Is This Employment Letter Format Correct? Seeking Feedback on My Draft

Date: 20.06.2013
Private & Confidential

LETTER OF EMPLOYMENT

Dear Mr./Ms. G.B,

With reference to your application for employment and the subsequent interaction you had with us, we are pleased to appoint you as Office Executive on the following terms and conditions, as recorded below for your consideration and acceptance. Your date of joining has been recorded as 20.06.2013.

1. You shall be entitled to a salary of Rs. 25,000 per month and Rs. 3,00,000 per annum as CTC (cost to the company) and shall be subject to deductions as per statutory laws.
2. You shall be on probation for a period of six months from the date of joining, and the said period may, at the discretion of the management, be extended as per the provision of Service Rules or upon completion of one year of continuous service. During the period of probation, your performance will be evaluated on a regular basis, and if it does not meet the expected standard, your appointment is liable to be terminated.

Please review the above terms and indicate your acceptance by signing below.

Sincerely,

[Your Name]
[Title]
[Company Name]

I believe your post is incomplete, given the abrupt ending, which is also an incomplete statement. I would, however, like to suggest that in addition to what you mentioned, the following should also be included:

1. Office timing.

2. Separation policy - notice period from both ends in probation as well as post-confirmation. Notice buyout option if any.

3. If you have a detailed HR manual that provides guidelines on other policies in detail, please mention it here.

4. Mention that if any misconduct is recorded, an inquiry will be initiated, and if found guilty, suitable actions can be taken, including termination of employment.

Please note that your appointment letter will act as a legally binding document, so it is crucial to know what to include in it. I advise you not to use words that imply the employment is binding on the employee as our country follows an employment-at-will policy.

If you have a process of signing employment bonds with applicants, please bring to the management's notice that such bonds can be validated only if training is provided, and you have proper records and receipts of the same. Also, note that on-the-job training is considered an opportunity cost and not a training cost.

Furthermore, I would like to bring to your attention that many companies are asking new joiners for original documents, which is not the right practice. I urge you and your management to refrain from such unethical practices.

I hope this helps.

Regards.