special and aproval note can be used with very good english and grammar and depicting the situation in a very good manner, u can overrule the company policy, rules as special case. :P :P :P :P :P :P :P :P :P :P
Eg. I am leaving company, and not giving notice period of 3 months, my boss wants to help me so he will put up a special note that im releived within 3 months easily.
From India, Pune
54Eg. I am leaving company, and not giving notice period of 3 months, my boss wants to help me so he will put up a special note that im releived within 3 months easily.
From India, Pune
Sravan,
dont know y ur msg is really strict. as a HR person i wanna be friendly and convey the msg through pre mentioned hierarchy. plz dont let the employee treat HR as Butcher.
relax and be kool while dealing such sensitive matters, thats wer the real HR gonna win....
cheers,
Bharat
From India, Hyderabad
dont know y ur msg is really strict. as a HR person i wanna be friendly and convey the msg through pre mentioned hierarchy. plz dont let the employee treat HR as Butcher.
relax and be kool while dealing such sensitive matters, thats wer the real HR gonna win....
cheers,
Bharat
From India, Hyderabad
Hie All,
It was nice reading through all such discussion. This case, i think, is one of the most common root cause of higher attrition in organisations. None feels satisfied with his/her salary anywhere in the hierarchy. We have to understand MAN is greedy being, as long as his company satisfies his greed, he'll stay else he'll leave. then, all such bonds, agreements, threatening orders and papers cant do anything.
My suggestion to this issue would be to choose either of the 2 options -
- Dont ask the employees to sign a 2 year bond + 3months notice period with you, coz if someone decides to leave, he will leave you without serving any notice pd. and you might have to put "special notes/approvals" each time(or most of the time).
- If you HAVE to put such 'bond' condition in ur employment order, revise it and you can do it like 1 year bond +1 month of notice (wch is humane, rational, justified and industry standard). you can also explain to the emplyees during their interview, that if they break the policy they might have to loose on some monetory benefit (like : leave encashment/ LTA/ any other allowance). You can put a clause that the employees can claim such benefits only after the completion of the bond cycle. Or they can get additional perks/benefits on the successful completion of their Bond Period.
All above is just an opinion, hope to be taken in a healthy way.
Regards,
Parul
From India, Delhi
It was nice reading through all such discussion. This case, i think, is one of the most common root cause of higher attrition in organisations. None feels satisfied with his/her salary anywhere in the hierarchy. We have to understand MAN is greedy being, as long as his company satisfies his greed, he'll stay else he'll leave. then, all such bonds, agreements, threatening orders and papers cant do anything.
My suggestion to this issue would be to choose either of the 2 options -
- Dont ask the employees to sign a 2 year bond + 3months notice period with you, coz if someone decides to leave, he will leave you without serving any notice pd. and you might have to put "special notes/approvals" each time(or most of the time).
- If you HAVE to put such 'bond' condition in ur employment order, revise it and you can do it like 1 year bond +1 month of notice (wch is humane, rational, justified and industry standard). you can also explain to the emplyees during their interview, that if they break the policy they might have to loose on some monetory benefit (like : leave encashment/ LTA/ any other allowance). You can put a clause that the employees can claim such benefits only after the completion of the bond cycle. Or they can get additional perks/benefits on the successful completion of their Bond Period.
All above is just an opinion, hope to be taken in a healthy way.
Regards,
Parul
From India, Delhi
the real situation is this that these types of bonds are void. no matter what the condition are, if suppose u stop that person , but what we can get from him , there is a lot of unrest in him , he try to create such a atmosphere that may effect other productivity also, so pls try to tackle sucha asituation , what i beleive that " agar banda na chahe to us se uska baap bhi kaam nahi karva sakta"
From India, Delhi
From India, Delhi
sorry late response, i only have to say,
1. Relieving Letters can be given only if HR wants else not.
2. Recovery of bond can be done only if HR wants
3. Managers are only suppose to suggest not to decide or alter HR policies.
HR has to take decision on such areas. Take a stand!
From India, Bangalore
1. Relieving Letters can be given only if HR wants else not.
2. Recovery of bond can be done only if HR wants
3. Managers are only suppose to suggest not to decide or alter HR policies.
HR has to take decision on such areas. Take a stand!
From India, Bangalore
1. Relieving Letters can be given only if HR wants else not.
This is not fair and results in harassment of employees. They are not your slaves.
2. Recovery of bond can be done only if HR wants
3. Managers are only suppose to suggest not to decide or alter HR policies.
Managers only suggest HR, and the best is Managers know about employee than the HR, and care for the employees future more than the HR does. HR does not have full information and takes decisions based on his thinking which results in loss of employee both in money and career. HR is to develop and not to make loss to employees.
From India, Pune
This is not fair and results in harassment of employees. They are not your slaves.
2. Recovery of bond can be done only if HR wants
3. Managers are only suppose to suggest not to decide or alter HR policies.
Managers only suggest HR, and the best is Managers know about employee than the HR, and care for the employees future more than the HR does. HR does not have full information and takes decisions based on his thinking which results in loss of employee both in money and career. HR is to develop and not to make loss to employees.
From India, Pune
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