HR Policy - My Company Has Decided To Take Drivers & Office Help Off the Roll

My Company Has Decided To Take Drivers & Office Help Off the Roll. But They Have Been Given Personal Insurance And All Other Benefits Employees Have. How Do We Convince The Same?

Hi,

Whom you want to convince either employees or Drivers and office help ?

You can educate employees that as part of work Drivers and Office Help will be roaming around the town and insurance is must for them in case of any accident it would be useful... Though they are semi- skilled or unskilled they do have family and they require all benefits and they are also contributing to the growth of the Organisation by doing their work.

The drivers and office help were previously on roles of the company and now company wants them work off-role. Which the drivers and office help do not agree to how do we convince them? Where as the Personal Driver will Have 4 leaves in A Month, Mediclaim policy is applicable to Drivers and there is No Deduction In salary, in case any office work on Saturday or Sunday they need to come for a duty.

Hi,

Oh it is other away. I mistook the question.

It would be advisable to keep Drivers / Office Assistants with insurance cover as they frequently travel on official work.

Any way in that case the only thing you can project is 1) there will not be any deductions in their salary and their take home will be increase.

From regular rolls to off rolls is a tough decision.. you can recommend to Management regarding some hike in their salary on off rolls. If those employees are not convinced you need to look for replacement only.

In case they dont agree, give them an option to look for jobs elsewhere, by giving three months notice. You then recruit somebody off-role so that this problem wont arise. i.e. on contract basis.

Best wishes

Dear Seniors,

Thank you for your guidance.

In that case, we can give them a notice to leave the company within 3 months?

Regards,

Hi,

Either 2 or 3 months notice is ok. The purpose behind this is to enable them to look for a new job and suddenly if you close the door their survival will become difficult.

They must have been given an appointment letter. Just check the clause of termination

I need a latest and valuable hr policy for engineering industy

As I menetioned earlier, there is no standard manual on HR Policy. You have to make it or take the help of a consultant like me to get this done. Policy framework changes from company to company, industry to industry, state to state. Please keep this in mind. if you are interested, message me. Best wishes