Please find the attached notifications for your reference: https://www.citehr.com/618638-some-i...ns-during.html.
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From India, Hyderabad
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13Thank you.
From India, Hyderabad
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Dear All,
As all companies worldwide are facing a similar situation due to COVID-19, can we draft an HR policy that is fair to both employers and employees?
For employees who can work from home (IT, sales, etc.), their job roles allow this option. Their team leaders can establish a method to receive daily reports to monitor their work. They should be eligible for their full salary.
For employees who cannot work from home (production, back-office staff), as their roles do not permit remote work and they are compelled to stay at home.
According to the government's directive, companies should continue to pay full salaries until the lockdown period ends (if their financial situation permits). Employees can be assigned knowledge enhancement activities related to their field during this time.
The real challenge arises when the lockdown is lifted and businesses resume operations. Policies need to be formulated, and decisions must be made regarding salaries if an employee contracts the virus in the future, especially considering not all employees can work from home.
I seek expert opinions on how to structure the leave policy for the future. While the company already has specific leave policies in place, should we grant additional leave days in case of positive cases? If so, how many days should be considered acceptable?
Your guidance is appreciated.
Thanks & regards,
SV, Navi Mumbai
From India, Delhi
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As all companies worldwide are facing a similar situation due to COVID-19, can we draft an HR policy that is fair to both employers and employees?
For employees who can work from home (IT, sales, etc.), their job roles allow this option. Their team leaders can establish a method to receive daily reports to monitor their work. They should be eligible for their full salary.
For employees who cannot work from home (production, back-office staff), as their roles do not permit remote work and they are compelled to stay at home.
According to the government's directive, companies should continue to pay full salaries until the lockdown period ends (if their financial situation permits). Employees can be assigned knowledge enhancement activities related to their field during this time.
The real challenge arises when the lockdown is lifted and businesses resume operations. Policies need to be formulated, and decisions must be made regarding salaries if an employee contracts the virus in the future, especially considering not all employees can work from home.
I seek expert opinions on how to structure the leave policy for the future. While the company already has specific leave policies in place, should we grant additional leave days in case of positive cases? If so, how many days should be considered acceptable?
Your guidance is appreciated.
Thanks & regards,
SV, Navi Mumbai
From India, Delhi
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Dear All,
The contract between the employer and the employees is frustrated because of the coronavirus; hence, it is not the fault of any party. However, if the management wants to give leave without pay, I think both parties should sit down and negotiate a settlement on payment. If there are unions in the place of employment, then they must be engaged. It is also not right for employees to demand full pay as the "No work, No pay" rule will apply. If agreeable, the employees can settle for 30% or 50%. Both parties should agree on a reasonable sum during the leave period.
From Malaysia, Ipoh
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The contract between the employer and the employees is frustrated because of the coronavirus; hence, it is not the fault of any party. However, if the management wants to give leave without pay, I think both parties should sit down and negotiate a settlement on payment. If there are unions in the place of employment, then they must be engaged. It is also not right for employees to demand full pay as the "No work, No pay" rule will apply. If agreeable, the employees can settle for 30% or 50%. Both parties should agree on a reasonable sum during the leave period.
From Malaysia, Ipoh
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Dear all concerned,
To resolve the following issue, either follow your own company policy or, if a policy is not available, you are advised to design a suitable policy with the concept of the General Will. Post approval, you may implement the same.
Regards,
Soniya Bhardwaj
HR Manager
From India, Pune
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To resolve the following issue, either follow your own company policy or, if a policy is not available, you are advised to design a suitable policy with the concept of the General Will. Post approval, you may implement the same.
Regards,
Soniya Bhardwaj
HR Manager
From India, Pune
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The termination of employees from the job or reduction in wages in this scenario would further deepen the crises and will not only weaken the financial condition of the employee but also hamper their morale to combat their fight with this epidemic. Read here for the full details - https://rplg.co/186ae0a0.
From India, Bengaluru
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From India, Bengaluru
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Hi,
I think you guys should definitely read this article to clear all your doubts regarding this. This article helped me a lot to understand the things amid COVID-19. I hope it will be helpful for you too.
https://bit.ly/2zEHt8c
From India, Boisar
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I think you guys should definitely read this article to clear all your doubts regarding this. This article helped me a lot to understand the things amid COVID-19. I hope it will be helpful for you too.
https://bit.ly/2zEHt8c
From India, Boisar
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