Dear sir/mam
Kindly provide a details draft for appointment letter in which a employee should not leave a company for atleast 3 years its apermanent job but still for security reason company wants this..Kindly help me my above mentioned query its a urgent requirement
waiting for earliest response

From India, Thane
Labour Law & Hr Consultant
International Corporate Trainer / Hr (od)
Sr.manager - Hr&admin
Hr Manager/head
Bk Mohanty
Manager, Human Resources
Senior Manager - Human Resources
+2 Others


On the lighter side, only available option is not to allow the employee to go out of office and to close the door strictly for three years! LOL!
It is not the appointment terms which make employee to continue but the following points may ensure employee to continue
Opportunity for learning and development
Opportunity for growth on par with performance
PIP in place.
Recognition of work
Friendly work environment
Role and responsibilities to play.
Competitive salary on par with market standards
Welfare measured
Transparent HR policies.
I won't say all the above points make him stick to the company permanently but for a maximum years.
However as a short term measure you may choose issuing of indemnity bond for 2-3 years along with appointment order.
Or please introduce some bonus in his salary which will be payable after 3 years once complete 3 years with the company
Or please look at the feasibility of adding retention salary component in the salary which should be paid after 3 years or 50% a payout after 1.5 years and balance after another 1.5 years.
Candidates nowadays are not looking at salary alone. Best HR practices ensure long term relationship.

From India, Madras
Babu Alexander

Besides the Mr. V.M.Lakshminarayanan’s reply I would like to add here, that when Management is keeping the right to terminate an employee, by giving one month’s notice or more, similarly the employee has also got a right to terminate the contract of employment, by giving one month notice, if he is not happy. The best HR practices/ policies (few examples explained by Mr. V.M.Lakshminarayanan) can only retain an employee.
From India, Madras

Please do not bring employee into these kind of bond rather create a fantastic workplace and engage him actively. Give him responsibilities which he / she see as challenges.
Bonds / Agreements are not valid under our constitution.

From India, Bangalore

Sir, What is the effective date of ESIC reduce rate ? Kindly help in this regard.
From India, Meerut

Hi, ESI reduced contribution w.e.f. 1st Jul,2019.
From India, Madras

Vaishali, You can't make a clause in appointment letter to strict employee for 3 years. Instead you can make an agreement with the person, where s/he will not an employee.
Or else you can make 1 or 2 years bond, since 3 years is long by looking competitive industry trend.
Further, I am agree with V M Lakshminarayanan to establish good practice into the organisation, which will not need any bond/agreement to retain talent.
- Viral

From India, Ahmadabad
Good afternoon sir, Sir can I get school house keeping labours wage structure, Thankig you Ashok
From India, Pune
No bonds or contracts will hold the candidate and legally you cannot fight in the court of law. You can get into bond only if the employer is investing huge of time and money for training and professional development or building additional skills and capabilities.
From India, Mumbai

You cannot retain employees by tying them with a bond, notwithstanding the fact that such bonds have little or no support in law. Secondly, by incorporating such a restrictive clause, you make him doubt the work environment in your company> You should, as other members rightly said, strive to convince the candidate that this the work place he is looking for.
HR & Labour Relations Advisor

From India, Mumbai

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