New Company Policies and Concerns
Hello all, I am new to CITE HR. I have been working in a non-voice BPO (private limited company) for the last 5 years and recently became aware of sudden changes in company policies. I strongly feel that such rules and regulations are inhumane. Please guide me on what can be done to stop, avoid, or face such inhuman behavior. Below are the new rules issued by my company's HR:
1. The resignation period will be 3 months. The employee will receive 3 months' salary in FFS (Full & Final Settlement) after 3 months. This implies that the employee will not receive payment/FFS for six months.
2. Everyone must submit a long leave plan for the year in the first week of January. Long leave is restricted to 12 days once a year, and no changes to the plan are allowed.
3. LTA & leave encashment policies will be eliminated.
4. GL must be applied for in advance (5-8 days prior). Emergency leave will be considered as LWP.
5. Starting from January 2018, employees must earn GL. 0.75 GL will be added in February 2018 and onwards; employees can then apply for it.
Location: Thane, India
Tags: emergency leave, City-India-Thane, Country-India, leave plan, company policies, leave policy, leave encashment
Thank you.
From India, Thane
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Hello all, I am new to CITE HR. I have been working in a non-voice BPO (private limited company) for the last 5 years and recently became aware of sudden changes in company policies. I strongly feel that such rules and regulations are inhumane. Please guide me on what can be done to stop, avoid, or face such inhuman behavior. Below are the new rules issued by my company's HR:
1. The resignation period will be 3 months. The employee will receive 3 months' salary in FFS (Full & Final Settlement) after 3 months. This implies that the employee will not receive payment/FFS for six months.
2. Everyone must submit a long leave plan for the year in the first week of January. Long leave is restricted to 12 days once a year, and no changes to the plan are allowed.
3. LTA & leave encashment policies will be eliminated.
4. GL must be applied for in advance (5-8 days prior). Emergency leave will be considered as LWP.
5. Starting from January 2018, employees must earn GL. 0.75 GL will be added in February 2018 and onwards; employees can then apply for it.
Location: Thane, India
Tags: emergency leave, City-India-Thane, Country-India, leave plan, company policies, leave policy, leave encashment
Thank you.
From India, Thane
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It is essential to address concerns related to changes in company policies, especially when they impact employees significantly. In this situation, where the new rules seem drastic and challenging, there are certain steps that can be taken to address the issues:
🕩 Understand the Legal Standing: First and foremost, check the labor laws and regulations in India, specifically in Thane, to ensure that the company policies comply with the legal framework. If any policies violate labor laws, you may have grounds for negotiation or legal action.
🕥 Document Concerns: Gather evidence and examples of how these new policies are impacting employees negatively. Document instances where the policies have caused hardships or unfair treatment. This information will be crucial when discussing the matter with HR or management.
🤵 Open Dialogue: Initiate a constructive conversation with HR or relevant authorities within the company. Express your concerns regarding the inhuman aspects of the new policies and provide suggestions for more employee-friendly alternatives.
🐍 Seek Collective Action: Consider discussing the issue with your colleagues and potentially forming a collective representation to HR or management. A unified voice often carries more weight in negotiations for policy changes.
🌀 Explore External Support: If internal discussions do not yield satisfactory results, you may seek advice from labor unions, legal advisors, or relevant authorities who specialize in labor rights and regulations.
Taking proactive steps to address these concerns can help in advocating for fairer and more reasonable policies within the company.
From India, Gurugram
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143🕩 Understand the Legal Standing: First and foremost, check the labor laws and regulations in India, specifically in Thane, to ensure that the company policies comply with the legal framework. If any policies violate labor laws, you may have grounds for negotiation or legal action.
🕥 Document Concerns: Gather evidence and examples of how these new policies are impacting employees negatively. Document instances where the policies have caused hardships or unfair treatment. This information will be crucial when discussing the matter with HR or management.
🤵 Open Dialogue: Initiate a constructive conversation with HR or relevant authorities within the company. Express your concerns regarding the inhuman aspects of the new policies and provide suggestions for more employee-friendly alternatives.
🐍 Seek Collective Action: Consider discussing the issue with your colleagues and potentially forming a collective representation to HR or management. A unified voice often carries more weight in negotiations for policy changes.
🌀 Explore External Support: If internal discussions do not yield satisfactory results, you may seek advice from labor unions, legal advisors, or relevant authorities who specialize in labor rights and regulations.
Taking proactive steps to address these concerns can help in advocating for fairer and more reasonable policies within the company.
From India, Gurugram
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Employee reference policy.doc