What To Do In This Situation. - CiteHR
Kamalzz
Human Resources
Rahul Sethi
Hr/personnel/admin
Saravananjanardanan
Hr Generalist

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...
Hi All

My Boss HAs Asked Me To solve a Situation/Querry. Im Sending His Mail

DEAR RAHUL,



PLEASE MAKE THE APPROPERIATE LANGUAGE OF THE TEXT GIVEN

BELOW. PLEASE DRAFT IS AS PER PREVAILING

RULES OF EMPLOYMENT AND SEND BACK TO ME. THIS IS REGARDING

THE FOLLOWING SUBJECT ONLY. IF THERE IS ANY PRINTED FORMAT

TO BE ISSUED TO THE NEW COMERS, PLEASE LET ME HAVE THE SAME.



RGDS

SUBJECT:



ALL THE NEW COMERS / NEW APPOINTMENTS MUST KNOW

THE USUAL RULES THAT NO ONE WILL BE PAID FOR THEIR FEW

DAY'S STAY AS TRAINEE OR OTHERWISE. THE COMPANY

INCURRES EXPENSES FOR THEIR TRAINING. IF THE PERSON INTENDS TO

LEAVE ALL OF SUDDEN WITHOUT PROPER NOTICE, COMPANY WILL

HAVE NO LIABILITY OF ANY SORT.



ANY ONE LEAVING THE COMPANY WITHOUT GIVING

ONE MONTHS NOTICE HAS TO SURRENDER ONE MONTHS

SALARY AS PER PREVAILING RULES

Now We HAve One month Notice clause in appointment letter but he is asking for a seperate information bond kind of format as per discussion with him.

Kindly help me on that.

I need to response fast.

Thanks to all replying in advanse.

RAhul Sethi

Dear Rahul,
I believe that, you have been offered and the candidates were joined in your organization after getting your offer letter. Now, the candidates is leaving your company after attending the training.
We need some more points to be clarify.
1. Let us know the vertical / sector you are working (Is it corporate / manufacturing / BPO / others)
2 What type of personnels you are recruiting. what is the attrition rate?
Thanks
Saravanan

Hi Rahul,
I think you want to make a sort of disclaimer notice to the new hires...?
clauses include:
1. Company not liable for any expenses borne by the new hire (as a trainee or otherwise)
2. Read, understand and comply with the stated organisational policies, rules regulations and systems.
3. Payment of one month salary in case one fails to give one month notice, this is to recover expenses that company has invested on trianining and trasitioning of the new hire.
Am I right ?
THanks
Kamalzz

Sir,
Company Im Working in is a medium scale Manufacturing company and recruitments are genrally of MArketing and Administation staff.
People join and leave the organisation within second or third month and stand for their dues for the previous month. No doubt we get the appointment letters done and there is a clause of Month month notice or Salary inlieu but boss thinks its not enough.
According to him we shall get a seperate format or agreement signed specially mentioning the early leaving conditions so that one cannot claim anything.
Pls. Get me out of This.
Thanks,
Rahul Sethi

I am not sure if this document will help. It will infact to lead more chaotic situation. If people do not respect the appointment letter clauses...why would they respect another document!
If people are leaving the organisation within a short span of 2-3 months, its time that you look at the factors that are causing attrition ( I know this is going away from your posted query) But I feel doing a root cause analysis will help you better than the document.
Thanks
kamalzz

Hi
Thanks for Reply Kamal, I know i need to have i need to have a root cause procedure for the problem but right at the moment it is really difficult to handle Boss he just want to see the format by this or that way and im finding myself in problem to frame it.
Kindly do me the favour by writing the required lines in a format.
Thanks,
Rahul Sethi

Rahul,
Just analyze the situation, and try to solve the problem. Take the issue to the top management.
Employee turnover should not cross across the limit. (If the strength is over 150+).
In such scenario, take the data from the outgoing candidates (i.e, do the exit interview - you will get the exact picture of the problem. Then change the process method or tell your management for any modification in package or in process )
Once the candidate joined in your organization, deduct some percentage from his salary, and tell them the same will be refunded after completion of training / probationary period or successful completion of first assignment. Even you can add the same in the appointment letter.
Regards
Saravanan J

This discussion thread is closed. If you want to continue this discussion or have a follow up question, please post it on the network.
Add the url of this thread if you want to cite this discussion.






About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2020 Cite.Co™