hi rajni this is shimit here....
i wanted 2 ask u tht wat klind of company u r working?..
the policy making and deduction which u r talking about are for employee's benifit and if employees agree on that there is no question of legall and illegal...u can make an announcement in front of ur employees about ur policy that u r making...and then if they agree then u can hav a written document in which all the aspects should be written and in which ur company's HR head and the employee should do his signature....
now, the question arises about on what method the policy should be made....
...wat i'll suggest that u should think practically while making ur policy...u should decide a salary slab and there a perticuler percentage should be decided..cz u knw the cutting of salary should not pressurise the employee...
we can take an example that if an employee is earning between 10000-15000 per month then 5% should be cut...
m just giving u an example..u can decide ur own....
wat i'll suggest that put urself into the shoes of employee and then work it out...give a clear picture to the employee make them understand wat u r doing and its for there benifit only....they r ur employees and trust them they will take it postively and if they take it positively....there r no chances of illegal issue....and plzzz mantain a written document ...for the worst case....
dnt wrry...chill relax and then start this project...ok
byeee
regards,
SHIMIT
From India, Banga
7i wanted 2 ask u tht wat klind of company u r working?..
the policy making and deduction which u r talking about are for employee's benifit and if employees agree on that there is no question of legall and illegal...u can make an announcement in front of ur employees about ur policy that u r making...and then if they agree then u can hav a written document in which all the aspects should be written and in which ur company's HR head and the employee should do his signature....
now, the question arises about on what method the policy should be made....
...wat i'll suggest that u should think practically while making ur policy...u should decide a salary slab and there a perticuler percentage should be decided..cz u knw the cutting of salary should not pressurise the employee...
we can take an example that if an employee is earning between 10000-15000 per month then 5% should be cut...
m just giving u an example..u can decide ur own....
wat i'll suggest that put urself into the shoes of employee and then work it out...give a clear picture to the employee make them understand wat u r doing and its for there benifit only....they r ur employees and trust them they will take it postively and if they take it positively....there r no chances of illegal issue....and plzzz mantain a written document ...for the worst case....
dnt wrry...chill relax and then start this project...ok
byeee
regards,
SHIMIT
From India, Banga
Hi,
I understand this measure is taken because the company has had bad experiences of employees deserting the compnay without proper notice.
in my opinion, it is better that this salary cut that you are thinking of is levied on only for the first year of service or some such limited period. You can brand it as a forced saving for the future or something like that..
If the company has decided to cut salary throughout the years of employment, you should make sure that the money that has been deducted from the salary yields a good rate of interest. otherwise it is totally unfair to do cuts throughout the service of a person.
imagine an employee working for the company 10 years and part of his salary is left with the company, with each passing day, the money loses value because of inflation. and if he has worked 10 years, he would have collected a good amount, he might resign, just to get that money!
before making policies on such issues, make sure where the company gains and the possible losses
From India, Madras
I understand this measure is taken because the company has had bad experiences of employees deserting the compnay without proper notice.
in my opinion, it is better that this salary cut that you are thinking of is levied on only for the first year of service or some such limited period. You can brand it as a forced saving for the future or something like that..
If the company has decided to cut salary throughout the years of employment, you should make sure that the money that has been deducted from the salary yields a good rate of interest. otherwise it is totally unfair to do cuts throughout the service of a person.
imagine an employee working for the company 10 years and part of his salary is left with the company, with each passing day, the money loses value because of inflation. and if he has worked 10 years, he would have collected a good amount, he might resign, just to get that money!
before making policies on such issues, make sure where the company gains and the possible losses
From India, Madras
ok gr8 rajni u hav already started....
but seriously remember my words that first put urself into the shoes of the employees and then make a policy otherwise it will effect ur company...ver badly....i repeat very badly....ok...
tak cre...if u require ny help then u can message me....
tak cre
byeeeeeee
From India, Banga
but seriously remember my words that first put urself into the shoes of the employees and then make a policy otherwise it will effect ur company...ver badly....i repeat very badly....ok...
tak cre...if u require ny help then u can message me....
tak cre
byeeeeeee
From India, Banga
Hey dont do that, it is truly illegal, No employer has rights to keep/deduct the amount from employee salary. If he/she goes to the customer court then you will in trouble. With Regards Balaji K S
From India, Delhi
From India, Delhi
Don't worry, I m not gonna deduct the amount from the salary of existing employees, I would start the policy with new employees and appraised employees (bcz their compensation structure and terms can be changed after appraisal.
Rajni
From India, Delhi
Rajni
From India, Delhi
Labor law and Wages Act does not support your idea.
To me --- It seems, an illigeal practice.
If your employees are leaving without serving proper notice period why don't you get your notice period changed to 1 month. Make it issue and then raise it into the management meeting (If you are not in management, I am sorry your intention of policy change is not valid).
You must try some other good practices for employee retention and transparency also you may include into the company's policy.
Do some serious employee engagement programs, hire good soft skill trainers from diverse backgrounds for real value addition, offer good insurance policies (individual / family cover) life and/or medical, Make your employee understand your company's policies for their benefit, Keep your doors open for ex-employee (no matter they served the notice period or not) so that they can be the role model before others not to leave (If you are opting this option, it must be propagated well to all). Find out the internal reasons (especially team managing practices) at every level and ensure time to time training capacity building takes place.
I hope you will take it in a constructive way and materialize your option of above said "some more benefit/amount" for the employee.
From India, Delhi
To me --- It seems, an illigeal practice.
If your employees are leaving without serving proper notice period why don't you get your notice period changed to 1 month. Make it issue and then raise it into the management meeting (If you are not in management, I am sorry your intention of policy change is not valid).
You must try some other good practices for employee retention and transparency also you may include into the company's policy.
Do some serious employee engagement programs, hire good soft skill trainers from diverse backgrounds for real value addition, offer good insurance policies (individual / family cover) life and/or medical, Make your employee understand your company's policies for their benefit, Keep your doors open for ex-employee (no matter they served the notice period or not) so that they can be the role model before others not to leave (If you are opting this option, it must be propagated well to all). Find out the internal reasons (especially team managing practices) at every level and ensure time to time training capacity building takes place.
I hope you will take it in a constructive way and materialize your option of above said "some more benefit/amount" for the employee.
From India, Delhi
This is illegal you cannot force upon any employee to do so. ID act doesnot allows to deduct any salary without proper intimation nd MOU with any employee.
These are unfair labour practices don't go for such acts.
Create such an atmosphere wheir any employee will feel to work in the organisation.
As an HR we should have innovative ideas to retain an employee. We should try to do such acts where the defination of HR fails.
If we do such acts the repo nowdays of HR is changing from Human Resource Development.
Dear Seniors How you feel
Regards
Abhijeet
From India, Ahmadabad
These are unfair labour practices don't go for such acts.
Create such an atmosphere wheir any employee will feel to work in the organisation.
As an HR we should have innovative ideas to retain an employee. We should try to do such acts where the defination of HR fails.
If we do such acts the repo nowdays of HR is changing from Human Resource Development.
Dear Seniors How you feel
Regards
Abhijeet
From India, Ahmadabad
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