Business Mentor, Consultant And Trainer
Victor Manuel V
Admin Cum Hr Manager
You design policy on your own and upload it here. Some senior like me will correct it. As a matter of hint let me tell you that you can include the following points:
a) Who is authorised to allot the company's asset
b) What details of the asset transfer will be recorded, where this document will be preserved
c) Duties and responsibilities of the asset owner. These will vary from asset to asset. Include points related to theft of the company property as well.
d) Renewal of the records and at what frequency.
e) Who will be responsible for damage to the assets
f) Who will pay insurance of the assets?
g) Return of the assets in case of separation
h) Recovery of the company property in case of death of employee
g) Liabilities in case of misuse of company property
h) Direct transfer of company property to some another employee - whether permitted or not
g) Usage of company property by the near and dear ones or family members of the employee
h) Usage of company property by the other company employees
g) What is the life-period of the particular company asset and what would be depreciation percentage every year (as applicable)
h) What is the to be done with worn out company property, where to be deposited?
The above points are not necessarily in sequence. You make a right sequence.
Dinesh V Divekar
5th May 2011 From India, Bangalore
I am seeking assistance with a formulating an indebtedness (acknowledgement of debt) policy for employees who undergo training or who take maternity leave and the company covers the cost for the said training or maternity leave.
I thank you in advance.
17th July 2011 From South Africa, Johannesburg
First and foremost my name is Dinesh and not Divesh (by the way you cannot make Dinesh + Divekar = Divesh).
Ok. Humour apart, in your post I find four things. All are independent of each other.
a) Policy on Salary Advance
b) Policy on Financial Loan
c) Policy on Maternity leave
d) Policy on Covering Cost of Training
Of the above, (a) and (b) are related to some extent however, while designing the policies, their parameters will differ.
Maternity leave is legal entitlement as per the statutory laws. If you are from India then maternity leave is admissible to pregnant women under the provisions of Maternity Benefit Act, 1961 or ESI Act 1948 whichever is applicable. Even or otherwise maternity leave is admissible as per the labours laws of any given country.
You need to clarify about what you mean by cost of the training. Does it mean that on completion of certain training, employee must stay with you for 'X' number of months?
Please write clarifying post.
18th July 2011 From India, Bangalore
I have just joined this forum and came across a lot of your comments and advice. Very impressive. I am just about taking up training modules for my team and am still contemplating point d ) . I could not find a continuing link to it to sort this issue. Can you please respond to it ?
The query I am looking at answering is d) Cost of Training.Is there a format / letter that I can have the team member sign that signifies that on completion of certain training, employee must stay with you for 'X' number of months else the company can recover the cost (on a sliding scale) from their F&F settlement if they quit the company before that ?
Your guidance would be highly appreciated.
18th December 2012 From India, Mumbai
You should have asked your query in new thread and not inserted in some old thread.
Training programmes cost lot of money to the company. It takes time to recover the amount spent. Therefore, nothing wrong as such if you take a bond from the employee stating that if the employee undergoes ____ course then he/she must serve for ___ years. In Govt services, I have seen employees signing bond to render service for minimum ___ years on completion of the training course.
However, if you wish to obtain the bond then employee should be given choice to take that course. There should be provision to opt out of the course. In Govt services, employees are given this kind of option. You cannot thrust certain training on employee and take bond too.
Dinesh V Divekar
24th December 2012 From India, Bangalore
I Am A New Member To This Forum And Would Appreciate Assistance. I Am Looking For A Policy As The Staff Members Are Allocated Laptops, Cell Phones, 3g Cards, Etc And Need To Formulate A Policy. I Have Prepared And Asset Register Form But Would Like To Follow This Up With A Policy. Thanking You In Advance.
Victor Manuel V
12th February 2015 From India, Bangalore
I am looking for assistance in drafting of Financial recovery for mobile phone/laptop/dongle damage policy. It would be of great help if anybody can guide me in this. How can I mention numeric in this? for example if there is damage to mobile phone, what is the amount that needs to be recovered from the employee.
3rd January 2017 From India, Khopoli