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I need your help in defining indemnity in our company.
We are in recruitment and our staff will be attending meeting with clients. We believed that the concerned person will be in the meeting but he skipped the meeting and went out on some personal work.
How can I have control over such situations?
Same may happen when we go on outing. We go out on trips once in a year and we cannot control each and every employee at that spot.
How will I have them fixed to our policies at that place at that time?
For all these discrepancies can I go for some bond or any other source?

From India, Bangalore
Dear Friend,
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M. Peer Mohamed Sardhar
093831 93832

From India, Coimbatore
I have already gone through these, where i have not found any match for my request.
Kinldy do the needful if you have any details.
Basically i am looking for code of conduct on paper from our emp.
It is their behaviour which should be monitored.

From India, Bangalore

I will confine my reply to

Organizations which conduct trekking or adventure sports activities make all participants sign a disclaimer. This document clearly states that the trekking organization will not be held responsible in case of any mishap or misadventure which may befall the participants, especially if the document spells out certain activities which are banned and the mishap occurs because the banned activities were carried out.

You can perhaps approach such organizations and request them for the disclaimer format and accordingly modify for your usage. I understand that you would have to use it for each such outing.

Similary, you should have a Code of Conduct and obtain an undertaking duly signed by each employee acknowledging that they have received a copy of the code of conduct. Perhaps you can explain to the group why you feel the need to monitor their behavior and impose discipline. Try your best NOT to become a policeman - you have better things to do in HR.

If the management and staff are not willing to improve things over all, then I personally feel that there is no point in you wasting your time there.

All the best!



From India, Mumbai
In close agreement with Ryan, would like to mention that incase of employees going out to work and actually end up going elsewhere have to be caught. We can catch them by doing close scrutiny of their transport claims, having a policy of checking back with the same clients visited by the immidiate boss.
If they are caught redhanded/ elseway, they shall be given a strict written warning and on its second repitition, such employees will find their way out of the office. If this clause is mentioned in writing in their appointment letters, which is signed by both the parties, these ppl can be effectively tackled.

From India, Delhi
Thanks Ryan,

Good Suggestion, but i need the disclaimer format, and do we have to get it signed on a Stamp Paper or just our company letter head.

Can you also help in the list of code of conduct.




From India, Bangalore
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