Dear Raj,
I do not think the procedure is the crucial part, the issue is of change in mutually agreed basic conditions of service which may result in loss of trust between the employer and the employees. It was done in an organization i know of and it resulted in a lot of resentment amongst employees and the organization could not achieve their aim of improving the retention levels rather it lead to more exits and higher attrition.
Regards,
Col IP Singh
I do not think the procedure is the crucial part, the issue is of change in mutually agreed basic conditions of service which may result in loss of trust between the employer and the employees. It was done in an organization i know of and it resulted in a lot of resentment amongst employees and the organization could not achieve their aim of improving the retention levels rather it lead to more exits and higher attrition.
Regards,
Col IP Singh
If you do not have the certifying Stnding Order of your own, then the Industrial Employment (Standing Orders) Act, 1946 and rules framed their under automatically applies on you and your organization is governed by those.
From India, Chandigarh
51From India, Chandigarh
Hi Raj
Why don't you define NOTICE PERIOD POLICY based on EMPLOYEE CATEGORY/GRADE. Please do consider employee hierarchy before implementing your policy as it my ease your job.
I strongly suggest not to force any employee beyond their limits by implementing POLICIES which are not advisable. Since you are also an employee, analyze the impact of this policy on yourself, if implemented.
regards
khadir
From India, Chennai
Why don't you define NOTICE PERIOD POLICY based on EMPLOYEE CATEGORY/GRADE. Please do consider employee hierarchy before implementing your policy as it my ease your job.
I strongly suggest not to force any employee beyond their limits by implementing POLICIES which are not advisable. Since you are also an employee, analyze the impact of this policy on yourself, if implemented.
regards
khadir
From India, Chennai
Dear Raj, You draft a change in notice period letter get approval from your Director of General Manager and while issuing please get acknowledgement from all employees.
From India, Pune
From India, Pune
Dear Please consider the version said by Mr. Khadir Think and act accordingly Because you are also involved in this. With warm regards S. Bhaskar 9099024667
From India, Kumbakonam
From India, Kumbakonam
No. This is no solution. A Boss/GM/Management is one party to the contract of employement and the employee/s the other. Even if the employees o sign the amendment, it is not automatically applicable. You have to get the same vetted from the Labour Inspector Office ( to see whether it conforms to the law or not; it is not a coercive tactic; and it is generally agreeable to the employees).
On the other hand, if all the employees put together a different amendment in their contract to suit their whims, will management agree to that? It is a serious misconception that the management can do what it likes.
Managements that cannot take care of its human resource, cannot flourish. The problem of unexpected exits, higher attrition and staff abandoning the organization, lies somewhere else, and that needs to be attended seriously.
From India, Chandigarh
On the other hand, if all the employees put together a different amendment in their contract to suit their whims, will management agree to that? It is a serious misconception that the management can do what it likes.
Managements that cannot take care of its human resource, cannot flourish. The problem of unexpected exits, higher attrition and staff abandoning the organization, lies somewhere else, and that needs to be attended seriously.
From India, Chandigarh
Dear Mr. Surendra
That is the reason we are having a clause in the offer of employment agreement for any change in agreement the company holds the right to amend the agreement without any prior notice and it will be conveyed to the employees for which the acknowledgement will be kept in his personal file of the individual.
Whoever not willing to accept the change they will be given option for quitting the company.
With warm regards
S. Bhaskar
9099024667
From India, Kumbakonam
That is the reason we are having a clause in the offer of employment agreement for any change in agreement the company holds the right to amend the agreement without any prior notice and it will be conveyed to the employees for which the acknowledgement will be kept in his personal file of the individual.
Whoever not willing to accept the change they will be given option for quitting the company.
With warm regards
S. Bhaskar
9099024667
From India, Kumbakonam
This clause by itself ultra virus as it infringes the right of the workers/employees. If the management does something that is in contravention to the all/any other clause/s of the appointment latter, this clause will have no force and is ultra virus ab initio. How you can alter a contract at will unilaterally?
If management perceives such a right under the employment contract, employee too have the same. Then each and every employee will start dictating his own terms of employment, at any time, at will.
From India, Chandigarh
If management perceives such a right under the employment contract, employee too have the same. Then each and every employee will start dictating his own terms of employment, at any time, at will.
From India, Chandigarh
Hello all, Wishing all a Very Happy New Year!!!! I just want to know why do you want to change the notice period.30 days is normal which is followed by most of the Companies. Thanks, Seema Singh
From India
From India
Dear Mr. Surendra
Then what is the remedial action required to be taken for enhancing the notice period from 30 days to 90 days. (In my company also after 3 years of service we have to give 90 days notice, failing which our PL will be deducted for such period in short).
Please advise what to do in this case.
With warm regards
S. Bhaskar
9099024667
From India, Kumbakonam
Then what is the remedial action required to be taken for enhancing the notice period from 30 days to 90 days. (In my company also after 3 years of service we have to give 90 days notice, failing which our PL will be deducted for such period in short).
Please advise what to do in this case.
With warm regards
S. Bhaskar
9099024667
From India, Kumbakonam
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