Dear Sandeep,
This policy is very nicely drafted, good effort. Hey I wish to know if you have any similar format on Retention Policy as well, I have read many article on Retention Policy, but no formal format for the same. If you can share few more policies with us, that would really be great.
Thanks & Regards
Bhawna Sachdeva
This policy is very nicely drafted, good effort. Hey I wish to know if you have any similar format on Retention Policy as well, I have read many article on Retention Policy, but no formal format for the same. If you can share few more policies with us, that would really be great.
Thanks & Regards
Bhawna Sachdeva
Hi Sandeep,
Read thru the policy and i gues you have covered all the areas. But i have one doubt... Why reimbursements are given? Why cant we credit the eligible amount in the salary? Similary the excess usage can be recovered from the salary of the employee.
When you give reimbursements again we are creating a process. i.e the employee will give the bill, we have to scrutinise, etc... Instaed why cant we keep it simple by paying the eligible amount in salary. If the company is going to pay the bills then the excess can be recovered from the salary of the employee alone.
I am in muscat and i have implemented this policy. It is working very successfully for me. It has reduced the number of mandays for us. I have also made a system whereby the operator gives me the monthly MIS in a prescribed format which i can directly upload in the salary....
I have given my views only...
All the best.
From Oman, Muscat
1Read thru the policy and i gues you have covered all the areas. But i have one doubt... Why reimbursements are given? Why cant we credit the eligible amount in the salary? Similary the excess usage can be recovered from the salary of the employee.
When you give reimbursements again we are creating a process. i.e the employee will give the bill, we have to scrutinise, etc... Instaed why cant we keep it simple by paying the eligible amount in salary. If the company is going to pay the bills then the excess can be recovered from the salary of the employee alone.
I am in muscat and i have implemented this policy. It is working very successfully for me. It has reduced the number of mandays for us. I have also made a system whereby the operator gives me the monthly MIS in a prescribed format which i can directly upload in the salary....
I have given my views only...
All the best.
From Oman, Muscat
Hi
I went through this policy. Just an observation from my experience.
Treating this as company's asset and keeping track of it is very difficult. I tried it for a year and then switched over to an advance if an employee desires to purchase with a limit. Most people have their own cell phones today and they even buy better instruments. Just think about this.
Siva
From India, Chennai
I went through this policy. Just an observation from my experience.
Treating this as company's asset and keeping track of it is very difficult. I tried it for a year and then switched over to an advance if an employee desires to purchase with a limit. Most people have their own cell phones today and they even buy better instruments. Just think about this.
Siva
From India, Chennai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Cell Phone, Sim, Data card and Laptop Policy.doc
Cell Phone Use Policy.pdf