Please let me know the processed involved in laying off staff while on probation and when they have done service for more that 5 yrs. yaz
From India, Mumbai
From India, Mumbai
The general ideas in our country are for your reference.
Layoff Policy
Layoffs are made for lack of work and must be for a minimum of two weeks. Layoffs are not to be used as a means of removing employees from the payroll for other reasons, such as unsatisfactory work or misconduct, which are reasons for release or discharge.
When operations must be reduced, the Company will eliminate overtime, where possible, and take all other feasible steps before making layoffs.
When employees are to be laid off, approval must be obtained from General Manager before the employees are notified. HR will attempt to place suitable qualified employees in other jobs in the Company, or if no jobs are available, may refer them to employment agencies or other companies where openings are known exist.
All layoffs of hourly employees should be made according to length of time in current occupation, comparative quality of performance and total seniority. All recalling layoffs will be made according to seniority provided that the employee is able to perform the available work, as measured by the acceptable standards for the job.
In the case of a temporary shutdown for a period which it is estimated will not exceed two weeks, time off may be given without pay. However, if at the end of this period there is still no work available, employees of a time off basic will brought back to work and layoffs made in accordance with the Layoff Policy and the Termination Pay Policy. ¡@
¡@
LAYOFF NOTICE:
Dear MR/MS
This is to inform you that due to the fact that your services have become excess to the needs of the Company, action is being taken to terminate your employment effective at the close of business on _____________.
Your separation is without prejudice and you will be given separation benefits as provided in the HRM Manual, Separation Chapter.
Please complete your clearance procedure with your immediate supervisor upon receipt of this letter.
We wish you success in your future undertaking.
Yours sincerely,
Human Resource Manager
From China, Shanghai
30Layoff Policy
Layoffs are made for lack of work and must be for a minimum of two weeks. Layoffs are not to be used as a means of removing employees from the payroll for other reasons, such as unsatisfactory work or misconduct, which are reasons for release or discharge.
When operations must be reduced, the Company will eliminate overtime, where possible, and take all other feasible steps before making layoffs.
When employees are to be laid off, approval must be obtained from General Manager before the employees are notified. HR will attempt to place suitable qualified employees in other jobs in the Company, or if no jobs are available, may refer them to employment agencies or other companies where openings are known exist.
All layoffs of hourly employees should be made according to length of time in current occupation, comparative quality of performance and total seniority. All recalling layoffs will be made according to seniority provided that the employee is able to perform the available work, as measured by the acceptable standards for the job.
In the case of a temporary shutdown for a period which it is estimated will not exceed two weeks, time off may be given without pay. However, if at the end of this period there is still no work available, employees of a time off basic will brought back to work and layoffs made in accordance with the Layoff Policy and the Termination Pay Policy. ¡@
¡@
LAYOFF NOTICE:
Dear MR/MS
This is to inform you that due to the fact that your services have become excess to the needs of the Company, action is being taken to terminate your employment effective at the close of business on _____________.
Your separation is without prejudice and you will be given separation benefits as provided in the HRM Manual, Separation Chapter.
Please complete your clearance procedure with your immediate supervisor upon receipt of this letter.
We wish you success in your future undertaking.
Yours sincerely,
Human Resource Manager
From China, Shanghai
Dear Yazmeen
Lay off is defined in Industrial Disputes Act 1947 as " Failure or inability of an employer to provide employment to workmwn whose names are borne on the muster rolls of industrial establishment. The reasons for lay off are shortage of Raw material, Shortage of orders, financial crises, or Earthquake/flood ( Natural reasons ) etc. Any establishment who employed 100 or more workman require to obtain Govt permission for lay off before laying off its workmen. Lay off compensation is payable @ 50% of Basic+DA. The lay off compensation is payable to workman who has completed 240 days in previous (Immediate) year. On the day of Lay off the workman has to remain present for duty at the time of commencement of duty. If no work is available then after half an our,.lay off can be given. In case alternate work is available you can offer them before laying off.
The I D Act is applicable to those who are workman as defined in I D Act. In case of Staff you can follow same procedure or can decide different one or attractive one..
The above as per practise & knowledge
SDP
From India, Kolhapur
Lay off is defined in Industrial Disputes Act 1947 as " Failure or inability of an employer to provide employment to workmwn whose names are borne on the muster rolls of industrial establishment. The reasons for lay off are shortage of Raw material, Shortage of orders, financial crises, or Earthquake/flood ( Natural reasons ) etc. Any establishment who employed 100 or more workman require to obtain Govt permission for lay off before laying off its workmen. Lay off compensation is payable @ 50% of Basic+DA. The lay off compensation is payable to workman who has completed 240 days in previous (Immediate) year. On the day of Lay off the workman has to remain present for duty at the time of commencement of duty. If no work is available then after half an our,.lay off can be given. In case alternate work is available you can offer them before laying off.
The I D Act is applicable to those who are workman as defined in I D Act. In case of Staff you can follow same procedure or can decide different one or attractive one..
The above as per practise & knowledge
SDP
From India, Kolhapur
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Lay out.ppt
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