Dear All
I am an Asst. Manager HR working with an edible oil industry..............
This is a 40+ Yrs old organisation and with turnover of some thousand crores..................
My question is that how can we convienence the management that we should issue the appointment letter to each of the employee we hire............and issueing the appointment letter is good in favour of organisation.............and cost related to this, is an investement not an expanse................
As my management is in feeling that if they will issue these letters, they will be bound to do all legal obligations to the employees...............and that will increase a big expanse, which is of no use to them..............
So is there any law that a employee hired should get a appointment letter..........if yes where this law is mentioned...............and what all the points which can be of help..........to convience my management to issue appointment letter to the existing and new employees...........
Wait for your response.
Regards
Sujeet
From Nigeria, Lagos
27I am an Asst. Manager HR working with an edible oil industry..............
This is a 40+ Yrs old organisation and with turnover of some thousand crores..................
My question is that how can we convienence the management that we should issue the appointment letter to each of the employee we hire............and issueing the appointment letter is good in favour of organisation.............and cost related to this, is an investement not an expanse................
As my management is in feeling that if they will issue these letters, they will be bound to do all legal obligations to the employees...............and that will increase a big expanse, which is of no use to them..............
So is there any law that a employee hired should get a appointment letter..........if yes where this law is mentioned...............and what all the points which can be of help..........to convience my management to issue appointment letter to the existing and new employees...........
Wait for your response.
Regards
Sujeet
From Nigeria, Lagos
See basically Appointment Letter or Offer letter for an Person Covers teh Following things:
Designation Offered to the Person By candidate
Salary Annexure
Documents submitted by the Candidate
These are the documents signed by candidate as well the Chief of the Company, Two copies
Its a proof For your self the cnadidate has accepted the Pay offered
What else Proof u have other than this , signed by the management as well as Candidate
EACH AND EVERY COMPANY AHS ITS OWN FOMAT OF OFER LETTERS
REgards
IT RECRUITER
RADHIKA SRINIVASAN
From India, Bangalore
Designation Offered to the Person By candidate
Salary Annexure
Documents submitted by the Candidate
These are the documents signed by candidate as well the Chief of the Company, Two copies
Its a proof For your self the cnadidate has accepted the Pay offered
What else Proof u have other than this , signed by the management as well as Candidate
EACH AND EVERY COMPANY AHS ITS OWN FOMAT OF OFER LETTERS
REgards
IT RECRUITER
RADHIKA SRINIVASAN
From India, Bangalore
Dear Sujeet,
Try to convince your management by telling them that if we hire an employee for example on 10,000 but after joining he says that in interview it was decided 12,000 then we don't have any proof, either we'll sack him or give him a raise but this doesn't look professional at all, moreover same thing can be done in designation, but if we issue an appointment letter then we have a signed document with all the terms mentioned and nobody can deny that, so it will save us from lot of problem.
Regards,
Fahd Khan Sherani
From Pakistan, Karachi
Try to convince your management by telling them that if we hire an employee for example on 10,000 but after joining he says that in interview it was decided 12,000 then we don't have any proof, either we'll sack him or give him a raise but this doesn't look professional at all, moreover same thing can be done in designation, but if we issue an appointment letter then we have a signed document with all the terms mentioned and nobody can deny that, so it will save us from lot of problem.
Regards,
Fahd Khan Sherani
From Pakistan, Karachi
Dear Fahd
First of All Id - Mubarak........
Thanks for your valueable thoughts........
The issue is that the people who are working here they are with this organisation from last many years.............
and management have never issued any docs to them...........
and management feels very comfortable with this..........as they think they are not liable for any sort of complications.............
Now my MD has the visison for HR, he want things to be in system but to convienence other management people we need to relate the issue with law............so that we can convienence them that this is compulsory.............
So is there is any law.........or any regulation by which I can convienence my management.....
Regards
Sujeet
From Nigeria, Lagos
First of All Id - Mubarak........
Thanks for your valueable thoughts........
The issue is that the people who are working here they are with this organisation from last many years.............
and management have never issued any docs to them...........
and management feels very comfortable with this..........as they think they are not liable for any sort of complications.............
Now my MD has the visison for HR, he want things to be in system but to convienence other management people we need to relate the issue with law............so that we can convienence them that this is compulsory.............
So is there is any law.........or any regulation by which I can convienence my management.....
