Cite.Co is a repository of information created by your industry peers and experienced seniors sharing their experience and insights.
Join Us and help by adding your inputs. Contributions From Other Members Follow Below...
Join Us and help by adding your inputs. Contributions From Other Members Follow Below...
Hi all, I wish to issue an appraisal letter to few of my employee who were appraised in mid year but simultaneously i would like to bind them in 1 year commitment. As per the management they want me to prepare a draft saying that in case they withdraw their employment during the binding period , organization should mention that they will revoke the appraised position and amount in the FnF statement. Is it possible?? Can some one share the draft??
Dear Hrisha,
Please note the following:
a) Performance Appraisal (PA) is conducted to assess past performance. Depending on the level of the performance, an employee is given salary increment. Now if the employee separates from the company in future then you wanted to link this future activity with the past. How it will be possible?
b) Once the salary is disbursed to the employee then it cannot be reversed. No law permits that. Employee's salary can be forfeited but this forfeiture is done as a punishment. This punishment can be awarded if the misconduct of the employee is proved in the domestic enquiry. In your case, if you deduct the employee's salary who is quitting the company, on what grounds will you show this deduction? What will be your credible explanation?
Therefore, tell your management to give up this idea.
Thanks,
Dinesh Divekar
Please note the following:
a) Performance Appraisal (PA) is conducted to assess past performance. Depending on the level of the performance, an employee is given salary increment. Now if the employee separates from the company in future then you wanted to link this future activity with the past. How it will be possible?
b) Once the salary is disbursed to the employee then it cannot be reversed. No law permits that. Employee's salary can be forfeited but this forfeiture is done as a punishment. This punishment can be awarded if the misconduct of the employee is proved in the domestic enquiry. In your case, if you deduct the employee's salary who is quitting the company, on what grounds will you show this deduction? What will be your credible explanation?
Therefore, tell your management to give up this idea.
Thanks,
Dinesh Divekar
Pramotion - appraisal Letter.doc
