Dear Xavieer
I fully agree with Rajkumar Hansdah. Can anybody bring back the dead person alive? Ask if this case happened to you or any other top people who now playing the tactics to add further hardship to the diseased's family by delaying / denying the due benefits (as you mentioned a part payment is released).
This unfortunate executive died in the course of employment.
Why succession certificate is needed? Is there any third person came forward to claim as his family? Or had he not mentioned in his PF / Gratuity form any nominee?
Please note, HR though considered as a support function, is also function as brand manager of organisation. If you treat your employees well, they well spread good image of your company. That in turn is a branding process of your organisation without any advt expenses.
You think in future if you want to send any other employee abroad with any assignment, would he / she go knowing that one of their colleague's family is suffering now due to company's lethargic approach? What image your employees will be carrying out due to this? Would they refer any of their friends / family members to your company for employment? Do you think the current employees would like to stay back in your company happily due to these types unhealthy attitudes? would you as an individual, like to continue (from your heart) knowing this incidence?
Your employees are not machines to throw away.
Prompt your management to think with human heart and request to release at lease whatever is due as per eligibility, if situations are not complex. And any further contribution from management side to his family will always be a good Samaritan act.
Please remember - all Acts, Rules, Laws, etc. are drafted to ensure minimum benefits to the sufferers, if you offer above this bar, no law will punish you, but always be remembered by all.
Suresh
I fully agree with Rajkumar Hansdah. Can anybody bring back the dead person alive? Ask if this case happened to you or any other top people who now playing the tactics to add further hardship to the diseased's family by delaying / denying the due benefits (as you mentioned a part payment is released).
This unfortunate executive died in the course of employment.
Why succession certificate is needed? Is there any third person came forward to claim as his family? Or had he not mentioned in his PF / Gratuity form any nominee?
Please note, HR though considered as a support function, is also function as brand manager of organisation. If you treat your employees well, they well spread good image of your company. That in turn is a branding process of your organisation without any advt expenses.
You think in future if you want to send any other employee abroad with any assignment, would he / she go knowing that one of their colleague's family is suffering now due to company's lethargic approach? What image your employees will be carrying out due to this? Would they refer any of their friends / family members to your company for employment? Do you think the current employees would like to stay back in your company happily due to these types unhealthy attitudes? would you as an individual, like to continue (from your heart) knowing this incidence?
Your employees are not machines to throw away.
Prompt your management to think with human heart and request to release at lease whatever is due as per eligibility, if situations are not complex. And any further contribution from management side to his family will always be a good Samaritan act.
Please remember - all Acts, Rules, Laws, etc. are drafted to ensure minimum benefits to the sufferers, if you offer above this bar, no law will punish you, but always be remembered by all.
Suresh