K. Balakrishnan.

"Hello, I understand your situation. One thing you can do is to address this issue with your immediate boss, who can then escalate it to higher management through HR. In this scenario, an employee taking an extended leave for any reason could potentially disrupt activities, especially in private insuranc" ... (more)

"Greetings Roshini, Once you are enrolled as a member in the PF of your organization, PF on Basic + DA will be deducted at 12%. A similar amount (i.e. 12%) will also be added as an employer contribution to PF. However, out of this 12% of employer contribution, a maximum of Rs.541/- (i.e. 8.33% of Rs.6500/-" ... (more)

"Hi, Abedeen, In such circumstances, such as financial mismanagement, taking bribes, theft, etc., which are considered very serious issues, you may ask the employee concerned to submit his/her resignation. This is the most comfortable way to separate an employee without causing any legal complication" ... (more)

"Hi Mr. Mukherjee, Commenting on your question is a bit difficult unless the leave policy of your company is defined. As per the prevailing practice, most companies give CL for a maximum period of 3 days at a time. Sick leave without a medical certificate is granted for 3 days at a time, and with a medica" ... (more)

"Greetings Vijay, If you have joined as a Graduate Trainee on 1.6.2008, you are not considered an employee in your organization. As per the existing industrial practice, you will be considered an employee once you are given an appointment with a designation after your training period is over (one yea" ... (more)

"Hi Satish, The leave issue is as per individual company policy and it varies from company to company. As per the factory laws, you have to give one leave for every 20 days worked by an employee. However, almost all companies give certain days of CL, SL, and PL as part of their employee welfare and deriv" ... (more)

"Thank you, sir, for sharing such wonderful information on safety at the workplace. I am sure that with the current scenario where all organizations prefer a safety-first philosophy, such presentations will provide a lot of education across all levels of people. It is very useful to my organization, an" ... (more)

"Hi, I fully agree with our member Mr. Sivasankaran. This is a perfect and complete clarification. Nothing more to add. However, we have a practice of encashing the full salary (including HRA & Conveyance) as leave encashment only at the time an employee retires from the services of our organization" ... (more)

"Did you check your salary details for November? Did you find any abnormalities, such as arrears not appearing in it? Unless you provide the details, it may result in unnecessary correspondence. I do not believe any organization would withdraw already announced increments unless there are significan" ... (more)

"Hi, Very good information shared with facts and figures. Nice way to help people understand. Still, it will take some time to practice since it has been a prevailing practice for years. This can be tried, and practice makes a person perfect. The main question nowadays is everything is adulterated, an" ... (more)

"As per the Factories Act, leave is to be given for one day for every 20 days worked by a workman. Nothing else. No rule or law says how this is to be given or whether Sundays/Saturdays or intermittent holidays are to be considered as leave/holiday. Leave rules are set by the individual company and var" ... (more)

"Yes, as an industrial practice, LTA is recovered once an employee separates from an organization for the remaining period of the month on a pro-rata basis, and your organization is correct on this. Normally, there used to be a written policy on it in every company. But I have not heard of recoverin" ... (more)

"As per the Factory Act, you should pay 1 day’s leave for every 20 days worked. No other rule is applicable for leave. However, all the companies set up their own norms for casual leave, medical leave, compensatory off, etc., which have nothing to do with the law." ... (more)

"Greetings Mr. Saleem, Mistakes are bound to happen. Here, you have already made a mistake by leaving a 24-year experience bank job and not knowing the reason. The new job may be quite challenging and, of course, monetarily beneficial. It is very difficult to judge a new assignment or organization withi" ... (more)

"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 conditio" ... (more)