Dear All,
My company is launching the SAP project in our organization, and employees will be trained in SAP processes by our implementation partner.
Now I need to draft a policy to ensure the retention of these employees for the next 2 years. Please help me draft a policy for this.
From India, Jaipur
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My company is launching the SAP project in our organization, and employees will be trained in SAP processes by our implementation partner.
Now I need to draft a policy to ensure the retention of these employees for the next 2 years. Please help me draft a policy for this.
From India, Jaipur
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Dear Rani,
Drafting policy is a time-consuming activity. A lot of time is required to be spent in discussion with the HODs of the various departments. Without proper spadework, a policy document could be half-baked and it could do more harm than good.
By the way, suppose the employee has already completed an SAP course. Then why would he/she need retraining? Secondly, what if the employee wants to do an SAP course on their own and not through the company?
In view of this, I have a suggestion. Give a choice to the employee. An employee may pursue the SAP course independently, but he/she will have to be recertified by an agency that trains the company employees. Such employees need not serve for two years in the company.
However, if the employee wishes to take training from the agency hired by the company, then either the employee will have to serve for a period of two years or reimburse the cost of training by paying Rs ______.
Now coming to the validity of this agreement. How can we ensure that the agreement made between the employee and the company is legally valid? For this, approach a lawyer who deals with cases related to the Indian Contract Act, 1872. Please note that this matter is over and above the regular labor laws, and the members of this forum who generally know labor laws may not be well-versed in the Indian Contract Act, 1872. Therefore, it is better to seek legal advice before framing a policy.
Please note that people try to be smart. If you make an agreement that is not legally enforceable, there is a chance of a smart individual finding a loophole in the agreement and quitting the company before two years. Therefore, it is better to be cautious now rather than regret later!
Thanks,
Dinesh Divekar
From India, Bangalore
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8035Drafting policy is a time-consuming activity. A lot of time is required to be spent in discussion with the HODs of the various departments. Without proper spadework, a policy document could be half-baked and it could do more harm than good.
By the way, suppose the employee has already completed an SAP course. Then why would he/she need retraining? Secondly, what if the employee wants to do an SAP course on their own and not through the company?
In view of this, I have a suggestion. Give a choice to the employee. An employee may pursue the SAP course independently, but he/she will have to be recertified by an agency that trains the company employees. Such employees need not serve for two years in the company.
However, if the employee wishes to take training from the agency hired by the company, then either the employee will have to serve for a period of two years or reimburse the cost of training by paying Rs ______.
Now coming to the validity of this agreement. How can we ensure that the agreement made between the employee and the company is legally valid? For this, approach a lawyer who deals with cases related to the Indian Contract Act, 1872. Please note that this matter is over and above the regular labor laws, and the members of this forum who generally know labor laws may not be well-versed in the Indian Contract Act, 1872. Therefore, it is better to seek legal advice before framing a policy.
Please note that people try to be smart. If you make an agreement that is not legally enforceable, there is a chance of a smart individual finding a loophole in the agreement and quitting the company before two years. Therefore, it is better to be cautious now rather than regret later!
Thanks,
Dinesh Divekar
From India, Bangalore
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Employee-retent ion-plan_1__185 .pdf
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