How Can I Make Appointment Letters Consistent for All Employees? Seeking Advice!

Amending Appointment Letters for Consistency

I am wondering how to make an amendment in the appointment letters for existing employees. I have a client who has provided very general terms and conditions for the employees who joined before this July, and very detailed and specific ones for the employees who joined after July '13. I want to make it consistent for all of them. Please suggest how I can do so.

Regards,
Simi

You can issue a revised "Terms & Conditions" statement by mentioning that it overrides the existing Terms & Conditions and should be duly acknowledged by the employees. However, the main point here is, will these employees accept this?

It totally depends on what these new conditions are. Please share the new conditions with us.

Thank you.

The amendment will specify in detail the exit clause and notice period. I am still in the process of preparing it. I will share if I get stuck again for help.

Regards,
Simi

Without reviewing the two different documents, it's difficult for me to provide my opinions to assist you in your endeavor. However, if the conditions in your second document are less favorable compared to the first brief one, you may encounter resistance in gaining acceptance from those involved. Therefore, it is advisable to ensure there are minimal structural changes between these two documents.

All the best.

Please find out if any provisions are mentioned in the Code of Conduct that are reflected in the HR policy. Is the same mentioned in the resignation clause in employees' appointment letters, stating that policies shall be amended by mutual agreement? If this is agreed upon and signed by your employees, any new policy amendments shall only be made after obtaining their mutual consent. It is considered an offense to force compliance. If employees do not agree, the policy cannot be amended. In the event that you ask an employee to leave the company, those who do not agree should be compensated along with a decent notice period; otherwise, you may face significant compensation if sued.

Regards,
Manoj Liyonzon
Chennai