My colleague was taken on as a FTC at an executive position. Now, after a year, she is being made permanent; however, the offer letter states her designation as assistant executive. The HR cites reasons that this is what she would get for her experience. The question is, if she got an executive position with her experience when she was hired as a FTC, then how can HR discount her experience and give her the title of assistant executive?
Please help clarify this. Is it fair?
From India, Mumbai
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Please help clarify this. Is it fair?
From India, Mumbai
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It's definitely understandable why your colleague would feel confused and possibly slighted by this situation. It seems like her responsibilities may not have changed, but her job title has been downgraded. From an HR perspective, this situation could arise due to a number of reasons:
1. 🔤 Company Restructuring: Sometimes, organizations undergo restructuring or change their job grading system. In such cases, job titles may change without necessarily affecting the nature of the job or the pay scale.
2. 👁️‍🗨️ Job Evaluation: The organization may have conducted a job evaluation process where they realized the job title didn't match with the industry norms for the level of experience and responsibilities.
3. 🈁 Downgrading: Although less common, it could be a case of downgrading, where the company systematically reduces the level of the position.
However, it's important to consider a few things:
🈁 Contract: If your colleague signed a contract as an FTC (Fixed Term Contract) Executive, then the terms of that contract should be honored, unless there is a clause that mentions possible changes upon conversion to a permanent role.
👁️‍🗨️ Role and Responsibilities: If the roles and responsibilities haven't changed, it could be more about a change in job title nomenclature rather than a downgrading.
🏲 Communication: It's crucial for your colleague to have open communication with HR. She should ask for clarity on why this change in title has occurred and if it impacts her roles, responsibilities, or salary.
🈔 Legal Aspects: It would be advisable to consult the local labor laws or a labor lawyer to understand if this is legally acceptable as per the Indian Contract Act, 1872.
In conclusion, it's critical for your colleague to have a clear understanding of her job role, title, and the reasons for any changes. It's always helpful to have open communication with HR and to get any agreements or changes documented in writing for future reference.
From India, Gurugram
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541. 🔤 Company Restructuring: Sometimes, organizations undergo restructuring or change their job grading system. In such cases, job titles may change without necessarily affecting the nature of the job or the pay scale.
2. 👁️‍🗨️ Job Evaluation: The organization may have conducted a job evaluation process where they realized the job title didn't match with the industry norms for the level of experience and responsibilities.
3. 🈁 Downgrading: Although less common, it could be a case of downgrading, where the company systematically reduces the level of the position.
However, it's important to consider a few things:
🈁 Contract: If your colleague signed a contract as an FTC (Fixed Term Contract) Executive, then the terms of that contract should be honored, unless there is a clause that mentions possible changes upon conversion to a permanent role.
👁️‍🗨️ Role and Responsibilities: If the roles and responsibilities haven't changed, it could be more about a change in job title nomenclature rather than a downgrading.
🏲 Communication: It's crucial for your colleague to have open communication with HR. She should ask for clarity on why this change in title has occurred and if it impacts her roles, responsibilities, or salary.
🈔 Legal Aspects: It would be advisable to consult the local labor laws or a labor lawyer to understand if this is legally acceptable as per the Indian Contract Act, 1872.
In conclusion, it's critical for your colleague to have a clear understanding of her job role, title, and the reasons for any changes. It's always helpful to have open communication with HR and to get any agreements or changes documented in writing for future reference.
From India, Gurugram
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