Amend your company's Rules and regulations as per new policy and get it sign to the competent authority and circulate all the employee. Don't forgotten to take signature from all the existing employee. In future issue all appointment letter with clear notice period.
M. Haque
From India, Delhi
M. Haque
From India, Delhi
[/QUOTE]M. Haque:
Bob Gately had also asked you "Why do you want to make the change?". I had also asked the same question. But no reply till now.
From India, Chandigarh
51Amend your company's Rules and regulations as per new policy and get it sign to the competent authority and circulate all the employee. Don't forgotten to take signature from all the existing employee. In future issue all appointment letter with clear notice period.[/QUOTE]
This is sheer coercion. You do it with ulterior motive. This will be a breach of the Contract entered with them at the time of employment and it will be a breach of trust. The move is ill intended and base less. The Human Resource is the all important resource. Without it all your other resources are useless. You cannot use your financial resource, plant & Machinery resource, Raw materials and everything else without your human resource. So why coerce the employees to do such a shabby act, just to show your unscrupulous writ on innocent employees.Bob Gately had also asked you "Why do you want to make the change?". I had also asked the same question. But no reply till now.
From India, Chandigarh
dear sir
1. ask urself what advantantages u are gaining from this change.
2. the present system of 30 days for temp /unconfirmed personnel and 90 days for confirmed personnel is universal and time tested.
3. before u put up for decision , ananlyse the last 20 seperations from the organisation and arrive at the problem areas faced by the organisation. also study whether the change to 90 days notice will help u to overcome the problems faced or will be cutting your own feet
4. these policy changes are not done with whims and fancies . involves deep analysis.
5. approach a nearby management college to study and recommend to u on what should be the best for u.
happy new year,
dr ram
professor HR
From India, Indore
1. ask urself what advantantages u are gaining from this change.
2. the present system of 30 days for temp /unconfirmed personnel and 90 days for confirmed personnel is universal and time tested.
3. before u put up for decision , ananlyse the last 20 seperations from the organisation and arrive at the problem areas faced by the organisation. also study whether the change to 90 days notice will help u to overcome the problems faced or will be cutting your own feet
4. these policy changes are not done with whims and fancies . involves deep analysis.
5. approach a nearby management college to study and recommend to u on what should be the best for u.
happy new year,
dr ram
professor HR
From India, Indore
Dear Sir,
sorry for delay in reply, but presently i have been facing lot of issues of retention, further some of my ex employees are taking away my present employees who are important for us, also we have products which are important for us where we need trained people, we train the people and then they leave which affects on our production.
Earlier we used to allow the people but present getting the right candidate and training him for 1 month is very difficult for my kind of industry so that i have decided to change the policy.
Raj
M. Haque:
This is sheer coercion. You do it with ulterior motive. This will be a breach of the Contract entered with them at the time of employment and it will be a breach of trust. The move is ill intended and base less. The Human Resource is the all important resource. Without it all your other resources are useless. You cannot use your financial resource, plant & Machinery resource, Raw materials and everything else without your human resource. So why coerce the employees to do such a shabby act, just to show your unscrupulous writ on innocent employees.
Bob Gately had also asked you "Why do you want to make the change?". I had also asked the same question. But no reply till now.[/QUOTE]
From India
sorry for delay in reply, but presently i have been facing lot of issues of retention, further some of my ex employees are taking away my present employees who are important for us, also we have products which are important for us where we need trained people, we train the people and then they leave which affects on our production.
Earlier we used to allow the people but present getting the right candidate and training him for 1 month is very difficult for my kind of industry so that i have decided to change the policy.
Raj
M. Haque:
Amend your company's Rules and regulations as per new policy and get it sign to the competent authority and circulate all the employee. Don't forgotten to take signature from all the existing employee. In future issue all appointment letter with clear notice period.[/QUOTE]
This is sheer coercion. You do it with ulterior motive. This will be a breach of the Contract entered with them at the time of employment and it will be a breach of trust. The move is ill intended and base less. The Human Resource is the all important resource. Without it all your other resources are useless. You cannot use your financial resource, plant & Machinery resource, Raw materials and everything else without your human resource. So why coerce the employees to do such a shabby act, just to show your unscrupulous writ on innocent employees.
