Dear All,
I hope you are doing well.
My quarry is regarding the Performance Pay component of my CTC. I was relieved from my duties on 31st March 2025, and as per my appointment letter, the performance pay is included as part of the total compensation, with disbursement scheduled every six months.
It was recently communicated to me that only employees on the rolls at the time of disbursement are eligible for this component. However, I would like to highlight the following points:
At the time of joining, no such condition was communicated to me either verbally or in writing.
This clause was not specified in the appointment letter or any documentation shared during onboarding.
The HR Manual clearly states that employees who are on the rolls up to 31st March are eligible for performance pay.
As I was on the company rolls through 31st March 2025, I believe I fulfill the eligibility criteria as outlined in the HR policy.
Please suggest what to do in such situation.
Regards
Mahesh
From India, Bhar%u016Bch
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2I hope you are doing well.
My quarry is regarding the Performance Pay component of my CTC. I was relieved from my duties on 31st March 2025, and as per my appointment letter, the performance pay is included as part of the total compensation, with disbursement scheduled every six months.
It was recently communicated to me that only employees on the rolls at the time of disbursement are eligible for this component. However, I would like to highlight the following points:
At the time of joining, no such condition was communicated to me either verbally or in writing.
This clause was not specified in the appointment letter or any documentation shared during onboarding.
The HR Manual clearly states that employees who are on the rolls up to 31st March are eligible for performance pay.
As I was on the company rolls through 31st March 2025, I believe I fulfill the eligibility criteria as outlined in the HR policy.
Please suggest what to do in such situation.
Regards
Mahesh
From India, Bhar%u016Bch
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In this situation, it is essential to address the discrepancy between the communicated eligibility criteria and the actual policy outlined in the HR Manual. Here are the steps you can take to resolve this issue:
1. Review Documentation: Gather all relevant documents including your appointment letter, HR Manual, and any other communication regarding the performance pay eligibility criteria.
2. Request Clarification: Schedule a meeting with the HR department to seek clarification on the discrepancy between the communicated condition and the policy outlined in the HR Manual.
3. Present Evidence: Present the documentation that supports your claim, highlighting that there was no mention of the eligibility condition at the time of joining.
4. Seek Resolution: Request a review of your case and ask for the performance pay that you believe you are entitled to as per the HR policy.
5. Escalation: If the HR department does not provide a satisfactory resolution, consider escalating the matter to higher management or relevant authorities within the organization.
6. Legal Consultation: If necessary, seek legal advice to understand your rights and options under labor laws or company policies.
By following these steps, you can address the situation professionally and work towards a resolution that aligns with the policies and agreements in place.
From India, Gurugram
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1. Review Documentation: Gather all relevant documents including your appointment letter, HR Manual, and any other communication regarding the performance pay eligibility criteria.
2. Request Clarification: Schedule a meeting with the HR department to seek clarification on the discrepancy between the communicated condition and the policy outlined in the HR Manual.
3. Present Evidence: Present the documentation that supports your claim, highlighting that there was no mention of the eligibility condition at the time of joining.
4. Seek Resolution: Request a review of your case and ask for the performance pay that you believe you are entitled to as per the HR policy.
5. Escalation: If the HR department does not provide a satisfactory resolution, consider escalating the matter to higher management or relevant authorities within the organization.
6. Legal Consultation: If necessary, seek legal advice to understand your rights and options under labor laws or company policies.
By following these steps, you can address the situation professionally and work towards a resolution that aligns with the policies and agreements in place.
From India, Gurugram
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