I have joined a new company as a Sr. HR Executive. Before joining, they told me that on the day of joining, I would receive an offer letter and after the completion of probation, they would provide me with an appointment letter. Now, I have come to know that there is nothing like an appointment letter, but they simply issue a confirmation letter. The company is ISO certified. They have informed me that they will provide me with all company benefits such as PF, Bonus, and 21 Paid Leaves after I am confirmed. I would like to know if this is okay or if there is any risk. Is my job insecure?
From India, Mumbai
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48From India, Mumbai
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It is kind of weird. In many companies they first give Offer Letter and on the day of joining they give Letter of Appointment. There are some other companies that do not issues any Offer Letter but gives Letter of Appointment before or on the day of joining to its employees. No company defers the release of Appointment Letter till the completion of Probation Period. On completion of probation, employees are given “Letter of Confirmation”. All monetary benefits, such as PF, ESI, Gratuity, etc are given from the day of joining and not after the completion of Probation period.
From India, Mumbai
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From India, Mumbai
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Simply having an ISO 9001 certification doesn't imply it's a good company or that they make good products/services. Job security in such a concern would depend on the whims and fancies of the employer. Your future career prospects depend on the marketable skills acquired today. Find out what you will be learning in the next 2-3 years in tangible terms, and then decide.
From India, Delhi
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From India, Delhi
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Hi,
Where have you joined and how many days has it been? In case there are not too many days to get the appointment letter/email, you may wait. Otherwise, you can talk with your company's HR and simultaneously look out for a change.
From India, Nasik
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Where have you joined and how many days has it been? In case there are not too many days to get the appointment letter/email, you may wait. Otherwise, you can talk with your company's HR and simultaneously look out for a change.
From India, Nasik
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Hi,
I opine that the beginning should involve somebody somewhere. Hence, as a HR Sr. Executive, you should communicate very professionally and politely regarding the risks behind the wrong practices. There may be some professional and intelligent people in every organization; identify and implement accordingly.
As told by some of our friends, the offer letter is to be issued upon selection, based on which the candidate submits his/her resignation. Within a week's time, the appointment letter should be given. The confirmation letter comes after successful completion of probation. ESI, PF, PT, etc., are to be implemented from day one of the employee's joining and should even extend to contract or casual workers. If the company continues with the present scenario, they will face substantial penalties for noncompliance. Hence, appraise them of the consequences. If the work culture and atmosphere are acceptable, continue; otherwise, consider switching to another job.
I strongly feel that someone has to "bell the cat." Why not you?
Regards,
Kamesh
From India, Hyderabad
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I opine that the beginning should involve somebody somewhere. Hence, as a HR Sr. Executive, you should communicate very professionally and politely regarding the risks behind the wrong practices. There may be some professional and intelligent people in every organization; identify and implement accordingly.
As told by some of our friends, the offer letter is to be issued upon selection, based on which the candidate submits his/her resignation. Within a week's time, the appointment letter should be given. The confirmation letter comes after successful completion of probation. ESI, PF, PT, etc., are to be implemented from day one of the employee's joining and should even extend to contract or casual workers. If the company continues with the present scenario, they will face substantial penalties for noncompliance. Hence, appraise them of the consequences. If the work culture and atmosphere are acceptable, continue; otherwise, consider switching to another job.
I strongly feel that someone has to "bell the cat." Why not you?
Regards,
Kamesh
From India, Hyderabad
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Hi,
I can suggest that you be polite and try to dig into the details about the company while simultaneously looking out for any potential changes. To the best of my knowledge, no company will outright state that they will issue the appointment letter after your probation period. However, if you have the authority to do so, consider advocating for a change in this policy. Taking such initiative may set you apart, and employees may appreciate it.
All the best. 😊
Regards,
Swetha Kiran
From India
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I can suggest that you be polite and try to dig into the details about the company while simultaneously looking out for any potential changes. To the best of my knowledge, no company will outright state that they will issue the appointment letter after your probation period. However, if you have the authority to do so, consider advocating for a change in this policy. Taking such initiative may set you apart, and employees may appreciate it.
