Dear fraternity,
I have been receiving updates on latest discussions. Thanks a lot for those updates. I convey my wishes for the team and especially Mr. Dinesh Divekar.
We are into manufacturing of textile garments, where we have workers & staffs. Where Standing Orders are there for workers, I need to have some clarity on the "Notice period" clause that needs to be mentioned in the Appointment Order issued, especially to staffs at the time of their joining. Normally we mention that "After confirmation of Probation period (normally 6 months), either party (Management / the candidate), by stating their intention to do so, in writing may terminate this employment contract at any time, provided that at least 1 months’ notice or salary in lieu thereof is given".
Whether is this clear and would the same attract any legal complications at both the sides ?.
The problem is we see a high attrition rates in our textile field, where staffs are in an environment where they are having plenty of opportunities available in the job market and there are tendency to make frequent switch over for very nominal monetary benefit which they could have demand in their present company, if they take it in a proper way to the knowledge of management...
In the perception of Management, it looses staffs just like that, where there wont be any communication from the staffs (i.e, uninformed absence).. and after a week or two it comes to the knowledge that those staffs were employed in some other concern..Same way we have new comers to our concern (where we have some informal background verification).
I try to ensure a Win-Win situation where both the management & the candidates should have equal liability....
Could you please guide me..?
Thanks & Regards,
M.Harishkumar, Tirupur
From India
3I have been receiving updates on latest discussions. Thanks a lot for those updates. I convey my wishes for the team and especially Mr. Dinesh Divekar.
We are into manufacturing of textile garments, where we have workers & staffs. Where Standing Orders are there for workers, I need to have some clarity on the "Notice period" clause that needs to be mentioned in the Appointment Order issued, especially to staffs at the time of their joining. Normally we mention that "After confirmation of Probation period (normally 6 months), either party (Management / the candidate), by stating their intention to do so, in writing may terminate this employment contract at any time, provided that at least 1 months’ notice or salary in lieu thereof is given".
Whether is this clear and would the same attract any legal complications at both the sides ?.
The problem is we see a high attrition rates in our textile field, where staffs are in an environment where they are having plenty of opportunities available in the job market and there are tendency to make frequent switch over for very nominal monetary benefit which they could have demand in their present company, if they take it in a proper way to the knowledge of management...
In the perception of Management, it looses staffs just like that, where there wont be any communication from the staffs (i.e, uninformed absence).. and after a week or two it comes to the knowledge that those staffs were employed in some other concern..Same way we have new comers to our concern (where we have some informal background verification).
I try to ensure a Win-Win situation where both the management & the candidates should have equal liability....
Could you please guide me..?
Thanks & Regards,
M.Harishkumar, Tirupur
From India
If high attrition is your problem, then you may consider retention allowance payable to such employee after s/he completes say, 1 year of service. You may continue to pay the allowance every year. If you feel you can do this, then mention details of the same in new appointment letters. You may also announce this on notice board for existing employees also by mentioning category of employees who will be eligible for this allowance.
Shrikant Prabhudesai
From India, Mumbai
Shrikant Prabhudesai
From India, Mumbai
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
Notice period.jpg
Notice Period Extension Letter Format.doc