Amend your company's rules and regulations as per the new policy and have them signed by the competent authority. Circulate them to all employees. Don't forget to obtain signatures from all existing employees. In the future, include a clear notice period in all appointment letters.
M. Haque
From India, Delhi
M. Haque
From India, Delhi
K. Balakrishnan:
In my opinion, as per the best HR practice, if you have a practice of annual increment letters to the employees, you can add a clause changing the existing notice period to 60/90 days. All employees are likely to accept this, and you will obtain signed acknowledgments as well. Based on this, if you have a service condition manual or HR manual, you can amend and subsequently issue the amended copies to the employees.
Wishing you all a healthy year in 2011.
Balakrishnan K
M. Haque:
Amend your company's rules and regulations as per the new policy, and have it signed off by the competent authority, then circulate it to all employees. Do not forget to obtain signatures from all existing employees. In the future, ensure all appointment letters include a clear notice period.
This is sheer coercion. You are doing it with an ulterior motive. This would constitute a breach of the contract entered into with employees at the time of employment and a breach of trust. The move appears ill-intended and baseless. Human resources are the most important resource. Without them, all other resources such as financial resources, plant & machinery, raw materials, and everything else are rendered useless. Why would you coerce employees into such actions just to assert your authority over innocent employees?
Bob Gately also asked you, "Why do you want to make the change?" I had the same question, but there has been no response so far.
From India, Chandigarh
In my opinion, as per the best HR practice, if you have a practice of annual increment letters to the employees, you can add a clause changing the existing notice period to 60/90 days. All employees are likely to accept this, and you will obtain signed acknowledgments as well. Based on this, if you have a service condition manual or HR manual, you can amend and subsequently issue the amended copies to the employees.
Wishing you all a healthy year in 2011.
Balakrishnan K
M. Haque:
Amend your company's rules and regulations as per the new policy, and have it signed off by the competent authority, then circulate it to all employees. Do not forget to obtain signatures from all existing employees. In the future, ensure all appointment letters include a clear notice period.
This is sheer coercion. You are doing it with an ulterior motive. This would constitute a breach of the contract entered into with employees at the time of employment and a breach of trust. The move appears ill-intended and baseless. Human resources are the most important resource. Without them, all other resources such as financial resources, plant & machinery, raw materials, and everything else are rendered useless. Why would you coerce employees into such actions just to assert your authority over innocent employees?
Bob Gately also asked you, "Why do you want to make the change?" I had the same question, but there has been no response so far.
From India, Chandigarh
Dear sir,
1. Ask yourself what advantages you are gaining from this change.
2. The present system of 30 days for temporary/unconfirmed personnel and 90 days for confirmed personnel is universal and time-tested.
3. Before you put it up for decision, analyze the last 20 separations from the organization and identify the problem areas faced by the organization. Also, study whether the change to a 90-day notice will help you overcome the problems faced or if it will be detrimental.
4. These policy changes are not made on whims and fancies; they involve deep analysis.
5. Approach a nearby management college to study and recommend what would be best for you.
Happy New Year,
Dr. Ram
Professor HR
From India, Indore
1. Ask yourself what advantages you are gaining from this change.
2. The present system of 30 days for temporary/unconfirmed personnel and 90 days for confirmed personnel is universal and time-tested.
3. Before you put it up for decision, analyze the last 20 separations from the organization and identify the problem areas faced by the organization. Also, study whether the change to a 90-day notice will help you overcome the problems faced or if it will be detrimental.
4. These policy changes are not made on whims and fancies; they involve deep analysis.
5. Approach a nearby management college to study and recommend what would be best for you.
Happy New Year,
Dr. Ram
Professor HR
From India, Indore
Dear Sir,
I apologize for the delay in my reply. Currently, I am facing several retention issues. Additionally, some of my former employees are poaching my current employees, who are crucial to our operations. We have essential products that require skilled individuals, but the challenge lies in training them only for them to leave, impacting our production.
Previously, we were open to allowing employees to leave, but it has become increasingly difficult to find and train suitable candidates within a month, given the nature of my industry. As a result, I have made the decision to change our policy.
Raj
M. Haque:
Amend your company's rules and regulations according to the new policy. Ensure they are approved by the competent authority and distributed to all employees. Don't forget to obtain signatures from all existing employees. In the future, provide all appointment letters with a clear notice period.
This is sheer coercion. It appears to be driven by ulterior motives and goes against the contracts signed with employees upon their employment, breaching trust. Human resources are a vital asset; without them, other resources like finances, machinery, and materials become ineffective. Coercing employees into such actions is unethical and unfair to innocent employees.
Bob Gately and I have both asked why you are making this change, but we have yet to receive a response.
