Mr. Ravi,
That's okay. I appreciate your response; however, all this "extreme apologies: it was meant to be a mail request to Mr. Anand for a copy of the employment contract after retirement." Seriously, I did not mean to offend. Regards, Ravi makes me feel a little guilty. Anyway, I didn't mean anything that should make you feel hurt.
Regards,
TSK. Raman
From India, Hyderabad
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364That's okay. I appreciate your response; however, all this "extreme apologies: it was meant to be a mail request to Mr. Anand for a copy of the employment contract after retirement." Seriously, I did not mean to offend. Regards, Ravi makes me feel a little guilty. Anyway, I didn't mean anything that should make you feel hurt.
Regards,
TSK. Raman
From India, Hyderabad
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Employers can engage employees after retirement but on a contract. The terms can be agreed upon depending on whether one will be working full-time. It is important that such provision be included in your HR policy, including terms and payment. For example, universities employ professors after retirement on a contract as a professor emeritus. They are not usually paid a full salary and other employment benefits.
From Kenya, Nairobi
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From Kenya, Nairobi
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Dear Seniors, Thank you very much for your reply. Sir, I need to know that do we need to provide him a relieving letter on the day of his retirement ?
From India, Delhi
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From India, Delhi
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Hi Manpreet Kaur,
You have to provide him with a relieving letter, F & F, PF Claim form, Gratuity, Experience certificate, and all others as per the policy. Most importantly, don't forget the "Farewell party" for his contribution towards his service. After one or two days, an agreement can be made to take him on as a consultant.
From United Kingdom, London
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You have to provide him with a relieving letter, F & F, PF Claim form, Gratuity, Experience certificate, and all others as per the policy. Most importantly, don't forget the "Farewell party" for his contribution towards his service. After one or two days, an agreement can be made to take him on as a consultant.
From United Kingdom, London
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Very good response from all members and particularly useful tips from Mr. N.K. Sundaram in the interest of the individuals retained in service after retirement and logical justifications for the utilization of the experience and expertise of the veterans from Mr. T.S.K. Raman in the interest of the organization.
Let me also share my views on the subject matter. No law prescribes the maximum age of employment, and it is left to the discretion of the employer. If I am correct, there is no age of retirement for employees other than the Managing Director in Sony Corporation. Maybe it is an exception. But in actual practice, the age of superannuation is fixed in the Standing Orders or Service Rules or Letter of Appointments, as the case may be.
The pertinent question, therefore, is how to treat the services of a superannuated employee on his retention beyond the age of retirement. Of course, there will be no problem in the case of persons holding senior positions as they can be retained as consultants. In the case of lower cadre, for example, a clerical assistant or an office boy, either their services can be extended beyond the age of superannuation or they can be re-appointed afresh after having been allowed to retire. The pay and other perks are to be decided mutually.
From India, Salem
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Let me also share my views on the subject matter. No law prescribes the maximum age of employment, and it is left to the discretion of the employer. If I am correct, there is no age of retirement for employees other than the Managing Director in Sony Corporation. Maybe it is an exception. But in actual practice, the age of superannuation is fixed in the Standing Orders or Service Rules or Letter of Appointments, as the case may be.
The pertinent question, therefore, is how to treat the services of a superannuated employee on his retention beyond the age of retirement. Of course, there will be no problem in the case of persons holding senior positions as they can be retained as consultants. In the case of lower cadre, for example, a clerical assistant or an office boy, either their services can be extended beyond the age of superannuation or they can be re-appointed afresh after having been allowed to retire. The pay and other perks are to be decided mutually.
From India, Salem
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Dear Mr. Anand,
I would like to ask you if any employee has completed the age of 58 years, can I extend his service and keep him a part of PF and ESI benefits as previously after his retirement. Is this possible or not? What changes will be there in filling the PF Challan for particular employees?
Please suggest to me how to do this. I hope you will give your valuable time to me for this query.
Thanks,
Himanshu Dwivedi
Sr. Executive-HR
From India, Bengaluru
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I would like to ask you if any employee has completed the age of 58 years, can I extend his service and keep him a part of PF and ESI benefits as previously after his retirement. Is this possible or not? What changes will be there in filling the PF Challan for particular employees?
Please suggest to me how to do this. I hope you will give your valuable time to me for this query.
Thanks,
Himanshu Dwivedi
Sr. Executive-HR
From India, Bengaluru
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To B. Annadkumar,
One of our employees is completing superannuation at the age of 60 years. He is currently working as a Regional Manager in sales. We would like to engage him on a contract basis. Please send me the draft agreement. We would greatly appreciate it if you could send it to my email address
.
Thanks & Kind regards,
Jayant Nisal Corporate Manager-HR/IR 78757567963
From India, Pune
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One of our employees is completing superannuation at the age of 60 years. He is currently working as a Regional Manager in sales. We would like to engage him on a contract basis. Please send me the draft agreement. We would greatly appreciate it if you could send it to my email address
Thanks & Kind regards,
Jayant Nisal Corporate Manager-HR/IR 78757567963
From India, Pune
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