Principal Hr Consultant
Legal, Secretarial & Hr
Actually, this step is taken after considering the few experiences the Company had, wherein after giving proper training and also incurring cost on their medical check-up, uniforms, transportation and such other cost, the employees before their probation period either resigns or abscond; and the Company is left out with nothing but to again put additional time and cost to look for other candidate.
I am not sure whether this will be an effective step, but we should have some reliefs from such act of the unprofessional employees.
18th December 2017 From India, undefined
Examine HR policies which could be tweaked to retain employees
Turnover or churn of employees beyond normal as per industry standards needs to be examined and rules be made more employee friendly while not loosing core of professional work
18th December 2017 From India, Pune
HR & Labour Relations Advisor
18th December 2017 From India, Mumbai
Else, we can ask the employee to deposit a fixed amount with the employer which will be refunded, free of interest, once the employee completes a certain tenure with the organization.
19th December 2017 From India, New Delhi
The rule to wear uniform has been made by the company and accordingly the company is providing uniform. No you can not deduct the cost of uniform from the employee even if he leaves company.
If cost is so much important then you can do three things;
1. Scrap the rule of uniform.
2. Provide uniform after confirmation.
3. Include a clause in the appointment letter that pro rata cost of uniform will be recovered in case the employee leaves the employment before confirmation.
19th December 2017 From India, Thane
Indian Labour Law and Human Resource
31st December 2017 From India, Pune