You can only make the fresh condition applicable on the recruitment made after the new conditions is announced on the new employees only. To retain the old employees, introduce the incentive schemes.
Please refer to post #7. You have to go by law. The Employees are not the slaves or bonded labour. Even bonded labour is unlawful.
__________________
Thanks and Regards
Surendera M. Bhanot
See, if we talk about retention, how many of such employees serve even one month's notice even if one introduces incentive schemes? I know a company in which they make all new entrants (existing employees also) enter into a service agreement to serve the company for 2/3 years for RETENTION point of view and in case of breach, there is a provision to pay/realise Liquidity Damage to the company/from the employee concerned. Even after serving the agreed period the employee needs to give/serve two months notice. The company also gives six monthly incentives attached to performance in addition to other retention policies. However, the company faced lot of attrition among the people who were under such service agreement and left even without serving a single day's notice, once his salary is credited to his account. The company also prepared and announced its Exit policy with penalty / legal consequences in case of breach, still the people who wanted to move out, has been doing so without bothering such conditions / incentive schemes / retention policies/ exit policy etc. What I was trying to convey is that provisions for notice period of 30 days or extension thereof for 60/90days would serve only as a psychological pressure tactics to a fewer lot and one can not hold back the people who belongs to 'race horse' category even if you put them under hectic incentive schemes.
Thanks,