I am working in a small I.T Company at Bangalore, India.
We have a misleading superannuation fund in our salary component which was Started effective from 1st April 2007, but it was not at all mentioned in any of the HR policy/Employee hand book or in any of the notice/circular. Whenever it was asked by any Employee to the HR it was explained verbally not by email or any official communication, that it is not maintained by the LIC but it is company managed and the eligibility for this found is 5 years.
As far as we know the company has not made any trust and is not buying any secure bonds or any such thing for employee benefit. On last week of completion of 5 years, the COO of the company has informed the HR to publish a policy in the HR portal and mention the Superannuation Policy which will have the eligibility criteria as retirement from the company at the age of 58 years.
How far it is fair? Can the company do like this?
We have a misleading superannuation fund in our salary component which was Started effective from 1st April 2007, but it was not at all mentioned in any of the HR policy/Employee hand book or in any of the notice/circular. Whenever it was asked by any Employee to the HR it was explained verbally not by email or any official communication, that it is not maintained by the LIC but it is company managed and the eligibility for this found is 5 years.
As far as we know the company has not made any trust and is not buying any secure bonds or any such thing for employee benefit. On last week of completion of 5 years, the COO of the company has informed the HR to publish a policy in the HR portal and mention the Superannuation Policy which will have the eligibility criteria as retirement from the company at the age of 58 years.
How far it is fair? Can the company do like this?