Thanks Sadaf... I think, in that case, your query has been commented upon by Ukmitra, Saiconsult and myself. I think based on these you should have word with your CS and go ahead.
do take this start performer into confidence since he might be a tad uncomfortable going from a large company to a start-up. Do note that he would suddenly be losing his EPF benefits and such like. So you and your CS will need to sit with him, approach his concerns (if any) with transparency and aid him to take the decision that your company wants him to take. Do remember, it is in the company's interest you want this shift, to make him agree to it - and feel good about it, is going to be your task.
Let us know what happens.
All the best to both of you.
From India, Mumbai
139do take this start performer into confidence since he might be a tad uncomfortable going from a large company to a start-up. Do note that he would suddenly be losing his EPF benefits and such like. So you and your CS will need to sit with him, approach his concerns (if any) with transparency and aid him to take the decision that your company wants him to take. Do remember, it is in the company's interest you want this shift, to make him agree to it - and feel good about it, is going to be your task.
Let us know what happens.
All the best to both of you.
From India, Mumbai
@Executor
My inputs are only to help Sadaf to deal with the situation since it is the comapny that should decide whether sister concern is an indpendent unit engaged in a different business line or is it part of the Parent unit, formed to supplement the business of parent unit in which case there can be transfer to the sister concern with promotion.If there is no issue of independent units and it is immeterial, then as you said, it is advisable to treat it as a mere transfer to protect continuity of servcie and other benefits llike P.F and gratuity to reawrd an efficient employee . I agree with you.
B.Saikumar
Mumbai
From India, Mumbai
My inputs are only to help Sadaf to deal with the situation since it is the comapny that should decide whether sister concern is an indpendent unit engaged in a different business line or is it part of the Parent unit, formed to supplement the business of parent unit in which case there can be transfer to the sister concern with promotion.If there is no issue of independent units and it is immeterial, then as you said, it is advisable to treat it as a mere transfer to protect continuity of servcie and other benefits llike P.F and gratuity to reawrd an efficient employee . I agree with you.
B.Saikumar
Mumbai
From India, Mumbai
Dear All,
Greetings!!!!
Sister concern has not been defined in Indian IT act and it often is used for such entities which has same directors of the parent company as stake holders.
I am not sure, if the sister concern in question, is a legal entity at all. In such case, there is no need to issue fresh employment letter. One can issue promotion letter with transfer order to the relevant department/wing/sister concern. Necessary changes in wage and attendance register can be made.
If the sister concern is a separate legal entity, in that case, you have to follow complete separation process as per relevant rules and then follow complete joining and induction process in the new entity.
From India, Delhi
Greetings!!!!
Sister concern has not been defined in Indian IT act and it often is used for such entities which has same directors of the parent company as stake holders.
I am not sure, if the sister concern in question, is a legal entity at all. In such case, there is no need to issue fresh employment letter. One can issue promotion letter with transfer order to the relevant department/wing/sister concern. Necessary changes in wage and attendance register can be made.
If the sister concern is a separate legal entity, in that case, you have to follow complete separation process as per relevant rules and then follow complete joining and induction process in the new entity.
From India, Delhi
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