Regards
Sujeet
From Nigeria, Lagos
probably going with Law is not going to be really helpfull You can make them to understand the HR policies and Say that its Just For Database for future purpose
From India, Bangalore
From India, Bangalore
Sir, USAGE OF APPTT. LETTER & APPTT. ORDER
=================================
Lately; it is noticed that some members & officials use Appointment Letter instead of Appointment Order. I think; as this is an important document binding employee & employer and always reviewed by several Courts when the relationship strains; it can be worded as Apptt.Order & NOT Apptt.letter. By writing as Apptt.letter; the significance & value of such an Imp.document is reduced. Purchase Dept. say PURCHASE ORDER, MATERIALS ORDER, WORK ORDER etc., WHEREAS this Apptt. concern the life of an employee when it goes to Labour Court & other Courts; Hence, it is worth mentioning as APPTT. ORDER & NOT Apptt.Letter. Offer Letter can be OK like other normal letter. though; it also has significant value. As the Apptt. document is a binding contract; it can be termed as APPTT.ORDER. Senior Members Comments/ opinion is requested to adopt a Uniform word.
As we are in January, Adopting some of the below Systems, Rules will be helpful for your P&A works.
=============
1. LEAVE CARD/ RECORD (L.C) FORM:
=============================
Some Cos. still use Leave Appn.-(LA)Loose Forms to take Leave every time: As LA is loose, difficulty to Check, Account, Store, keep track; to make Monthly Salary besides Saving PAPER & Printing Cost/WASTE where hundreds of empl’s work.
On Checking 500 entries of Bio-metric Attendance in Big Cos., 20 LA was missing. As LA is loose, Seniors don’t get time to check each loose LA & so, Co.pay wages as Certified by Staff though empls. took leave. Hence,
You can PRINT & Use LEAVE CARD (LC)-RECORD & Stop LA:. LC is handy, Seniors can always Check, Find No.of times, days Leave taken; to Calculate Monthly CL, SL,PL/EL to make Salary. LC/RECORD is Statutory. It cannot be manipulated like Loose LA.
1 Card for 1 Employee for 1 year.
You can introduce LC in Jan.2017. After one year, keep old LC- in Per.File as Record to verify in future. Easy for P&A to work out Entitlment, Balance- Leave Management. It is cheap & easy to maintain. Empl. will know how often he is taking Leave & HOD can caution, Mis-use/approve on need basis. Custody-P&A. Each HOD to keep LC to facilitate his Empl.to take Leave. HR to call LC when Reqd., to update Leave Regr , Month-end, Decmbr. - Statutory.
================
2.HOLIDAY LIST-2017 – OPTIONAL HOLIDAYS:
================
For Continuous Working Cos.,(Mines, Plants) -for uninterrupted Works, 2 Optional Holidays can be given with National & Festival Holidays to ensure Min.MP to man Essential Services like Prodn., O&M, A/c.s, HR etc., as most empl’s don’t observe all Festivals at 1 time & so, when 1 set of empl’s take Holiday, other set can work & vise-versa. Thus, HODs can plan min.MP for Shift duty/ maintain Essential Services by adjusting MP to suit his needs & avoid OT or stop work due to Holidays (without increasing Declared Holidays-10-12).
================
3.PERSONAL INFN. CHANGES NOTICE -P.I.C.N.-FORM
. ============
Most HR/P&A Dept. have Per.Files on all empl’s.Still,
many empl’s current Infn. is missing when HOD wants it; i.e.
1. Present Address to send Notice to X,
2. Mobile No. would have changed to contact X
3. Nominees detls. to Notify accident etc.
4. Nominees detls. to send payment of deceased X
5. To know Marital / dependents detls,
6. To verify latest Addnl. Qlfcn. etc.,
As the above infn. have changed after giving Ist BIO-DATA -on joining, they can be collected by Dec.2016 using above Form to update MIS, MP dtls. For Per.File, PF, ESI & other Stat.Returns,ISO Recordsfor Promotion, S.I./A.I. in Jan.2017 etc.
====================
4. MAN POWER INDENT / REQUISITION –M.P.I./ R. Form :
===================================
Recruitment work starts when User Dept. sends MPI/R.F. to HRD/P&A. This Single Sheet Form has many Columns for HOD to Indent several posts- like Name/No.of Post tobe filled, J.D., Qlfcn, Exp.,Grade etc. (of the Person to be recruited). After Appl.by Competent Authority, send to HR Dept. HRD to compare MP Appl. with MP Planning & Succession Planning Statements to Check Internal Candidates+CL etc. If no suitable match, take MD’s appl. to recruit. Follow Recruitment Procedures. Notify to Employment Exchanges under CNVAct, Employees referrals, Data Base. If no candidate, Issue Paper/TV Ad./ Contact Recruiting Agents to Sponsor suitable Candidates.
