Dear Friends, Hope these formats will be helpfull to few of u Note: - the changes are marked in Blue These formats are not industry specific, so it can be used every where Regards, Shilpi
From India, Delhi
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4From India, Delhi
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Good Work Shipi!!! Done a good job. However, cud u pl. clarify whether is it really required for an employee to retain a copy of the leave application with him also? Thanks & Regards Amersaleem
From India, Hyderabad
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From India, Hyderabad
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Dear Ms. Shilpi Kakkar,
I have gone through the attachment of the undertaking and found an objectionable clause in it, which is to terminate services without paying any dues. Please familiarize yourself with the legal concept of this undertaking.
With regards,
Shish Uniyal
From India, New Delhi
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I have gone through the attachment of the undertaking and found an objectionable clause in it, which is to terminate services without paying any dues. Please familiarize yourself with the legal concept of this undertaking.
With regards,
Shish Uniyal
From India, New Delhi
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Dear Shilpi,
In every format, you are focusing on employees' dues. This is a very objectionable practice. Only for this reason, our Indian HR is facing critical problems. You should take action as per legal requirements. What do your standing orders say about disciplinary actions? As an HR professional, you should handle all matters in a legal manner.
I recall my past experience in Germany. I conducted an audit of a retail firm and discovered a case where an employee left the organization without serving the notice period or providing information to the company. Even after the company transferred the entire salary, assuming the employee might be in trouble or facing some urgency and couldn't inform us.
After six months, the employee returned to the company and repaid the month's salary, stating that they had not served the notice period and were liable to return it. Liability and moral responsibility can make a significant difference in the world.
Best Regards,
Sajid Ansari - Delhi
From India, Delhi
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In every format, you are focusing on employees' dues. This is a very objectionable practice. Only for this reason, our Indian HR is facing critical problems. You should take action as per legal requirements. What do your standing orders say about disciplinary actions? As an HR professional, you should handle all matters in a legal manner.
I recall my past experience in Germany. I conducted an audit of a retail firm and discovered a case where an employee left the organization without serving the notice period or providing information to the company. Even after the company transferred the entire salary, assuming the employee might be in trouble or facing some urgency and couldn't inform us.
After six months, the employee returned to the company and repaid the month's salary, stating that they had not served the notice period and were liable to return it. Liability and moral responsibility can make a significant difference in the world.
Best Regards,
Sajid Ansari - Delhi
From India, Delhi
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Dear Shilpi,
Thanks for the nice postings!
Although the 'undertaking' is organization-friendly, we should be more careful about putting our organizational image at the very first point, i.e. induction. A very good example has been set by Sajid.
Keep up the spirit of sharing!
Cheers!
Satyajeet
From India, Jaipur
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Thanks for the nice postings!
Although the 'undertaking' is organization-friendly, we should be more careful about putting our organizational image at the very first point, i.e. induction. A very good example has been set by Sajid.
Keep up the spirit of sharing!
Cheers!
Satyajeet
From India, Jaipur
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Legal Compliance Plan.xls