Bob Gately had also asked you "Why do you want to make the change?". I had also asked the same question. But no reply till now.[/QUOTE]
From India
you just cannot simply change or modify any thing ,related to employees. at any time.
for that you should follow certain norms laid down in labour laws. otherwise you will find your self at wrong end of the law.
i think you should get your standing order modified & keep on thing in mind that even when you want to retrench some one you also have to give same period as a notice or salary in lieu therof.
From India, Mumbai
for that you should follow certain norms laid down in labour laws. otherwise you will find your self at wrong end of the law.
i think you should get your standing order modified & keep on thing in mind that even when you want to retrench some one you also have to give same period as a notice or salary in lieu therof.
From India, Mumbai
Is there any legal action taken on emplyee , when he left job without notice period complete ? Pl. suggesst . Regards, SNEHAL SHAH
From India, Mumbai
From India, Mumbai
Boss ,
why you want to make this change. I Have my own doubts about your idea.
1. Have you paid salary to your employees for the last 3 months?
2. how many people are working in your organisation?
3. is there a chance that you are making this rule to ensure that the people who are resigning now due to your non payment of salary for the last 3 months will not get their settlement dues once this is effected?
Sorry , But considering the way today telecom companies are functioning, I have no option but to raise these doubts.
Regards
Prasad
From India, Bangalore
why you want to make this change. I Have my own doubts about your idea.
1. Have you paid salary to your employees for the last 3 months?
2. how many people are working in your organisation?
3. is there a chance that you are making this rule to ensure that the people who are resigning now due to your non payment of salary for the last 3 months will not get their settlement dues once this is effected?
Sorry , But considering the way today telecom companies are functioning, I have no option but to raise these doubts.
Regards
Prasad
From India, Bangalore
There are some other ways to retain the work force. Give them production/sales based incentives. Make their salaries attractive. Give them loans (for House Building, Children Education, Vehicle, House hold goods etc.) for their long term desires. Conduct monthly outings for the families; and a lot of other such benefits and other staff welfare schemes. Start a school and a creche for the children of the employees.
Also cut costs by implementing 5s Audit in your organization. a 5s Audit sheet is attached for your ready reference.
From India, Chandigarh
Also cut costs by implementing 5s Audit in your organization. a 5s Audit sheet is attached for your ready reference.
From India, Chandigarh
Dear All
I think Mr. Malik is right. you can not change the notice period for existing employees by a notice without modifying your standing order. it can be challenged anytime by any body.
Question to Mr. Malik:
Dear Mr. Malik
this is my question to you that those who dont have certified standing order and following standing order and model standing order does not say anying about notice period. then what to do?
From India, Calcutta
I think Mr. Malik is right. you can not change the notice period for existing employees by a notice without modifying your standing order. it can be challenged anytime by any body.
Question to Mr. Malik:
Dear Mr. Malik
this is my question to you that those who dont have certified standing order and following standing order and model standing order does not say anying about notice period. then what to do?
From India, Calcutta
In the Offer of employment / appointment Order, on completion of all the terms and conditions of employment, there will be one last but not least condition. that is
"Company reserves the right of changing/modifying/adding or deleting any of the above terms and conditions without any prior notice"
With that the company can challenge in court also.
Only thing the company have to do is that they have to obtain the signature from each employee in a copy of amendment in terms and conditions effected and file the same in the personal file of each employee as duly accepted for the change.
With warm regards
S. Bhaskar
9099024667
From India, Kumbakonam
"Company reserves the right of changing/modifying/adding or deleting any of the above terms and conditions without any prior notice"
With that the company can challenge in court also.
Only thing the company have to do is that they have to obtain the signature from each employee in a copy of amendment in terms and conditions effected and file the same in the personal file of each employee as duly accepted for the change.
With warm regards
S. Bhaskar
9099024667
From India, Kumbakonam
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