=====================
5. ABSENT NOTIFICATION FORM - A.N.F.
=========
Absenteeism is becoming a serious problem in some Cos. HRM is blamed for laxity. It can be controlled by using above Form. HRM to take Action against erring employee or when a HOD sends A.N.F. to him. Proper Disc.Procedure tobe followed for AOS lest; Court may nullify it as void.
SAMPLE CIRCULAR + FORM for Adoption, are given below: (1 50 RP&F available).
==============================
6. WHY STANDING ORDERS (S.O.) -- I.D.Act. ???
==============
A Certified S.O. under Indus.Employment(S.O) Act; empowers the Co. to take Disc.Action against its Empl’s for violating T&C in S.O. BUT; the Co. cannot punish Empl’s for Acts not included in S.O - SUPREME COURT.
TERMINATION WITHOUT ENQUIRY/NATURAL JUSTICE etc. IS ILLEGAL & Court can re-instate such Empl’s.
Hence, Imp.Acts/Conducts involving Discipline of empl’s; MUST be included in “MIS-CONDUCT LIST” in S.O. & PROCEDURES of NATURAL JUSTICE MUST be OBSERVED to make Co’s. action LEGAL.
Do’s, Don’t’s, Duties of empl’s -100 Points,
Mis-conducts forwhich empl’s LIABLE FOR DISCI.ACTION-80 points, Co.Appn/BioData Form-40Points, Imp.t&c.in Appt.Order.-for Sk-20, Suprvsrs &above-35. (Pl.check t&c in ur Co.Appn., A.O, S.O.etc.)- Effect of Non- inclusion.
STEPS TO SET UP H.R. DEPT.
#4
Reg. Steps to Set up HR Dept., there is no one Solution/Answer fitting to several HR & A works/Functions at one time. One need to study/audit existing Systems, Procedures, Rules, Policies etc., to deal with HR works as one Dr.cannot cure all diseases & we have to go to Ortho, Optho, Gyno etc.,for dif.ailments. KINDLY GO THRU BELOW POINTS. I hope; it will be useful for ur works.
======================
After serving for 35 years (as PO, PM, AM, Advocate, HR Manager, Sr.HR Manager & AGM – HR&A) in HR,IR,LEGAL, & Admn., Depts. of Steel Plant, Power Plant, Chemical Plant, Electronics & Mining Companies (with 2000 employees + CL), I am providing Consultancy on all aspects of HUMAN RESOURCES MANAGEMENT from RECRUITMENT TO SEPERATION (in SOFT-COPY, for easy Adoption in New Cos.)
In my previous Mfg.Cos. , I had this opportunity. First; I studiedAudited existing:
1. Systems, Rules, Documents - maintained / followed in the Company – Viz.,
Attendance Registers, Leave Card /Records, Statutory Returns/Reports, Licenses-Factories Act, PF, ESI, Bonus, Gratuity etc., MP Statistical Reports, MIS, Personal Files etc.,
2. Compared with List of- Documents -TO BE Maintained as per Factories/S&CEstts Acts etc.,
Registers, Records, Reports, MIS, Documents, Statutory Returns/Reports, Licenses, MP Statistical, Reports, MIS, Files, Rules, Policies, Procedures, Processes, Systems, Formats etc., and
3. Recommended the List of GAP / inadequacies / Steps to Set up HR Dept., for Adoption / Implementation as under:-.
FOLLOW BELOW STEPS, RULES, SYSTEMS, PROCEDURES & FORMATS TO SET UP H.R. Dept.
