read the attached notifications for your reference - https://www.citehr.com/618638-some-i...ns-during.html
From India, Hyderabad
13From India, Hyderabad
Dear All,
As all the companies across are facing similar situation, due to COVID 19, can we have/frame an HR policy which is fair in all means both for employers as well as employees.
Employees who can work from home (IT, sales,etc) - Their profile allows them this option. Their team head can decide a way to seek daily report to access work. - They can be eligible for full salary.
Employees who cannot work from home (production, back-office staff) - As their profile doesn't permit wfh and they are forced to sit at home.
Still as per Govt's directive, companies should pay full salary till lock down period (if their financial status allows). They can be instructed for some knowledge enhancement activities related to their field during that period.
Now the real challenge comes, when the lock down is over and institutes/companies are functional.
Policies to be framed, salary part to be decided if any employee is infected in future, more so considering the fact that all employees cannot have the option for wfm.
Here, I would like to have the expert's opinion on how to frame leave policy for future. Already company is having certain leave policy, should we allow more leaves in case of positive cases, if so how many days.
Kindly advise.
Thanks & regards,
SV, Navi Mumbai
From India, Delhi
As all the companies across are facing similar situation, due to COVID 19, can we have/frame an HR policy which is fair in all means both for employers as well as employees.
Employees who can work from home (IT, sales,etc) - Their profile allows them this option. Their team head can decide a way to seek daily report to access work. - They can be eligible for full salary.
Employees who cannot work from home (production, back-office staff) - As their profile doesn't permit wfh and they are forced to sit at home.
Still as per Govt's directive, companies should pay full salary till lock down period (if their financial status allows). They can be instructed for some knowledge enhancement activities related to their field during that period.
Now the real challenge comes, when the lock down is over and institutes/companies are functional.
Policies to be framed, salary part to be decided if any employee is infected in future, more so considering the fact that all employees cannot have the option for wfm.
Here, I would like to have the expert's opinion on how to frame leave policy for future. Already company is having certain leave policy, should we allow more leaves in case of positive cases, if so how many days.
Kindly advise.
Thanks & regards,
SV, Navi Mumbai
From India, Delhi
Dear All,
The contract between the employer and the employees is frustrated because of the corona virus, hence it is not the false of any party. However, if the management wants to given leave without pay, I think both parties should sit down and negotiate a settlement on payment. If there are unions in the place of employment, then they must be engaged. It is also not right for employees to demand full pay as No work, No pay rule will apply. If agreeable, the employees can settle for 30% or 50%. Both parties should agree on a reasonable sum during the leave period.
From Malaysia, Ipoh
The contract between the employer and the employees is frustrated because of the corona virus, hence it is not the false of any party. However, if the management wants to given leave without pay, I think both parties should sit down and negotiate a settlement on payment. If there are unions in the place of employment, then they must be engaged. It is also not right for employees to demand full pay as No work, No pay rule will apply. If agreeable, the employees can settle for 30% or 50%. Both parties should agree on a reasonable sum during the leave period.
From Malaysia, Ipoh
Dear All concerned.
To dissolve following issue either follow ur own Company Policy or if policy is not available than you are advised to design a suitable policy with the concept of General Will.
Post to get approval u may implement the same .
Regards
Soniya Bhardwaj
HR Manager
From India, undefined
To dissolve following issue either follow ur own Company Policy or if policy is not available than you are advised to design a suitable policy with the concept of General Will.
Post to get approval u may implement the same .
Regards
Soniya Bhardwaj
HR Manager
From India, undefined
The termination of employees from the job or reduction in wages in this scenario would further deepen the crises and will not only weaken the financial condition of the employee but also hamper their morale to combat their fight with this epidemic,read here for the full details -https://rplg.co/186ae0a0
From India, Bengaluru
From India, Bengaluru
Hi, I think you guys should definitely read this article to clear all your doubts regarding this. This article helped me a lot to understand the things amid covid19. I hope it will be helpful for you too.
https://bit.ly/2zEHt8c
From India, Boisar
https://bit.ly/2zEHt8c
From India, Boisar
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.
How To Handle A Personal Crisis At Work.ppt
LLR CLARIFICATION ON NO WORK NO PAY IN CORONA-19 CURFEW - HINDI VERSION.pdf
WORK PLACE STANDARDS - Blank.doc