My understanding of your question is your Operation Manager at the time of recruitment of fixed 15340/- for 50 employees and upon request from them for salary of Rs.17500/- assured them that their salary will be revised within two months. Now after two months you have received appointment order for those fifty employees for a salary of 15340 each instead of 17500/- and employees are not accepting the appointment order ? This is your question right ?
Now you can check with your OPM whether he had given any such assurance of revising the salary. If possible try to communicate this issue through your OPM and try to get revised letter. In that case you need to pay arrears also for the paid months - the difference amount.
If the above doesn't work request all the 50 employees to accept the appointment order now and tell them that you will look into this next revision or when there is a opportunity to revise their salary.
4th July 2019 From India, Madras
If they are not accepting to take appointment letter, how can they demand for more salary, as refusing to take appointment letter is itself shows they are not employee, and they can not be assured by your Operational Manager for future increase of salary. You have to discuss with your Operational Manager and your HO Head HR people how and which form he has assured for increase of salary, and resolve the issue.
Assistant Manager - HR
4th July 2019 From India, Hyderabad
1) Whether the offer letter showing Rs.15340 was actually issued to those 50 persons and was endorsed as 'accepted'?
2) Was there any commitment in writing given to those 50 assuring their salary will be revised to Rs.17500 ? if yes, from when it is to take effect ?
3) If they are on FTC what's the duration of their employment?
4) What the clauses in the offer letter (if issued & accepted) say with regard to their 'probation' and termination;
5) What do you think, in their mind, the next course of action they are likely to take in case their insistence for revision to 17500 not accepted by your firm? Will they resign/quit?
6) Will they raise a 'dispute' under ID Act ( if all are covered under the ID act.)
I guess the so called 'commitment' to revise to 17500 remains only a oral indication (something like "I'll try to do"), may not be an 'assurance' . That being so, the affected employees will have no legal standing to raise a valid 'dispute' as they will have no doc.to defend their case.
5th July 2019 From India, Bangalore