Gentlemen,
Greetings of the day.
Need help to draft an official email to all employees concerned stating that, the Meals facilities going to be stopped with immediate effect, as per the management decision, due to increased budget, lack of professional cooking manpower.
It is worth mentioning that the management tried the level best to continue this facility but it is difficult for the company to handle it effectively as lot of energy is required to handle the raw materials, market surveys , managing budgets and staff complaints.
Please help me in this regard.
Thank you,
Mel.
From India, Bengaluru
2Greetings of the day.
Need help to draft an official email to all employees concerned stating that, the Meals facilities going to be stopped with immediate effect, as per the management decision, due to increased budget, lack of professional cooking manpower.
It is worth mentioning that the management tried the level best to continue this facility but it is difficult for the company to handle it effectively as lot of energy is required to handle the raw materials, market surveys , managing budgets and staff complaints.
Please help me in this regard.
Thank you,
Mel.
From India, Bengaluru
Pl mention the alternate arrangement/compensation. It is unethical for the reasons stated in your query to unilaterally withdraw this facility.
From India, Mumbai
From India, Mumbai
Dear Sir,
What is the total strength ( number of employees working) of the company. With out proper alternative arrangements simply you can not withdraw a facility provided to the employees.
If you unilaterally decide to discontinue then you are going to face the consequences hence think, obtain inputs from the experts, communicate and proceed.
If it is a Statutory obligation then you can not simply withdraw.
Thanks and regards
Kameswararao
From India, Hyderabad
What is the total strength ( number of employees working) of the company. With out proper alternative arrangements simply you can not withdraw a facility provided to the employees.
If you unilaterally decide to discontinue then you are going to face the consequences hence think, obtain inputs from the experts, communicate and proceed.
If it is a Statutory obligation then you can not simply withdraw.
Thanks and regards
Kameswararao
From India, Hyderabad
Yes we are compensating an allowance to those employees whom we have committed to provide meals during the appointment. Other than that few other employees (local employees) who are taking the benefit which we have not promised them to provide this facility.
And now we are withdrawing this facility entirely and passing the allowance to those who are entitle.
From India, Bengaluru
And now we are withdrawing this facility entirely and passing the allowance to those who are entitle.
From India, Bengaluru
Even though you had not promised them the facility of meals at work place, this would be withdrawal of customary privilege, an unfair labour practice under ID Act 1947 and has the potential to be a huge embarassment to the company if taken up by union or any disgruntled employee before the labour authorities. Are you sure you want to risk it and venture into such a potentially explosive IR dispute?
From India, Mumbai
From India, Mumbai
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Draft email_Director addressing employees.docx
Ministry of Finance Circular dated 28 Feb 2012 regarding Grant of Sabbatical to Women Employees.pdf