All the best. 😊
Regards,
Swetha Kiran
From India
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There are plenty of employers who do not fulfill social compliances (labour laws). In fact, certain sectors are notorious, e.g., garment export.
To address what Swetha has said regarding the presence of a company policy of giving appointment letters after completion of the probation period, a company policy cannot be subservient to the law. The downside of putting your foot down and asking for the letter - you may have to leave, or else bow down. Employers/owners won't change overnight.
From India, Delhi
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To address what Swetha has said regarding the presence of a company policy of giving appointment letters after completion of the probation period, a company policy cannot be subservient to the law. The downside of putting your foot down and asking for the letter - you may have to leave, or else bow down. Employers/owners won't change overnight.
From India, Delhi
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Hello HR friends,
The same problem exists in my firm as Mandy had mentioned. My company has been working in the field of agri-horticulture since 1983, but they have never issued any appointment letters to anyone except for some seniors. There is also no HR personnel in our office; the accounts person handles these matters.
The work culture here is such that no one raises their voice. Recently, they have started issuing appointment letters with a condition that the individual must work in the company for 3 years and cannot work in a similar profile organization during that time. Additionally, they are asking for a payment of around 2 lakhs. Is this right? Please guide me.
Thanks,
Sudha Sundriyal
From India, Delhi
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The same problem exists in my firm as Mandy had mentioned. My company has been working in the field of agri-horticulture since 1983, but they have never issued any appointment letters to anyone except for some seniors. There is also no HR personnel in our office; the accounts person handles these matters.
The work culture here is such that no one raises their voice. Recently, they have started issuing appointment letters with a condition that the individual must work in the company for 3 years and cannot work in a similar profile organization during that time. Additionally, they are asking for a payment of around 2 lakhs. Is this right? Please guide me.
Thanks,
Sudha Sundriyal
From India, Delhi
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I joined this company 10 days ago, and the culture of the company is okay. There is a lot of attrition in this company. Due to attrition, the recruitment process seems never-ending. I feel that because of the high attrition rate, they may not be issuing appointment letters. It is a growing company, and I personally believe that if they want to earn a good reputation in the market, they need to follow all HR processes properly.
From India, Mumbai
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From India, Mumbai
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If the management genuinely wants to improve, you may uncover the reasons behind attrition by implementing best-in-class practices. The exit interviews should be conducted by a reputed third-party player, preferably an NGO, 3-4 months after the employee's exit. Another condition is that the employee must be firmly settled in their new job. Additionally, treat the employees with the same respect as you would a customer. They may or may not choose to answer, and this is where an NGO can serve its purpose.
From India, Delhi
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From India, Delhi
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Dear Site Members,
I want to clarify that they are giving an appointment letter only when we are raising our voice. But first, we have to sign a legal bond of Rs. 100 stamped paper, with a condition that we can't leave the company before 3 years. If we want to leave, then we must serve a 3-month notice period, regardless of the position we hold. Also, we are not allowed to work in the same profile again. Is this ethical on the company's part?
Please guide me as there is no HR and no hierarchy level. How can I help the organization from my side? I am not in HR, but I have completed a PGDBA in HR and worked as a coordinator in another organization. I feel that the company needs some changes. How can I present that? Please guide me.
Thanks in Advance,
Sudha Sundriyal
From India, Delhi
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I want to clarify that they are giving an appointment letter only when we are raising our voice. But first, we have to sign a legal bond of Rs. 100 stamped paper, with a condition that we can't leave the company before 3 years. If we want to leave, then we must serve a 3-month notice period, regardless of the position we hold. Also, we are not allowed to work in the same profile again. Is this ethical on the company's part?
Please guide me as there is no HR and no hierarchy level. How can I help the organization from my side? I am not in HR, but I have completed a PGDBA in HR and worked as a coordinator in another organization. I feel that the company needs some changes. How can I present that? Please guide me.
