Dear Dineshkumarji. How Industrial dispute Act is applicable in Saudi Arabia? Varghese <|Mathew
From India, Thiruvananthapuram
912From India, Thiruvananthapuram
Hi Everyone...
I am looking for Generalist/IR-PM profiles in manufacturing/production/IT sector, in and around Bhubaneswar . I am based out of Bhubaneswar and have around 8 months* of experince in Talent Acquisition currently associated with a leading name in BPO sector.
I completed my MBA from Symbiosis Pune last year in Human Resources (full time course)
Please feel free to reply on this thread... will provide CV/Resume on request.
Regards,
Mahwish
I have more than 8 months of experience ... just to rectify the ABOVE POST
From India, Pune
I am looking for Generalist/IR-PM profiles in manufacturing/production/IT sector, in and around Bhubaneswar . I am based out of Bhubaneswar and have around 8 months* of experince in Talent Acquisition currently associated with a leading name in BPO sector.
I completed my MBA from Symbiosis Pune last year in Human Resources (full time course)
Please feel free to reply on this thread... will provide CV/Resume on request.
Regards,
Mahwish
I have more than 8 months of experience ... just to rectify the ABOVE POST
From India, Pune
Dear All,
Yes it happens only in Saudi Arabia, Mr. Nasir Ansari & Mr. Vivan Chandrasher directed us in the perfect direction. Because we don't have any other choice left. The MD lives outside of country and he has no concerns with company problems. GM is the only authority and he is the one, driving company in his own direction.
Employee has decided to go to labour court.
Thank you all for your comments and suggestions. After having 5 years of experience in this field, I still feel new in such situations.
From Saudi Arabia, Jeddah
Yes it happens only in Saudi Arabia, Mr. Nasir Ansari & Mr. Vivan Chandrasher directed us in the perfect direction. Because we don't have any other choice left. The MD lives outside of country and he has no concerns with company problems. GM is the only authority and he is the one, driving company in his own direction.
Employee has decided to go to labour court.
Thank you all for your comments and suggestions. After having 5 years of experience in this field, I still feel new in such situations.
From Saudi Arabia, Jeddah
Dear Ahmed,
You have to work with the GM no matter how unprofessional he is. I am sure that you have not appointed him. It seems the GM is liability to the company and sooner or later owner of the company have to take the decision.
Have you given the appointment letter to the employees duly acknowledged by the employee in question. Please go by the terms of appointment and close the issue as early as possible.. Please note the employee in question may go for further litigation with the company on his termination.
With kind regards,
Vinay
From India
You have to work with the GM no matter how unprofessional he is. I am sure that you have not appointed him. It seems the GM is liability to the company and sooner or later owner of the company have to take the decision.
Have you given the appointment letter to the employees duly acknowledged by the employee in question. Please go by the terms of appointment and close the issue as early as possible.. Please note the employee in question may go for further litigation with the company on his termination.
With kind regards,
Vinay
From India
Dear Kashif,
Please note that employee has write to ask the formal termination letter as well as the compensation, gratuity (if applicable by law) & also the Exp. letter upon his termination. In case of unlawful termination the employee can complaint to the labour department and in GCC we all know that they first call to the HRM.
Therefore, I would suggest that you analyze the situation completely in line with legal implication and the same to explain to your GM to resolve the case.
For Information - There are cases in gulf, wherein the labour court found Company guilty and due to that HRM suffered and company got hefty fines.....so to avoid such things please follow the local labour rules & regulations.
From United Arab Emirates, Dubai
Please note that employee has write to ask the formal termination letter as well as the compensation, gratuity (if applicable by law) & also the Exp. letter upon his termination. In case of unlawful termination the employee can complaint to the labour department and in GCC we all know that they first call to the HRM.
Therefore, I would suggest that you analyze the situation completely in line with legal implication and the same to explain to your GM to resolve the case.
For Information - There are cases in gulf, wherein the labour court found Company guilty and due to that HRM suffered and company got hefty fines.....so to avoid such things please follow the local labour rules & regulations.
From United Arab Emirates, Dubai
I think without knowing the facts / cause behind the matter its difficult to tell about the correct things..... people should post complete case on this forum to discuss or seek good suggestions other wise its only worked like a chat room. hope every body is clear in my views....!
From India, Shimla
From India, Shimla
1. Kindly validate the employment contract that you have executed with the employee at the time he joined the company. If employment that is not there, then go by the Law of Land for exiting the company.
2. Check if GM is the authorised person to sign this document. If yes and he is not willing to sign, then his manager can sign.
3. If GM is not the authorised to sign, then please go with the company policy to issue exit procedure to close.
4. Ensure that the employee has completed all the process before existing the company to save guard both the employee and company intreast in mind.
Regards
Ranganathan V
From India
2. Check if GM is the authorised person to sign this document. If yes and he is not willing to sign, then his manager can sign.
3. If GM is not the authorised to sign, then please go with the company policy to issue exit procedure to close.
4. Ensure that the employee has completed all the process before existing the company to save guard both the employee and company intreast in mind.
Regards
Ranganathan V
From India
Dear Kashif,
Expecting that the employee is in possession of an appointment letter which has been issued by an appropriate authority in your organisation an notice of termination has in that is to be issued bearing the appointing authority's signature or someone else who has been authorised by the organisation for doing the same. The terms and conditions of his employment related to his separation either by termination or resignation has to be followed if you want to follow the legal process.
Hope the issue is resolved in the right way.
Take Care !
Debashis
From India, Lucknow
Expecting that the employee is in possession of an appointment letter which has been issued by an appropriate authority in your organisation an notice of termination has in that is to be issued bearing the appointing authority's signature or someone else who has been authorised by the organisation for doing the same. The terms and conditions of his employment related to his separation either by termination or resignation has to be followed if you want to follow the legal process.
Hope the issue is resolved in the right way.
Take Care !
Debashis
From India, Lucknow
Dear Kashif, you can ask employee to give resignation and serve one month notice. and clear his one month salary in his full and final settlement. Regards, priyanka
From India, Mumbai
From India, Mumbai
Subject - Re: Removal Of Employee - General Manager
Any termination has to be done only after an inquiry set up by the personal dept. / HR .
The reason for termination has not been mentioned . Even in the case of theft - suspension pending
inquiry is normally done . In an " habitual medical case " situation, an enquiry is constituted , and the employee is allowed to bring somebody to defend his case if need be.
No arbitrary termination should be done.
kasturi raj
Gen: Manager
Ashwin Precision Products Pvt Ltd;
Bangalore
From India, Bangalore
Any termination has to be done only after an inquiry set up by the personal dept. / HR .
The reason for termination has not been mentioned . Even in the case of theft - suspension pending
inquiry is normally done . In an " habitual medical case " situation, an enquiry is constituted , and the employee is allowed to bring somebody to defend his case if need be.
No arbitrary termination should be done.
kasturi raj
Gen: Manager
Ashwin Precision Products Pvt Ltd;
Bangalore
From India, Bangalore
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