HE HAS BEEN RELIEVED AND IS PART OF HISTORY. BUT LET US INTORSPECT IN THE RIGHT PROSPECTIVE. IT IS A CONTRACT OF EMPLOYMENT AND DUE PERFORMANCE OF THE SAME SHOULD BE ENSURED OTHERWISE THE VERY PURPOSE OF GETTING THE EMPLOYEE SIGN A BOND OR STIPULATIONS IN THE LETTER OF EMPLOYMENT WILL BECOME MEANINGLESS AND WILL ENCOURGE OTHER EMPLOYEES ALSO TO BREAK THE BOND AND GO AWAY AT THEIR SWEET WILL LEAVING THE EMPLOYER IN THE LURCH. WHILE UNREASONABLE CONDITIONS IN THE FORM OF BONDS SHOULD BE AVOIDED BUT REASONABLE CONDITIONS AIMED AT PROTECTING THE INTEREST OF THE EMPLOYERS MUST BE MADE. NO DOUBT THE EXCEPTIONS MAY BE MADE BY THE MANAGEMENT IN SUITABLE OR DESERVING CASES. BUT AS A MATTER OF RULE THESE SHOULD NOT BE MADE PRECEDENT.
DEEPAK THUKRAL
CHANDIGARH
From India, Chandigarh
3DEEPAK THUKRAL
CHANDIGARH
From India, Chandigarh
Hi!! Maybe you can tell him that if you give a notice period of 3 months which is required at your position only then we are authorised to issue exp letter & relieving letter,otherwise the rules and regulations & the policy of the company doesnt give us this authority.
If still the project manager favours him and has a good hold in the management you may have no other alternative but to wave off his notice period.
Rohit Khopkar
From India, Mumbai
If still the project manager favours him and has a good hold in the management you may have no other alternative but to wave off his notice period.
Rohit Khopkar
From India, Mumbai
Hi all,
Thank you so much for all your valuable suggestions
That guy got relieved and as a HR people we made arrangements for his exp letter and relieving order and will send it thru post to him wihtin this week
Once again Thanks a lot and we wnt act as BUTCHER, Ravi sir
Thanks with Regards,
Arunaa
From India, Madras
Thank you so much for all your valuable suggestions
That guy got relieved and as a HR people we made arrangements for his exp letter and relieving order and will send it thru post to him wihtin this week
Once again Thanks a lot and we wnt act as BUTCHER, Ravi sir
Thanks with Regards,
Arunaa
From India, Madras
Hi,
Aruna
has just gone through your case, first of all ill congrats u for your problem being solved..
well i am also working with a kind of organist ion, you may be in.
however HR job is just not a practices of policies or following them, we work for the most critical part of organization, its true assets, that is their work force and our job is to deal human part of an employee most efficiently..
some time or other you have to break rules,policies and go beyond...
but remember deal with employee with humanity concern very professionally.
thanks
sangeeta
From India, Pune
Aruna
has just gone through your case, first of all ill congrats u for your problem being solved..
well i am also working with a kind of organist ion, you may be in.
however HR job is just not a practices of policies or following them, we work for the most critical part of organization, its true assets, that is their work force and our job is to deal human part of an employee most efficiently..
some time or other you have to break rules,policies and go beyond...
but remember deal with employee with humanity concern very professionally.
thanks
sangeeta
From India, Pune
I do not think you have an option but give the relieving order. But you must be having rules for those who leave without 3 months notice too.. Right? even if you do not relieve the employee will be leaving. Do the exiting interview. Will help ... :lol:
Jayashree
From India, Bangalore
Jayashree
From India, Bangalore
hi friends n sirs, n madams
really nice to read this discussion n problem solving way
im a student n liked the way we try to solve company issues
but everything is not in our hand!!
n i think we also have to maintain our relations with the other staff so we also have to quit at times
From India, Mumbai
really nice to read this discussion n problem solving way
im a student n liked the way we try to solve company issues
but everything is not in our hand!!
n i think we also have to maintain our relations with the other staff so we also have to quit at times
From India, Mumbai
Hi,
The discussion was quite interesting.I do agree that we may not have any other option but to give away the relieving order+experience certificate.
Of course the rules/policies of the company should be to help the employees and not to harass them.Agreed!We have to be flexible also...o.k.If you are treating this as a special case ,i can understand that also.
My concern is that ultimately the HR dept should not become mere puppets/rubber stamps.We have to be assertive when necessary.If you are wavering all the policies for one person,others might ask for the same in future!Either he should have been asked to serve the notice period or should have asked to pay the equivalent amt(if u have any such clause in the letter of offer).Policies should be applicable to all!Or else what is the point in having all the policies on paper?
