The Employment

Employment is the agreement which is performed between employer and employee which determines the task, the job role, the way of service and the contribution the employer must provide to the organization. Based on the job role and various other aspects a certain amount of remuneration and facilities is decided by employee which is provided in exchange of his service. The agreement is done by an official contract which is known as offer letter. The legal value of employment is that the official contract signed between the two parties named and employer and employee cannot be breached without either’s consent. Breaching of the contract can lead any of the party to legal litigation.

a. Nature of Employment

Employment with Organization Name is voluntarily entered into and is “at-will,” which means that the employee is free to resign at will at any time, with or without cause. Similarly, Organization Name may terminate the employment relationship at any time, with or without notice or cause, so long as there is no violation of applicable federal or state law.

No one has the authority to make verbal statements that can change the nature of employment, and the relationship cannot be changed or modified for any employee except in a written agreement signed by that employee and the President/ authorized person of the Organization. Policies set forth in this Handbook  are not intended to create a contract, nor are they to be construed to constitute contractual obligations of any kind or a contract of employment between

Organization and any of its employees. The provisions of the Handbook have been developed at the discretion of management and, except for its policy of employment-at-will, may be amended or cancelled at any time, at Organization’s sole discretion.

These provisions supersede all existing policies and practices and may not be amended or added to without the express written approval of the CEO or person designated by the CEO of Organization.

b. Employee Relations

Organization believes that working conditions, wages, and benefits that it offers to its employees are the best in the industry. If employees have concerns about working conditions or compensation, they are encouraged to voice these concerns openly and directly to their seniors.

As per our experience if employees are open and direct with their seniors / supervisors, the work environment can be excellent, communications can be clear, and attitudes can be positive.

Organization believes that Organization amply demonstrates its commitment to employees by responding effectively to employee concerns. In an effort to protect and maintain direct employer/employee communications, organization will do anything they can to protect the right of employees to speak for them.

c. Recruitment Policy

The Human Resource symbolizes the main element of any Organization. Due to which recruitment and selection is of prime importance as the vehicle for obtaining the best possible person. Our Organization gives emphasis on the recruitment system and in order to set up the system they have framed the policies according  to their conveniences and following the legal terms and conditions.

Purpose of recruitment is to identify and define the requirements. This involves the preparation of job descriptions, job specification and person specifications and placing a right person in a right place at a right time. Recruitment Policy is based on the fair and consistent procedure. Recruitment System is based on the following:

a)   External Recruitment System

•     Advertisement published through job portals e.g. Print media and consultancy etc.

b)   Internal Recruitment System

•     Employee referrals, Internal Transfer etc.

d. Selection Procedure

In Organization, after the approval, the core committee members are selected by the Director/ HR manager for the recruitment of appropriate staff for filling the vacant position.

Organization gives the prior preference to the internal staff members whose contract period is on a verge to get over and also who are competent enough for requirement of the post. If the internal staff does not match the requirement then Organization applies external recruitment system for the external candidates to fill the requirement.

The first step in this process is that the job profile is decided by the HR manager and the department head with the consultation of Core Committee Members.

Screening/ short listing of the candidates: The CVs of the candidates are short listed as per the requirements of the Core Committee Members with the consent of Director/ HR manager. After short listing the CVs, the candidates are called for the interview.

Interview by the Core Committee of the selected candidates:

 a) Preliminary Interview – HR.

 b) Written test in Hindi & English (If required).

 c) Interview taken by Panel members.

 d) Final Interview taken by the Director/ HR manager.

Appointment Procedure: Appointment Letter is designed and sent to the selected candidate via email with joining date mentioned in the letter. 

The appointment letter contains the following:

 a) Designation

 b) Scale

 c) Grade

 d) Period of probation.

Joining: The following details should be provided by the selected candidate to the HR department for processing his / her identity number, card and records.

a)  4 passport size photos.

b)  Copy of their resume.

c)  Educational Qualification documents.

d)  Previous employment details (offer letter, joining letter, relieving letter)

e)  Experience certificates (if any).

f)   Medical certificate for fitness

g)  Copy of passport/ PAN card

h)  Copy of form 16

Induction Procedure: The newly recruited members are formally introduced to other staff members of Organization Name in the first day of their joining.

e. Induction

An effective induction ensures a positive start in any organization. The objective of the induction policy is to familiarize the employee with the  organization, their job responsibilities , the industry, colleagues, factory systems, processes and policies with a view to ensure that they can start contributing their best to achieve the organizational goals.

Procedure

Introduction with other employees

Understanding policies, procedures and technical aspects

On the Floor that is allotting him/ her his/her position, designation, job role from where the person must start performing.

f. Training

A specific schedule of basic training and induction is established for new joinees. Coaching/Mentoring System provides guidance in professional development and Organization encourages all new joinees to take advantage of the continuing education initiative and further job specific training.

g. Probationary Period for New Employees

The probationary period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. Organization monitors and evaluates every new employee’s performance for duration of months to determine whether further employment in a specific position or with Organization is appropriate.

All new and rehired employees work on an introductory basis for the first six months after their date of hire. If Organization determines that the designated probationary period does not allow sufficient time to thoroughly evaluate the employee’s performance, the introductory period may be extended for a specified period.

Employees who satisfactorily completes the probation period are notified of their new employment classification.

h. Outside Employment

Employee may not hold any type of outside employment as long as they are associated with Organization without informing or taking prior permission for the top management.

Employee cannot receive any income or material gain from individuals outside. All employees and associated members are required to sign a non-disclosure agreement as per the condition of employment. Employees or associated members who improperly use or disclose trade secrets or confidential business  information are subjected to disciplinary action, up to and including termination of employment and legal action, even if they do not actually  benefit from the disclosed information.

i. Equal Employment Opportunity

The objective of the Equal Opportunity Policy is to support the attraction and retention of employees that contribute most to the development of the organization’s business. Organization provides with equal employment opportunity to all qualified persons without discrimination on the basis of age, sex, race, disability, marital status or religion in accordance with applicable local, state and national laws and regulations. Organization will make reasonable  job accommodation for persons with disabilities who can perform the essential functions of the position for which they are qualified and selected.

All employment and promotion decisions will be based solely upon individuals’ qualifications, experience, and prior contribution and demonstrated capacity to perform at higher or improved levels of performance and will be in accordance with the principle of equal employment opportunity.

Organization will take whatever affirmative action is necessary to attract and retain qualified persons.

 

 

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