Dear Dineshkumarji. How Industrial dispute Act is applicable in Saudi Arabia? Varghese <|Mathew
From India, Thiruvananthapuram
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972From India, Thiruvananthapuram
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Hi Everyone,
I am looking for Generalist/IR-PM profiles in the manufacturing/production/IT sector, in and around Bhubaneswar. I am based out of Bhubaneswar and have around 8 months of experience in Talent Acquisition, currently associated with a leading name in the BPO sector.
I completed my MBA from Symbiosis Pune last year in Human Resources (full-time course). Please feel free to reply on this thread... I will provide my CV/Resume on request.
Regards,
Mahwish
I have more than 8 months of experience... just to rectify the ABOVE POST
From India, Pune
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I am looking for Generalist/IR-PM profiles in the manufacturing/production/IT sector, in and around Bhubaneswar. I am based out of Bhubaneswar and have around 8 months of experience in Talent Acquisition, currently associated with a leading name in the BPO sector.
I completed my MBA from Symbiosis Pune last year in Human Resources (full-time course). Please feel free to reply on this thread... I will provide my CV/Resume on request.
Regards,
Mahwish
I have more than 8 months of experience... just to rectify the ABOVE POST
From India, Pune
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Dear All,
Yes, it happens only in Saudi Arabia. Mr. Nasir Ansari and Mr. Vivan Chandrasher directed us in the perfect direction because we don't have any other choice left. The Managing Director lives outside of the country and has no concerns with company problems. The General Manager is the only authority and the one driving the company in his own direction.
An employee has decided to go to the labor court.
Thank you all for your comments and suggestions. After having 5 years of experience in this field, I still feel new in such situations.
From Saudi Arabia, Jeddah
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Yes, it happens only in Saudi Arabia. Mr. Nasir Ansari and Mr. Vivan Chandrasher directed us in the perfect direction because we don't have any other choice left. The Managing Director lives outside of the country and has no concerns with company problems. The General Manager is the only authority and the one driving the company in his own direction.
An employee has decided to go to the labor court.
Thank you all for your comments and suggestions. After having 5 years of experience in this field, I still feel new in such situations.
From Saudi Arabia, Jeddah
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Dear Ahmed,
You have to work with the GM no matter how unprofessional he is. I am sure that you have not appointed him. It seems the GM is a liability to the company, and sooner or later, the owner of the company will have to make a decision.
Have you given the appointment letter to the employees duly acknowledged by the employee in question? Please go by the terms of the appointment and close the issue as early as possible. Please note, the employee in question may pursue further litigation against the company regarding his termination.
With kind regards,
Vinay
From India
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You have to work with the GM no matter how unprofessional he is. I am sure that you have not appointed him. It seems the GM is a liability to the company, and sooner or later, the owner of the company will have to make a decision.
Have you given the appointment letter to the employees duly acknowledged by the employee in question? Please go by the terms of the appointment and close the issue as early as possible. Please note, the employee in question may pursue further litigation against the company regarding his termination.
With kind regards,
Vinay
From India
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Dear Kashif,
Please note that the employee has written to request the formal termination letter, as well as compensation, gratuity (if applicable by law), and the experience letter upon his termination. In case of unlawful termination, the employee can complain to the labor department, and in the GCC, we all know that they first contact the HRM.
Therefore, I would suggest that you analyze the situation completely in line with legal implications and explain the same to your GM to resolve the case.
For your information, there are cases in the Gulf where the labor court found the company guilty, resulting in hefty fines and HRM suffering. To avoid such situations, please follow the local labor rules and regulations.
From United Arab Emirates, Dubai
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Please note that the employee has written to request the formal termination letter, as well as compensation, gratuity (if applicable by law), and the experience letter upon his termination. In case of unlawful termination, the employee can complain to the labor department, and in the GCC, we all know that they first contact the HRM.
Therefore, I would suggest that you analyze the situation completely in line with legal implications and explain the same to your GM to resolve the case.
For your information, there are cases in the Gulf where the labor court found the company guilty, resulting in hefty fines and HRM suffering. To avoid such situations, please follow the local labor rules and regulations.
From United Arab Emirates, Dubai
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I think without knowing the facts or cause behind the matter, it's difficult to talk about the correct things. People should post the complete case on this forum to discuss or seek good suggestions; otherwise, it only works like a chat room. I hope everybody is clear on my views.
From India, Shimla
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From India, Shimla
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1. Kindly validate the employment contract that you have executed with the employee at the time he joined the company. If employment is not there, then go by the Law of the Land for exiting the company.
2. Check if the GM is the authorized person to sign this document. If yes and he is not willing to sign, then his manager can sign.
3. If the GM is not authorized to sign, then please go with the company policy to issue the exit procedure to close.
4. Ensure that the employee has completed all the processes before exiting the company to safeguard both the employee and company interests in mind.
Regards,
Ranganathan V
From India
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2. Check if the GM is the authorized person to sign this document. If yes and he is not willing to sign, then his manager can sign.
3. If the GM is not authorized to sign, then please go with the company policy to issue the exit procedure to close.
4. Ensure that the employee has completed all the processes before exiting the company to safeguard both the employee and company interests in mind.
Regards,
Ranganathan V
From India
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Dear Kashif,
Expecting that the employee is in possession of an appointment letter issued by an appropriate authority in your organization, a notice of termination is to be issued bearing the appointing authority's signature or by someone else authorized by the organization to do the same. The terms and conditions of his employment related to his separation, either by termination or resignation, must be followed if you want to adhere to the legal process.
Hope the issue is resolved in the right way.
Take care! Debashis
From India, Lucknow
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Expecting that the employee is in possession of an appointment letter issued by an appropriate authority in your organization, a notice of termination is to be issued bearing the appointing authority's signature or by someone else authorized by the organization to do the same. The terms and conditions of his employment related to his separation, either by termination or resignation, must be followed if you want to adhere to the legal process.
Hope the issue is resolved in the right way.
Take care! Debashis
From India, Lucknow
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Dear Kashif, you can ask employee to give resignation and serve one month notice. and clear his one month salary in his full and final settlement. Regards, priyanka
From India, Mumbai
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From India, Mumbai
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Subject: Re: Removal of Employee - General Manager
Any termination has to be done only after an inquiry set up by the personnel department/HR. The reason for termination has not been mentioned. Even in the case of theft, suspension pending inquiry is normally done. In a "habitual medical case" situation, an inquiry is constituted, and the employee is allowed to bring somebody to defend his case if need be. No arbitrary termination should be done.
Kasturi Raj
General Manager
Ashwin Precision Products Pvt Ltd
Bangalore
From India, Bangalore
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Any termination has to be done only after an inquiry set up by the personnel department/HR. The reason for termination has not been mentioned. Even in the case of theft, suspension pending inquiry is normally done. In a "habitual medical case" situation, an inquiry is constituted, and the employee is allowed to bring somebody to defend his case if need be. No arbitrary termination should be done.
Kasturi Raj
General Manager
Ashwin Precision Products Pvt Ltd
Bangalore
From India, Bangalore
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