Dear Sir/Madam,
Kindly provide a detailed draft for an appointment letter in which an employee should not leave the company for at least 3 years. It's a permanent job, but still, for security reasons, the company wants this. Kindly help me with my above-mentioned query. It's an urgent requirement.
Waiting for the earliest response.
From India, Thane
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5Kindly provide a detailed draft for an appointment letter in which an employee should not leave the company for at least 3 years. It's a permanent job, but still, for security reasons, the company wants this. Kindly help me with my above-mentioned query. It's an urgent requirement.
Waiting for the earliest response.
From India, Thane
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Hi,
On the lighter side, the only available option is not to allow the employee to leave the office and to strictly close the door for three years! LOL! It is not the appointment terms that make the employee continue, but the following points may ensure the employee's continuation:
- Opportunity for learning and development
- Opportunity for growth in line with performance
- Performance Improvement Plan (PIP) in place
- Recognition of work
- Friendly work environment
- Role and responsibilities to fulfill
- Competitive salary in line with market standards
- Well-being measures
- Transparent HR policies
I won't say all the above points make them stick with the company permanently, but for a maximum number of years. However, as a short-term measure, you may consider issuing an indemnity bond for 2-3 years along with the appointment order. Alternatively, introduce a bonus in their salary payable after completing 3 years with the company.
Alternatively, consider adding a retention salary component to their salary, payable after 3 years, or split into a 50% payout after 1.5 years and the remaining after another 1.5 years.
Candidates nowadays are not only looking at salary; best HR practices ensure a long-term relationship.
I hope this helps. Let me know if you have any questions.
From India, Madras
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On the lighter side, the only available option is not to allow the employee to leave the office and to strictly close the door for three years! LOL! It is not the appointment terms that make the employee continue, but the following points may ensure the employee's continuation:
- Opportunity for learning and development
- Opportunity for growth in line with performance
- Performance Improvement Plan (PIP) in place
- Recognition of work
- Friendly work environment
- Role and responsibilities to fulfill
- Competitive salary in line with market standards
- Well-being measures
- Transparent HR policies
I won't say all the above points make them stick with the company permanently, but for a maximum number of years. However, as a short-term measure, you may consider issuing an indemnity bond for 2-3 years along with the appointment order. Alternatively, introduce a bonus in their salary payable after completing 3 years with the company.
Alternatively, consider adding a retention salary component to their salary, payable after 3 years, or split into a 50% payout after 1.5 years and the remaining after another 1.5 years.
Candidates nowadays are not only looking at salary; best HR practices ensure a long-term relationship.
I hope this helps. Let me know if you have any questions.
From India, Madras
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Besides the Mr. V.M.Lakshminarayanan’s reply I would like to add here, that when Management is keeping the right to terminate an employee, by giving one month’s notice or more, similarly the employee has also got a right to terminate the contract of employment, by giving one month notice, if he is not happy. The best HR practices/ policies (few examples explained by Mr. V.M.Lakshminarayanan) can only retain an employee.
From India, Madras
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From India, Madras
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Hi,
Please do not bring employees into these kinds of bonds; instead, create a fantastic workplace and actively engage them. Give them responsibilities that they see as challenges. Bonds and agreements are not valid under our constitution.
From India, Bangalore
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Please do not bring employees into these kinds of bonds; instead, create a fantastic workplace and actively engage them. Give them responsibilities that they see as challenges. Bonds and agreements are not valid under our constitution.
From India, Bangalore
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Sir, What is the effective date of ESIC reduce rate ? Kindly help in this regard.
From India, Meerut
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From India, Meerut
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Vaishali, you can't make a clause in the appointment letter to restrict an employee for 3 years. Instead, you can make an agreement with the person, where he/she will not be an employee. Alternatively, you can create a 1 or 2-year bond, as 3 years is too long considering the competitive industry trend.
Furthermore, I agree with V M Lakshminarayanan on establishing good practices within the organization, which will eliminate the need for any bonds or agreements to retain talent.
- Viral
From India, Ahmadabad
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Furthermore, I agree with V M Lakshminarayanan on establishing good practices within the organization, which will eliminate the need for any bonds or agreements to retain talent.
- Viral
From India, Ahmadabad
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Good afternoon sir, Sir can I get school house keeping labours wage structure, Thankig you Ashok
From India, Pune
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From India, Pune
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No bonds or contracts will hold the candidate, and legally, you cannot fight in the court of law. You can only get into a bond if the employer is investing a huge amount of time and money for training, professional development, or building additional skills and capabilities.
From India, Mumbai
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From India, Mumbai
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You cannot retain employees by tying them with a bond, notwithstanding the fact that such bonds have little or no support in law. Secondly, by incorporating such a restrictive clause, you make him doubt the work environment in your company. As other members rightly said, strive to convince the candidate that this is the workplace he is looking for.
B. Saikumar
HR & Labour Relations Advisor
From India, Mumbai
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B. Saikumar
HR & Labour Relations Advisor
From India, Mumbai
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Draft appointment letter.doc