Hr & Administrative Manager
Human Resource Manager Providing Business
Hr Manager,compensation & Benefit Manager,
Accountant - Compansation
23rd October 2008 From India, Delhi
23rd October 2008 From India, Gurgaon
Dont keep any employee without appointment letter,esi,pf since you are in Maharashtra wherein the PULP Act is very serious.
Issue appointment order to them with a clause of Probation period for one year/six months and the confirmation is based on his best performace with the ultimate satisfaction of the management.
In case they found suitable after a year/sixmoths probation, issue them with a confirmation of service letter + an increment in pay - let them continue in service as permenant employee.
otherwise, terminate them with a letter stating their performance during the period was not satisfactory to the management.(here you may have a documentary proof for their poor performance by keeping a test)
23rd October 2008 From India, Madras
Every company has the different mode of action on employee recruitment process. As your problem has part of this process.
As from law point of view it is not the good practice as you adopted. But Ya.. there may be some instance where I also have to recruit some temporary staff, on contract basis.
In that case our organization hire’s the people through the resource companies with a mutual agreement.
Agreement: The main two points which is noticeable in this agreement is -
1) The sole responsibility will be undertaken by the service provider, &
2) We can also recruit the same person into our organization after paying the said contribution (contribution money will be varied according to the profile of the employee working in our organization on good faith).
I can send you the copy of agreement if you required so.
23rd October 2008 From India, Delhi
Well in this case you need to give them offer letter saying that u will in probationary period for this many months and based on your perfromance you will be given appointment letter and other benefits
But yaa if something goes wrong during working hours then you will be caught example if your employee meet with an accident etc so better not to take chance i would suggest.
23rd October 2008 From India, Pune
I am not much found of the labour laws but through my regular learning I can accept with the answers given by few of our HR Mates.
What would you do if something mischief happens by the employee whom you cannot prove as your employee?
Usually in most of the companies, eventhough if the employee is on contract basis - an offer letter has to issued which states that he will be on contract pay rolls for sometime and then he could be made permanent based on the performance.
There is not harm if you could release an offer letter to the employee(contract).
Once the employee joins your Hotel, you can get the relevant signatures - ofcourse not much paper work is required for this. Its just to ensure that you will not face any legal issues.
Eventhough the employee is off role, companies are suppposed to pay PF and ESI or whatever .. that is a mandate now-a-days and for this there is salary grid also...its better if you could refer any of the postings related to Provident Fund by our CITEHR Mates...so that you can have a much more clarity on this....
23rd October 2008 From India, Hyderabad
This is complete exploitation of workmen....and also not a good organisation for you to learn fair HR practices .
24th October 2008 From India, Bangalore
See, its very true that attrition rate is very high in Hotel Industries.
There are so many reasons behind of this type of environment :
a. Not very High Eductated
b. Belongs to low middle class
c. Ambition for Fiver Star Hotels
So, for these kinds of reasons they joind only for little exposure they joined small hotels and after few months they move on some big hotel like in mumbai if take instance Leela, Hayat etc.
24th October 2008 From India, Mumbai
Ours is a S/W dev. company. We too recruit freshers as "Trainee Software Consultant" wherein we clearly specify their performance is reviewed every fortnight for three months. If performance is found inedquate in two performance reviews, their contract will terminate.
And also specify that "As per terms&conditions discussed for offering you this contract, you're agreed....."
Hope this will help you.:icon1:
24th October 2008 From India, Hyderabad
I recently joined a company as an HR. Before my joining there is no HRD in this company. I also found many employees are being paid by voucher, has not been given appointment letter, PF, ESI or at least Group Insurance Accident Policies. I have formulated a policy on Recruitement and proposed the appointment letters to be given to all the employees. but company is not ready to take all the employees on to the rolls. but wants to put some of them on consultant rolls and some employees as contract base.
Briefly i want to know how many type are the employees classified into? (permanent, contract, consultant etc..) and the different types of appointment letters to be given to each type of employee...??
