Issue Appointment Letter After Three Months Of Joining?

Dear Sir/Mam,
Greetings of the day!!
I am working in Pvt. Ltd Company, where we issue offer letter on time. But issue Appointment letter after three months of joining or may be later.
I thought its not a right process. We should release appointment letter after completion of all the documentation from employee side.
Need your proper advice on the same , and suggest the right time to issue an appointment letter.
regards
HR

Hi,
Good companies do what you have thought exactly you wanted to do. Pls. keep it up!!!
Best regds,
RDS Yadav

Dear Menaka,
Your organisation needs to follow the correct procedure once the employee joins your company. Issue of Appointment Letter after three months is gross neglect of either Shops & Establishment Act or Factory Act.
Employers have vested in issue of delayed appointment letter. Generally in such companies newly joined employees are shown casual workers. This helps them to evade PF contributions. In case, if the employee is found is suitable and amenable to the company's culture, he is issued the Appointment letter.
Anyway, I recommend not to handle this matter on your own. Tell employees to put forth the requirement of issue of appointment letter within a fortnight since they join. Let them project their disgruntlement directly. I say so because your employer should not hold you responsible for instigating the employees!
Thanks,
Dinesh Divekar

I would differ a little here. Hopping Jobs have become very regular these days. It is very often seen that employees bargain with their Present Employer on Salary with an appointment letter from a Future Employer. This is cot a good practice and "Employer Community", both the Present and the loose in this bargain. One sure would agree that interview process has got a cost attached to it and an employer looses money if a candidate absconds after few days from DOJ. This ill process has to stop and thus delayed issuance of Letter of Appointment is adopted.
Again, a HR runs the risk of loosing his/her job being provocative and vocal on this issue. Also, chances of victimized employee taking action on "Legal Disobedience" of the Employer too seems remote. HR, thus, can make the Management aware of the Legalities attached, not directly but otherwise.
Regards,

I have different opinion on this if your organization has setup a probation period for the new joining than you can wait till that time and than issue an appointment letter