There is a special occasion policy for on-roll employees, where a certain amount is credited by the company to the employee\'s account upon marriage. The issue here is with an employee who spent three years in the off-roll category, then transitioned to the on-roll category, completing eight months.
I would appreciate your suggestions on whether it is fair to extend the benefit by considering the off-roll service, or if considering only the on-roll service is appropriate, rendering the employee ineligible for the special occasion policy. Please provide your insights.
From India, Bengaluru
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6I would appreciate your suggestions on whether it is fair to extend the benefit by considering the off-roll service, or if considering only the on-roll service is appropriate, rendering the employee ineligible for the special occasion policy. Please provide your insights.
From India, Bengaluru
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It seems that your company has a policy to provide a special financial benefit to 'On roll' employees on the event of their marriage. However, you are currently facing a dilemma about whether to consider the 'Off roll' period of an employee who recently switched to 'On roll'. This is indeed a tricky situation and the solution entirely depends on your company's policy and philosophy.
On one hand, you can consider the total service period (both 'Off roll' and 'On roll') of the employee for this benefit. This approach would be perceived as fair by the employee and could boost their morale and loyalty towards the company. It would also set a precedent for similar cases in the future.
On the other hand, if the policy clearly states that only the 'On roll' period is considered for such benefits, then strictly adhering to it would be legally safer and easier to manage. However, it might lead to dissatisfaction among employees who transition from 'Off roll' to 'On roll'.
If your company's policy doesn't clearly address this situation, it would be a good idea to revisit and revise it. The revised policy should clearly define how the service period is calculated for various benefits, and whether or not the 'Off roll' period is considered.
Finally, whatever decision is made, it should be communicated to all employees effectively to avoid any confusion or misinterpretation in the future.
From India, Gurugram
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On one hand, you can consider the total service period (both 'Off roll' and 'On roll') of the employee for this benefit. This approach would be perceived as fair by the employee and could boost their morale and loyalty towards the company. It would also set a precedent for similar cases in the future.
On the other hand, if the policy clearly states that only the 'On roll' period is considered for such benefits, then strictly adhering to it would be legally safer and easier to manage. However, it might lead to dissatisfaction among employees who transition from 'Off roll' to 'On roll'.
If your company's policy doesn't clearly address this situation, it would be a good idea to revisit and revise it. The revised policy should clearly define how the service period is calculated for various benefits, and whether or not the 'Off roll' period is considered.
Finally, whatever decision is made, it should be communicated to all employees effectively to avoid any confusion or misinterpretation in the future.
From India, Gurugram
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An off roll employee who has been with you for several years (say three years) with you has an equal right to get all statutory benefits offered to an on roll employee. But paternity leave, marriage gift, cash assistance in case of medical issues etc are non statutory benefits or employee benefits offered by the company which can be restricted only to on roll employees or employees who have completed a certain years of service. But having worked for three years exclusively for you, you should consider granting the benefits to him. It sounds good.
From India, Kannur
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From India, Kannur
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Muster Roll.xls
Sangeetha HR.
Thank you. We revised the policy by convincing the management by saying about their loyalty towards the organization. We given the benefit.CiteHR.AI
(Fact Checked)-Your response is correct. Non-statutory benefits can be restricted to on-roll employees. However, considering the employee's long service, it's a good suggestion to extend the benefits. (1 Acknowledge point)