For an Organization that has moved from Sole Proprietorship to Pvt. Ltd. , what is the best procedure to move the Employees. The name of the Sole Prop Org and Pvt Ltd are also different. Please help
From India, Kolkata
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From India, Kolkata
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Yes They are Different with different names. Owner of the both the Companies are same. For Sole Prop all these were not needed. But for the Pvt Ltd , had to go for MoU and other MoA
From India, Kolkata
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From India, Kolkata
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In many instances, employees of the erstwhile firm are deprived of service continuity. Therefore, concerned employees should ensure that their past service is continued without any breaks.
Matters concerning the firm (general compliance, specifics will vary):
1. All registrations such as:
i) Registration of the firm's certificate
ii) PAN, TAN, GST, PT
iii) Registration under the Shops and Commercial Establishments Act (Labour License)
iv) MSME certificate, etc., if applicable, have to be obtained.
2. Ensure all your clients are notified, and the regularization of Purchase Orders/Work Orders in the new firm's name is obtained to continue your business seamlessly.
3. Appointment of Auditors.
4. EPF/EPS/ESI registration and obtain new numbers.
5. Banking formalities.
6. IEC (Importer and Exporter's code).
7. Rental and other services agreements changeover, etc.
8. At the corporate level, Partners' accounts and their roles must be spelled out in the MoA. This will also require due authorization and delegation of power among partners.
9. Regularization of employees' agreements - there are a few methods:
i) Issue fresh appointment orders in the new firm's name.
ii) Obtain proper options in writing from all employees for the transition.
iii) Alternatively, close the services in the erstwhile firm through proper settlement to have everyone start afresh in the new firm, with or without modifications in terms and conditions. This option route is preferable as some employees may choose to exit, minimizing potential litigation.
10. If it's going to be an LLP entity, certain compliance requirements must be fulfilled.
From India, Bangalore
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1159Matters concerning the firm (general compliance, specifics will vary):
1. All registrations such as:
i) Registration of the firm's certificate
ii) PAN, TAN, GST, PT
iii) Registration under the Shops and Commercial Establishments Act (Labour License)
iv) MSME certificate, etc., if applicable, have to be obtained.
2. Ensure all your clients are notified, and the regularization of Purchase Orders/Work Orders in the new firm's name is obtained to continue your business seamlessly.
3. Appointment of Auditors.
4. EPF/EPS/ESI registration and obtain new numbers.
5. Banking formalities.
6. IEC (Importer and Exporter's code).
7. Rental and other services agreements changeover, etc.
8. At the corporate level, Partners' accounts and their roles must be spelled out in the MoA. This will also require due authorization and delegation of power among partners.
9. Regularization of employees' agreements - there are a few methods:
i) Issue fresh appointment orders in the new firm's name.
ii) Obtain proper options in writing from all employees for the transition.
iii) Alternatively, close the services in the erstwhile firm through proper settlement to have everyone start afresh in the new firm, with or without modifications in terms and conditions. This option route is preferable as some employees may choose to exit, minimizing potential litigation.
10. If it's going to be an LLP entity, certain compliance requirements must be fulfilled.
From India, Bangalore
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Thank you, Kumar S. That was very helpful.
So, if my understanding is correct, if all employees resign from the previous entity (sole prop), we accept the same and issue a new appointment letter bearing our new company name. This should be fine.
From India, Kolkata
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So, if my understanding is correct, if all employees resign from the previous entity (sole prop), we accept the same and issue a new appointment letter bearing our new company name. This should be fine.
From India, Kolkata
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Considerations for Employee Transition in Organizational Change
Regarding your stance and viewpoint, there is a word of caution. Enforcing a mass resignation might cause unrest among employees, especially those who have dedicated many years of service. Some employees may not be willing to resign and might instead insist on regularization or transferring past service to a new entity. Therefore, it is crucial to consider the mindset of employees and any resultant payouts, such as settlements towards EPF, Gratuity, bonus, etc., before finalizing your 'modus operandi' framework.
There could be a division among your employees, with no consensus. I suggest considering an 'option' route to differentiate between them and make decisions based on the ground reality.
From India, Bangalore
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Regarding your stance and viewpoint, there is a word of caution. Enforcing a mass resignation might cause unrest among employees, especially those who have dedicated many years of service. Some employees may not be willing to resign and might instead insist on regularization or transferring past service to a new entity. Therefore, it is crucial to consider the mindset of employees and any resultant payouts, such as settlements towards EPF, Gratuity, bonus, etc., before finalizing your 'modus operandi' framework.
There could be a division among your employees, with no consensus. I suggest considering an 'option' route to differentiate between them and make decisions based on the ground reality.
From India, Bangalore
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Chapter XVI - Organizational Conflict, Politics, and Change.ppt
Notice of Employee Change.doc