Dear All
Iam working in a IT concern.... where most of the employees grown along with the organization.... In our organization, HR department will ask suggestion or views of employees to implement any kind of policies or procedures.... As days passed, we are not able to implement any kind of policies without the consenus of senior persons....
Pls suggest me on how to handle these kind of employees.... Did HR have any independent role to play in implementing the policies or procedures along with management.....
From India, Madras
Iam working in a IT concern.... where most of the employees grown along with the organization.... In our organization, HR department will ask suggestion or views of employees to implement any kind of policies or procedures.... As days passed, we are not able to implement any kind of policies without the consenus of senior persons....
Pls suggest me on how to handle these kind of employees.... Did HR have any independent role to play in implementing the policies or procedures along with management.....
From India, Madras
Many times I have warned and advised not to give any privilege to employees. If any privilege is given that will become right. Your situation is like this. Certainly, you can ask for suggestions and not frequently and not for each and every matter. There can be HR policies and such policies may be some what flexible also.
Well, if you do not have any certified standing orders, you can go for that. You can frame your own rules, procedures and policies (definitely in consultation with representatives of employees) and get it certified. Once it is certified, you can work according to the standing orders and everything will have a clear idea. Then you need not have to take consent of seniors or others on many matters. Since the certification is done by official of the government department (Labour) the employees will follow it. Although a certified standing orders can be amended after six months of its certification, it is done only in case of emergencies. I think this is the right time to go for that. In the present economic situation, I do not think that employees will object any step taken by the management wherein service conditions are given a definite shape.
I also welcome contributions of others in this regard.
Regards,
Madhu.T.K
From India, Kannur
4193Well, if you do not have any certified standing orders, you can go for that. You can frame your own rules, procedures and policies (definitely in consultation with representatives of employees) and get it certified. Once it is certified, you can work according to the standing orders and everything will have a clear idea. Then you need not have to take consent of seniors or others on many matters. Since the certification is done by official of the government department (Labour) the employees will follow it. Although a certified standing orders can be amended after six months of its certification, it is done only in case of emergencies. I think this is the right time to go for that. In the present economic situation, I do not think that employees will object any step taken by the management wherein service conditions are given a definite shape.
I also welcome contributions of others in this regard.
Regards,
Madhu.T.K
From India, Kannur
Hi Hari Priya,
Human Resource Dept as such has been given some autonomy when is comes to framing policies and implementing processes subject to Management's approval.
I completely understand the respect the Sr employees command in your org, but it should not become an impediment at any point of time for you to take a right decision.As the whole motto of any HR should be to make the process simple and efficient.
My advise to you would be to address such issues directly to the management and take necessary approval to avoid delay.
From India, Hyderabad
Human Resource Dept as such has been given some autonomy when is comes to framing policies and implementing processes subject to Management's approval.
I completely understand the respect the Sr employees command in your org, but it should not become an impediment at any point of time for you to take a right decision.As the whole motto of any HR should be to make the process simple and efficient.
My advise to you would be to address such issues directly to the management and take necessary approval to avoid delay.
From India, Hyderabad
Hi...
HR can never function independently...pl understand this....many a times Sr persons say some thing and mean something....it makes a lot of difference....u have to take them into confidence and convince them to bring along any change. This is a must. Try to put things any thing that concerns policy matter in a note and get the approval of the top mgmt...this will very much help u. Well documented policies can be the guiding factor and any changes can be incorporated as and when matters come up. All d best.
From India, Madras
HR can never function independently...pl understand this....many a times Sr persons say some thing and mean something....it makes a lot of difference....u have to take them into confidence and convince them to bring along any change. This is a must. Try to put things any thing that concerns policy matter in a note and get the approval of the top mgmt...this will very much help u. Well documented policies can be the guiding factor and any changes can be incorporated as and when matters come up. All d best.
From India, Madras
hi i am david,
my greivence is as follows:
My employer straightly refused to pay my due wages for last 6 months for the services rendered by me to the organisation, He is based in UK and I am in Mumbai, and he even threatened me of dire action if i say anything to him in this regard. I have all the proof of employment and his threatening message.
Please help me and give me advice what to do?
Thanking you all in advance.
