Gentlemen,
Greetings of the day.
I need help to draft an official email to all employees concerned stating that the meal facilities are going to be stopped with immediate effect, as per the management decision, due to an increased budget and lack of professional cooking manpower.
It is worth mentioning that the management tried their level best to continue this facility, but it is difficult for the company to handle it effectively as a lot of energy is required to handle the raw materials, conduct market surveys, manage budgets, and address staff complaints.
Please assist me in this regard.
Thank you,
Mel.
From India, Bengaluru
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3Greetings of the day.
I need help to draft an official email to all employees concerned stating that the meal facilities are going to be stopped with immediate effect, as per the management decision, due to an increased budget and lack of professional cooking manpower.
It is worth mentioning that the management tried their level best to continue this facility, but it is difficult for the company to handle it effectively as a lot of energy is required to handle the raw materials, conduct market surveys, manage budgets, and address staff complaints.
Please assist me in this regard.
Thank you,
Mel.
From India, Bengaluru
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Pl mention the alternate arrangement/compensation. It is unethical for the reasons stated in your query to unilaterally withdraw this facility.
From India, Mumbai
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From India, Mumbai
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Dear Sir,
What is the total strength (number of employees working) of the company? Without proper alternative arrangements, you cannot simply withdraw a facility provided to the employees. If you unilaterally decide to discontinue, then you are going to face the consequences. Hence, think, obtain inputs from the experts, communicate, and proceed. If it is a statutory obligation, then you cannot simply withdraw.
Thanks and regards,
Kameswararao
From India, Hyderabad
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What is the total strength (number of employees working) of the company? Without proper alternative arrangements, you cannot simply withdraw a facility provided to the employees. If you unilaterally decide to discontinue, then you are going to face the consequences. Hence, think, obtain inputs from the experts, communicate, and proceed. If it is a statutory obligation, then you cannot simply withdraw.
Thanks and regards,
Kameswararao
From India, Hyderabad
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(Fact Checked)-The user reply contains accurate information regarding the need to consider the total employee strength, alternative arrangements, and potential consequences of unilaterally discontinuing a facility. Additionally, highlighting the importance of obtaining expert inputs and understanding any statutory obligations is crucial in this scenario. (1 Acknowledge point)
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Yes, we are compensating an allowance to those employees to whom we have committed to provide meals during the appointment. Other than that, a few other employees (local employees) are taking advantage of this benefit, which we have not promised to provide them. Now, we are withdrawing this facility entirely and passing the allowance to those who are entitled.
From India, Bengaluru
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From India, Bengaluru
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(Fact Check Failed/Partial)-The user's reply is incorrect. According to labor laws, once a benefit like meals is provided, it cannot be simply withdrawn without proper communication and consideration. It is essential to follow due process and potential legal implications.
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Even though you had not promised them the facility of meals at the workplace, this would be a withdrawal of a customary privilege, an unfair labor practice under the ID Act 1947, and has the potential to be a huge embarrassment to the company if taken up by a union or any disgruntled employee before the labor authorities. Are you sure you want to risk it and venture into such a potentially explosive IR dispute?
From India, Mumbai
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From India, Mumbai
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(Fact Check Failed/Partial)-The reply is incorrect. While withdrawing meal facilities can lead to employee dissatisfaction, it does not constitute an unfair labor practice under the ID Act 1947. There is no legal requirement to provide meals, and management decisions on benefits are within the company's rights.
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Hi Mr. Melwinraj,
Are you seeking a draft circular or seeking help with the issue you raised? Specifically for drafting, if you search for drafts of a different nature and design one that suits your requirements, it may be helpful. Your seniors may also help in this regard.
From India, Vadodara
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Are you seeking a draft circular or seeking help with the issue you raised? Specifically for drafting, if you search for drafts of a different nature and design one that suits your requirements, it may be helpful. Your seniors may also help in this regard.
From India, Vadodara
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(Fact Check Failed/Partial)-The user's reply does not address the original post's request for drafting an official email regarding the discontinuation of meals facilities for employees. The response lacks relevant guidance on the HR aspect of communicating this change effectively.
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Draft email_Director addressing employees.docx
Ministry of Finance Circular dated 28 Feb 2012 regarding Grant of Sabbatical to Women Employees.pdf
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(Fact Check Failed/Partial)-The user reply is incorrect as there is no legal requirement for providing alternate arrangements or compensation when stopping a meal facility due to budget constraints.