================================================== ==============
Imp. FORMATS, Documents for H.R.&Admin. OPERATION PURPOSE:
==================================
As I was to take care of both HR & Adm.works,
Ist. Designed & Introduced Basic Formats for each Jobs like Advance to draw Cash for Co’s works, TA & Expenses Bill, Out-Pass, OOD & Visitors Pass, Gate Pass, Leave Card & Register, Indent for Vehicles, Food, Room, Ticket Booking etc., Collected and Maintained all Statutory Registers like Attendance, Wages, Leave, Adult Workers, Register of Extra Work Done (OT) & Co-Off Availed, Punching (Bio- metric- Face Reader) to regulate In & Out Time and Certify Attendance for Salary, Leave Card, Record, Deduction & Remittances of PF, ESI ,WC Policy, other Insurance Policies for Employees-Medi-claim, Machines & Equipments, Motor Vehicles etc., C.L. Regn, Regrs. Records etc., Implemented Bonus, Gratuity, Superannuation Scheme for Sr.Executives. etc.,
APPOINTMENT, OPENING OF PERSONAL FILES:
======================================
Made NEW Company Application / Bio-Data Form to collect full details of all employees already working and collected filled Forms from 200 employees. ISSUED INDUCTION KIT with New Appointment Order, Standing Orders & Leave Rules, I.D.Card, Emp.Code No., EPF & Gratuity Nomination Form, Bank A/c. Opening for all employees & Provided Uniform & PPE after Safety & Induction Training.
CHECK-LIST FORM for PERSONAL FILES
===============================
was Introduced and New Personal Files opened for each employee with Company Application/BioData, Interview/Selection Approval Sheet of Competent Authority for Apptt., Offer Letter, Induction Schedule on Joining, Apptt. Order-Ack.Copy, all Certificates Copies of DOB, Qualifications, Past Experience, Salary Slip, P.A.Form, Address Proof, Medical & Blood Group Reports, Photos, I.D.Card, Emp.Code No., EPF & Gratuity Nomination Form etc.,
FOR FRESH RECRUITMENT,
=======================
New Man Power Requisition/Indent Form, Candidates Details for Interview / Selection (Comparative List Form), Interview Assessment Form for Selection, CHECK-LIST FORM for INTERVIEW, CHECK-LIST FORM for APPOINTMENT & APPROVAL introduced.
REPORTS OF MAN POWER -MIS, HRIS
==========================
Master List, Addition & Separation, Man-Power Planning, Succession Planning, HRIS, MIS etc, CATEGORISING / GRADING & PAY-SCALE (Band) for all Levels of employees, Job Description, Security Checks, Safety & Health – OHC., as per ISO / Management’s requirement were Introduced and implemented
ABSENT NOTIFICATION FORM
==========================
to Monitor / Control Absence, Advisory Memo, Show Cause Notice, Enquiry, Publication on Company Notice Board, News Paper. If employee fails to respond, Terminate as per A.O.S. under Certified Standing Orders of the Company. P.A. Form to assess Trainees, Confirmation, Promotion, S.I., Annual Increment, Transfer, T&D, All Terminations, Retrenchment, VRS., Superannuation, Extension of Service, Resignation Procedures, Notice Period, Exit Interview, Clearance Certificate / No Due Certificate, Final Settlement, Service Certificate.
CONSTITUTING VARIOUS COMMITTEES;
=================================
Constituted Safety, Canteen, House-Keeping, House Allotment, Works and Grievance Redressal, Transport, Event Organising Committees etc. involving concerned HODs to create awareness, to ensure smooth functioning of all Dept.works, Harmonious Relations & to attend to Complaints of employees including Sexual & other types of Harassment & Discrimination.
TRAINING & DEVELOPMENTS WITH 50 SLIDES.
=========================================
F. CONDUCTED T&D Programs with 50 Slides on Discipline, Attitude, House-keeping, HEALTH TIPS on AYURVEDA, YOGA, PUNCHAKARMA for STRESS, BP, SUGAR Problems etc.,
===========
I hope; you will find the above useful . Will share more on hearing from U.
Thanking you & awaiting to hear from U.
With Kind Regards,
C.Neyim Khan,
HR Consultant & Advocate, Ex- AGM (HR&A),
HOSPET/ BANGALURU, Karnataka, S.India.
Mobile No. 9535470460 Email:
Email: , Qualification: BA,LLB, PGDPM, MBA-HR-Xaviers),
Ex-Member, NIPM, Calcutta, Ex- Trainee-Member, Indian Institute of Management, B;lore.
Languages Known:- Kannada, Tamil, Telugu, Malayalam + English & Hindi
HR Consultant. 17.1.17.
