Dear Nidhi
There are two issues
1. The legality and hius right
2. Humane side of this issue
I responded only from legal aspect. I still hold the view that if an emplyee refuses(and if he is not a workman under ID Act), Indian Contrat act is applicable I am very sure that change of salary is a change in the terms and if he does not accept, contract ceases.
From the humane side of it, there had been lot of postings here. We can talk to him, try to convince him, and so on and so forth. But, allowing a person to say no to his increment and trying pacify him will indicate that your appraisal system is not strong. If your appraisal system is strong, why worry? Tell him if he wants to continue he can otherwise he can take a decision.
I am also aware that some HR Executives criticise their own Appraisal System and say" we have hopless appraisal system" If he has made any such comment, then he can not talk to this employee assertively.
As HR people we need to communicate Company's policies in no uncertain terms to the employees.
I would imagine a procees like this would have been followed in this case:
1. Call for annual appraisal from Concerned Managers
2. Reviewed by HODs
3. Appraisal perused and submitted to a Committee or the CEO
4. He or the Committe would have applied their mind
5 Final decision taken
Few are unhappy always and generally if the feedback has been good across, why bother about one employee.
We must get on to our business rather than worrying too much about one employee unless it is proved that some injustice has been done to him.
Sivasankaran
There are two issues
1. The legality and hius right
2. Humane side of this issue
I responded only from legal aspect. I still hold the view that if an emplyee refuses(and if he is not a workman under ID Act), Indian Contrat act is applicable I am very sure that change of salary is a change in the terms and if he does not accept, contract ceases.
From the humane side of it, there had been lot of postings here. We can talk to him, try to convince him, and so on and so forth. But, allowing a person to say no to his increment and trying pacify him will indicate that your appraisal system is not strong. If your appraisal system is strong, why worry? Tell him if he wants to continue he can otherwise he can take a decision.
I am also aware that some HR Executives criticise their own Appraisal System and say" we have hopless appraisal system" If he has made any such comment, then he can not talk to this employee assertively.
As HR people we need to communicate Company's policies in no uncertain terms to the employees.
I would imagine a procees like this would have been followed in this case:
1. Call for annual appraisal from Concerned Managers
2. Reviewed by HODs
3. Appraisal perused and submitted to a Committee or the CEO
4. He or the Committe would have applied their mind
5 Final decision taken
Few are unhappy always and generally if the feedback has been good across, why bother about one employee.
We must get on to our business rather than worrying too much about one employee unless it is proved that some injustice has been done to him.
Sivasankaran