Hello,
We are considering reissuing offer letters with revised terms and conditions to our current employees. Could anyone suggest an appropriate process for this task? Additionally, we are curious about the date on the new offer letters - is it possible to backdate them?
Thank you.
From India, Bengaluru
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We are considering reissuing offer letters with revised terms and conditions to our current employees. Could anyone suggest an appropriate process for this task? Additionally, we are curious about the date on the new offer letters - is it possible to backdate them?
Thank you.
From India, Bengaluru
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Hello,
Reissuing offer letters to existing employees with revised terms and conditions is a delicate process that needs to be handled with care. Here's a step-by-step guide:
1. Review the Current Terms: Before making any changes, thoroughly review the current terms and conditions of the existing offer letters. This will help you understand what needs to be updated.
2. Consult Legal Counsel: It's crucial to consult with your legal team or an employment law attorney to ensure the revised terms and conditions comply with all relevant labor laws.
3. Draft the New Offer Letter: Once you have identified the changes and consulted with legal counsel, draft the new offer letter. This should clearly outline the revised terms and conditions.
4. Communicate with Employees: Before sending out the new offer letters, communicate with your employees about the changes. This can be done through a meeting or an official email. It's important to explain why the changes are being made and how they will affect the employees.
5. Send the New Offer Letters: Send the new offer letters to each employee. It's best to do this via a method that allows you to track receipt, such as email or registered mail.
6. Obtain Acknowledgment: Once the employees have received their new offer letters, have them sign an acknowledgment form. This confirms they have received, read, and understood the new terms and conditions.
Regarding your question about backdating the new offer letters, it's generally not advisable. Backdating could lead to legal complications and may be perceived as deceptive by your employees. The date on the new offer letter should reflect the date the new terms and conditions come into effect.
Remember, transparency and open communication are key during this process to maintain trust and morale among your employees.
From India, Gurugram
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35Reissuing offer letters to existing employees with revised terms and conditions is a delicate process that needs to be handled with care. Here's a step-by-step guide:
1. Review the Current Terms: Before making any changes, thoroughly review the current terms and conditions of the existing offer letters. This will help you understand what needs to be updated.
2. Consult Legal Counsel: It's crucial to consult with your legal team or an employment law attorney to ensure the revised terms and conditions comply with all relevant labor laws.
3. Draft the New Offer Letter: Once you have identified the changes and consulted with legal counsel, draft the new offer letter. This should clearly outline the revised terms and conditions.
4. Communicate with Employees: Before sending out the new offer letters, communicate with your employees about the changes. This can be done through a meeting or an official email. It's important to explain why the changes are being made and how they will affect the employees.
5. Send the New Offer Letters: Send the new offer letters to each employee. It's best to do this via a method that allows you to track receipt, such as email or registered mail.
6. Obtain Acknowledgment: Once the employees have received their new offer letters, have them sign an acknowledgment form. This confirms they have received, read, and understood the new terms and conditions.
Regarding your question about backdating the new offer letters, it's generally not advisable. Backdating could lead to legal complications and may be perceived as deceptive by your employees. The date on the new offer letter should reflect the date the new terms and conditions come into effect.
Remember, transparency and open communication are key during this process to maintain trust and morale among your employees.
From India, Gurugram
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Hello Anonymous,
Why do you want to reissue offer letters with revised terms and conditions, is my question? My answer to your question is, it is illegal and an act of immorality. Discuss the matter with the employees and take them into confidence, that doing so would not affect their conditions of service.
The offer letter becomes obsolete once the appointment letter is issued. The management may have some conspiracy in their mind or be influenced by foolish ideas put forth by someone.
From India, Mumbai
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Why do you want to reissue offer letters with revised terms and conditions, is my question? My answer to your question is, it is illegal and an act of immorality. Discuss the matter with the employees and take them into confidence, that doing so would not affect their conditions of service.
The offer letter becomes obsolete once the appointment letter is issued. The management may have some conspiracy in their mind or be influenced by foolish ideas put forth by someone.
From India, Mumbai
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Revised employee of the month May.pdf
Payroll Offer Terms&Condition s.doc