Search Results: employee full and final settlement letter format

Contract Completion and Not Continue Further Letter Format in Word

Within the corporate understanding, contracts or agreements are said to be documentary notations required by officials to decide over specified working terms and conditions. The contractual agreements are created for a specific time period and needs renewal or expiry after that time slot. This is the reason that professionals make sure to communicate about the continuation or termination of the contract through proper emails or letters. This tends to be an amicable way of communicating business necessities to the other person for sure. Here is the format of the letter, which informs about unwillingness to continue with a company or particular profession on completion of the contract.

Date: February 27, 2018

To,

Mr. Shailesh Malik,

Employee No: 2486

Sub: Non-renewal of the term contract

Dear Mr. Shailesh,

This letter is in reference to your contract with our company, Adroit Web Solutions Pvt. Ltd. We entered into a term contract for the requisite services from your end, which initiated on February 27, 2018 and terminates on February 28, 2019. As the respective contract is about to finish, the administrative decisions are explication of the fact that the company does not wish to continue with your high-end services. It is just a corporate decision taken by higher authorities without any negative intentions.

As a part of compensation, you will be paid till the last date of the contract as full and final settlement. Therefore, you are requested to handover the company laptop and mobile to the HR Manager and get clearance from the departments. On submission of the clearance details, you will be provided with a certificate on your last working day. Along with this, you will be given an experience certificate with details description of the responsibilities handled at Adroit Web Solutions Pvt. Ltd. This will help you in getting excellent opportunities and open ways for more job prospects.

The end of the contract does not mean that your journey to success has halted. In fact, this will make you progress on the path of brighter future. Though, the contract between you and our company has come to an end; still, we have retained your contact details in our record bank. As the requirement of the company persists in near future, we might contact you again for your valuable services. We wish you all the best in life and a prosperous career ahead.

Thanks,

Shreya Bansal

HR Manager

Click here to download Contract Completion and Not Continue Further Letter Format in Word

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Posted by Hrformats - February 27, 2018 at 5:56 AM

Categories: Letters   Tags: , ,

Relieving Letter From Group Company

Every year every company has some new faces joining in and some old ones leaving the company. This is quite the sequence for every company every year. If you are the HR manager of your company and you also have some relieving request letters from your employees then you must send formal acceptance letters relieving them from their duties in professional manner.

Here is the example relieving letter to help you write a formal letter on behalf of your group of companies. Use this sample format to create a personalized letter.

Relieving Letter Format From Group Company

Robert Wills

HR Manager

ABC Corporation Pvt. Ltd.

B 15 6th Block
Jackson Street
California

Date: 01.02.2016

Samantha Brown

123 52nd Park Street

California

Dear Ms. Brown,

This is response to your resignation letter dated December 20th, 2015. This is to inform you that the Management has accepted your request for the same and has decided to relieve you from the services of ABC Corporation Pvt. Ltd. as Senior Marketing Executive at the close of your normal duty hours on January 10th, 2016.

The same has been conveyed to the Accounts Department and all the financial formalities that include your full and final settlement etc. will be taken care of once you have submitted your No Dues Certificate. We also appreciate you for the feedback through the Exit Interview. Please find enclosed your Service Certificate with the letter.

If you have any queries and doubts then please feel to get in touch with the HR department.

We wish you all the very best in all your future endeavors.

Robert Wills

HR Manager

ABC Corporation Pvt. Ltd.

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Posted by Hrformats - February 1, 2016 at 12:24 PM

Categories: Reliving Letter Format   Tags: ,

Full And Final Settlement Letter Central Excise

Full and final settlement letter central exercise is written for a business purpose and this letter is issued at the time of relieving an employee from a company. Generally, the letter deals with making the complete payment which a company is liable to pay to the concerned employee. The amount of payment depends upon the terms and condition of the company and according which, the payment is made to an employee.

A format of full and final settlement letter is given below. You can add your own information to use the letter as per your requirements. The letter is in word format and if it suits your criteria, you can download it too.

Sample Letter of Full And Final Settlement

To

Mr. Robert Koch

100 Avenue D,
8th Street, Fort Lee,
New York

Subject: Full And Final Settlement Letter

Mr. Koch,

In respect of your resignation application dated on 16.08.2010, the management of our company accepted your resignation and relieves you from the post of software engineer.

As per your service during the notice period, we attached the cheque amount.

Wish you best of luck for your future.

Regards,

James Codie

The letter must contain the amount which is given to the employee and, other than that it should attach all the important details about the employee’s working area so that the concerned person does not have any problem to understand. The full and final settlement worksheet should be attached along with the letter. Generally, it is the payment of working during the notice period in a company. The letter must give an employment detail of the concerned company.

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Posted by Hrformats - October 15, 2014 at 11:13 AM

Categories: Letters   Tags: ,

About ESI and EPF

Employee State Insurance

Coverage –  Act is applicable to non-seasonal factories using power and employing 10 or more persons and non-power using factories 20 or more persons.

Earning wages limit-  Gross Salary Rs. 10,000/- w. e. f. 01.04.2006.

