No Tags Found!

naresh-rana
1

Frequently rotten, raw, undercooked, overcooked, wormy food was supplied by the canteen contractor. Penalty imposed buy the management is as per the contract condition and very less. Please suggest the way to terminate the contract or imposed very high penalty. The contractor has not improved food quality despite being fined by the Management as the penalty imposed was very less. The canteen contractor is being encouraged to serve such food again by giving less penalty and indirectly playing with the health of employees
Canteen contractor is Shashi catering services.

From India, Vadodara
smdharanimano
4

Hello Naresh,
Hope you are having canteen committee and they are testing & tasting the food before serve to all.
visit their kitchen and audit whether it is a clean and safe place to cook!!
penalizing is not helping you in your case so parallelly try to introduce another canteen or try to get more quotation from his competitors which can make him to feel loss of business.
check the agreement clauses about termination/ Notice to change the contract .
# also check whether your payment system is causing his negligence behavior .

best regards

From India , Pune
KK!HR
1530

Since the contractor is not improving in spite of the many opportunities given, you have to act now. There would be a condition to impose food items of the required quality and quantity which the contractor is breaching continuously. So starting with all the breaches committed in the past and the lack of any improvement thereon, issue a notice of termination of contract. Before that make full preparation for having an alternate arrangement and utilise the services of a lawyer to prepare the termination of the contract order in case you have difficulties in this regard.
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.





Contact Us Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2024 CiteHR ®

All Copyright And Trademarks in Posts Held By Respective Owners.