From India
I apologize for the delay in my reply. Currently, I am facing several retention issues. Additionally, some of my former employees are poaching my current employees, who are crucial to our operations. We have essential products that require skilled individuals, but the challenge lies in training them only for them to leave, impacting our production.
Previously, we were open to allowing employees to leave, but it has become increasingly difficult to find and train suitable candidates within a month, given the nature of my industry. As a result, I have made the decision to change our policy.
Raj
M. Haque:
Amend your company's rules and regulations according to the new policy. Ensure they are approved by the competent authority and distributed to all employees. Don't forget to obtain signatures from all existing employees. In the future, provide all appointment letters with a clear notice period.
This is sheer coercion. It appears to be driven by ulterior motives and goes against the contracts signed with employees upon their employment, breaching trust. Human resources are a vital asset; without them, other resources like finances, machinery, and materials become ineffective. Coercing employees into such actions is unethical and unfair to innocent employees.
Bob Gately and I have both asked why you are making this change, but we have yet to receive a response.
From India
You just cannot simply change or modify anything related to employees at any time. For that, you should follow certain norms laid down in labor laws. Otherwise, you will find yourself at the wrong end of the law.
I think you should get your standing order modified and keep in mind that even when you want to retrench someone, you also have to give the same period as notice or salary in lieu thereof.
From India, Mumbai
I think you should get your standing order modified and keep in mind that even when you want to retrench someone, you also have to give the same period as notice or salary in lieu thereof.
From India, Mumbai
Is there any legal action taken on emplyee , when he left job without notice period complete ? Pl. suggesst . Regards, SNEHAL SHAH
From India, Mumbai
From India, Mumbai
Dear Boss,
I have my own doubts about why you want to make this change.
1. Have you paid salaries to your employees for the last 3 months?
2. How many people are working in your organization?
3. Is there a chance that you are making this rule to ensure that the people who are resigning now due to your non-payment of salary for the last 3 months will not get their settlement dues once this is effected?
Sorry, but considering the way today's telecom companies are functioning, I have no option but to raise these doubts.
Regards,
Prasad
From India, Bangalore
I have my own doubts about why you want to make this change.
1. Have you paid salaries to your employees for the last 3 months?
2. How many people are working in your organization?
3. Is there a chance that you are making this rule to ensure that the people who are resigning now due to your non-payment of salary for the last 3 months will not get their settlement dues once this is effected?
Sorry, but considering the way today's telecom companies are functioning, I have no option but to raise these doubts.
Regards,
Prasad
From India, Bangalore
There are various strategies to retain the workforce effectively. Offer production or sales-based incentives to motivate employees. Ensure that their salaries are competitive to attract and retain talent. Provide loan facilities for long-term needs such as housing, education, vehicles, or household goods. Organize monthly outings for employees and their families, along with other benefits and welfare schemes. Consider establishing a school and a daycare facility for employees' children.
Additionally, you can reduce costs by implementing a 5S Audit in your organization. Please find the 5S Audit sheet attached for your reference.
From India, Chandigarh
Additionally, you can reduce costs by implementing a 5S Audit in your organization. Please find the 5S Audit sheet attached for your reference.
From India, Chandigarh
Dear All,
I think Mr. Malik is right. You cannot change the notice period for existing employees by a notice without modifying your standing order. It can be challenged anytime by anybody.
Question to Mr. Malik:
Dear Mr. Malik,
This is my question to you: What should those do who don't have a certified standing order and are following a standing order where the model standing order does not mention anything about the notice period?
Thank you.
From India, Calcutta
I think Mr. Malik is right. You cannot change the notice period for existing employees by a notice without modifying your standing order. It can be challenged anytime by anybody.
Question to Mr. Malik:
Dear Mr. Malik,
This is my question to you: What should those do who don't have a certified standing order and are following a standing order where the model standing order does not mention anything about the notice period?
Thank you.
From India, Calcutta
In the Offer of Employment / Appointment Order, upon completion of all the terms and conditions of employment, there will be one last, but not least, condition: "Company reserves the right of changing/modifying/adding or deleting any of the above terms and conditions without any prior notice." With that, the company can also challenge in court.
The only thing the company has to do is obtain the signature from each employee on a copy of the amendment in terms and conditions effected and file the same in the personal file of each employee as duly accepted for the change.
With warm regards,
S. Bhaskar
9099024667
From India, Kumbakonam
The only thing the company has to do is obtain the signature from each employee on a copy of the amendment in terms and conditions effected and file the same in the personal file of each employee as duly accepted for the change.
With warm regards,
S. Bhaskar
9099024667
From India, Kumbakonam
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