These kinds of institutions will have lots of excuses to deny employee rights. But they show case the talents of the teachers at the time of admissions and demand huge fees from the parents saying that if your children need quality education (which every one of us desire any way) we should engage quality teachers and to get highly qualified teachers we should not compromise on their salary. certainly, the parents believe it and pay heavy fees, but what the teachers get in return is a reply from the management that we are run by a trust and the objective of the trust is charity. There is no charity when they collect fees from the students but the poor teachers should work for charity.
Trusts are not exempted from the operation of labour law and as such teachers who do a noble profession should get their rights by all means. If trust is for charity then students should also get education free of cost.
The scenario in the hospital is no different. There are a number of hospitals where the poor nurses and sub staff are treated like .....and the management claims that they are run by trusts.
Madhu T K
From India, Kannur
4193Trusts are not exempted from the operation of labour law and as such teachers who do a noble profession should get their rights by all means. If trust is for charity then students should also get education free of cost.
The scenario in the hospital is no different. There are a number of hospitals where the poor nurses and sub staff are treated like .....and the management claims that they are run by trusts.
Madhu T K
From India, Kannur
Not relevant to the present discussion. Therefore, you are requested to post it again by starting a new discussion. Madhu T K
From India, Kannur
From India, Kannur
Finally had to resign today and will now have to apply as as a new employee in april or may for the next acadamic year. So today will be shown as my last day of work and when i join back will be my first day. Never in my wildest dreams did i imagine that an unpaid maternity break of 6 months would cause a break of service.
From India, Mumbai
From India, Mumbai
During a discussion on the HR trends and Strategies, I had described the HR Managers as just glorified clerks. Many HR persons had agreed to what I said and what I meant by glorified clerk, but a few others said that they only plan the strategies for their organisation, implement them in their organisation and make the employees follow them. Good, that should be, but it should not be at the cost of employees, that should not be at the cost of enforcement of law, that should not be at the cost of moral responsibilities that we as HR persons.
I feel pity when I see HRs allowing the management to engage workers through contractors when there is scope for their direct employment. I do observe HR person transferring an employee to remote locations saying that transfer is a management prerogative and it cannot be questioned by the workers, hiding the fact that this transfer will not benefit the company in any way. I have seen people in HR denying the benefits of employees saying silly reasons. One of the HR Managers (by designation he should be Head of HR or VP of HR or even Director HR)who claimed that they take the role of HR independently belonged to the above category and instead of praise and appreciation of employees take the pat from the Management and thereby increase the revenue by way of performance! Interestingly, the one who gets selected as the Best HR Manager will be the person who deprives benefits to employees!
It is highly regretting that our role is such that we cannot survive unless we compromise our values. Organisations like that described through out this thread should understand that without employees, the teachers, they cannot run it. It is the ultimate efforts of the teachers which create results and thereby enable the institution to get more popularity and revenue.
Madhu T K
From India, Kannur
I feel pity when I see HRs allowing the management to engage workers through contractors when there is scope for their direct employment. I do observe HR person transferring an employee to remote locations saying that transfer is a management prerogative and it cannot be questioned by the workers, hiding the fact that this transfer will not benefit the company in any way. I have seen people in HR denying the benefits of employees saying silly reasons. One of the HR Managers (by designation he should be Head of HR or VP of HR or even Director HR)who claimed that they take the role of HR independently belonged to the above category and instead of praise and appreciation of employees take the pat from the Management and thereby increase the revenue by way of performance! Interestingly, the one who gets selected as the Best HR Manager will be the person who deprives benefits to employees!
It is highly regretting that our role is such that we cannot survive unless we compromise our values. Organisations like that described through out this thread should understand that without employees, the teachers, they cannot run it. It is the ultimate efforts of the teachers which create results and thereby enable the institution to get more popularity and revenue.
Madhu T K
From India, Kannur
While fully endorsing the views of Mr.Madhu about the practice of some HR managers simply second-fiddling to the unethical tunes of their managements for their own career benefits, I also wish to add that most of the HR managers, despite their academic excellence, now a days, miserably fail to understand the legal implications of the decisions taken by them in tune with the organizational policy towards their own employees. Thus empathy has become the first casuality in employment matters. For instance, the CEO of the school management might have thought it uneconomical and unnecessary to pay salary to a probationer/teacher during her leave of absence of 26 weeks due to confinement while a substitute is also engaged in her place and decided to ask her to resign under the assurance of reemployment after her delivery. The hapless teacher also submitted her resignation meekly. Now, a bad precedent is established in favor of the management to apply the same in similar cases in future too. If it is agitated by the poor teacher vehemently, it would prove to be a flagrant violation of the provisions of the Maternity Benefit Act,1961 on the part of the management. Here comes the tactful and persuasive role of the HR to convince the management accordingly. The HR person will have the moral courage to do so, if and only if he has the right understanding of the concept of probation as well as the provisions of the MB Act. The one-to-one HR relationship, in the absence of effective trade unions, simply converts the role of HR Department into a mere interpreters of organization policies and the individual employees as mute spectators. This is certainly indicative of the irrefutable fact that if the post-independence period witnessed trade union militancy in industrial relations during the first four decades, the post-LPG period has become an era of employer-militancy as result of non-unionization of the working class. It is nothing but a vicious cycle of climax followed by anti-climax!
From India, Salem
From India, Salem
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Creche under Maternity Benefit Act.pdf
MATERNITY BENEFIT ACT 2009.doc