Dear Friends,
I am wondering how to make an amendment in the appointment letters for existing employees? I have a client who has given very general T&C for the employees who joined before this July and a very elaborate and specific ones for the employees who joined after July'13. I want to make it consistent for all of them.
Pls suggest how I can do so.
Regards
Simi
From India, Delhi
3I am wondering how to make an amendment in the appointment letters for existing employees? I have a client who has given very general T&C for the employees who joined before this July and a very elaborate and specific ones for the employees who joined after July'13. I want to make it consistent for all of them.
Pls suggest how I can do so.
Regards
Simi
From India, Delhi
Dear Simihanspal,
You can issue a revised "Terms & Condition" Statement, by mentioning that it overrides the existing Terms & Conditions and it should be duly acknowledged by the employees.
But, the main point here is, Is these employee will accept this..??
It totally depends on that what are these new conditions..?? So, plz. share the new condition with us.
From India, Delhi
You can issue a revised "Terms & Condition" Statement, by mentioning that it overrides the existing Terms & Conditions and it should be duly acknowledged by the employees.
But, the main point here is, Is these employee will accept this..??
It totally depends on that what are these new conditions..?? So, plz. share the new condition with us.
From India, Delhi
Thanks Bhuwan, The amendment would specify in detail the exit clause and notice period. Am still in the process of preparing it. Will share if I get stuck again for help. Regards Simi
From India, Delhi
From India, Delhi
Take care of Section 9A of ID Act and your standing orders ,if any and applicable. Varghese Mathew
From India, Thiruvananthapuram
From India, Thiruvananthapuram
Dear Simi,
Without going thro' the comparative two diff. documents it's difficult to give my opinions to help you in your endeavour. However if there are going to be unfavourable conditions in your second document compared to the first, brief one, you may face some resistance in gaining the acceptance of those involved. So it is advisable to see there could only minimum in structural changes between these two. All the best.
From India, Bangalore
Without going thro' the comparative two diff. documents it's difficult to give my opinions to help you in your endeavour. However if there are going to be unfavourable conditions in your second document compared to the first, brief one, you may face some resistance in gaining the acceptance of those involved. So it is advisable to see there could only minimum in structural changes between these two. All the best.
From India, Bangalore
Dear Simi,
Find out any provision been mentioned in Code of Conduct, that reflecting in HR policy & the same been mentioned in resignation clause in employees appointment letter, that policies shall be amended by mutually agreed. If the same been agreed by signing by your employees, then new policy shall be amended only after obtaining the mutual consent of your employees. Forcing is offence. If employees do not agree, then the policy cannot be amended. If you ask to leave the co., those who do not agree, then you should compensate them along with decent notice period, else you will have to compensate huge if sued
Manoj Liyonzon
Chennai
From India, Chennai
Find out any provision been mentioned in Code of Conduct, that reflecting in HR policy & the same been mentioned in resignation clause in employees appointment letter, that policies shall be amended by mutually agreed. If the same been agreed by signing by your employees, then new policy shall be amended only after obtaining the mutual consent of your employees. Forcing is offence. If employees do not agree, then the policy cannot be amended. If you ask to leave the co., those who do not agree, then you should compensate them along with decent notice period, else you will have to compensate huge if sued
Manoj Liyonzon
Chennai
From India, Chennai
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