Offer Letter - Offer Letters [Thread 530673]

Hello ,
I am working with private company ,they does not have a habit of issuing offer letter to candidates joining in their company. Once after I joined they said they wont issue offer letter.
how can I proceed with this??

Also ,they are not issuing payslips as well .Its like getting and doing our job and once finished we can start back home.
Kindly help to proceed further

Such companies may prove problematic.When you leave they may not give experience or relieving letters.
This can create problems.
Why dont employees request the management to follow normal office practises?
Put up a written request stressing on these points.

Anonymous,
You are in HR.
You have moral and legal responsibility to tell the management in writing abut the wrong procedures being followed.
Dont fear and do the right thing.

Dear Mr Nathrao,
I feel by merely telling that wrong procedures are being followed, the employer will not pay any heed. He has to be told about specific statutory provisions of labour laws, compliance whereof is mandatory and failure to do so will entail penal consequences and imprisonment also. Fear only makes one think to look for compliance.
Thanks
Sushil

Dear Mr Sushil,
When I wrote bring out the wrong procedures in writing,I also meant that the right procedure should be elucidated.
I am sure management may not be fully aware of all consequences,but will have a basic idea of the fact that they are violating basic laws.
The very fact they dont want to issue payslips,offer letters indicates they have twisted ideas of how to avoid leaving paper trails of employees.
My advice was preliminary in nature.This gentleman is new and has no support from other employees.
One has to assess how deep is the water before venturing to swim in unchartered waters of a new company.
he has to go in step by step.
Straightaway putting up a letter giving the wrong policies and also penal consequences may result in the HR person being eased out.

If after pointing out these details the management does not want to comply with, it is then evident that he is to be made scapegoat before statutory authorities. Sadly I recall similar plight of an HR who had projected similar plight and I had to point out elaborately the consequences an HR may have to face despite leaving the organisation.
Thanks
Sushil

Hello Anonymous,
Are you in HR or some other function?
If you are in HR, FIRST try to figure-out the possible reason(s) for this practice. You have ONLY mentioned the symptom.
There COULD be many reason(s)--with obvious/suitable justifications from the Management--for such a practice, including plain unscrupulousness.
Unless you get to the bottom of the root-cause, there's no way you can find the most appropriate solution that can work for you.
First check with oldtimers about any past situations that COULD be the cause....then crosscheck with your boss.
Rgds,
TS

Hi there,
First try to find out nature of your recruitment, either it is permanent or casual or contractual, if it is permanent they have to give you offer letter, appointment letter with salary break up and others terms and condition, in case of casual employment they are not bound to produce any such kind of document to you, else if it is contract base again they have to give you a contractual agreement letter mentioning your service period and contractual payment etc.