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Write an application for sick leave to your employer/hr department

How To Write An Impressive Email To Your Boss About. some great help from your guys. Could you please me write an effective. for leave circular. File. and forms to use in your Human Resources processes and programs?. Sample Human Resources Policies, Checklists. Sick Leave Policy. Labour and Employment ( C ) Department. G.O.Ms.No.3 Dated 4.1.2007. Read: G.O.(Ms) No. 100, Labour and Employment ( C ) Department, dated 27.6.05. Government letter. Labour and Employment ( C ) Department. G.O.Ms.No.3 Dated 4.1.2007. Read: G.O.(Ms) No. 100, Labour and Employment ( C ) Department, dated 27.6.05. Government letter.

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How to Write Effective HR Letters | BLR.com

46.17 Management gives lot of importance to the attendance and punctuality. Following weightage to be given while recommending the increments/promotion.

46.17.1 EFFECTIVE DATES OF INCREMENTS FOR STAFF

46.17.2 If an employee’s attendance (including authorized leaves & holidays) is 260 & above days of working, the increments will be effective from 1st April. The logic of arriving at 260 days is as follows:

Total days in a year 365 Days

Total weekly off 52 Days

Maximum Holidays 10 Days

Casual Leave 7 Days

Sick Leave 7 Days

Earn leave 26 Days

____________

102 Days

—————– 365 – 102 = 263 Days

46.17.3 If an employee has attended between 240-259 days, the increment will be effective from 1st July.

46.17.4 If an employee’s attendance is less than 240 days, no increment will be given.

Through annual appraisal, we set individual targets (tasks) and finally evaluate individual performance against these mutually agreed criteria.

46.03 From employee point of view, it is important that clear targets/goals are decided so that he/she can make action plans, if needed demand resources. Whereas money is considered to be the biggest motivator, but this alone can not infuse enthusiasm in an employee to give his/her best. Clear target and regular feedback on performance can keep an employee charged.

46.04 We have a structured system of doing performance appraisal. This is an annual exercise, but a half yearly appraisal is also done and marks against the MPCP, Behaviour, Committment & Best are given. The ratings will be also done for half yearly appraisal.

46.05 In our appraisal system, the evaluation of an individual is divided into four parts i.

1 This policy is applicable to all the units of N.K.MINDA Group & applicable to Head & above new joinees.

08.03 PROCEDURE

08.03.1 It is the responsibility of the organization to ensure that new entrant get merged with the working and culture of the Organization. Then only he/she will be able to give his / her best.

08.03.2 For this, a feedback on the performance of new entrant to be taken from the superior, colleague and subordinate in a specified form (Annexure – 26).

08.03.3 After filling the form the same should be forwarded to the Head HRM. It is required that confidentiality should be maintained. Therefore, people should give their feedback in an objective manner.

08.03.4 Such feed back should be discussed with the new joinee so that he / she becomes aware of his / her short comings, if any and can plan corrective action.

33.03.9 He shall keep vigil of any gathering in and around the factory premises and keep the plant HRM head informed of his observations as to such gathering and the intent of such gathering. However, this is a broad gambit of vigilance which a HRM man should train a security guard. Since, it can not be defined in individuals but is legitimately an ongoing demand on a security guard. As a company safety norm for 24 hours (permanent) there should be minimum four persons available in the company.

33.03.10 To guide the visitors as well as the employee to park their vehicles at the place earmarked for such purposes. He should also ensure that there is no parking of any vehicle close to the gate and no visitor’s vehicle will be allowed inside the factory.

33.03.11 The Security Guard should guide the visitor that he should directly go to the Reception area.

09 REFERENCE CHECKING

02.09.1 Reference checking shall be done for all the new joinees in staff category.

02.09.2 For level VII and above confidential reference checking (without affecting his/her present employment) will be done by respective HRM before giving offer letter to the selected candidate.

02.09.3 Reference checking upto level VIII from previous employer to be done after joining of the selected candidate as under :-

02.09.4 Letter (Annexure – 13) will be sent to all those references mentioned in the profile by the candidate.

02.09.5 If no reply is received within 15 days, a reminder will be sent (Annexure – 14).

02.09.6 Antecedents as well as the salary particulars will also be verified from the last employer by sending a letter (Annexure – 15).

02.09.7 If no reply is received within 15 days, a reminder will be sent (Annexure – 16).

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