Good day,
I am a new member of this forum and would appreciate assistance. I am looking for a policy regarding the allocation of laptops, cell phones, 3G cards, etc., to staff members and need to formulate a policy. I have prepared an asset register form but would like to follow this up with a policy.
Thanking you in advance.
Warm regards,
Bernadette
From South Africa, Johannesburg
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1I am a new member of this forum and would appreciate assistance. I am looking for a policy regarding the allocation of laptops, cell phones, 3G cards, etc., to staff members and need to formulate a policy. I have prepared an asset register form but would like to follow this up with a policy.
Thanking you in advance.
Warm regards,
Bernadette
From South Africa, Johannesburg
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Dear Bernadette,
You design policy on your own and upload it here. Some seniors, like me, will correct it. As a hint, let me tell you that you can include the following points:
a) Who is authorized to allot the company's assets?
b) What details of the asset transfer will be recorded, where will this document be preserved?
c) Duties and responsibilities of the asset owner. These will vary from asset to asset. Include points related to the theft of the company property as well.
d) Renewal of the records and at what frequency.
e) Who will be responsible for damage to the assets?
f) Who will pay for insurance of the assets?
g) Return of the assets in case of separation.
h) Recovery of the company property in case of the death of an employee.
i) Liabilities in case of misuse of company property.
j) Direct transfer of company property to another employee - whether permitted or not.
k) Usage of company property by the near and dear ones or family members of the employee.
l) Usage of company property by other company employees.
m) What is the life period of the particular company asset and what would be the depreciation percentage every year (as applicable)?
n) What is to be done with worn-out company property, where should it be deposited?
The above points are not necessarily in sequence. You make the right sequence.
Ok...
Dinesh Divekar
+91-9900155394
From India, Bangalore
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You design policy on your own and upload it here. Some seniors, like me, will correct it. As a hint, let me tell you that you can include the following points:
a) Who is authorized to allot the company's assets?
b) What details of the asset transfer will be recorded, where will this document be preserved?
c) Duties and responsibilities of the asset owner. These will vary from asset to asset. Include points related to the theft of the company property as well.
d) Renewal of the records and at what frequency.
e) Who will be responsible for damage to the assets?
f) Who will pay for insurance of the assets?
g) Return of the assets in case of separation.
h) Recovery of the company property in case of the death of an employee.
i) Liabilities in case of misuse of company property.
j) Direct transfer of company property to another employee - whether permitted or not.
k) Usage of company property by the near and dear ones or family members of the employee.
l) Usage of company property by other company employees.
m) What is the life period of the particular company asset and what would be the depreciation percentage every year (as applicable)?
n) What is to be done with worn-out company property, where should it be deposited?
The above points are not necessarily in sequence. You make the right sequence.
Ok...
Dinesh Divekar
+91-9900155394
From India, Bangalore
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Dear Divesh,
I am seeking assistance with formulating an indebtedness (acknowledgment of debt) policy for employees who undergo training or take maternity leave, and the company covers the cost of the training or maternity leave.
I thank you in advance.
Bernadette
From South Africa, Johannesburg
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I am seeking assistance with formulating an indebtedness (acknowledgment of debt) policy for employees who undergo training or take maternity leave, and the company covers the cost of the training or maternity leave.
I thank you in advance.
Bernadette
From South Africa, Johannesburg
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Dear Bernadette,
First and foremost, my name is Dinesh and not Divesh (by the way, you cannot make Dinesh + Divekar = Divesh). Ok. Humour apart, in your post, I find four things. All are independent of each other:
a) Policy on Salary Advance
b) Policy on Financial Loan
c) Policy on Maternity leave
d) Policy on Covering Cost of Training
Of the above, (a) and (b) are related to some extent; however, while designing the policies, their parameters will differ. Maternity leave is a legal entitlement as per the statutory laws. If you are from India, then maternity leave is admissible to pregnant women under the provisions of the Maternity Benefit Act, 1961, or ESI Act, 1948, whichever is applicable. Even otherwise, maternity leave is admissible as per the labor laws of any given country.
You need to clarify what you mean by the cost of training. Does it mean that upon completion of certain training, the employee must stay with you for 'X' number of months? Please write a clarifying post.
Ok...
