Once an employee decides to leave, they will do so, regardless of any restrictions in place.
From India, Chandigarh
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You cannot unilaterally change the terms of service for existing employees. Doing so would alter their service conditions (to which the company has already contracted with the employee), which would violate the standing order and the law in general. You must have the consent of all such employees before making any changes. Do not put innocent employees at risk by making unilateral decisions. This is considered bad HRM practice. Such a drastic move may even backfire and disadvantage the organization.
Simply posting the notice on the board or informing the employees is not enough to comply with the law. If you have a union, it is more appropriate to seek their consent first.
Only after that can you modify the Standing Orders and have them reviewed by law enforcement agencies before putting them into practice.
Otherwise, it could be considered an Unfair Trade Practice and cause trouble for your organization sooner or later. Additionally, it may negatively impact the organization's branding due to unfavorable service conditions.
There are other ways to retain employees rather than forcing them to serve longer notice periods or pay a significant sum. Remember, an unwilling employee is a liability to the company. Once an employee decides to leave, they will do so, regardless of any restrictions in place.
From India, Chandigarh
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You may put a notice on the notice board informing about your intentions to change the notice period. Call for objections from the employee (within 7 days). Prepare yourselves to face objections, i.e., either to substantiate or to overrule the objections. This process is like a Notice of Change as we do in the ID Act (section 9A). Thereafter, depending on the response from the employee, you may decide to implement the same or not. If you receive tremendous opposition, please drop the idea for the existing employees. However, you may do the same for all future employees by mentioning this clause in their appointment letter.
From India, Nagpur
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From India, Nagpur
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Yes, this is the proper and correct procedure for implementing any proposed change in the service conditions. Vasant Nair
From India, Mumbai
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From India, Mumbai
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In my opinion, the best HR practice is to include a clause regarding the change of the existing notice period to 60/90 days in the annual increment letter sent to employees. All employees are likely to accept this change, and you should receive signed acknowledgments as well. If you have a service condition manual or HR manual, you can make the necessary amendments and then issue the updated copies to all employees.
Wishing you all a healthy year in 2011.
Balakrishnan K
From India, Ahmadabad
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Wishing you all a healthy year in 2011.
Balakrishnan K
From India, Ahmadabad
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