Dear all,
Some employees are demanding permanent letter for the sake of job security in my Org. Actually now I started new method that after completion of probation period we are issuing confirmation letter to the employees. This is new system. So previous employees are asking about this kind of letter. So plz tell me what should I do in this matter?
Second thing, we are going to make permanent to no. of employees. In that case there is necessity to give the permanent letter to them? What is current practice in other companies?
Plz reply
Thanks & regards,
Sanika
From India, Mumbai
1Some employees are demanding permanent letter for the sake of job security in my Org. Actually now I started new method that after completion of probation period we are issuing confirmation letter to the employees. This is new system. So previous employees are asking about this kind of letter. So plz tell me what should I do in this matter?
Second thing, we are going to make permanent to no. of employees. In that case there is necessity to give the permanent letter to them? What is current practice in other companies?
Plz reply
Thanks & regards,
Sanika
From India, Mumbai
Hello,
You are lucky. You are being offered an opportunity by the older employees to regularize their "terms and conditions of employment."
Whether in past appointment letters were issued or not, are the terms and conditions of employment identical for the given class of employees? If yes, the problem is an opportunity!
Now that the new employees are being issued with appointment letters-on probation and are also issued a confirmation letter in due time you can use the same letters, just say instead of "your date of joining will be......", "you have been in employment of this organization since.........(herein put their actual date of joining)".
But issues like age (DoB), Notice period, Transferrability of employment from one department to another, one location to another etc. Age of Retirement etc. need to be thought about and identity of terms and conditions be ideally achieved. I know that you cannot clean past inadequacies in one step, but take steps to identify what matters could give birth to new grievance like, salary grades, increment levels, designations in addition to above points etc. BEFORE starting actions to regularise the contracts of employment of old employees! If you need help, make position paper on all the matters that could give rise to grievances and consult your superiors, advisors or send these to me along with an explanatory note and I might able to help!!
For stability of relationship between employers-employees, standardization of terms and conditions of employment and equitable treatment and uniformity of approach always help. You are at a stage to achieve all these but take precautions, seek competent advice and ensure that an opportunity does not become a problem!
Regards
samvedan
August 11, 2011
------------------
From India, Pune
You are lucky. You are being offered an opportunity by the older employees to regularize their "terms and conditions of employment."
Whether in past appointment letters were issued or not, are the terms and conditions of employment identical for the given class of employees? If yes, the problem is an opportunity!
Now that the new employees are being issued with appointment letters-on probation and are also issued a confirmation letter in due time you can use the same letters, just say instead of "your date of joining will be......", "you have been in employment of this organization since.........(herein put their actual date of joining)".
But issues like age (DoB), Notice period, Transferrability of employment from one department to another, one location to another etc. Age of Retirement etc. need to be thought about and identity of terms and conditions be ideally achieved. I know that you cannot clean past inadequacies in one step, but take steps to identify what matters could give birth to new grievance like, salary grades, increment levels, designations in addition to above points etc. BEFORE starting actions to regularise the contracts of employment of old employees! If you need help, make position paper on all the matters that could give rise to grievances and consult your superiors, advisors or send these to me along with an explanatory note and I might able to help!!
For stability of relationship between employers-employees, standardization of terms and conditions of employment and equitable treatment and uniformity of approach always help. You are at a stage to achieve all these but take precautions, seek competent advice and ensure that an opportunity does not become a problem!
Regards
samvedan
August 11, 2011
------------------
From India, Pune
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