Dear fraternity, I have been receiving updates on the latest discussions. Thanks a lot for those updates. I convey my wishes for the team and especially Mr. Dinesh Divekar.
Notice period clause in appointment orders
We are in the manufacturing of textile garments, where we have workers and staff. While Standing Orders are there for workers, I need some clarity on the "Notice period" clause that needs to be mentioned in the Appointment Order issued, especially to staff at the time of their joining. Normally, we mention that "After confirmation of the probation period (normally 6 months), either party (Management or the candidate), by stating their intention to do so in writing, may terminate this employment contract at any time, provided that at least 1 month's notice or salary in lieu thereof is given." Is this clear, and would the same attract any legal complications on both sides?
High attrition rates in the textile industry
The problem is we see high attrition rates in our textile field, where staff are in an environment with plenty of opportunities available in the job market. There is a tendency to make frequent switches for very nominal monetary benefits, which they could have demanded in their present company if they communicated it properly to the management.
From the management's perspective, it loses staff just like that, with no communication from the staff (i.e., uninformed absence). After a week or two, it comes to our knowledge that those staff were employed in another concern. Similarly, we have newcomers to our concern (where we have some informal background verification).
I try to ensure a win-win situation where both the management and the candidates have equal liability. Could you please guide me?
Thanks & Regards,
M. Harishkumar, Tirupur
From India
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3Notice period clause in appointment orders
We are in the manufacturing of textile garments, where we have workers and staff. While Standing Orders are there for workers, I need some clarity on the "Notice period" clause that needs to be mentioned in the Appointment Order issued, especially to staff at the time of their joining. Normally, we mention that "After confirmation of the probation period (normally 6 months), either party (Management or the candidate), by stating their intention to do so in writing, may terminate this employment contract at any time, provided that at least 1 month's notice or salary in lieu thereof is given." Is this clear, and would the same attract any legal complications on both sides?
High attrition rates in the textile industry
The problem is we see high attrition rates in our textile field, where staff are in an environment with plenty of opportunities available in the job market. There is a tendency to make frequent switches for very nominal monetary benefits, which they could have demanded in their present company if they communicated it properly to the management.
From the management's perspective, it loses staff just like that, with no communication from the staff (i.e., uninformed absence). After a week or two, it comes to our knowledge that those staff were employed in another concern. Similarly, we have newcomers to our concern (where we have some informal background verification).
I try to ensure a win-win situation where both the management and the candidates have equal liability. Could you please guide me?
Thanks & Regards,
M. Harishkumar, Tirupur
From India
Acknowledge(0)Amend(0)
If high attrition is your problem, then you may consider a retention allowance payable to such employees after he or she completes, say, 1 year of service. You may continue to pay the allowance every year. If you feel you can do this, then mention details of the same in new appointment letters. You may also announce this on the notice board for existing employees by mentioning the category of employees who will be eligible for this allowance.
Shrikant Prabhudesai
From India, Mumbai
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Shrikant Prabhudesai
From India, Mumbai
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Notice of Employee Change.doc
Employee Engagement – Scaling Down Attrition.pdf