Bharat Gera
Principal Hr Consultant
Deputy Commissioner Of Labour..a.p.
+1 Other

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Hi everyone,
I have joined recently in a NGO which follows no practice of issuing appointment letters to employees. Here almost all the employees are working here for about 10-15 years, receiving all the benefits without the letters.
Now i have been asked to streamline these things and want to have letter formats to handle this scenario at the earliest.
Awaiting your earliest response.
Jayarani J

From India, Madras
Yes my means ..non government organisation..? right...what is the function of service....of what type...on child labour schools...bloodbank ..why...we r asking...does ur ngo receiving fundz..donations....
your duty on public service ...or in ngo admin office...does ur post is honororium....
so ur information is insufficient.....answer depends upon stature of employer as ngo...

From India, Nellore
Where there is employer-employee relation there ought to be a contract of employment. On what terms the employee is working and what is remuneration for that work. There are laws on this such as the Industrial Employment Standing Orders Act. A written appointment letter is just one proof of employment. It contains certain conditions of employment relating to that post or company etc. Appointment letter cannot super rule Act. There are some other proofs of employment such as salary slip, bank credit of salary, authority letter, work record, muster roll etc.
If you want to issue appointment letter, there is no harm, it is welcome. In that letter you can write all other things but in date of appointment you can write that the appointment is effective from a previous date.
Vibhakar Ramtirthkar, , 9371001906

From India, Pune
Dear All,
Thanks you for the replies.There are two categories of employment salary and honorarium . I am into the honararium cadre. I ve joined very recently and i want to know if i am authorised to issue letters to the workers working for about 25 years .

From India, Madras
Dear Jayarani J
It is under stood from the post that your organisation is 15-20 years old and people are working without a appointment letter. Now your management wants to strealmline by issuing appointment letter to all, working in your organisation. Youour organisation is sailing smoothly with the staff having any appointment letter till date.
It is often seen due to some wordings and sentences give wrong interpretetion may lead to future problem. Your posting information is not enough to give through understanding about your organisation and practice to suggest anything good. It would be prudent on your part to discuss the whole at length with any learned HR-consultant or advocate.

From India, Mumbai
1. You can issue appointment letter in the current date effective from the original date if original date is available in the company records.
2. I think you will not face any problem.
3. Ensure that their designations etc are mentioned correctly. Also cover all the benefits organization is extending to them.
4. There is no advantage in pondering over past inaction, it can be corrected now once for all and a new process will be established for future.
Warm Regards
Bharat Gera
HR Consultant

From India, Thane
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