From India, Mumbai
=================================
Lately; it is noticed that some members & officials use Appointment Letter instead of Appointment Order. I think; as this is an important document binding employee & employer and always reviewed by several Courts when the relationship strains; it can be worded as Apptt.Order & NOT Apptt.letter. By writing as Apptt.letter; the significance & value of such an Imp.document is reduced. Purchase Dept. say PURCHASE ORDER, MATERIALS ORDER, WORK ORDER etc., WHEREAS this Apptt. concern the life of an employee when it goes to Labour Court & other Courts; Hence, it is worth mentioning as APPTT. ORDER & NOT Apptt.Letter. Offer Letter can be OK like other normal letter. though; it also has significant value. As the Apptt. document is a binding contract; it can be termed as APPTT.ORDER. Senior Members Comments/ opinion is requested to adopt a Uniform word.
As we are in January, Adopting some of the below Systems, Rules will be helpful for your P&A works.
=============
1. LEAVE CARD/ RECORD (L.C) FORM:
=============================
Some Cos. still use Leave Appn.-(LA)Loose Forms to take Leave every time: As LA is loose, difficulty to Check, Account, Store, keep track; to make Monthly Salary besides Saving PAPER & Printing Cost/WASTE where hundreds of empl’s work.
On Checking 500 entries of Bio-metric Attendance in Big Cos., 20 LA was missing. As LA is loose, Seniors don’t get time to check each loose LA & so, Co.pay wages as Certified by Staff though empls. took leave. Hence,
You can PRINT & Use LEAVE CARD (LC)-RECORD & Stop LA:. LC is handy, Seniors can always Check, Find No.of times, days Leave taken; to Calculate Monthly CL, SL,PL/EL to make Salary. LC/RECORD is Statutory. It cannot be manipulated like Loose LA.
1 Card for 1 Employee for 1 year.
You can introduce LC in Jan.2017. After one year, keep old LC- in Per.File as Record to verify in future. Easy for P&A to work out Entitlment, Balance- Leave Management. It is cheap & easy to maintain. Empl. will know how often he is taking Leave & HOD can caution, Mis-use/approve on need basis. Custody-P&A. Each HOD to keep LC to facilitate his Empl.to take Leave. HR to call LC when Reqd., to update Leave Regr , Month-end, Decmbr. - Statutory.
================
2.HOLIDAY LIST-2017 – OPTIONAL HOLIDAYS:
================
For Continuous Working Cos.,(Mines, Plants) -for uninterrupted Works, 2 Optional Holidays can be given with National & Festival Holidays to ensure Min.MP to man Essential Services like Prodn., O&M, A/c.s, HR etc., as most empl’s don’t observe all Festivals at 1 time & so, when 1 set of empl’s take Holiday, other set can work & vise-versa. Thus, HODs can plan min.MP for Shift duty/ maintain Essential Services by adjusting MP to suit his needs & avoid OT or stop work due to Holidays (without increasing Declared Holidays-10-12).
================
3.PERSONAL INFN. CHANGES NOTICE -P.I.C.N.-FORM
. ============
Most HR/P&A Dept. have Per.Files on all empl’s.Still,
many empl’s current Infn. is missing when HOD wants it; i.e.
1. Present Address to send Notice to X,
2. Mobile No. would have changed to contact X
3. Nominees detls. to Notify accident etc.
4. Nominees detls. to send payment of deceased X
5. To know Marital / dependents detls,
6. To verify latest Addnl. Qlfcn. etc.,
As the above infn. have changed after giving Ist BIO-DATA -on joining, they can be collected by Dec.2016 using above Form to update MIS, MP dtls. For Per.File, PF, ESI & other Stat.Returns,ISO Recordsfor Promotion, S.I./A.I. in Jan.2017 etc.
====================
4. MAN POWER INDENT / REQUISITION –M.P.I./ R. Form :
===================================
Recruitment work starts when User Dept. sends MPI/R.F. to HRD/P&A. This Single Sheet Form has many Columns for HOD to Indent several posts- like Name/No.of Post tobe filled, J.D., Qlfcn, Exp.,Grade etc. (of the Person to be recruited). After Appl.by Competent Authority, send to HR Dept. HRD to compare MP Appl. with MP Planning & Succession Planning Statements to Check Internal Candidates+CL etc. If no suitable match, take MD’s appl. to recruit. Follow Recruitment Procedures. Notify to Employment Exchanges under CNVAct, Employees referrals, Data Base. If no candidate, Issue Paper/TV Ad./ Contact Recruiting Agents to Sponsor suitable Candidates.