DVD
From India, Bangalore
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First and foremost, my name is Dinesh and not Divesh (by the way, you cannot make Dinesh + Divekar = Divesh). Ok. Humour apart, in your post, I find four things. All are independent of each other:
a) Policy on Salary Advance
b) Policy on Financial Loan
c) Policy on Maternity leave
d) Policy on Covering Cost of Training
Of the above, (a) and (b) are related to some extent; however, while designing the policies, their parameters will differ. Maternity leave is a legal entitlement as per the statutory laws. If you are from India, then maternity leave is admissible to pregnant women under the provisions of the Maternity Benefit Act, 1961, or ESI Act, 1948, whichever is applicable. Even otherwise, maternity leave is admissible as per the labor laws of any given country.
You need to clarify what you mean by the cost of training. Does it mean that upon completion of certain training, the employee must stay with you for 'X' number of months? Please write a clarifying post.
Ok...
DVD
From India, Bangalore
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Dear Dinesh,
I have just joined this forum and came across a lot of your comments and advice. Very impressive. I am just about taking up training modules for my team and am still contemplating point d). I could not find a continuing link to it to sort this issue. Can you please respond to it?
The query I am looking at answering is d) Cost of Training. Is there a format/letter that I can have the team member sign that signifies that on completion of certain training, the employee must stay with you for 'X' number of months else the company can recover the cost (on a sliding scale) from their F&F settlement if they quit the company before that?
Your guidance would be highly appreciated.
Warm Regards,
Tarunjeet
From India, Mumbai
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I have just joined this forum and came across a lot of your comments and advice. Very impressive. I am just about taking up training modules for my team and am still contemplating point d). I could not find a continuing link to it to sort this issue. Can you please respond to it?
The query I am looking at answering is d) Cost of Training. Is there a format/letter that I can have the team member sign that signifies that on completion of certain training, the employee must stay with you for 'X' number of months else the company can recover the cost (on a sliding scale) from their F&F settlement if they quit the company before that?
Your guidance would be highly appreciated.
Warm Regards,
Tarunjeet
From India, Mumbai
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Dear Tarunjeet,
You should have asked your query in a new thread and not inserted it in some old thread. Training programs cost a lot of money to the company. It takes time to recover the amount spent. Therefore, there is nothing wrong if you take a bond from the employee stating that if the employee undergoes a course, then he/she must serve for a certain number of years. In Government services, I have seen employees signing bonds to render service for a minimum number of years upon completion of the training course.
However, if you wish to obtain the bond, the employee should be given the choice to take that course. There should be a provision to opt out of the course. In Government services, employees are given this kind of option. You cannot thrust certain training on an employee and require a bond as well.
Thanks,
Dinesh V Divekar
From India, Bangalore
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You should have asked your query in a new thread and not inserted it in some old thread. Training programs cost a lot of money to the company. It takes time to recover the amount spent. Therefore, there is nothing wrong if you take a bond from the employee stating that if the employee undergoes a course, then he/she must serve for a certain number of years. In Government services, I have seen employees signing bonds to render service for a minimum number of years upon completion of the training course.
However, if you wish to obtain the bond, the employee should be given the choice to take that course. There should be a provision to opt out of the course. In Government services, employees are given this kind of option. You cannot thrust certain training on an employee and require a bond as well.
Thanks,
Dinesh V Divekar
From India, Bangalore
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Hi,
I am a new member of this forum and would appreciate assistance. I am looking for a policy as the staff members are allocated laptops, cell phones, 3G cards, etc., and need to formulate a policy. I have prepared an asset register form but would like to follow this up with a policy. Thank you in advance.
Warm regards,
Victor Manuel V
From India, Bangalore
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I am a new member of this forum and would appreciate assistance. I am looking for a policy as the staff members are allocated laptops, cell phones, 3G cards, etc., and need to formulate a policy. I have prepared an asset register form but would like to follow this up with a policy. Thank you in advance.
Warm regards,
Victor Manuel V
From India, Bangalore
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Hi All,
I am looking for assistance in drafting a financial recovery policy for mobile phone/laptop/dongle damage. It would be of great help if anybody could guide me in this. How should I mention numbers in this policy? For example, in the case of damage to a mobile phone, what is the amount that needs to be recovered from the employee?
Thanks,
Kanchan
From India, Khopoli
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I am looking for assistance in drafting a financial recovery policy for mobile phone/laptop/dongle damage. It would be of great help if anybody could guide me in this. How should I mention numbers in this policy? For example, in the case of damage to a mobile phone, what is the amount that needs to be recovered from the employee?
Thanks,
Kanchan
From India, Khopoli
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