Hi all experts,
I am working for a private company early 2 year.
1. this company not give any benefit of leave to any employee. here i want to know that, is this right or wrong according to the Act.?
and
2.the company have not any increment in the salary from last 2 year....
From India, Jaipur
I am working for a private company early 2 year.
1. this company not give any benefit of leave to any employee. here i want to know that, is this right or wrong according to the Act.?
and
2.the company have not any increment in the salary from last 2 year....
From India, Jaipur
Regarding your query 1. It is not only wrong, but illegal. 2. It cannot be said to be illegal but scope of increase in salary can be looked into.
From India, Kolkata
243From India, Kolkata
Hi,
You first ensure that you don't have avail any leave during your work period (if avail please mention how many days). Apart from that you share your company Leave Policy then we can suggest you for getting better leave benefit.
LD Mohapatra
From India, Bhubaneswar
You first ensure that you don't have avail any leave during your work period (if avail please mention how many days). Apart from that you share your company Leave Policy then we can suggest you for getting better leave benefit.
LD Mohapatra
From India, Bhubaneswar
Thank you @FGPL17 for your answer, here i want to tell you our company leave policy is that "we working here 24*7 in a year, and get benefit of as leave sunday, but not any provision of CL,EL etc."
But here Sunday and other GH also not fixed, and not extra pay for working in GH and Sunday.
If anybody take leave than he/she have to pay amount Rs.(2*pr day) to company as fine.
From India, Jaipur
But here Sunday and other GH also not fixed, and not extra pay for working in GH and Sunday.
If anybody take leave than he/she have to pay amount Rs.(2*pr day) to company as fine.
From India, Jaipur
Regarding point No.1 - All the terms and conditions of employment are informed to the new joinee alongwith the offer / appointment letter. One can also meet the HR personnel to seek any clarification on these issues.
Point No.2 - Annual increments is not necessarily mandatory. In many companies there is performance review done at regular interwals viz. quarterly/HY/annualy. You can approach your department head in this regard and get the feedback regarding your job performance/ratings from your seniors and quantum of increments if any.
From India, Mumbai
Point No.2 - Annual increments is not necessarily mandatory. In many companies there is performance review done at regular interwals viz. quarterly/HY/annualy. You can approach your department head in this regard and get the feedback regarding your job performance/ratings from your seniors and quantum of increments if any.
From India, Mumbai
Sir,
USAGE OF "APPTT. LETTER & APPTT. ORDER"
============================================
Lately; it is noticed that some Members & Officials use the word “ Appointment Letter instead of Appointment Order. I think; as this is an important document binding employee & employer and always reviewed by several Courts when any Litigation starts /the relationship strains; it can be worded as Apptt.Order & NOT Apptt.letter. By writing as Apptt.letter; the significance & value of such an Imp.document is reduced.
Purchase & other Dept. say “PURCHASE ORDER, MATERIALS ORDER, WORK ORDER etc., WHEREAS this Apptt.Order concern the life of an employee when it goes to Labour Court & other Courts; Hence, it is worth mentioning as APPTT. ORDER & NOT Apptt.Letter. Offer Letter can be OK like other normal letter. though; it also has significant value. As the Apptt. document is a binding contract; it can be termed as APPTT.ORDER.
Senior Members Comments/ opinion is requested to adopt a Uniform word.
HR Consultant. 9.3.2017
From India, Mumbai
USAGE OF "APPTT. LETTER & APPTT. ORDER"
============================================
Lately; it is noticed that some Members & Officials use the word “ Appointment Letter instead of Appointment Order. I think; as this is an important document binding employee & employer and always reviewed by several Courts when any Litigation starts /the relationship strains; it can be worded as Apptt.Order & NOT Apptt.letter. By writing as Apptt.letter; the significance & value of such an Imp.document is reduced.
Purchase & other Dept. say “PURCHASE ORDER, MATERIALS ORDER, WORK ORDER etc., WHEREAS this Apptt.Order concern the life of an employee when it goes to Labour Court & other Courts; Hence, it is worth mentioning as APPTT. ORDER & NOT Apptt.Letter. Offer Letter can be OK like other normal letter. though; it also has significant value. As the Apptt. document is a binding contract; it can be termed as APPTT.ORDER.
Senior Members Comments/ opinion is requested to adopt a Uniform word.
From India, Mumbai
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