Hi all,
Query: If some of the employees start their own business while continuing their previous job, what action can we take against those employees as a company? (Employees are freshers and full-time) Although it is clearly mentioned in the HR policy that an employee cannot take on another job while working for the company.
It is an IT company. Employees acquire knowledge from the company and later decide to use that knowledge to start their own business, which goes against company norms.
Kindly provide your valuable suggestions.
From India, Delhi
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Query: If some of the employees start their own business while continuing their previous job, what action can we take against those employees as a company? (Employees are freshers and full-time) Although it is clearly mentioned in the HR policy that an employee cannot take on another job while working for the company.
It is an IT company. Employees acquire knowledge from the company and later decide to use that knowledge to start their own business, which goes against company norms.
Kindly provide your valuable suggestions.
From India, Delhi
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Employees can start their own business, this is not against company norms but it should not be a dual employment and competitor business with previous company
From India, Bangalore
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From India, Bangalore
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Dear Friend,
See, this is not a question of what you have mentioned in the HR policy; it's a matter of the policy an employee has signed at the time of joining. Is this written in his appointment letter or the nature of employment that he/she can't start his/her own business? If this is the case, you can take action under the code-of-conduct norms.
Rgds
From India, Mumbai
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19See, this is not a question of what you have mentioned in the HR policy; it's a matter of the policy an employee has signed at the time of joining. Is this written in his appointment letter or the nature of employment that he/she can't start his/her own business? If this is the case, you can take action under the code-of-conduct norms.
Rgds
From India, Mumbai
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Dear Swati,
Nowadays, employees are engaging in various businesses concurrently with their employment, such as MLM, website hosting, consulting, etc. It is not feasible to monitor all employees continuously. You should issue warnings or take action if an employee is conducting personal business during office hours, using office resources like the phone, internet, laptop, or vehicle, especially if it conflicts with the company's business activities. If an employee's performance is subpar...
Best Regards,
From India, Madurai
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Nowadays, employees are engaging in various businesses concurrently with their employment, such as MLM, website hosting, consulting, etc. It is not feasible to monitor all employees continuously. You should issue warnings or take action if an employee is conducting personal business during office hours, using office resources like the phone, internet, laptop, or vehicle, especially if it conflicts with the company's business activities. If an employee's performance is subpar...
Best Regards,
From India, Madurai
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Dear Swati,
As an HR professional, it is your responsibility to ensure that every policy of your organization is followed in the proper manner.
If your policy clearly states that employees should not engage in any other employment or business apart from their current job, you must take appropriate action according to your company's norms.
Please review your Appointment Letter to verify if this condition is included in the format. If it is present, you have the right to take action, as the employee has already agreed to those terms and conditions.
Furthermore, if you delay taking the necessary action in a timely manner, you may be held responsible in the future for the same.
Thank you.
From India, Mumbai
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As an HR professional, it is your responsibility to ensure that every policy of your organization is followed in the proper manner.
If your policy clearly states that employees should not engage in any other employment or business apart from their current job, you must take appropriate action according to your company's norms.
Please review your Appointment Letter to verify if this condition is included in the format. If it is present, you have the right to take action, as the employee has already agreed to those terms and conditions.
Furthermore, if you delay taking the necessary action in a timely manner, you may be held responsible in the future for the same.
Thank you.
From India, Mumbai
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