I am serving my current employer for the past 4 years. Three years ago, I got admission to a part-time Masters in Engineering course at a reputed engineering college (IIT). My employer then forced me to sign a Service Bond for 6 years. I had no option but to sign it. My employer, in return, gave me a few leaves needed for my exams, hardly 2 days a semester. Now that my course is over, I have received an offer from a better company, and I am planning to leave, but only after a 1-month Notice Period, strictly obeying the rules.
As per my bond, I have 3 more years to serve. In this scenario, can my current employer withhold my release letter? If he does so, what should I do?
From India, Kolkata
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As per my bond, I have 3 more years to serve. In this scenario, can my current employer withhold my release letter? If he does so, what should I do?
From India, Kolkata
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It is indeed debatable whether a bond for 6 years is legal. But having signed something that has bound you legally, you have placed yourself in a difficult position. Legal remedies are available but can be time-consuming.
Does your new company require a release letter from your previous employer?
From India, Pune
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3251Does your new company require a release letter from your previous employer?
From India, Pune
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Dear all,
One XYZ company has been established for 13 years, but there is no HR department in place. Most of the HR-related data is not maintained, and the salary sheet does not comply with Minimum Wages. There is no record of leaves, and nothing is organized in this regard. However, after hiring a person for the HR role, they want to rush and complete all HR tasks quickly. There is no time flexibility, and the HR personnel often have to stay late due to heavy work involving recruitment, hiring, compliance, legal issues, attendance management, day-to-day online work related to PF and ESIC, joining formalities, salary sheets, salary structures, etc. The HR employee is fed up with this situation. Additionally, the employer does not allow the HR to come in late despite leaving late due to work and has mentioned that an assistant will not be provided.
Is it right to take advantage of hard-working employees, especially in this manner?
Thank you.
From India, Pune
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One XYZ company has been established for 13 years, but there is no HR department in place. Most of the HR-related data is not maintained, and the salary sheet does not comply with Minimum Wages. There is no record of leaves, and nothing is organized in this regard. However, after hiring a person for the HR role, they want to rush and complete all HR tasks quickly. There is no time flexibility, and the HR personnel often have to stay late due to heavy work involving recruitment, hiring, compliance, legal issues, attendance management, day-to-day online work related to PF and ESIC, joining formalities, salary sheets, salary structures, etc. The HR employee is fed up with this situation. Additionally, the employer does not allow the HR to come in late despite leaving late due to work and has mentioned that an assistant will not be provided.
Is it right to take advantage of hard-working employees, especially in this manner?
Thank you.
From India, Pune
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The employee has to tactfully tell the employer to increase the number of staff in HR. Show them the workload and delays due to this, and the lack of legal compliance. If the employer is not ready to listen, start looking around for alternative jobs. Too much strain can result in ill health and mistakes. If a mistake occurs again, HR will be hauled up, and no one will support or admit that it is due to workload. Be very alert and put in a clear request with justification for additional staff.
From India, Pune
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From India, Pune
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Dear all,
XYZ Company has been established for 13 years, but it does not have an HR department. Most of the HR-related data is not being maintained, and the salary sheet is not in compliance with the Minimum Wages Act. There is no leave data recorded at all. However, after hiring one person in HR, there is a rush to complete all HR tasks quickly. There is no time flexibility, and the HR personnel often have to stay late due to heavy workloads involving recruitment, compliance, legal matters, attendance management, and day-to-day online tasks related to PF/ESIC, joining formalities, salary sheets, salary structures, etc. The HR staff is feeling overwhelmed. Additionally, the employer does not allow flexibility for the HR person to come in late, despite the late working hours, and has refused to provide an assistant.
Is it right to take advantage of a hardworking employee (HR) in this manner?
27th February 2018
From India, Pune
Dear sir,
Thank you for the valuable update on the previous discussion. However, it was made very clear that there will not be an increase in HR staff. The employer mentioned that after relocating to a new place, more HR personnel might be recruited, but currently, the employer should consider hiring someone to ensure smooth operations. Unfortunately, the employer is not in agreement with this suggestion.
Thank you.
From India, Pune
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XYZ Company has been established for 13 years, but it does not have an HR department. Most of the HR-related data is not being maintained, and the salary sheet is not in compliance with the Minimum Wages Act. There is no leave data recorded at all. However, after hiring one person in HR, there is a rush to complete all HR tasks quickly. There is no time flexibility, and the HR personnel often have to stay late due to heavy workloads involving recruitment, compliance, legal matters, attendance management, and day-to-day online tasks related to PF/ESIC, joining formalities, salary sheets, salary structures, etc. The HR staff is feeling overwhelmed. Additionally, the employer does not allow flexibility for the HR person to come in late, despite the late working hours, and has refused to provide an assistant.
Is it right to take advantage of a hardworking employee (HR) in this manner?
27th February 2018
From India, Pune
Dear sir,
Thank you for the valuable update on the previous discussion. However, it was made very clear that there will not be an increase in HR staff. The employer mentioned that after relocating to a new place, more HR personnel might be recruited, but currently, the employer should consider hiring someone to ensure smooth operations. Unfortunately, the employer is not in agreement with this suggestion.
Thank you.
From India, Pune
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Employer-PF-res trict to wages of Rs 6500.pdf