Dear Team,
As per our policy, if an employees is not coming to work for continues 5 days we used to issue warning letter and if he still not coming for continues 8 days we used to terminate him.
Per day we used to send some 20 warning letters through courier and only 2 or 3 will be turn back to work.
Now as a part of our cost cutting programme. Can we directly send the termination letter on the 8th day. which will save some amount of money.
Can i know what are the legal implications if if proceed this.. or should i isseue a warning letter before i terminate an empoyee.
V. Saravanan
9840773479.
From India, Madras
As per our policy, if an employees is not coming to work for continues 5 days we used to issue warning letter and if he still not coming for continues 8 days we used to terminate him.
Per day we used to send some 20 warning letters through courier and only 2 or 3 will be turn back to work.
Now as a part of our cost cutting programme. Can we directly send the termination letter on the 8th day. which will save some amount of money.
Can i know what are the legal implications if if proceed this.. or should i isseue a warning letter before i terminate an empoyee.
V. Saravanan
9840773479.
From India, Madras
Dear Ms. Shipa,
i thing you hav satisfied with all the quireies & postings & now u can do on ur own. and dont go for any pactical class, bcoz they will charge you more than 10000/- so my try on ur self or mail me so tat i wl help you to do the basic so that confidently you can do it...
regards,
ramnath g naik
9448317309
From India, Bangalore
10i thing you hav satisfied with all the quireies & postings & now u can do on ur own. and dont go for any pactical class, bcoz they will charge you more than 10000/- so my try on ur self or mail me so tat i wl help you to do the basic so that confidently you can do it...
regards,
ramnath g naik
9448317309
From India, Bangalore
Mr Saravanan,
never do such mistake...it wil create lot of problrm.. you hav to follow the natural justice policy as per the I D Act... conduct domestic enquiry and later take dicision based on the enquiry report... if ur based at bangalore i can help you...
regards,
ramnath
9448317309
From India, Bangalore
never do such mistake...it wil create lot of problrm.. you hav to follow the natural justice policy as per the I D Act... conduct domestic enquiry and later take dicision based on the enquiry report... if ur based at bangalore i can help you...
regards,
ramnath
9448317309
From India, Bangalore
Hi Sanjay, Ur attachment is awesome. Very very useful & organised........ thnx a lot 4 sharing it....
From India, Calcutta
From India, Calcutta
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6. To Enrich overall Workshop Experience, Discussion on FAQ's
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Home | ASIAWEBMEDIA HR MANAGEMENT
more at https://www.citehr.com/214137-short-...#ixzz0lcYFSUqh
From India, Delhi
ASIAWEBMEDIA HR MANAGEMENT offers Complete, Committed and Planned training by eminent professionals and assuring to reach managerial career levels with top notched performances.
Areas Covered
1.STATUTORY COMPLIANCES
2.HR GENERALIST AREAS
3.CORE HR DOMAIN.
4. SOFT SKILLS
5. ADD ON BENEFITS
6. To Enrich overall Workshop Experience, Discussion on FAQ's related to statutory and HR Areas plus assignment test will be conducted.
Kindly visit our website Home | ASIAWEBMEDIA HR MANAGEMENT
ASIAWEBMEDIA HR MANAGEMENT Since 2001
Topics for 5 areas
1. STATUTORY COMPLIANCES LIST
Labour Laws
PF
ESI
Profession Tax
Statutory Acts, Rules, Procedures, Forms, Formats Filings etc
Payroll processing supported by Real time exposure to the
Pay roll software
Income Tax and Tax planning of salaried personnel.
TDS on professional charges, consultancy charges and contract payments.
2. HR GENERALIST AREAS LIST
MIS Reports
Advanced Excel reports with shortcut keys and formulas, i.e., -- Pivot Table, Goal Seek,Auto & Advanced filters, Vlookup, Splits and Freeze panes which is used to prepare MIS Reports.
Policy Implementation.
Performance Management System.
Competency Mapping.
SWOT Analysis.
Compensation and Benefits Policy
3 CORE HR DOMAIN LIST
Man power planning
End to End Recruitment process
G. D.
Joining formalities and relieving procedures
Induction
Training and Development
ER Management
Exit Interviews
Attrition Issues
Effective Retention Policies
HR Jargons
Ice Breakers
Admin Responsibilities, Facilities Management and Logistics
4. SO FT SKILLS LIST
Motivation
Communication Skills
Time Management
Decision Making Skills
Goal Setting
5. ADD ON BENEFITS LIST
Aggressive practice on softwares viz.,
Psychometric Tests
Aptitude Tests
Brain Teasers
IQ Tests
One to One Counseling for trainees regarding CV revision
having a professional approach
Placement support assured.
Post training support provided regarding
any HR issues.
6. To Enrich overall Workshop Experience, Discussion on FAQ's
related to statutory and HR Areas plus assignment test will be
conducted
Kindly visit our website Home | ASIAWEBMEDIA HR MANAGEMENT
Any Further clarification please feel free to contact us on 0120-3128526, 9811422798
Best Regards
Team ASIAWEBMEDIA HR MANAGEMENT
C-56/22, SECTOR62, NOIDA-201301
Home | ASIAWEBMEDIA HR MANAGEMENT
more at https://www.citehr.com/214137-short-...#ixzz0lcYFSUqh
From India, Delhi
Dear Shilpa,
We are Statutory Consultants and are providing Consultancy services for Service Industries and Factories in Tamil Nadu and in some places across South India.
We are Head Quartered at Chennai, and shall ease your load by handling this assignment for your Organization at a very nominal cost.
Looking for an schedule with you to brief you about services and expertise.
Thanks
Anand T
Mobile : 7845005678
From India, Bangalore
We are Statutory Consultants and are providing Consultancy services for Service Industries and Factories in Tamil Nadu and in some places across South India.
We are Head Quartered at Chennai, and shall ease your load by handling this assignment for your Organization at a very nominal cost.
Looking for an schedule with you to brief you about services and expertise.
Thanks
Anand T
Mobile : 7845005678
From India, Bangalore
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Statutory Compliance of a Industrial or Commercial Unit.xls
Statutory-compl iance.pdf
Statutory Compliance.zip