From India, Mumbai
my greivence is as follows:
My employer straightly refused to pay my due wages for last 6 months for the services rendered by me to the organisation, He is based in UK and I am in Mumbai, and he even threatened me of dire action if i say anything to him in this regard. I have all the proof of employment and his threatening message.
Please help me and give me advice what to do?
Thanking you all in advance.
From India, Mumbai
Dear Priya,
U knw framing policies is the major function of Hr people but implementation can be done only if the are having approval for that particular policy i.e implementation is only with the permission of senior persons there.
Thanks & Regards,
Shweta:)
From India, Delhi
U knw framing policies is the major function of Hr people but implementation can be done only if the are having approval for that particular policy i.e implementation is only with the permission of senior persons there.
Thanks & Regards,
Shweta:)
From India, Delhi
Dear David,
If your salary due per month has been around Rs 10000 only you can find any recourse under Payment of ages Act and similar laws. Otherwise, you have to file civil suit against your employer and please take advice on the possibilities of filing a case against a UK based employer in India. If you have worked in India, normally you can file a case in India; but if the service conditions mentions that any dispute would be settled at courts of UK, then you have to find solution for that. If your company in India is a registered one it will have an entity separate from the persons forming it. In such cases, case can be filed against the company making the employer abroad as second opposite party.
Regards,
Madhu.T.K
From India, Kannur
If your salary due per month has been around Rs 10000 only you can find any recourse under Payment of ages Act and similar laws. Otherwise, you have to file civil suit against your employer and please take advice on the possibilities of filing a case against a UK based employer in India. If you have worked in India, normally you can file a case in India; but if the service conditions mentions that any dispute would be settled at courts of UK, then you have to find solution for that. If your company in India is a registered one it will have an entity separate from the persons forming it. In such cases, case can be filed against the company making the employer abroad as second opposite party.
Regards,
Madhu.T.K
From India, Kannur
Mr. David
Dont worry about it If you have all proof for your employement and threatning given by your employer then you take advise of a lawyer and submit FIR in a police station so that you can take action against him You can send a legal notice to your employer.
From India, Delhi
Dont worry about it If you have all proof for your employement and threatning given by your employer then you take advise of a lawyer and submit FIR in a police station so that you can take action against him You can send a legal notice to your employer.
From India, Delhi
yes i have all the proof, like all the mails, appreciations, task completed by me, his mails saying that he will pay me in due course, plus hard copy of he inviting me to uk to discuss and finalise the web and business strategy and communication, i worked over there for three months on company expenses etc., my only worry is that i dont have official appointment letter and salary slip - ofcourse like salary he had promised me appointment letter too but he didnt give - but he did mentioned in the official mail that he is terminating my service to the organisation with immediate effect when i demanded my wages from him... when he himself mentioned that he is terimnating my service that implies that he was using my service and knowledge all these months, its only when i demanded money he fired me! it was a shock to me, any ways thanks a lot once again mr. madhu and sanjeev, for your answer, i am visiting various uk employment tribunal website to find ways to nail him... as an indian i dont like myself to be exploited, i have tried negotiating with him but in vain, i will try to go legal and the amount involve here is in lacs... i dont want to loose my hard earned money... if you all have any suggestion please enlighten me so that if i suceed in my crusade i will help other people to who undergo these kind of exploitation... cheers...
From India, Mumbai
From India, Mumbai
Hi David,
I completely empathise with your professional state of affairs.But wht I really fail to understand is that, were you not aware of the standards of company before joining or atleast after joining you should have bothered know the policies and procedures.
Not demanding pay for 6 months is also equally wrong on your part, you should have known his true intentions.
Anyway what your current employer did is completely wrong as per the labor act also.But you case becomes little weak cos you do not have any formal letter of appointment with you.
All I can suggest that try consulting a good lawyer reg this and find out your chances of winning.
ALL THE BEST!
From India, Hyderabad
I completely empathise with your professional state of affairs.But wht I really fail to understand is that, were you not aware of the standards of company before joining or atleast after joining you should have bothered know the policies and procedures.
Not demanding pay for 6 months is also equally wrong on your part, you should have known his true intentions.
Anyway what your current employer did is completely wrong as per the labor act also.But you case becomes little weak cos you do not have any formal letter of appointment with you.
All I can suggest that try consulting a good lawyer reg this and find out your chances of winning.
ALL THE BEST!
From India, Hyderabad
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