Hi,
there is nothing wrong in altering confirmation dates. Many a companies follow the trend. If a person has joined before 15 th of any month his confirmation date is taken as 1st of the month and if he has joined after 15th, it is taken as 15th of the month. We were also following the same policy . It is for convenience pirpose
Daleep
4there is nothing wrong in altering confirmation dates. Many a companies follow the trend. If a person has joined before 15 th of any month his confirmation date is taken as 1st of the month and if he has joined after 15th, it is taken as 15th of the month. We were also following the same policy . It is for convenience pirpose
Daleep
Hi Annie, As per my knowledge no 2 leaves can be clubbed together. We are also following the same rule. Regards, Pranita
From India, Hyderabad
From India, Hyderabad
Hi Annie,
You may easily solve this confusion by adding a definite clause in your appointment letter
that '" Confirmation after the training shall be in writing & until such written confiration you shall continue to be as a trainee."
Thanx,
Anita.
You may easily solve this confusion by adding a definite clause in your appointment letter
that '" Confirmation after the training shall be in writing & until such written confiration you shall continue to be as a trainee."
Thanx,
Anita.
dear annie,
the question of changes in matters of LTA, LE and Gratuity will arise to my mind only if you change the salary (i.e. basic salary) component upon closure of probation (some companies do that - though in varying forms). if you follow a policy of giving an increment/increase upon confirmation, then my suggestion is to close the probation at the end of the month in which the probation would normally fall.
to give you a corollary example would be wrt retirements. you can retire employees from the day they attain the age of superannuation (which is done in some companies) or at the end of the month in which the employee reaches the age of superannuation (as is the case in most companies). the same logic can be applied - only keeping in mind that the same must be mentioned in the general terms and conditions of employment.
hope this is in clarification to your query. in case you require any more info/have further queries, please revert.
regards,
mxsingh
the question of changes in matters of LTA, LE and Gratuity will arise to my mind only if you change the salary (i.e. basic salary) component upon closure of probation (some companies do that - though in varying forms). if you follow a policy of giving an increment/increase upon confirmation, then my suggestion is to close the probation at the end of the month in which the probation would normally fall.
to give you a corollary example would be wrt retirements. you can retire employees from the day they attain the age of superannuation (which is done in some companies) or at the end of the month in which the employee reaches the age of superannuation (as is the case in most companies). the same logic can be applied - only keeping in mind that the same must be mentioned in the general terms and conditions of employment.
hope this is in clarification to your query. in case you require any more info/have further queries, please revert.
regards,
mxsingh
Hi
You are doing the right thing. If the confirmation letter is delayed by some other reasons, you have to compensate LTA, Medical which ever is applicable to that employee after confirmation.
Regards
Y.Venumadhava Reddy
From India, Hyderabad
You are doing the right thing. If the confirmation letter is delayed by some other reasons, you have to compensate LTA, Medical which ever is applicable to that employee after confirmation.
Regards
Y.Venumadhava Reddy
From India, Hyderabad
Hi Mr. Nair,
I need small help regarding Confirmation ...
Our company does yearly appraisal ......however its not fixed ..... we dont follow any pattern as so far the no of employees were less than 50 .....but no the no of employees are 100+ .... And having no fixed pattern is causing lot of problems .....
To address this issue we are now planning to have two appraisal in the very first year (6 + 6 months) and push them onto yearly cyle.
Now giveing sal increment twice in an year is a concern ... What I believe is if we can have fixed increments for every sal range ..it might go long way in solving the problem.If this would be the idea solution according to you .... can you suggest or share how do we go about fixing the sal increment for every sal range ?????????
Please help !!!!!1
Twinkle
From India, Hyderabad
I need small help regarding Confirmation ...
Our company does yearly appraisal ......however its not fixed ..... we dont follow any pattern as so far the no of employees were less than 50 .....but no the no of employees are 100+ .... And having no fixed pattern is causing lot of problems .....
To address this issue we are now planning to have two appraisal in the very first year (6 + 6 months) and push them onto yearly cyle.
Now giveing sal increment twice in an year is a concern ... What I believe is if we can have fixed increments for every sal range ..it might go long way in solving the problem.If this would be the idea solution according to you .... can you suggest or share how do we go about fixing the sal increment for every sal range ?????????
Please help !!!!!1
Twinkle
From India, Hyderabad
Hi Twinkle
First you fix the annual increments to March or April every year.
If any employee has joined in the middle of the year after completion of probition you have to streamline to annual increments.
As far as the increments dont look it to salary, it is problem to you and the management. The best way is you divide according to the cadre.
Eg.
For Asst.Cadre:
For Executive Cadre
For Magerial Cadre
For G.M. and above cadre., etc.
This is because you can justify and also this should be decided by the company management.
For any Qurey mail to me. Mail:reddy_venumadhav@yahoo.co.in
Regards
Y.Venumadhava Reddy
From India, Hyderabad
First you fix the annual increments to March or April every year.
If any employee has joined in the middle of the year after completion of probition you have to streamline to annual increments.
As far as the increments dont look it to salary, it is problem to you and the management. The best way is you divide according to the cadre.
Eg.
For Asst.Cadre:
For Executive Cadre
For Magerial Cadre
For G.M. and above cadre., etc.
This is because you can justify and also this should be decided by the company management.
For any Qurey mail to me. Mail:reddy_venumadhav@yahoo.co.in
Regards
Y.Venumadhava Reddy
From India, Hyderabad
Hello Twinkle :icon13: :!: :icon13: I agree with the views of Venu. You need not give increment twice as the general understanding is 'annual increment'. About the rates, well it varies on scale to scale basis. A thumb rule you can adopt is to fix a particular percentage of the Min/ median or max of the respective pay scale. In deed the quantum depends on how much you want to open the fist. So depending on your paying capacity you decide the quantum. But remember, increasing the pay has long term implication as your wage burden is going to increase further. OK :) Regards KK Nair
From India, Bhopal
From India, Bhopal
PF in case of trainees / contractual staff
Our trainees do not get PF benefits like the rest of us...is this violating the PF Act?
Same goes for contractual employees. Give me a loop hole out of this problem.
Annie
From India, Calcutta
Our trainees do not get PF benefits like the rest of us...is this violating the PF Act?
Same goes for contractual employees. Give me a loop hole out of this problem.
Annie
From India, Calcutta
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Confirmation Letter.doc