Hi ALL,
Query: If some of the Employees start their Business, while continuing their Previous job, then what action we can take against those employees as a Company? ( Employees are freshers & full time)Although, it is clearly mentioned in HR Policy, Employee cannot take another employment while serving the services for first company.
It is IT Company.
Employees takes the knowledge from the first company & after some time they think that they can use this knowledge by opening their own business. Which is against the company norms.
Kindly give me your valuable suggestion.
From India, Delhi
Query: If some of the Employees start their Business, while continuing their Previous job, then what action we can take against those employees as a Company? ( Employees are freshers & full time)Although, it is clearly mentioned in HR Policy, Employee cannot take another employment while serving the services for first company.
It is IT Company.
Employees takes the knowledge from the first company & after some time they think that they can use this knowledge by opening their own business. Which is against the company norms.
Kindly give me your valuable suggestion.
From India, Delhi
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
From India, Bangalore
Dear Friend,
See, this is not question of what you have mentioned in HR policy, its matter a the policy an employee has signed at the time of joining. Is this written in his appointment letter or nature of employment that he/she can't start his/her own same business?
If, this is, you can take action under code-of-conduct norms.
Rgds
From India, Mumbai
19See, this is not question of what you have mentioned in HR policy, its matter a the policy an employee has signed at the time of joining. Is this written in his appointment letter or nature of employment that he/she can't start his/her own same business?
If, this is, you can take action under code-of-conduct norms.
Rgds
From India, Mumbai
Dear Swati,
Nowadays Employees are doing many businesses in parallel to their employment such as MLM, Website Hosting, Consulting etc... We cannot monitor all the employees at all times. You shall warn / act upon them in case if the employee is doing the business in office hours, using office phone / using office properties like internet, Laptop, vehicle etc., If she / he is doing the same business as your company. If his / her performance is not good....
Best Regards,
From India, Madurai
Nowadays Employees are doing many businesses in parallel to their employment such as MLM, Website Hosting, Consulting etc... We cannot monitor all the employees at all times. You shall warn / act upon them in case if the employee is doing the business in office hours, using office phone / using office properties like internet, Laptop, vehicle etc., If she / he is doing the same business as your company. If his / her performance is not good....
Best Regards,
From India, Madurai
Dear Swati,
As a HR it's your responsibility to see that every Policy of your organization followed in proper manner.
If your policy clearly mentioned that employees should not do any kind of employment or business apart from this job ; you have to take a proper action according to your company norms.
Go through your Appointment Letter and check If this condition exist in your appointment letter format. If it is there, then you has a right to take action; as an Employee already signed that terms and condition.
Apart from this if you delay to take necessary action in time , you may held responsible in future for the same.
From India, Mumbai
As a HR it's your responsibility to see that every Policy of your organization followed in proper manner.
If your policy clearly mentioned that employees should not do any kind of employment or business apart from this job ; you have to take a proper action according to your company norms.
Go through your Appointment Letter and check If this condition exist in your appointment letter format. If it is there, then you has a right to take action; as an Employee already signed that terms and condition.
Apart from this if you delay to take necessary action in time , you may held responsible in future for the same.
From India, Mumbai
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