While doing a yearly review, we have increased the notice period along with salary increase of some key employees. One person did not accept the letter saying he is not willing to accept the increase in notice period. and returned the letter. We have explained that there is no other option. He has resgined the job and asked us to relieve him with old notice period terms. We have relieved him accordingly. Now this person claims that his settlement should incliude the increment amount mentioned in the letter returned by him. How should I handle this situation?
From India, Madras
From India, Madras
Dear Mam, When he reject the increment with conditions how could he expect the settlements with new revised salary. just og with old terms. He is nto eligible to receive the calim with new terms.
From India, Warangal
6From India, Warangal
simple..if he is not accepted then no question of including the increment. convey him the same. clear his all dues imm. send him out
From India, Bangalore
From India, Bangalore
When the person has rejected the increment letter due to the new terms and conditions then he is not in a position to ask for increment. Tell him if he wants the increment he should have accepted the letter. So, now he is eligible as per the old letter and its terms and conditions.
Dear Mam,
1) while he is in notice period, is it advisable for increment?
2) while he reject the inc letter, it should be obtained in written.
3) Is he claim the increment after getting his final settlement on the basis of earlier salary, he is not entitled for claiming F&F basis of revised salary though he is not given his rejection in writing.
If he is not so far settled, settle him immediately and relieve him immediately even waiving the notice period.
Regards,
b.saravanakumar
From India, Coimbatore
1) while he is in notice period, is it advisable for increment?
2) while he reject the inc letter, it should be obtained in written.
3) Is he claim the increment after getting his final settlement on the basis of earlier salary, he is not entitled for claiming F&F basis of revised salary though he is not given his rejection in writing.
If he is not so far settled, settle him immediately and relieve him immediately even waiving the notice period.
Regards,
b.saravanakumar
From India, Coimbatore
Please understand he might have already possessing other offer in his hand and waiting for your increment also for which he might have already communicated and negotiated the salary with the future employer. Such cases should be settled immediately. No question of increment settle him with old structure only.
With Best Regards,
Thiru
From Germany, Herzogenaurach
With Best Regards,
Thiru
From Germany, Herzogenaurach
Dear Mr. Lakshmi Gopal,
Since I am not person form Hr Dept. my opinion may not suit you. I have heard in corporate culture, asking for even humen rights is also an ofence from the management eyes.
Here in your case you have taken two action at the same time, where as both the action has different purpose.
It is alway right that increament are given on the basis of last year performance of employees. Therefore it is true that if any increament is given that is a revord for the works already performed by employee.
Where as the increase in notice period is requirement of management, and it has not concern with the increament.
Management should inform their difficulties and requirements and convince all the key person individualy, to get better result. Symathetic attitude should be maintained form both the sides.
This is like a judjment that employees who are ready to accepat increase in notice period, will only be given increament. Otherwise not employee is eligiblae for increament.
If the purpose of motivation and to full fill the requirement of employees before he complaint /ask for,will not given preferance by HR, Employees will never look behind when he get an oportunity.
Therefore you should convince each emplyees seperatly for the increase in notice period, and not link with the performance of employees.
Thanks / Regards
ANIL
From India, Morvi
Since I am not person form Hr Dept. my opinion may not suit you. I have heard in corporate culture, asking for even humen rights is also an ofence from the management eyes.
Here in your case you have taken two action at the same time, where as both the action has different purpose.
It is alway right that increament are given on the basis of last year performance of employees. Therefore it is true that if any increament is given that is a revord for the works already performed by employee.
Where as the increase in notice period is requirement of management, and it has not concern with the increament.
Management should inform their difficulties and requirements and convince all the key person individualy, to get better result. Symathetic attitude should be maintained form both the sides.
This is like a judjment that employees who are ready to accepat increase in notice period, will only be given increament. Otherwise not employee is eligiblae for increament.
If the purpose of motivation and to full fill the requirement of employees before he complaint /ask for,will not given preferance by HR, Employees will never look behind when he get an oportunity.
Therefore you should convince each emplyees seperatly for the increase in notice period, and not link with the performance of employees.
Thanks / Regards
ANIL
From India, Morvi
Hi,
I completely agree with Anils view.
This may sound blunt but, your organisation has been very smart to give a bitter pill wrapped along with the chocolate.
If the intentions of the mgmt were innocent, why was the change thought of only during increments?
I do not think it is right to mix the two things in the first place. Increment and change in terms and conditions must be treated separately.
I too am not an HR person. Speaking as an employee.
Regards,
Shikha
From India, Mumbai
I completely agree with Anils view.
This may sound blunt but, your organisation has been very smart to give a bitter pill wrapped along with the chocolate.
If the intentions of the mgmt were innocent, why was the change thought of only during increments?
I do not think it is right to mix the two things in the first place. Increment and change in terms and conditions must be treated separately.
I too am not an HR person. Speaking as an employee.
Regards,
Shikha
From India, Mumbai
Dear Anil,
Thanks you for your comments. Let me brief you a bit.
We have announced the increase of notice period to certain key employees, and for some employyes whole review is due at that time we have mentioned it in the increment letters given. For those who do not have a review at that time a separate letter was given increasing the notice period.
In this person's case as he has resigned from the services due to the increase in the notice period, I have offered him a revised minimum increment based on the fact that he is leaving the company. But he refused to accept the same and insists that the original increment is settled.
While i do agree that increments are for past performance, we also consider whether the person will continue in the organisation while fixing the increment.
Now, please let me have your comment.
From India, Madras
Thanks you for your comments. Let me brief you a bit.
We have announced the increase of notice period to certain key employees, and for some employyes whole review is due at that time we have mentioned it in the increment letters given. For those who do not have a review at that time a separate letter was given increasing the notice period.
In this person's case as he has resigned from the services due to the increase in the notice period, I have offered him a revised minimum increment based on the fact that he is leaving the company. But he refused to accept the same and insists that the original increment is settled.
While i do agree that increments are for past performance, we also consider whether the person will continue in the organisation while fixing the increment.
Now, please let me have your comment.
From India, Madras
Dear Shika,
Thanks you for your comments. Let me brief you a bit.
We have announced the increase of notice period to certain key employees, and for some employyes whole review is due at that time we have mentioned it in the increment letters given. For those who do not have a review at that time a separate letter was given increasing the notice period.
In this person's case as he has resigned from the services due to the increase in the notice period, I have offered him a revised minimum increment based on the fact that he is leaving the company. But he refused to accept the same and insists that the original increment is settled.
While i do agree that increments are for past performance, we also consider whether the person will continue in the organisation while fixing the increment.
Now, please let me have your comment
From India, Madras
Thanks you for your comments. Let me brief you a bit.
We have announced the increase of notice period to certain key employees, and for some employyes whole review is due at that time we have mentioned it in the increment letters given. For those who do not have a review at that time a separate letter was given increasing the notice period.
In this person's case as he has resigned from the services due to the increase in the notice period, I have offered him a revised minimum increment based on the fact that he is leaving the company. But he refused to accept the same and insists that the original increment is settled.
While i do agree that increments are for past performance, we also consider whether the person will continue in the organisation while fixing the increment.
Now, please let me have your comment
From India, Madras
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INCREMENT LETTER.doc