=====================
5. ABSENT NOTIFICATION FORM - A.N.F.
=========
Absenteeism is becoming a serious problem in some Cos. HRM is blamed for laxity. It can be controlled by using above Form. HRM to take Action against erring employee or when a HOD sends A.N.F. to him. Proper Disc.Procedure tobe followed for AOS lest; Court may nullify it as void.
SAMPLE CIRCULAR + FORM for Adoption, are given below: (1 50 RP&F available).
==============================
6. WHY STANDING ORDERS (S.O.) -- I.D.Act. ???
==============
A Certified S.O. under Indus.Employment(S.O) Act; empowers the Co. to take Disc.Action against its Empl’s for violating T&C in S.O. BUT; the Co. cannot punish Empl’s for Acts not included in S.O - SUPREME COURT.
TERMINATION WITHOUT ENQUIRY/NATURAL JUSTICE etc. IS ILLEGAL & Court can re-instate such Empl’s.
Hence, Imp.Acts/Conducts involving Discipline of empl’s; MUST be included in “MIS-CONDUCT LIST” in S.O. & PROCEDURES of NATURAL JUSTICE MUST be OBSERVED to make Co’s. action LEGAL.
Do’s, Don’t’s, Duties of empl’s -100 Points,
Mis-conducts forwhich empl’s LIABLE FOR DISCI.ACTION-80 points, Co.Appn/BioData Form-40Points, Imp.t&c.in Appt.Order.-for Sk-20, Suprvsrs &above-35. (Pl.check t&c in ur Co.Appn., A.O, S.O.etc.)- Effect of Non- inclusion.
STEPS TO SET UP H.R. DEPT.
#4
Reg. Steps to Set up HR Dept., there is no one Solution/Answer fitting to several HR & A works/Functions at one time. One need to study/audit existing Systems, Procedures, Rules, Policies etc., to deal with HR works as one Dr.cannot cure all diseases & we have to go to Ortho, Optho, Gyno etc.,for dif.ailments. KINDLY GO THRU BELOW POINTS. I hope; it will be useful for ur works.
======================
After serving for 35 years (as PO, PM, AM, Advocate, HR Manager, Sr.HR Manager & AGM – HR&A) in HR,IR,LEGAL, & Admn., Depts. of Steel Plant, Power Plant, Chemical Plant, Electronics & Mining Companies (with 2000 employees + CL), I am providing Consultancy on all aspects of HUMAN RESOURCES MANAGEMENT from RECRUITMENT TO SEPERATION (in SOFT-COPY, for easy Adoption in New Cos.)
In my previous Mfg.Cos. , I had this opportunity. First; I studiedAudited existing:
1. Systems, Rules, Documents - maintained / followed in the Company – Viz.,
Attendance Registers, Leave Card /Records, Statutory Returns/Reports, Licenses-Factories Act, PF, ESI, Bonus, Gratuity etc., MP Statistical Reports, MIS, Personal Files etc.,
2. Compared with List of- Documents -TO BE Maintained as per Factories/S&CEstts Acts etc.,
Registers, Records, Reports, MIS, Documents, Statutory Returns/Reports, Licenses, MP Statistical, Reports, MIS, Files, Rules, Policies, Procedures, Processes, Systems, Formats etc., and
3. Recommended the List of GAP / inadequacies / Steps to Set up HR Dept., for Adoption / Implementation as under:-.
FOLLOW BELOW STEPS, RULES, SYSTEMS, PROCEDURES & FORMATS TO SET UP H.R. Dept.
================================================== ==============
Imp. FORMATS, Documents for H.R.&Admin. OPERATION PURPOSE:
==================================
As I was to take care of both HR & Adm.works,
Ist. Designed & Introduced Basic Formats for each Jobs like Advance to draw Cash for Co’s works, TA & Expenses Bill, Out-Pass, OOD & Visitors Pass, Gate Pass, Leave Card & Register, Indent for Vehicles, Food, Room, Ticket Booking etc., Collected and Maintained all Statutory Registers like Attendance, Wages, Leave, Adult Workers, Register of Extra Work Done (OT) & Co-Off Availed, Punching (Bio- metric- Face Reader) to regulate In & Out Time and Certify Attendance for Salary, Leave Card, Record, Deduction & Remittances of PF, ESI ,WC Policy, other Insurance Policies for Employees-Medi-claim, Machines & Equipments, Motor Vehicles etc., C.L. Regn, Regrs. Records etc., Implemented Bonus, Gratuity, Superannuation Scheme for Sr.Executives. etc.,
APPOINTMENT, OPENING OF PERSONAL FILES:
======================================
Made NEW Company Application / Bio-Data Form to collect full details of all employees already working and collected filled Forms from 200 employees. ISSUED INDUCTION KIT with New Appointment Order, Standing Orders & Leave Rules, I.D.Card, Emp.Code No., EPF & Gratuity Nomination Form, Bank A/c. Opening for all employees & Provided Uniform & PPE after Safety & Induction Training.
