Respected Sir,
I am Muruli P working in a private company for 3 years. In my company, salary appraisals are supposed to be done by the management before April every year, and they should pay the April salary with an increment. However, this year, even in June, they have not conducted the salary appraisal meeting, and there has been no information from the management about this. We have asked the HR, but he didn't respond well.
Please explain to me what rights an employee has if the management does not conduct salary appraisals on time. Are there any possibilities where we can file a case against the company?
Looking forward to your advice on this matter.
Yours faithfully,
Muruli P
From India, Bangalore
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I am Muruli P working in a private company for 3 years. In my company, salary appraisals are supposed to be done by the management before April every year, and they should pay the April salary with an increment. However, this year, even in June, they have not conducted the salary appraisal meeting, and there has been no information from the management about this. We have asked the HR, but he didn't respond well.
Please explain to me what rights an employee has if the management does not conduct salary appraisals on time. Are there any possibilities where we can file a case against the company?
Looking forward to your advice on this matter.
Yours faithfully,
Muruli P
From India, Bangalore
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Dear Muruli,
Annual salary increments are close to the hearts of the employees. We wait patiently for the golden news of the increase. Our spending plans are based on the anticipated increase. Nevertheless, as long as the employer pays above the minimum wages as notified by the respective state government, employers are not under any obligation for a salary hike every year.
In view of this, this is more an employee relations issue than a legal issue. Withholding increments is one of the means of cost-cutting; however, employers fail to measure the cost of cost-cutting. Annual increments are such perfected norms that they have become unwritten rules. Therefore, employers could have thought of the impact on the motivation of the employees. Timely communication would have helped in controlling the bout of frustration that you and your colleagues are going through. Adding to this was the ill-mannered behavior of HR (as perceived by you), which has rubbed salt on the wound.
When a company faces rough weather in the business, keeping trust with the employees is of utmost importance. Your employers have exactly failed in this leadership quality. Putting in abeyance the salary increment is not something new. It has happened everywhere; however, the brand image of the company or the leadership at the top was so strong that generally, employees did not question the actions or decisions of the management. But then leadership lies in treating employees as assets and not merely as instruments for promoting one's business.
The non-communication from the MD speaks volumes. It speaks to his psyche as to how much he values his human resources.
Now, you have a couple of options to follow. One is to wait patiently, irrespective of the time span it takes for the next salary increase. If you do this, in the future when the balmy days return, you could be rewarded for your patience. The MD may overlook your normal misconduct and value you for not deserting in the bad days of the company.
The second option is to ask for a formal meeting with the MD to know the facts. You may request the meeting in an individual capacity or collectively. Nevertheless, this option comes with the risk that the MD may perceive that your application has stirred the calmness of the organization.
The third option is to start looking for a change. Which option to follow is your choice.
Thanks,
Dinesh Divekar
From India, Bangalore
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8032Annual salary increments are close to the hearts of the employees. We wait patiently for the golden news of the increase. Our spending plans are based on the anticipated increase. Nevertheless, as long as the employer pays above the minimum wages as notified by the respective state government, employers are not under any obligation for a salary hike every year.
In view of this, this is more an employee relations issue than a legal issue. Withholding increments is one of the means of cost-cutting; however, employers fail to measure the cost of cost-cutting. Annual increments are such perfected norms that they have become unwritten rules. Therefore, employers could have thought of the impact on the motivation of the employees. Timely communication would have helped in controlling the bout of frustration that you and your colleagues are going through. Adding to this was the ill-mannered behavior of HR (as perceived by you), which has rubbed salt on the wound.
When a company faces rough weather in the business, keeping trust with the employees is of utmost importance. Your employers have exactly failed in this leadership quality. Putting in abeyance the salary increment is not something new. It has happened everywhere; however, the brand image of the company or the leadership at the top was so strong that generally, employees did not question the actions or decisions of the management. But then leadership lies in treating employees as assets and not merely as instruments for promoting one's business.
The non-communication from the MD speaks volumes. It speaks to his psyche as to how much he values his human resources.
Now, you have a couple of options to follow. One is to wait patiently, irrespective of the time span it takes for the next salary increase. If you do this, in the future when the balmy days return, you could be rewarded for your patience. The MD may overlook your normal misconduct and value you for not deserting in the bad days of the company.
The second option is to ask for a formal meeting with the MD to know the facts. You may request the meeting in an individual capacity or collectively. Nevertheless, this option comes with the risk that the MD may perceive that your application has stirred the calmness of the organization.
The third option is to start looking for a change. Which option to follow is your choice.
Thanks,
Dinesh Divekar
From India, Bangalore
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