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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