Thanks in Advance,
Sudha Sundriyal
From India, Delhi
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An appointment letter is the "contractual obligation" between you and the organization. If you do not have this, then both parties are exposed - it is in the interest of these parties to have an appointment letter.
From South Africa, Fietas
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From South Africa, Fietas
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Dear Mr. Rinamuller,
Please clarify how to convince them to provide examples of individuals working here for more than 10 years but without an appointment letter. They all have significant experience in the field but have not received any higher education or technical upgrades. There are more than 30 people in the same situation. I have been trying for six months, but every time I approach the Managing Director, there is an excuse to talk to the Accounts person, yet no results. People have suggested that I should just keep a letterhead with me and use it as required. However, I do not want to do that. Please guide me. Our Managing Director perceives HR as the most undesirable work for anyone, hence we do not have an HR department. How can we change their mindset? I am willing to take action, but how can I do it?
Please provide me with more guidance.
Thanks and Regards,
Sudha Sundriyal
From India, Delhi
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Please clarify how to convince them to provide examples of individuals working here for more than 10 years but without an appointment letter. They all have significant experience in the field but have not received any higher education or technical upgrades. There are more than 30 people in the same situation. I have been trying for six months, but every time I approach the Managing Director, there is an excuse to talk to the Accounts person, yet no results. People have suggested that I should just keep a letterhead with me and use it as required. However, I do not want to do that. Please guide me. Our Managing Director perceives HR as the most undesirable work for anyone, hence we do not have an HR department. How can we change their mindset? I am willing to take action, but how can I do it?
Please provide me with more guidance.
Thanks and Regards,
Sudha Sundriyal
From India, Delhi
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Offer letters are given upon selection, outlining the designation, profile, remuneration, location, and the specific date by which the candidate has to join. On the date of joining, prescribed HR forms such as PF and gratuity are given, and the candidate has to submit these forms. The appointment letter should be given during the induction process. Each company must adhere to relevant laws.
If you wish to join, ask for the appointment letter in a polite manner. You may also request a copy of the employee rule book and certified standing orders.
Be cautious and avoid unscrupulous employers.
From India, Chandigarh
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If you wish to join, ask for the appointment letter in a polite manner. You may also request a copy of the employee rule book and certified standing orders.
Be cautious and avoid unscrupulous employers.
From India, Chandigarh
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On the Joining Employer Give Offer Later, at the end of the month Appointment letter also given. Without giving back a signed copy, the first salary is not released. At the completion of the probationary period, the confirmation letter arrives with congratulations. Then we become permanent employees.
From India, Surat
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From India, Surat
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Hi,
As per labor legislation, whether an employer has issued an appointment letter or not is immaterial if you can prove that you have worked there. Even for availing service benefits, the legal position remains the same. The intention behind not issuing an appointment letter is to assess the suitability of a new employee and to terminate their services if they are not suitable for the employer. On the other hand, your concern is whether your appointment is secured if the letter of appointment is not issued.
Pragmatically speaking, if you are truly capable of delivering results to the best satisfaction of the employer, no employer would intend to terminate your services. This is because there are not many good employees who can achieve the results expected by the employers. Therefore, it is better to concentrate on your work and become a favorite employee of your employer.
Satyesh
From India, Bangalore
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As per labor legislation, whether an employer has issued an appointment letter or not is immaterial if you can prove that you have worked there. Even for availing service benefits, the legal position remains the same. The intention behind not issuing an appointment letter is to assess the suitability of a new employee and to terminate their services if they are not suitable for the employer. On the other hand, your concern is whether your appointment is secured if the letter of appointment is not issued.
Pragmatically speaking, if you are truly capable of delivering results to the best satisfaction of the employer, no employer would intend to terminate your services. This is because there are not many good employees who can achieve the results expected by the employers. Therefore, it is better to concentrate on your work and become a favorite employee of your employer.