24th October 2008 From India, Hyderabad
I'm not much experienced person of HR however, I would like to suggest u that ur organization is doing wrong with the employees as they are not feeling secure in your organization. Bcoz they have joined your organization and they have the write to get the satisfaction which an employee should get. Yeah, ur organization has the authority during the probation period they can terminate them bcoz they were not satisfied with their performance. For this u should give them the appointment letter mentioning that they are on probation 4 dat much period & their probation can be extended if the management feels so. I would like to say that u should treat them as an employee. That will definitely lower d attrition rate of ur organization. One more thing which an HR should keep in mind dat the HR should have the details of all the employees those are working with them either they are on contract, probation or permanant basis bcoz any employee can do anything wrong with ur organization or any body in ur organization. If u would have the details & proves that this employee was wkg with u then only u can sought out the problem.
24th October 2008 From India, New Delhi
The costs of employee turnover can be extremely high. Employees leave jobs for many reasons, including dissatisfaction with job duties, the desire for higher wages, or the wish to enter a new career. If employees leave for these reasons, executive may want to reconsider the selection process by asking themselves these questions:
- Was the position accurately defined?
- Where the hotel and the position clearly and fully explained to the applicant before he/she was hired?
- Did the executive obtain complete, accurate information about the applicant before hiring him/her?
You may consider the temporary agency. Temporary agencies can provide staff to fill a wide range of positions. They often train their employees to fill specific needs. The hourly rate charged for temporary employees will probably be higher than the rate paid to permanent hourly employees, but these costs usually offset in other ways.
- Supply capable helps quickly, helping to reduce overtime, recruitment, and hiring expenses.
- Employ workers whom they have screened and trained.
- Can often supply an entire supervised crew of workers when necessary.
Temporary employees are usually not trained in appropriate or specific procedures. This can render such workers less productive than a property's own staff. Temporary workers, too, often require more supervision.
25th October 2008 From China, Shanghai
The same issue is being faced by one of my friends who himself is working as an HR but has not got any offer letter or Appointment letter and has been working for past three months and has not been given the salary also. So what can he do? And whenever he asks for the same he is replied that it will be done. Then what shall he do?
I advised him to resign from immediate effect but looking at the current market situation which is really bad that he feels what if he doen't get another job,then how would he justify the gap for the time he is unempoyed?? Also he feels stability will be the issue he would face when he goes for a change.
Please suggest some good measures so that I can help him.
25th October 2008 From India, Delhi
31st October 2008
that month 1/9/08 i sign double letter ( appointment & confirmation ) in front of my taiwan boss when i finish sign , i ask my accountant ( local women ) why u didnt give me a copy of appointment letter and confirmation ???? accountant said that she wont give me stuff a copy bcz she scare that we will take this letter to make some bad things .
my question is "isnt the company the right to can dont give me both of the letter ? "
pls help me , is vry urgent !!!:(:(:(:?::?::?::?::!::!::!:
2nd November 2008 From Malaysia, Kuala Lumpur
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3rd December 2008 From India, Mumbai
Can anyone please clarify that is it possible for a company to pay fixed salary to it's employee by check and also there is no pf being paid or any tax deduction .whatever agreed is paid montly through check.is this a acceptable practice.
27th January 2009 From India, Bangalore
It is totally against the Factory Act, whenever u recruits somebody whether he is on temp or regular you a liable to pay his PF, ESI, and Bonus as per the act.
It is your responsibility.
You do one thing first you go through with your standing orders what has been written on it whether there is any thing written about the confirmation of the employees, if so you draft a appointment letter taking the reference from the standing orders mentioned under so and so clause you are on probation period for so and so month after that your services will be confirmed, and if your services was not satisfactory in this period your probation period will be increased by 3 month or your services will be terminated with immediate effect.
14th January 2010 From India, Calcutta
1. You keep all temprory staff through CONTRACTOR then contractor is responsible for all the labour complainces.
2. if they are not sutable for your hotel you have to convey to the contractor .
3. if they are sutable keep as a permanent employee.and provide all facility of employee.
14th January 2010 From India, Mumbai