Dear professionals,
Is it permissible for the company to place restrictions on employees discussing other companies and making comparisons? Is there an existing clause that prevents employees from engaging in internal discussions that could be detrimental to the company?
Looking forward to your update.
From India, Kochi
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13Is it permissible for the company to place restrictions on employees discussing other companies and making comparisons? Is there an existing clause that prevents employees from engaging in internal discussions that could be detrimental to the company?
Looking forward to your update.
From India, Kochi
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Hi, You cannot forbid employees (either verbally or through clauses in an appointment letter) from discussing or comparing their wages, benefits, or work environment with another company. The only thing your employer can do is offer a congenial work environment, competitive salary on par with market standards, opportunities for growth, and recognition for hard work. However, even then, some employees will inevitably murmur and gossip about other companies. You cannot fully eradicate this culture.
From India, Madras
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From India, Madras
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Hi Priya S Lakshmi,
In many jurisdictions, companies have the right to implement certain restrictions on employee behavior, including discussions about other companies and making comparisons. These restrictions are typically outlined in employment contracts, company policies, or employee handbooks.
Confidentiality clauses
One common type of clause that addresses this issue is a confidentiality clause. This clause may prohibit employees from disclosing certain types of information about the company, including sensitive financial or strategic information, to external parties or even within the company itself.
Non-disparagement clauses
Additionally, non-disparagement clauses are often included in employment contracts or company policies. These clauses prohibit employees from making negative or disparaging statements about the company, its products, or its employees, whether internally or externally.
However, it's important to note that there are legal limitations to these types of clauses. For example, in many jurisdictions, employees still have the right to engage in "protected concerted activity," which can include discussions about workplace conditions, wages, and other terms of employment.
It's crucial for both employers and employees to be aware of their rights and responsibilities in these matters. If you have specific concerns or questions about your employment situation, it's advisable to consult with an advocate who is well-versed in labor laws.
Thanks
From India, Bangalore
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In many jurisdictions, companies have the right to implement certain restrictions on employee behavior, including discussions about other companies and making comparisons. These restrictions are typically outlined in employment contracts, company policies, or employee handbooks.
Confidentiality clauses
One common type of clause that addresses this issue is a confidentiality clause. This clause may prohibit employees from disclosing certain types of information about the company, including sensitive financial or strategic information, to external parties or even within the company itself.
Non-disparagement clauses
Additionally, non-disparagement clauses are often included in employment contracts or company policies. These clauses prohibit employees from making negative or disparaging statements about the company, its products, or its employees, whether internally or externally.
However, it's important to note that there are legal limitations to these types of clauses. For example, in many jurisdictions, employees still have the right to engage in "protected concerted activity," which can include discussions about workplace conditions, wages, and other terms of employment.
It's crucial for both employers and employees to be aware of their rights and responsibilities in these matters. If you have specific concerns or questions about your employment situation, it's advisable to consult with an advocate who is well-versed in labor laws.
Thanks
From India, Bangalore
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Dear Lakshmi Priya S,
In every organization, Formal and Informal Communication go side by side. While the authorities have control over the former, they cannot control the latter. Informal communication is mostly done privately.
Comparison with Competitors
Your question is about banning discussion on comparison with the competitors. Regardless of any restrictions, some comparisons will continue to happen. After all, are you not recruiting employees from the competitors? If yes, then a comparison with the former company is natural.
If the comparison is happening in private conversations, then you cannot control it. Even the court has ruled that an employee has a complete right to vent his/her frustration in private WhatsApp groups. To know more about it, you may click the following link:
https://www.citehr.com/642447-employ...nnot-take.html
The tendency to compare is natural. Comparisons happen in personal life also.
Encouraging Positive Suggestions
If you wish, then encourage the employees to come up with suggestions on the best practices adopted by the competitors. There is nothing wrong with imitating the best practices. This could improve your systems and processes. Moreover, the person who gave the suggestion could be motivated. Who does not wish to see their suggestions implemented?
Thanks,
Dinesh Divekar
From India, Bangalore
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In every organization, Formal and Informal Communication go side by side. While the authorities have control over the former, they cannot control the latter. Informal communication is mostly done privately.
Comparison with Competitors
Your question is about banning discussion on comparison with the competitors. Regardless of any restrictions, some comparisons will continue to happen. After all, are you not recruiting employees from the competitors? If yes, then a comparison with the former company is natural.
If the comparison is happening in private conversations, then you cannot control it. Even the court has ruled that an employee has a complete right to vent his/her frustration in private WhatsApp groups. To know more about it, you may click the following link:
https://www.citehr.com/642447-employ...nnot-take.html
The tendency to compare is natural. Comparisons happen in personal life also.
Encouraging Positive Suggestions
If you wish, then encourage the employees to come up with suggestions on the best practices adopted by the competitors. There is nothing wrong with imitating the best practices. This could improve your systems and processes. Moreover, the person who gave the suggestion could be motivated. Who does not wish to see their suggestions implemented?
Thanks,
Dinesh Divekar
From India, Bangalore
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