Dear HR Experts,
Greeting for the day...
As we all know that uniform is a part of discipline and uniformity among staff and workers. Some times employer provides same uniform to all worker and a bit different to all staff. Now being into HR we need to keep cost cutting and Employee motivation at par so that neither employer nor employee feels over burdened. Costs and increasing but we talk about industrial trends, any increase in minimum wages/Worker wages/salary, the customer (of employer) do not provide any increase in marginal cost of the component/s manufactured by the employer. So to reduce the overall cost, certain cost cutting tools are either proposed by employees or are imposed by the employer. So, Uniform being one of a major contributor of indirect cost, employer seeks/imposes these suggestions. Upon different industrial surveys and experience, i have come across these four criterion:
1. 100% Borne by the the Employer;
2. 100% Borne by the Employee;
3. 50% by the Employee and 50% by the Employer and
4. Subsidized Uniform (a defined percentage by the employer such as 33% by Employee and 66% by Employer or 25% by Employee and 75% by Employer)
Please suggest the best practice so that both Employee and Employer should not feel the heat. The current scenario is that employer is not providing the Uniform and wants to start the trend.
Please suggest keeping Industrial relations in mind.
Regards,
HSM
Greeting for the day...
As we all know that uniform is a part of discipline and uniformity among staff and workers. Some times employer provides same uniform to all worker and a bit different to all staff. Now being into HR we need to keep cost cutting and Employee motivation at par so that neither employer nor employee feels over burdened. Costs and increasing but we talk about industrial trends, any increase in minimum wages/Worker wages/salary, the customer (of employer) do not provide any increase in marginal cost of the component/s manufactured by the employer. So to reduce the overall cost, certain cost cutting tools are either proposed by employees or are imposed by the employer. So, Uniform being one of a major contributor of indirect cost, employer seeks/imposes these suggestions. Upon different industrial surveys and experience, i have come across these four criterion:
1. 100% Borne by the the Employer;
2. 100% Borne by the Employee;
3. 50% by the Employee and 50% by the Employer and
4. Subsidized Uniform (a defined percentage by the employer such as 33% by Employee and 66% by Employer or 25% by Employee and 75% by Employer)
Please suggest the best practice so that both Employee and Employer should not feel the heat. The current scenario is that employer is not providing the Uniform and wants to start the trend.
Please suggest keeping Industrial relations in mind.
Regards,
HSM