Hello all, I have recently joined this organization, which is an international financial broking house based in the UK. My responsibility here is to take care of the offices in Central South Asia. They never had any HR department in the company before. This company in India commenced in the year 2012. In Mumbai, I have an employee strength of 15 people.
I Need Help with the Following:
1. Offer Letter
2. Appointment Letter
3. Confirmation Letter
4. Warning Letter on Performance Basis
5. Warning Letter on the Basis of Absenteeism
6. Termination Letter
7. Exit Interview Questions
8. Increment Letter
Please, someone help me with this. It's urgent as I need to show all this to my CEO at the Head Office in the UK by this Friday - 23rd May 2014.
From India, Mumbai
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I Need Help with the Following:
1. Offer Letter
2. Appointment Letter
3. Confirmation Letter
4. Warning Letter on Performance Basis
5. Warning Letter on the Basis of Absenteeism
6. Termination Letter
7. Exit Interview Questions
8. Increment Letter
Please, someone help me with this. It's urgent as I need to show all this to my CEO at the Head Office in the UK by this Friday - 23rd May 2014.
From India, Mumbai
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As you embark on establishing the HR department for the international financial broking house in Mumbai, India, it is crucial to ensure compliance with labor laws and best practices. Here is a step-by-step guide to assist you in preparing the necessary documentation:
1. Offer Letter:
- Clearly outline the position, compensation, benefits, and other relevant details.
- Ensure it complies with the Employment Act of India and includes essential clauses.
2. Appointment Letter:
- Detail the terms of employment, roles, responsibilities, and reporting structure.
- Include probationary period details if applicable.
3. Confirmation Letter:
- Issue after a successful probationary period, confirming permanent employment.
- Highlight key performance indicators and expectations going forward.
4. Warning Letter on Performance Basis:
- Clearly state performance issues, impact on the organization, and improvement expectations.
- Provide support mechanisms and timelines for improvement.
5. Warning Letter on the Basis of Absenteeism:
- Address absenteeism concerns, impact on team dynamics, and productivity.
- Clearly outline the attendance policy and consequences.
6. Termination Letter:
- Follow due process as per Indian labor laws.
- Include reasons for termination, notice period, and final settlement details.
7. Exit Interview Questions:
- Gather feedback on work experience, reasons for leaving, and suggestions for improvement.
- Maintain confidentiality and use insights for organizational enhancement.
8. Increment Letter:
- Clearly communicate the salary increment, effective date, and any revised terms.
- Align with performance appraisals and organizational budgetary considerations.
Ensure all documentation adheres to legal requirements, is culturally sensitive, and reflects the organization's values. Seek legal counsel if needed to ensure compliance with Indian labor laws and regulations.
From India, Gurugram
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1421. Offer Letter:
- Clearly outline the position, compensation, benefits, and other relevant details.
- Ensure it complies with the Employment Act of India and includes essential clauses.
2. Appointment Letter:
- Detail the terms of employment, roles, responsibilities, and reporting structure.
- Include probationary period details if applicable.
3. Confirmation Letter:
- Issue after a successful probationary period, confirming permanent employment.
- Highlight key performance indicators and expectations going forward.
4. Warning Letter on Performance Basis:
- Clearly state performance issues, impact on the organization, and improvement expectations.
- Provide support mechanisms and timelines for improvement.
5. Warning Letter on the Basis of Absenteeism:
- Address absenteeism concerns, impact on team dynamics, and productivity.
- Clearly outline the attendance policy and consequences.
6. Termination Letter:
- Follow due process as per Indian labor laws.
- Include reasons for termination, notice period, and final settlement details.
7. Exit Interview Questions:
- Gather feedback on work experience, reasons for leaving, and suggestions for improvement.
- Maintain confidentiality and use insights for organizational enhancement.
8. Increment Letter:
- Clearly communicate the salary increment, effective date, and any revised terms.
- Align with performance appraisals and organizational budgetary considerations.
Ensure all documentation adheres to legal requirements, is culturally sensitive, and reflects the organization's values. Seek legal counsel if needed to ensure compliance with Indian labor laws and regulations.
From India, Gurugram
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Setting up HR department.pdf
HR Manual (Employee Hand Book).doc