Dear Team, I am Sankar MLM. I need some good decision. I am working site HR -Executive . my site 200 employees working.
My site recruitment process done by operation manager only that time salary fixed by gross 15340 only offer letter same. The employees asking for the gross 17500 that 50 candidates but OPM verbally communicated within two month change of your are salary currently agree this offer letter. Two month completed my head office send to appointment order i am called to all employees this people not agree the AP. OPM-told within two month after change of you are pay scale but not changed i what do guide me how to convince (this contract labour FTC)
From India, Chennai
My site recruitment process done by operation manager only that time salary fixed by gross 15340 only offer letter same. The employees asking for the gross 17500 that 50 candidates but OPM verbally communicated within two month change of your are salary currently agree this offer letter. Two month completed my head office send to appointment order i am called to all employees this people not agree the AP. OPM-told within two month after change of you are pay scale but not changed i what do guide me how to convince (this contract labour FTC)
From India, Chennai
Hello, It’s very difficult to understand what you have stated here. Can you explain your query in simple and a few lines, in short?
From India, Bangalore
1077From India, Bangalore
Hi,
My understanding of your question is your Operation Manager at the time of recruitment of fixed 15340/- for 50 employees and upon request from them for salary of Rs.17500/- assured them that their salary will be revised within two months. Now after two months you have received appointment order for those fifty employees for a salary of 15340 each instead of 17500/- and employees are not accepting the appointment order ? This is your question right ?
Now you can check with your OPM whether he had given any such assurance of revising the salary. If possible try to communicate this issue through your OPM and try to get revised letter. In that case you need to pay arrears also for the paid months - the difference amount.
If the above doesn't work request all the 50 employees to accept the appointment order now and tell them that you will look into this next revision or when there is a opportunity to revise their salary.
From India, Madras
My understanding of your question is your Operation Manager at the time of recruitment of fixed 15340/- for 50 employees and upon request from them for salary of Rs.17500/- assured them that their salary will be revised within two months. Now after two months you have received appointment order for those fifty employees for a salary of 15340 each instead of 17500/- and employees are not accepting the appointment order ? This is your question right ?
Now you can check with your OPM whether he had given any such assurance of revising the salary. If possible try to communicate this issue through your OPM and try to get revised letter. In that case you need to pay arrears also for the paid months - the difference amount.
If the above doesn't work request all the 50 employees to accept the appointment order now and tell them that you will look into this next revision or when there is a opportunity to revise their salary.
From India, Madras
Hi All,
If they are not accepting to take appointment letter, how can they demand for more salary, as refusing to take appointment letter is itself shows they are not employee, and they can not be assured by your Operational Manager for future increase of salary. You have to discuss with your Operational Manager and your HO Head HR people how and which form he has assured for increase of salary, and resolve the issue.
Regards,
Kashinath
Assistant Manager - HR
From India, Hyderabad
If they are not accepting to take appointment letter, how can they demand for more salary, as refusing to take appointment letter is itself shows they are not employee, and they can not be assured by your Operational Manager for future increase of salary. You have to discuss with your Operational Manager and your HO Head HR people how and which form he has assured for increase of salary, and resolve the issue.
Regards,
Kashinath
Assistant Manager - HR
From India, Hyderabad
Pl.clear the following doubts:
1) Whether the offer letter showing Rs.15340 was actually issued to those 50 persons and was endorsed as 'accepted'?
2) Was there any commitment in writing given to those 50 assuring their salary will be revised to Rs.17500 ? if yes, from when it is to take effect ?
3) If they are on FTC what's the duration of their employment?
4) What the clauses in the offer letter (if issued & accepted) say with regard to their 'probation' and termination;
5) What do you think, in their mind, the next course of action they are likely to take in case their insistence for revision to 17500 not accepted by your firm? Will they resign/quit?
6) Will they raise a 'dispute' under ID Act ( if all are covered under the ID act.)
I guess the so called 'commitment' to revise to 17500 remains only a oral indication (something like "I'll try to do"), may not be an 'assurance' . That being so, the affected employees will have no legal standing to raise a valid 'dispute' as they will have no doc.to defend their case.
From India, Bangalore
1) Whether the offer letter showing Rs.15340 was actually issued to those 50 persons and was endorsed as 'accepted'?
2) Was there any commitment in writing given to those 50 assuring their salary will be revised to Rs.17500 ? if yes, from when it is to take effect ?
3) If they are on FTC what's the duration of their employment?
4) What the clauses in the offer letter (if issued & accepted) say with regard to their 'probation' and termination;
5) What do you think, in their mind, the next course of action they are likely to take in case their insistence for revision to 17500 not accepted by your firm? Will they resign/quit?
6) Will they raise a 'dispute' under ID Act ( if all are covered under the ID act.)
I guess the so called 'commitment' to revise to 17500 remains only a oral indication (something like "I'll try to do"), may not be an 'assurance' . That being so, the affected employees will have no legal standing to raise a valid 'dispute' as they will have no doc.to defend their case.
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Kami Export - Negative Covenant in Contract of Employment.pdf (1).pdf