Dear Sir,
Thanks a lot. Yes, I have gone through the agreement and found that it was fully mutual by management with Workers Union. Now we can rule it as per new understanding between both the parties. Thanks once again for your kind help.
Regards.
From India, Delhi
1Thanks a lot. Yes, I have gone through the agreement and found that it was fully mutual by management with Workers Union. Now we can rule it as per new understanding between both the parties. Thanks once again for your kind help.
Regards.
From India, Delhi
Dear MG
I also work in a Central PSU. In our Industry there is a provision that if an employee is absent or avails Leave Without pay for a period not less than 26 days, his annual increment should be deferred by one month (wages being paid for working days only and not for Sundays). Though it is not religiously followed due to lack of reconciliation of LWP days.
From India, Jabalpur
I also work in a Central PSU. In our Industry there is a provision that if an employee is absent or avails Leave Without pay for a period not less than 26 days, his annual increment should be deferred by one month (wages being paid for working days only and not for Sundays). Though it is not religiously followed due to lack of reconciliation of LWP days.
From India, Jabalpur
ttendance has no concern with the annual increment. It is required for permanent status.@40 days includes all sundays,holidays,earned of previous year leave availed in current year,any interruption om account of sickness or an accident, strike which is not illegal, or lock-out due to cessation of work which is not due to any fault on the part of workman ( See section 25-B ID Act/Se.2-A of POG Act 1972.
RL Dhingra ,Advocate,
Labour law Consultant Delhi -09818309937 e-mail:rld_498@rediffmail.com
From India, Delhi
RL Dhingra ,Advocate,
Labour law Consultant Delhi -09818309937 e-mail:rld_498@rediffmail.com
From India, Delhi
No, the increment taken place as per the mutual understanding between management and workers union in our organisation. As there is no rule for deduction the increment against specified attendance so, again by mutually we can make out the rule whatever we fell best to reduce the increment and proper utilisation of increment provide to the real performers with all the aspect.
Thanks & regards.
From India, Delhi
Thanks & regards.
From India, Delhi
Hello,
Increments linked to attendence would generate unhappy employees instead increments should only be linked with performance and contribution to the organisation and actual achievement of targets be it any sector public or private only then it will lead to healthy competition and quality resource and a growing economy.
Regards,
Pooja
Meara Human Consulting
From India, Gurgaon
Increments linked to attendence would generate unhappy employees instead increments should only be linked with performance and contribution to the organisation and actual achievement of targets be it any sector public or private only then it will lead to healthy competition and quality resource and a growing economy.
Regards,
Pooja
Meara Human Consulting
From India, Gurgaon
I have a different view Habitual absenteeism acts like a slow poison eating into vitals of an organisation, affecting adversely smooth working, customer service productivity, production and finally profits.Therefore attendance deserves to be considered as one of the key factors in the decisions for granting increments during appraisals.It will curb the habit to some extent but most importantly motivates those who are regular in attending to their duties since their conduct has been recognized
B.Saikumar
.
From India, Mumbai
B.Saikumar
.
From India, Mumbai
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Employee attendance tracker1.xls
Employee Monthly Attendance.zip