CHECK-LIST FORM for PERSONAL FILES
===============================
was Introduced and New Personal Files opened for each employee with Company Application/BioData, Interview/Selection Approval Sheet of Competent Authority for Apptt., Offer Letter, Induction Schedule on Joining, Apptt. Order-Ack.Copy, all Certificates Copies of DOB, Qualifications, Past Experience, Salary Slip, P.A.Form, Address Proof, Medical & Blood Group Reports, Photos, I.D.Card, Emp.Code No., EPF & Gratuity Nomination Form etc.,
FOR FRESH RECRUITMENT,
=======================
New Man Power Requisition/Indent Form, Candidates Details for Interview / Selection (Comparative List Form), Interview Assessment Form for Selection, CHECK-LIST FORM for INTERVIEW, CHECK-LIST FORM for APPOINTMENT & APPROVAL introduced.
REPORTS OF MAN POWER -MIS, HRIS
==========================
Master List, Addition & Separation, Man-Power Planning, Succession Planning, HRIS, MIS etc, CATEGORISING / GRADING & PAY-SCALE (Band) for all Levels of employees, Job Description, Security Checks, Safety & Health – OHC., as per ISO / Management’s requirement were Introduced and implemented
ABSENT NOTIFICATION FORM
==========================
to Monitor / Control Absence, Advisory Memo, Show Cause Notice, Enquiry, Publication on Company Notice Board, News Paper. If employee fails to respond, Terminate as per A.O.S. under Certified Standing Orders of the Company. P.A. Form to assess Trainees, Confirmation, Promotion, S.I., Annual Increment, Transfer, T&D, All Terminations, Retrenchment, VRS., Superannuation, Extension of Service, Resignation Procedures, Notice Period, Exit Interview, Clearance Certificate / No Due Certificate, Final Settlement, Service Certificate.
CONSTITUTING VARIOUS COMMITTEES;
=================================
Constituted Safety, Canteen, House-Keeping, House Allotment, Works and Grievance Redressal, Transport, Event Organising Committees etc. involving concerned HODs to create awareness, to ensure smooth functioning of all Dept.works, Harmonious Relations & to attend to Complaints of employees including Sexual & other types of Harassment & Discrimination.
TRAINING & DEVELOPMENTS WITH 50 SLIDES.
=========================================
F. CONDUCTED T&D Programs with 50 Slides on Discipline, Attitude, House-keeping, HEALTH TIPS on AYURVEDA, YOGA, PUNCHAKARMA for STRESS, BP, SUGAR Problems etc.,
===========
I hope; you will find the above useful . Will share more on hearing from U.
Thanking you & awaiting to hear from U.
With Kind Regards,
C.Neyim Khan,
HR Consultant & Advocate, Ex- AGM (HR&A),
HOSPET/ BANGALURU, Karnataka, S.India.
Mobile No. 9535470460 Email:
Email: , Qualification: BA,LLB, PGDPM, MBA-HR-Xaviers),
Ex-Member, NIPM, Calcutta, Ex- Trainee-Member, Indian Institute of Management, B;lore.
Languages Known:- Kannada, Tamil, Telugu, Malayalam + English & Hindi
From India, Mumbai
There is no provision in the above labour law that requires an employer to provide a written statement of particulars to a newly hired employee. However a written appointment letter or employment contract is signed between the employer and the worker as a matter of practice.
If people doent have receipt of appointment order, then on what basis they are working there. Be firm and insist the management to issue appointment order to every employee.
Also convince them that its a illegal practice.every rupee coming in and out of company will be recorded somewhere, so it is better to maintain all records.
From India, Hyderabad
If people doent have receipt of appointment order, then on what basis they are working there. Be firm and insist the management to issue appointment order to every employee.
Also convince them that its a illegal practice.every rupee coming in and out of company will be recorded somewhere, so it is better to maintain all records.
From India, Hyderabad
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Appointment letter-format.d oc