You can only press the management to revise pay scales.
As HR put up a study on pay scales in same industry and attrition rates of your company v/s Similar companies and ill effects.But if management is adamant then persuasion will have limited effect.
"Due to Unemployment, Management thinks that there are lot of job seekers are there in our society. They are ready to place new employees in the place of senior employees."
The perception that job seekers are there may be right to some extent, but it is poor management by owners.Eve for peons job in govt office,laksh of applications are received.
The issue is your management is self centred and do not care too much for employees.
One will go ten more candidates will come is their approach.
They seem to be very poor employers and you can look around for other jobs.
1. Though increment is not a legal right conferred by any statute, yet there is a legitimate expectation particularly since the unit is doing reasonably well, as we understand from your query. In this situation, a demand could be raised by the union or even individual workmen collectively by way of notice of change with copy to Labour Officer so as to bring the management on the negotiating table. The management's perception that even if the senior workers leave the company they will be able to manage with fresh and raw hands is foolhardy as the quality of workmanship and the overall morale would be seriously impaired in the process.
2. Management is certainly wrong in denying the workers their due by exploiting the labour market.
3. The ESI coverage will last till the benefit period corresponding to the last contribution period in which you have contributed gets over.If the new company is not under PF/ESI then the coverage will not get extended there. As these benefits are tied up with the establishment one works for, the individual workman do not have any role in continuing to avail the benefits of the scheme.
4.We agree with your proposition that training is needed and will help improve the quality of work. If these simple axioms fail to impress your management, probably certain worst lessons will teach them so and the day may not be very far off.
Ranjeetha, we empathise with your rather pathetic situation but it appears clear that this is not the right place to continue your career.
So far as training is concerned, it will definitely upskill the employees and enhance their productivity but your management may ask you "what if you train and they leave? so, be prepared with a reply for it.
HR & Labour Relations advisor
Please guide me for my 3rd question.
3) If a person is contributing ESI for past 2 year. He/She resigns that job and joins some where. That new company does not includes PF and ESI benefits. He/She works in that new concern for past 10 months. Whether He/She can enjoy ESI benefits. If yes means, what should be done from employee side? Is there any annual subscription fee?
Other views are welcome.
HR & Labour Relations Advisor
Your query no.03 on ESI coverage has been answered well by KK!HR,which is the contributory period is taken into consideration for availing the facilities even after losing /leaving such job (with ESI coverage). There is no subscription fee for such continuation.
In other situation, as per railway - only they will solve issue if they receive a letter with up to 25 signatures request something to take care.
I hope you got how to solve.
Our Senior HR Manager has spoken with the Management for plenty of times. But Management is not ready to Increase Salary limit for Workers and Employees of this concern. They are mainly focusing Production and Profit of their concern. In this situation what i have to do. What will be your opinion about these type of concern? What will be the outcome of such activities.
Whether I have to work for this concern or better i have to leave from this concern.
Please tell me your opinion from your experience.
If the Sr.HR Manager has represented and Management has not heeded to his views also, there might be some error in understanding by them.
Let him take up the matter again after collecting the details for profitability/productivity after salary hikes are provided.
You are asking about the outcome of the Management's stubborn attitude, which can be a continued unrest by employees and gradual separation of the employees from such organizations.
For your concern of continuing or discontinuing the job,you need to take a call seriously viewing the pros and cons because it is your job,your career prospects,your family needs which are in question and do it when you have a job offer on hand to accept.