Need a guidance regarding the company policy, whether we can put a point that the settlement will be paid only if the employee work more than 6 months in a organisation, and person leaving before six months s, dues will not be paid, and also relieving letters and service certificate will be issued to anyone?
From India, Thane

Such a policy will not be in order.Even if an employee works for one day he is entitled for pay. what is the reason for thinking of this 6 months limit?
From India, Pune
The reason I am asking for such policy is bcuz , I am working for a FMCG Sector and its a new setup, sales people join our company and leave their job in a short period, without intimation,and later they ask for their settlement salary/Bonus/leave encashment/expenses and whatever eligible amount, so to avoid paying such undeserving employees, who has not contributed a single penny of business to our organisation, want to stop this practice, so is it possible to add in the offer letter the clause ,which I earlier mentioned in the mail.
Please suggest whether there be any legal consequences we will have to face if we don't pay their settlement.

From India, Thane

If employees leave in short period, bonus, leave encashment etc does not become due.
They are at best entitled for the days of work.
Inclusion of clause that you have o work minimum 6 months etc will not be legal an d could give rise to complaints to Labour officer for non payment of entitled dues..
Recruitment procedure should be tightened to avoid selection of people or at least reduce number of people who exit soon

From India, Pune
Your company is governed under rules of the land. How your company can be exceptional to rules of the land? The payment of salary and wages to be made after and within the wage period of the month. The Bonus to be paid or due for payment within the 8 months of completion of financial year. The leave encashment to be done or due at the end of calender year. If the payment of the above are not made within the stipulated time. The company can be sued or liable for action by the authority on receipt of complaint from workman,this is in regard to your query.
From India, Mumbai
Dear Friend,
There are laws to protect the interest of the employees that are binding on the company. Because your company is failing to retain the employees, Company is trying to put the employee under undesirable pressure thinking that the employees will stay, you are absolutely wrong in your thinking.
Please let us know that will you be able to keep this information under wraps, no people in the market will come to know and the company will spoil its own reputation.
Knowingly only those employees will join who are either average/below average or under some person compulsion.
Please think twice before implementing such darkonian rules.
Warm Regards
Bharat Gera
HR Consultant

From India, Thane
Thanks for the guidance, It was just a suggestion from my side, I haven't put across this to my Management,
As guided by all, we will find some alternate to retain employees for longer period.or try to recruit the best, who are really keen to work.
Kumar Nair

From India, Thane

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