Hello,
Good corporates decide and formally convey the extent of authority for employees at various levels in each function. It is not done by force of law but is adopted as a Good Management Practice.
On other matters like issues pertaining to Factories Act the act itself specifies who would be responsible for implementation or breaches of the Act. Industrial Employment (Standing Orders) Act is also similarly structured.
If the company has not decided and formally bestowed requisite authority for conduct of business and work and if plain logic is to be followed, then apart from "Hiring & Firing" or for making financial decisions or for comitting the company, the authority is implicit in each job. The line superior has the inherent authority for such matters.
But it is always better for the organization to define and formally assign authorities to specified executives appropriate to the function and level of responsibility assigned.
Finally, the "decision" may be recorded and sanctioned by the appropriate individual, like the location head, or the functional head and there will flow therefrom the authority to sign letters. Here the principle is that decision making (which requires authority) is one thing and merely communicating the decision (which is just an administrative task) is another.
I trust the issue is clear.
Regards
samvedan
June 27, 2008
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Quote:
Originally Posted by sohini basu roy  Dear friends,
our company has recently done a salary appraisal. noe i need to give the employees an increment letter. i just want to know who is the authorized signatory to sign the letter .... the director or the HR or any one of the two????? please answer........ |