Rakhee
The discussion was quite interesting.I do agree that we may not have any other option but to give away the relieving order+experience certificate.
Of course the rules/policies of the company should be to help the employees and not to harass them.Agreed!We have to be flexible also...o.k.If you are treating this as a special case ,i can understand that also.
My concern is that ultimately the HR dept should not become mere puppets/rubber stamps.We have to be assertive when necessary.If you are wavering all the policies for one person,others might ask for the same in future!Either he should have been asked to serve the notice period or should have asked to pay the equivalent amt(if u have any such clause in the letter of offer).Policies should be applicable to all!Or else what is the point in having all the policies on paper?
Rakhee
Any bond signed by the employer and the employee , is not enforcable unless it is registered. Mere signing a bond has no valadiity. In the present siutation of IT/BPO, the attriation rate cannot be controlled, however it can be minimised by modtivation and good package. Any labour litigation is costly nowadays .It is better to avoid
From India, Madras
From India, Madras
Dear ARUNA...
I was goin thru wid the discussion of u all guyz... actually i have joined this networking few dayz before.. nd wot i think is "It is a matter of Grivience among the employees.. nd also politics in the premises which fo4ced him to resign frm his duties.
Being an HR you should have a session with him asking the reasons.. if it wud have salary or something then this would have been sorted out by the senior management. But as he is no more in your company so try to follow the company procedures. As he has signed the bond with you.. so either he should have worked here for three months notice period or three months salary in liew off... (as per the HR Rules) and it has nothing to be called as butler.. coz rules are meant for all.. and it should be followed with due respect... othrwise why people sign the bond with the company if thy dont want to follow them in future.
At last you should have an Exit Interview wid him, if you people had issued him Relieving letter of his..this would have helped you know the real truth behind the scene. But this thing should be taken care of in near future.
And one more thing i want to admit.. i am really happy to join such conversation.. it gonna help all of us to sort this kinda problem in near future.
With All Good Wishes
HEMA JOSHI
[/b]
I was goin thru wid the discussion of u all guyz... actually i have joined this networking few dayz before.. nd wot i think is "It is a matter of Grivience among the employees.. nd also politics in the premises which fo4ced him to resign frm his duties.
Being an HR you should have a session with him asking the reasons.. if it wud have salary or something then this would have been sorted out by the senior management. But as he is no more in your company so try to follow the company procedures. As he has signed the bond with you.. so either he should have worked here for three months notice period or three months salary in liew off... (as per the HR Rules) and it has nothing to be called as butler.. coz rules are meant for all.. and it should be followed with due respect... othrwise why people sign the bond with the company if thy dont want to follow them in future.
At last you should have an Exit Interview wid him, if you people had issued him Relieving letter of his..this would have helped you know the real truth behind the scene. But this thing should be taken care of in near future.
And one more thing i want to admit.. i am really happy to join such conversation.. it gonna help all of us to sort this kinda problem in near future.
With All Good Wishes
HEMA JOSHI
[/b]
Arunaa,
After reading your post ,It seems that your office is full of politics and the PL is the cause of that politics by not recomending the TL for a hike and you HR persons just becoming the audience on this issue and not tried to help that person to stay with your company and I am sure people are suffering like the TL one whom you relieved. Due to some obnoxious BOSSes like your PL. This type of PLs are really not born to become leaders.
Arunaa, I am sure this PL will be a disaster to your company one day. So please have a succession plan for the same PL.
Thank GOD you relieved that person and he will have some other good oppertunities somewhere else and at least can persue a career where there won't be any political BOSS like your PL.
But, As I know the HR should be career builder and should look to the genuine cause and save the right candidate.If you have a team of 10 people 100 people or 1000 people or lacs people you should contain the bad ones protect the good ones and periodically hire new ones and fire the bad ones.
Thanks
dev
From India, Gurgaon
After reading your post ,It seems that your office is full of politics and the PL is the cause of that politics by not recomending the TL for a hike and you HR persons just becoming the audience on this issue and not tried to help that person to stay with your company and I am sure people are suffering like the TL one whom you relieved. Due to some obnoxious BOSSes like your PL. This type of PLs are really not born to become leaders.
Arunaa, I am sure this PL will be a disaster to your company one day. So please have a succession plan for the same PL.
Thank GOD you relieved that person and he will have some other good oppertunities somewhere else and at least can persue a career where there won't be any political BOSS like your PL.
But, As I know the HR should be career builder and should look to the genuine cause and save the right candidate.If you have a team of 10 people 100 people or 1000 people or lacs people you should contain the bad ones protect the good ones and periodically hire new ones and fire the bad ones.
Thanks
dev
From India, Gurgaon
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