Hi,
I want to know what should be the minimum number of working days for someone to get an increment after one year. One employee's increment is due this month, but she has been absent a lot throughout the year. Could you please tell me if there's a criterion regarding the number of working days that one must work as a minimum to be eligible for an increment? In such a case, can the increment be postponed?
Please reply soon. It's urgent. Thanks in advance.
From India, Faridabad
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8I want to know what should be the minimum number of working days for someone to get an increment after one year. One employee's increment is due this month, but she has been absent a lot throughout the year. Could you please tell me if there's a criterion regarding the number of working days that one must work as a minimum to be eligible for an increment? In such a case, can the increment be postponed?
Please reply soon. It's urgent. Thanks in advance.
From India, Faridabad
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She has been absent a lot throughout the year. Attendance should be 100% for the next 6 months, only then she qualifies. What about the work given to her? Please clarify.
Regards,
V. Kulasekaran
Email: kkulasekaran01@gmail.com
From India, Madras
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Regards,
V. Kulasekaran
Email: kkulasekaran01@gmail.com
From India, Madras
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Hi,
Generally, increments are given on completion of one year of service with an organization. Increments are awarded based on the employer's performance. If the employee is frequently absent, it leads to indiscipline and may result in disciplinary action such as no increments until the employee improves their performance.
Mohan Rao Manager HR
From India, Visakhapatnam
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Generally, increments are given on completion of one year of service with an organization. Increments are awarded based on the employer's performance. If the employee is frequently absent, it leads to indiscipline and may result in disciplinary action such as no increments until the employee improves their performance.
Mohan Rao Manager HR
From India, Visakhapatnam
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Dear Meenu,
If you are paying equal to or more than the minimum wages of a particular skill of an employee as per state regulations, then there is no legal requirement for an annual increment. It totally depends on the company policy.
In your case, the employee is frequently absent. Please evaluate her percentage of absenteeism and compare it with the company policy for the percentage of absenteeism (e.g., if absenteeism is less than 10%, the employee will get an annual increment; if it is more than 10%, the increment will be postponed for another year).
You should issue a notice stating that, as per the company policy, your increment has been postponed for another year. The company will review your performance (absenteeism, attitude, skills, knowledge, recovery, teamwork, customer/client/senior satisfaction levels, etc.) and inform you next year.
Best Regards,
Sajid Ansari
From India, Delhi
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If you are paying equal to or more than the minimum wages of a particular skill of an employee as per state regulations, then there is no legal requirement for an annual increment. It totally depends on the company policy.
In your case, the employee is frequently absent. Please evaluate her percentage of absenteeism and compare it with the company policy for the percentage of absenteeism (e.g., if absenteeism is less than 10%, the employee will get an annual increment; if it is more than 10%, the increment will be postponed for another year).
You should issue a notice stating that, as per the company policy, your increment has been postponed for another year. The company will review your performance (absenteeism, attitude, skills, knowledge, recovery, teamwork, customer/client/senior satisfaction levels, etc.) and inform you next year.
Best Regards,
Sajid Ansari
From India, Delhi
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Hi,
I want to know what should be the minimum number of working days for someone to get an increment after one year? One employee's increment is due this month, but she has been absent a lot throughout the year. Could you please tell if there's a criteria regarding the number of working days that one must work minimum in order to be eligible for an increment? In such a case, can the increment be postponed?
You will have to decide your own policy on this. You can set conditions for minimum attendance and punctuality to qualify for the increment. Also, consider the reasons for leaves/absence (such as sickness, accidents, unavoidable circumstances, etc.). Make sure to communicate to the employee the reason for not granting the increment.
Thanks & Regards
[QUOTE=meenu08;995478]
From India, Pune
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I want to know what should be the minimum number of working days for someone to get an increment after one year? One employee's increment is due this month, but she has been absent a lot throughout the year. Could you please tell if there's a criteria regarding the number of working days that one must work minimum in order to be eligible for an increment? In such a case, can the increment be postponed?
You will have to decide your own policy on this. You can set conditions for minimum attendance and punctuality to qualify for the increment. Also, consider the reasons for leaves/absence (such as sickness, accidents, unavoidable circumstances, etc.). Make sure to communicate to the employee the reason for not granting the increment.
Thanks & Regards
[QUOTE=meenu08;995478]
From India, Pune
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Hi all,
I am working in a company as an admin assistant. After completing 1.5 years in the same company, I have enrolled in a Post Graduate Diploma in Business Management through C V Raman University Distance Education. Will it affect my career? If so, please mention.
Thanks
berabejoy@gmail.com
9874943166
From India, Calcutta
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I am working in a company as an admin assistant. After completing 1.5 years in the same company, I have enrolled in a Post Graduate Diploma in Business Management through C V Raman University Distance Education. Will it affect my career? If so, please mention.
Thanks
berabejoy@gmail.com
9874943166
From India, Calcutta
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Hi All,
Normally, the first increment is to be paid on completion of one year of service from the date of joining. However, it becomes contradictory when employees are eligible for an annual increment based on individual performance and Company performance. Company performance is evaluated based on bottom-line and top-line growth during the particular financial year.
It is very difficult to assess Company performance before the end of the financial year while calculating the first increment of any employee upon completion of the first year of service from the date of joining. Are there any other methods to make the performance management system more effective? Many organizations have fixed 1st April as the date of the annual increment in all cases. Employees completing six months and above as of 1st April are eligible for the first/annual increment.
From India, Vadodara
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Normally, the first increment is to be paid on completion of one year of service from the date of joining. However, it becomes contradictory when employees are eligible for an annual increment based on individual performance and Company performance. Company performance is evaluated based on bottom-line and top-line growth during the particular financial year.
It is very difficult to assess Company performance before the end of the financial year while calculating the first increment of any employee upon completion of the first year of service from the date of joining. Are there any other methods to make the performance management system more effective? Many organizations have fixed 1st April as the date of the annual increment in all cases. Employees completing six months and above as of 1st April are eligible for the first/annual increment.
From India, Vadodara
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It is good to recognize the employee once a year, and it is advisable to schedule it on April 1, 2009, to assist employees with their taxation matters. Establishing a deadline is important, and I recommend setting 3 months as the minimum period of service for eligibility for increments. Increments should be granted to new employees based on their performance score and length of service.
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KRA and Performance Management Policy.doc