first of you sent to first primary showcase notice and hearing to him/her and give to chanch for answer of notice than you will be made departmental inquiry if employees give reason that he will be exploited by you or feel stress than you can not do anything against them.
From India, Rajkot
From India, Rajkot
Hello Deepak_6,
Your initial postings gave the impression that there were MANY employees who are leaving without fulfilling the Notice Period norm.
This looks more like an HR issue than a general trend.
Coming to the specific issue about your Accountant, has he been taken into confidence about the transfer--or was it a sort of 'you MUST go' Order situation?
Did the Appointment Letter contain clauses about being transferable & if Yes, on what conditions [some Companies have additional allowances when an employee is transferred from the home-base, since Location is usually the First criterion why an individual joins any Company].
Like Nathrao pointed-out, legal remedy ought to be the LAST measure--and that too when what's at stake is very critical. This is NOT to justify the situation, but is driven more by the practicalities of the legal processes.
W.r.t. your line "how can we stop such cases from the legal point of view means what should be clauses or other things which can be treated as valid before the court", pl note that incorporating suitable clauses to handle the legal aspects is JUST AN ADDITIONAL measure from the HR perspective--to handle Worst-case-Scenarios.
But what ought to COME BEFORE is the human-to-human contact & smooth interaction with the employees--irrespective of whether they are in single digits OR in thousands. If this aspect is not covered by your HR, then how-so-ever ironclad your Agreements are, you are bound to fall into such situations.
Suggest use this situation/case to improve your HR practices & policies.
All the Best.
Rgds,
TS
From India, Hyderabad
1637Your initial postings gave the impression that there were MANY employees who are leaving without fulfilling the Notice Period norm.
This looks more like an HR issue than a general trend.
Coming to the specific issue about your Accountant, has he been taken into confidence about the transfer--or was it a sort of 'you MUST go' Order situation?
Did the Appointment Letter contain clauses about being transferable & if Yes, on what conditions [some Companies have additional allowances when an employee is transferred from the home-base, since Location is usually the First criterion why an individual joins any Company].
Like Nathrao pointed-out, legal remedy ought to be the LAST measure--and that too when what's at stake is very critical. This is NOT to justify the situation, but is driven more by the practicalities of the legal processes.
W.r.t. your line "how can we stop such cases from the legal point of view means what should be clauses or other things which can be treated as valid before the court", pl note that incorporating suitable clauses to handle the legal aspects is JUST AN ADDITIONAL measure from the HR perspective--to handle Worst-case-Scenarios.
But what ought to COME BEFORE is the human-to-human contact & smooth interaction with the employees--irrespective of whether they are in single digits OR in thousands. If this aspect is not covered by your HR, then how-so-ever ironclad your Agreements are, you are bound to fall into such situations.
Suggest use this situation/case to improve your HR practices & policies.
All the Best.
Rgds,
TS
From India, Hyderabad
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