Hello Seniors,
6 months ago, I joined an IT company as an HR professional. For new joiners, we have a rule that they will be in probation for 3 months, and after that, they have to sign a contract for 1 year. Salary increments will be early.
At the time of joining, employees agreed to a given salary for one year. However, at the time of signing the contract after completing the 3-month probation, they are asking for a higher salary hike. This is happening with every 2nd or 3rd employee. Due to this, my performance and hard work are being affected.
Please help me out. What can I do? What policies can we implement?
Thank you.
From India, Bangalore
Acknowledge(0)
Amend(0)
6 months ago, I joined an IT company as an HR professional. For new joiners, we have a rule that they will be in probation for 3 months, and after that, they have to sign a contract for 1 year. Salary increments will be early.
At the time of joining, employees agreed to a given salary for one year. However, at the time of signing the contract after completing the 3-month probation, they are asking for a higher salary hike. This is happening with every 2nd or 3rd employee. Due to this, my performance and hard work are being affected.
Please help me out. What can I do? What policies can we implement?
Thank you.
From India, Bangalore
Acknowledge(0)Amend(0)
Hello Mr. Mrugen,
I am conducting the HR Round and confirming that the salary offered to you will be x amount, with a salary revision scheduled after one year. The candidate has confirmed the same and signed the offer letter.
However, during the contract signing, they have raised concerns, stating that the offered amount may not be sufficient for the entire year. I am now unsure if it will be adequate. Please advise on how to handle this situation.
Thank you.
From India, Bangalore
Acknowledge(0)Amend(0)
I am conducting the HR Round and confirming that the salary offered to you will be x amount, with a salary revision scheduled after one year. The candidate has confirmed the same and signed the offer letter.
However, during the contract signing, they have raised concerns, stating that the offered amount may not be sufficient for the entire year. I am now unsure if it will be adequate. Please advise on how to handle this situation.
Thank you.
From India, Bangalore
Acknowledge(0)Amend(0)
Hello Mr. Mrugen,
Thank you for your response and suggestion. We are implementing this policy for new employees going forward. For current employees, the increment period is one year from the date of joining, and I communicate this during the final interview.
For example, in January, we hired a fresher at a salary of 8k and informed them that their salary revision would be in the following January. They agreed and joined. However, after three months, the employee now claims that with three months of experience, 8k for the next nine months is inadequate, and they expect around 11-12k.
I am encountering this situation with 3-4 employees and I am unsure how to proceed. According to company policy, I cannot increase salaries, and my boss is unwilling to approve any raises.
I would appreciate any suggestions on how to retain these employees.
Thank you.
From India, Bangalore
Acknowledge(0)Amend(0)
Thank you for your response and suggestion. We are implementing this policy for new employees going forward. For current employees, the increment period is one year from the date of joining, and I communicate this during the final interview.
For example, in January, we hired a fresher at a salary of 8k and informed them that their salary revision would be in the following January. They agreed and joined. However, after three months, the employee now claims that with three months of experience, 8k for the next nine months is inadequate, and they expect around 11-12k.
I am encountering this situation with 3-4 employees and I am unsure how to proceed. According to company policy, I cannot increase salaries, and my boss is unwilling to approve any raises.
I would appreciate any suggestions on how to retain these employees.
Thank you.
From India, Bangalore
Acknowledge(0)Amend(0)
You have to give at least one offer letter stating clearly your terms in probation and period of confirmation, etc., at the time of joining or earlier.
In such a letter of absence, they may demand. Anyhow, they are in probation. Let them drop away from work if they demand contrary to the terms expressed by you at the time of joining.
From India, Hyderabad
Acknowledge(0)Amend(0)
120In such a letter of absence, they may demand. Anyhow, they are in probation. Let them drop away from work if they demand contrary to the terms expressed by you at the time of joining.
From India, Hyderabad
Acknowledge(0)Amend(0)
Hi, you can also inform the employees that anyone not adhering to the commitment outlined in the Offer Letter may not receive their relieving letter. Additionally, if they join another company with this experience, you may not provide assistance for background verification.
From India, Hyderabad
Acknowledge(0)Amend(0)
From India, Hyderabad
Acknowledge(0)Amend(0)
Hello Mr. Shpriyar,
This is my problem. I am working in Ahmedabad, and most companies here do not conduct employment verification. This lack of verification is the main reason employees leave if their demands are not met. I initiated this process in my company when I joined, but I have not received any cross-verification from others.
From India, Bangalore
Acknowledge(0)Amend(0)
This is my problem. I am working in Ahmedabad, and most companies here do not conduct employment verification. This lack of verification is the main reason employees leave if their demands are not met. I initiated this process in my company when I joined, but I have not received any cross-verification from others.
From India, Bangalore
Acknowledge(0)Amend(0)
Hello NM Chaturvedi,
Further to what Mrugen Vyas suggested, there are 3 possibilities in the situation you mentioned:
1. Maybe the starting salary is LOW vis-a-vis the general trend in your city?
2. The change in attitude seems to be coming AFTER the guys join. Are they being tutored or brainwashed (that they can get better salaries) by someone internal, like an already well-established employee, in the first 3 months?
3. There seems to be some sort of communication gap between you and the employees during the interview process. I am not considering the verification part here. Do you have a practice of retaining or taking any originals?
What is the response of such employees when you remind them that they agreed to the terms at the time of the offer? Does anyone claim they don't remember this point was informed to them at all or make any such statements?
Frankly, I am not really sure how verification would help you resolve this problem. It would, at best, ensure that the employees will have a tough time in their next opportunity. I suggest focusing on your problem rather than on issues that are not in your control.
All the best.
Rgds,
TS
From India, Hyderabad
Acknowledge(0)Amend(0)
Further to what Mrugen Vyas suggested, there are 3 possibilities in the situation you mentioned:
1. Maybe the starting salary is LOW vis-a-vis the general trend in your city?
2. The change in attitude seems to be coming AFTER the guys join. Are they being tutored or brainwashed (that they can get better salaries) by someone internal, like an already well-established employee, in the first 3 months?
3. There seems to be some sort of communication gap between you and the employees during the interview process. I am not considering the verification part here. Do you have a practice of retaining or taking any originals?
What is the response of such employees when you remind them that they agreed to the terms at the time of the offer? Does anyone claim they don't remember this point was informed to them at all or make any such statements?
Frankly, I am not really sure how verification would help you resolve this problem. It would, at best, ensure that the employees will have a tough time in their next opportunity. I suggest focusing on your problem rather than on issues that are not in your control.
All the best.
Rgds,
TS
From India, Hyderabad
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
Employer cannot compel employees to open salary act in its bank - Kerala HC 14.3.2017.pdf
Salary hike projection.doc
LEAVE SALARY CALCULATOR OF W.B.Govt employees.xls