Hello respected all, We are IT company providing services in SAP. Due to the market situation, our customers are requesting us to continue the scope of POs subject to reduction in price and expecting some discount, else the work orders will be kept on hold.

In this situation, we are requesting our junior staff and non performing staff to stay at home till situation resolves. We will pay their Provident Fund contribution even though there salary is not drawn.

We are compelled to initiate this action as we can not afford to loose our customers and also can not reduce the the services activity to nil. We are unable to deny the request of our customers. So with the limited staff force we have to run the show.

We request all senior members in the group to provide how we can act in this situation, how we can say non performing candidates to hold for three - four months.

Ramakant R

From India, Pune
Employers resorting to such partial 'layoff' kind of measures in the recent past is on the increase. We have been hearing 'remain home' or work from home' with full pay or partial arrangement to tide over the slump in business due to COVID related difficulties. If office can communicate giving a promise of resuming normal work soon after normalcy sets-in in due course. The option of pick and choose among the staff on roll will be a tough task. May be you can consider to continue with those staying in & can commute from nearest without any hassle and those crucial for discharging responsibilities. A detailed letter/mail explaining the extant situation better serve the purpose. Such a thing alley their fears.
From India, Bangalore
No - it is not ethical to put people on bench like this. Where you have been all this time in the year - where you have to cull headcount so badly to cut costs - is this the right time to just single out people for their performance and put them on hold/ bench. I don't think so, that it is a right practice. I have been in HR for almost 15 years and it takes immense courage to persuade management to not take extreme steps like these, if an Organization has always believed in its Human Capital - they will always repose back the trust, believe me.
Some possible solutions can be: Re-alignment of roles to departments where man hours are required, intra-department rotation, Partial Leave-without-Pay(LWP) option, etc...to name a few.
Just think - how would you handle it - if you are put on bench like that after so many years of faithful service like this.

From India, Delhi
Dear Mr Ramakant,
This situations are prevailing in approximate entire industrial and service sector, Try to cut cost by making a settlement or agreement up to max level ( Even 50 % in Salary & Perks) and get engage all fellow who are sincere, Non Performers can be removed by giving Notice Pay as per their service agreement,
We hope for best as early,

From India
IN situation like this , you should think of a win-win strategy
Please pay half pay for all staff who are required to be on bench and retain select few who are badly required to work during this trying period.
As a prelude ,an appealing notification to be issued to all employees highlighting the circumstances under which the employer forced to do such an arrangement and express you hope to recall all staff who are on bench back to duty sooner the situation improves .As a caution you need to mention that such a provisional arrangement is made for three months and the management will review and notify the future plan of action so as to instill a sense of confidence and security in the minds of staff in general .

IR consultant
Former Corporaee Head - IR , MRF Ltd


From India, Chennai
Kumar S Sir, P Lekha Jacobs Sir, Rajesh Kumar Dubey Sir and Panchasen Sir, Noted all your guidance. Thank you everybody. thanks for immediate help Ramakant R
From India, Pune
To summarise your agenda to be tackled I would suggest these -
1.To finalise whether to operate 100 % or less and how much keeping in view commitments;
2.Plan the manpower considering the essentials, proximity, commuting vis-a-vis the constraints;
3. Consider whether rotational/roaster/shifts can be chalked out so that almost everyone can be fit in knowing well the ground realities;
4.To optimize the available man power on a given day;
5. Gaining realisation how long this down sized measures can be continued and when to resume in full;
6. Plan finances accordingly.

From India, Bangalore

Industrial sector as a whole-whether it be large, medium, small or micro industries
are very much affected due to Covid-19 pandemic and its after-effects. Hence industries are forced to cut cost; with the result that employers are looking at employee cost as their first turn.
As rightly said in one of the earlier posts, it will be a herculean task to pick best performers in the lot of your employees. Hence I would recommend the following.
1) Your company need to survive in this scenario; hence you need to cut cost. Think about other overhead costs on operation , other than employee cost.
2) Try to disburse basic + DA (if allowed) to your employees, defer the payment of allowances to your employees at a later date, thereby you can make a substantial savings at moment.
3) Do not allow your employees to loose their morale and motivation. It should be borne in mind that a motivated workforce means half way achievement of your organization's target.
Once the situation reaches normalcy, you can run your company ina regular manner.
On the other hand, if employees come to understand that in a difficult scenario if their employer does not stand with them, they will not give their best, when the situation reaches normalcy.
Think practically.

From India, Aizawl

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