I'm a proprietor with only 20 employees and have registered myself from 1 Nov 2023 in EPFO. I'm a small business that recruits newcomers in the 1st year of BA/BSc, etc., for around Rs. 12,000-5000 per month.
They leave suddenly, and I also need to remove non-performing candidates. What is the right way, as per labor laws, to handle these two cases?
From India, Gurgaon
Acknowledge(0)
Amend(0)
They leave suddenly, and I also need to remove non-performing candidates. What is the right way, as per labor laws, to handle these two cases?
From India, Gurgaon
Acknowledge(0)Amend(0)
High attrition is an issue being faced by all the business units. At the same time, attrition is very low in establishments that offer a better HR climate and job security in terms of permanency. When you offer a good salary and have transparent HR policies, whether it be in terms of leave policy, performance appraisal, code of conduct, or others, your employees will love to work with you. Similarly, if there is a lack of transparency in various policies, employees may perceive unequal treatment within the organization. If your performance appraisal process is not transparent, employees may question the fairness of how their work is evaluated, leading to dissatisfaction and potentially prompting them to leave. Therefore, instilling professionalism in HR functions is the key remedy to reduce attrition.
From India, Kannur
Acknowledge(0)Amend(0)
4485From India, Kannur
Acknowledge(0)Amend(0)
Dear Anu,
When it comes to handling employee turnover and non-performing candidates, it's important to follow the labor laws and regulations in your area. In general, the following steps are typically recommended:
Termination:
If you need to remove non-performing candidates, it's important to follow the appropriate termination procedures as per labor laws. This may include providing written warnings, documenting performance issues, and following any notice periods or severance requirements.
Employee Departure:
When employees leave suddenly, it's important to ensure that you comply with any notice or final payment requirements as per labor laws. This may include providing final paychecks, settling any outstanding benefits, and adhering to any specific departure procedures outlined in labor regulations.
Further, as you have registered with the Employees' Provident Fund Organization (EPFO), it's crucial to ensure that you are fulfilling your obligations related to provident fund contributions and compliance with EPFO regulations for your employees.
To control attrition in your small business, it's important to focus on effective onboarding and training processes, as well as creating a positive work environment to encourage employee retention. Additionally, implementing performance evaluations and providing constructive feedback can help in managing non-performing candidates while staying compliant with labor laws.
Thanks,
From India, Bangalore
Acknowledge(0)Amend(0)
When it comes to handling employee turnover and non-performing candidates, it's important to follow the labor laws and regulations in your area. In general, the following steps are typically recommended:
Termination:
If you need to remove non-performing candidates, it's important to follow the appropriate termination procedures as per labor laws. This may include providing written warnings, documenting performance issues, and following any notice periods or severance requirements.
Employee Departure:
When employees leave suddenly, it's important to ensure that you comply with any notice or final payment requirements as per labor laws. This may include providing final paychecks, settling any outstanding benefits, and adhering to any specific departure procedures outlined in labor regulations.
Further, as you have registered with the Employees' Provident Fund Organization (EPFO), it's crucial to ensure that you are fulfilling your obligations related to provident fund contributions and compliance with EPFO regulations for your employees.
To control attrition in your small business, it's important to focus on effective onboarding and training processes, as well as creating a positive work environment to encourage employee retention. Additionally, implementing performance evaluations and providing constructive feedback can help in managing non-performing candidates while staying compliant with labor laws.
Thanks,
From India, Bangalore
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Labr laws for Vendor compliance Management.pdf
How to Handle an Employee Resignation.doc