Dear Friends, Hope these formats will be helpfull to few of u Note: - the changes are marked in Blue These formats are not industry specific, so it can be used every where Regards, Shilpi
From India, Delhi
4From India, Delhi
Good Work Shipi!!! Done a good job. However, cud u pl. clarify whether is it really required for an employee to retain a copy of the leave application with him also? Thanks & Regards Amersaleem
From India, Hyderabad
From India, Hyderabad
Dear ms.shilpi kakkar,
i have gone through the attachment of undertaking and found objectionable clause in it, that is terminate services without paying any dues. Please go through the legal concept of this undertaking.
With regard
shish uniyal
From India, New Delhi
i have gone through the attachment of undertaking and found objectionable clause in it, that is terminate services without paying any dues. Please go through the legal concept of this undertaking.
With regard
shish uniyal
From India, New Delhi
Dear Shilpi,
In every format you are focusing on employees dues,this is a very objectional practice,only these reason our Indian' HR facing critical problems.
You should take action as per law requirements ,what your standing orders says about the disciplinary actions? ....Being a HR person you should take all matters in a legal way.
I remember my past experience in Germany,i had conducted the audit of a retail firm and found one case that one employee left the organisation without notice period/or information to the organisation and even after the company transferred the whole salary to him by thinking that he may be in trouble or some urgency so could not inform us.
After six months ,the employee came to the company and return month salary to the organisation stating that i had not served notice period so i am liable to get it.
Liability and moral responsibility can change the world.
Best Regards
Sajid Ansari-Delhi
From India, Delhi
In every format you are focusing on employees dues,this is a very objectional practice,only these reason our Indian' HR facing critical problems.
You should take action as per law requirements ,what your standing orders says about the disciplinary actions? ....Being a HR person you should take all matters in a legal way.
I remember my past experience in Germany,i had conducted the audit of a retail firm and found one case that one employee left the organisation without notice period/or information to the organisation and even after the company transferred the whole salary to him by thinking that he may be in trouble or some urgency so could not inform us.
After six months ,the employee came to the company and return month salary to the organisation stating that i had not served notice period so i am liable to get it.
Liability and moral responsibility can change the world.
Best Regards
Sajid Ansari-Delhi
From India, Delhi
Dear Shilpi,
Thanks for the nice postings !!
Although the ' undertaking ' is organization friendly but we should be more careful about putting our organizational image at the very first point i.e.induction.
A very good example has been put by Sajid.
Keep up the spirit of sharing !!
Cheers !!!
Satyajeet
From India, Jaipur
Thanks for the nice postings !!
Although the ' undertaking ' is organization friendly but we should be more careful about putting our organizational image at the very first point i.e.induction.
A very good example has been put by Sajid.
Keep up the spirit of sharing !!
Cheers !!!
Satyajeet
From India, Jaipur
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