Satyesh
From India, Bangalore
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Sudha - A few years ago, a company named Classic Labels was recognized as the 2nd best workplace to work for. The company operated for 50 years without an HR manager or a quality manager, yet excelled in HR and Quality practices. The average salary of a worker was 20k at that time.
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Mapara - Are there any strong reasons that are legally valid for questioning the relevance of the first salary to the appointment letter? Also, why is the offer letter provided at the time of joining and the appointment letter given at the end of the month?
From India, Delhi
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Mapara - Are there any strong reasons that are legally valid for questioning the relevance of the first salary to the appointment letter? Also, why is the offer letter provided at the time of joining and the appointment letter given at the end of the month?
From India, Delhi
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Actually, they have to give the appointment letter. But now they have only given you a Confirmation letter. The reason is that most candidates leave the company after receiving the appointment letter stating the current CTC. So, Confirmation letters are now issued. After the probation period (6 months), they issue the Confirmation letter, which is the appointment letter meaning you are a permanent employee of our company.
Ensure a single line break between paragraphs.
From India, Mumbai
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Ensure a single line break between paragraphs.
From India, Mumbai
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Dear SVSrana,
I am not saying it's bad that HR is present, but at least there should be someone who can answer our questions about leaves, establish a proper hierarchy for what we should achieve through our work, not just focusing on money and designation, and address many small issues. We have an accounts person, but when we ask for something important, he prioritizes his work, only paying attention to us when we are about to leave or when it's not important for a few days.
I am not complaining about the salary; it's just a bargaining game. I am solely interested in helping my company. Concerning the offer letter, when anyone joins here, they should be required to provide all documents, including a relieving letter. However, on their side, the process seems to be dragged out. I can manage as I have contacts with superiors who can assist me, but I genuinely want to contribute to my company, ensuring that the basic needs of everyone working here are taken care of. I hope you can guide me in the right direction.
Thanks,
Sudha Sundriyal
From India, Delhi
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I am not saying it's bad that HR is present, but at least there should be someone who can answer our questions about leaves, establish a proper hierarchy for what we should achieve through our work, not just focusing on money and designation, and address many small issues. We have an accounts person, but when we ask for something important, he prioritizes his work, only paying attention to us when we are about to leave or when it's not important for a few days.
I am not complaining about the salary; it's just a bargaining game. I am solely interested in helping my company. Concerning the offer letter, when anyone joins here, they should be required to provide all documents, including a relieving letter. However, on their side, the process seems to be dragged out. I can manage as I have contacts with superiors who can assist me, but I genuinely want to contribute to my company, ensuring that the basic needs of everyone working here are taken care of. I hope you can guide me in the right direction.
Thanks,
Sudha Sundriyal
From India, Delhi
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Dear Sir,
I joined an engineering college as a Store Manager on 9th Jan 2012. During the interview, they asked me to sign a bond for 2 years and took my original graduation certificate without providing any receipt. Additionally, no appointment letter was issued on my joining date. It has only been a week, and I have learned that they do not provide receipts for documents or appointment letters to any staff members.
What steps should I take to retrieve my original document? Please advise.
Thank you.
From India, Mumbai
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I joined an engineering college as a Store Manager on 9th Jan 2012. During the interview, they asked me to sign a bond for 2 years and took my original graduation certificate without providing any receipt. Additionally, no appointment letter was issued on my joining date. It has only been a week, and I have learned that they do not provide receipts for documents or appointment letters to any staff members.
What steps should I take to retrieve my original document? Please advise.
Thank you.
From India, Mumbai
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As per my knowledge, there are no relations to the issue of appointment letters to anybody, whether they will be confirmed or not. Many companies first issue offer letters and after joining, they will issue appointment letters. Unfortunately, most of us don't know the actual rules, so there are a lot of unprofessional companies and their mostly unprofessional staff making rules as per their wish. It's India, and it can only happen in India.
From India, Calcutta
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From India, Calcutta
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Appointment Letter to an Employee for fixed period.doc