Can an employer force an employee to work for his two firms at the same time while he has an appointment letter for just a single firm?
How can an employee know who was the factory or plant manager of a company in the past few years because they were often changed in very short times?
How can an ex-employee know if his TDS was deducted by his employer in the previous years?
From Iran, undefined
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How can an employee know who was the factory or plant manager of a company in the past few years because they were often changed in very short times?
How can an ex-employee know if his TDS was deducted by his employer in the previous years?
From Iran, undefined
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I infer that you are not working in India, and it is also not clear whether you are an employee of an Indian company working abroad. In this context, your query about TDS cannot be answered conclusively.
Regarding the first query, no man can ride two horses simultaneously. Therefore, no employer has the right or prerogative to compel any employee of one of his firms to work in his other firm simultaneously. However, such a practice is in vogue in well-knit group companies, albeit as an informal arrangement occasionally, depending upon the mutuality of confidence between the employer and the particular employee.
I am not able to figure out why you, as a subordinate, are bothered about the frequent change of FM or Plant Manager when you are not facing any instructional contradictions.
From India, Salem
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6185Regarding the first query, no man can ride two horses simultaneously. Therefore, no employer has the right or prerogative to compel any employee of one of his firms to work in his other firm simultaneously. However, such a practice is in vogue in well-knit group companies, albeit as an informal arrangement occasionally, depending upon the mutuality of confidence between the employer and the particular employee.
I am not able to figure out why you, as a subordinate, are bothered about the frequent change of FM or Plant Manager when you are not facing any instructional contradictions.
From India, Salem
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The employer, having multiple companies, exploits the rights of their employees. I was working for Desein Private Limited. I was heading the IT Division of the company. For one of the other companies, The Indure Private Limited, I was handling marketing and the execution of orders for one of its projects, with no extra compensation. Additionally, I was appointed Director (Operations) of its Computer Company, OPG CAD Ltd. I used to work for almost 10 hours a day, with no financial compensation for the extra work. I was even made to work after the retirement age of 60 years, for another 10 years, when I resigned at the age of 70 years.
In India, such exploitation happens, as despite having laws, no employee would like to resist, else he/she is to lose the job.
From India, Delhi
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In India, such exploitation happens, as despite having laws, no employee would like to resist, else he/she is to lose the job.
From India, Delhi
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Dear member,
I am working as an HR Manager in a production company. One of our employees in the service section absconded with company cash and a service kit. Can anyone advise me on how to prevent this in the future?
Thank you.
From India, Chennai
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I am working as an HR Manager in a production company. One of our employees in the service section absconded with company cash and a service kit. Can anyone advise me on how to prevent this in the future?
Thank you.
From India, Chennai
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The following steps are needed:
Proper Employee Audit. This means that at regular intervals, an internal auditor will determine whether the employee's current residence is registered with the company. This is generally done by sending a confirmation letter to the employee's residence. The letter will state that it is a residence confirmation letter from the Internal Auditor, and the employee must sign and submit it to HR. Each letter should be given a unique ID and tagged with the individual employee. Employees who do not submit the letter will either be called for a show cause or have the auditor visit their houses.
From India, Kolkata
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Proper Employee Audit. This means that at regular intervals, an internal auditor will determine whether the employee's current residence is registered with the company. This is generally done by sending a confirmation letter to the employee's residence. The letter will state that it is a residence confirmation letter from the Internal Auditor, and the employee must sign and submit it to HR. Each letter should be given a unique ID and tagged with the individual employee. Employees who do not submit the letter will either be called for a show cause or have the auditor visit their houses.
From India, Kolkata
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Thank you very much to Mr. Umakanthan for answering my query. I was working in India, and all the issues are related to me and my employer. I would appreciate it if you could share your email ID with me so that I can discuss the matter with you personally. Currently, I am not in India, and I hope your insights into my doubts will be helpful.
From Iran, undefined
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From Iran, undefined
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Hi,
First, tell me what actions you took regarding the employee who absconded with the case and kit. Did you file an FIR? If you let such episodes happen without taking appropriate action, you can expect it to become a regular occurrence. Conducting stocktaking, registering inward and outward goods, etc., will help establish a structured process. However, when an employee absconds with company-owned money, it becomes a serious issue. Do you at least collect the employee's photo upon joining? Please provide me with all the details.
Thank you.
From India, Bangalore
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First, tell me what actions you took regarding the employee who absconded with the case and kit. Did you file an FIR? If you let such episodes happen without taking appropriate action, you can expect it to become a regular occurrence. Conducting stocktaking, registering inward and outward goods, etc., will help establish a structured process. However, when an employee absconds with company-owned money, it becomes a serious issue. Do you at least collect the employee's photo upon joining? Please provide me with all the details.
Thank you.
From India, Bangalore
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