Contribution :   By Employer         @ 4.75%

                          By Employee           @ 1.75%

Registration and number allotment–   Duly filled Form-01

For Employees Form 01 & Declaration Form no. 03 within 10 days of joining, kept one copy of Form-3 for record.

Identity Cards : Form 4 the ESI Office will issue the same.

Register for ESI Record : Every employer shall maintain a register in Form-6 which is prescribed in rule-32.

Contribution periods   1st  : 1st April to 30th September

                                      2nd  : 1st October to 31st March

Challans Deposit : Deposit in bank by 21st of every month.

Returns of contribution : On Form no. 5 in quadruplicate with Six Challans within or before  11 May & 12 Nov of every year mandatory certified by the Chartered Accountant if the member are 40 nos. or more w. e f. 01.04.2008.

Special Provision :

(i)     Within 42 days of the termination of the contribution period to which it related.

(ii)   Within 21 days of the date of permanent closure of the factory.

(iii) Within 7 days of the date f receipt of requisition in that behalf from the appropriate office.

Notice of Accident : As soon as practicable after the accident.

Maintenance of Accident Book : Form-15 any injury to an insured person.

Report to Accident :

  1. Immediately if the injury is serious. i.e. is likely to be cause to death or  permanent disablement or loss of a member.
  2. In any other case within 24 hours after the receipt of the notice or when the accident came to his notice or to his foremen or other official under whose supervision the insured person was employed at the time of accident.
  3. If the injury result in the death at the place of employment, the report to IMO and Local Office should be sent through a special messenger.

Every Employer shall send a report in Form-16 to the nearest Local Office and to the nearest Insurance Medical Officer in triplicate i.e.

(1)   One deposit to Local Office

(2)   Second deposit to IMO

(3)   Kept for their records.

Benefit Period : If the person joined insurable employment for the first time say 5th January, but his contribution period will be 5th Jan to 31st March and his corresponding first benefit will be from 5th October to 31st December.

Sr. No. To be deemed as a wages Not to be deemed as a wages

1

Basic Allowance Contribution paid by employer on any pension / PF or ESI

2

Dearness Allowance Daily Allowance paid for period spent on tour

3

House Rent Allowance Encashment of leaves

4

City Compensatory Allowance Washing Allowance

5

OT Wages Amount towards reimbursement for duty related journey

6

Production Incentive Gratuity payable on discharge

7

Payment for day of rest Benefit paid under ESI

8

Night Shift Allowance Payment of Inam which does not form part of the terms of employment

9

Meal / Food Allowance

10

Suspension Allowance

11

Conveyance Allowance

 

Damages or contribution  or any other amount due but not paid in time-

Sr. No. Period of delay Maximum rate of damages in % per annum of the amount due

1

Less than 2 months

5 %

2

Grater than 2 but less than 4 months

10 %

3

Grater than 4 but less than 6 months

15 %

4

Grater than 6 months

25 %

Penalties : Different punishment have been prescribed for different types of offences in terms of section 85 :

(i)     Six month imprisonment and fine Rs. 5000/-

(ii)   One year  imprisonment and fine

And under section 85-A

(i)     Five year imprisonment and not less than 2 years

And under section 85-C(2) of the ESI Act which are self explanatory

Besides these provisions, action also can be taken under section 406 of the IPC in case where an employer deduct contribution from the wages of his employees but does not pay the same to the corporation which amounts to criminal breach of trust

EPF


FREQUENTLY ASKED QUESTIONS

1) Who will be covered by the Pension Scheme?

Every member of the ceased Family Pension Scheme 1971 and anyone who joins any covered establishment on or after 16-11-95 is compulsorily to join this scheme, provided his/her salary/wage is less than Rs. 6500/- per month at the date of appointment.

2) What is a covered establishment?

Covered establishment is an establishment belonging to the class of industries / other establishments, which have been listed in the schedule appended to the Employees’ Provident Fund and Miscellaneous Provisions Act 1952 and where 20 or more persons are employed.

3) What are the eligibility criteria for taking the benefit of Employee Pension Scheme?

For getting the benefit of Employee Pension Scheme, an employee has completed to complete the age of 58 and have least 10 years of contribution in pension scheme.

4) Is employee the only beneficiary of Fund?

Benefit will be paid to him/her and in his/her absence to his/her family.

5) What is meant by Family?

Family means employees’ spouse and children below 25 years of age.

6) Suppose an employee does not have a Family and he/she dies before receiving benefit. Does his/her pension get lost?

No, if he/she does not have a family, benefits will be paid to his /her nominee, who will receive the benefit in his/her, absence.

11) Suppose member has not nominated anyone.

The pension / ROC will be paid to the dependent parents.

12) Can member change his/her nomination?

He/She can change his/her nomination whenever he/she decides within the framework of rules for such nomination. In other words if he/she has a family, nomination should be in favour of a member(s) of the family. If he/she has no family he/she can nominate anyone he/she wishes.

14) Employee is a member of Employees’ Pension Scheme. He/She has left employment at 48 yrs. of age and 8 yrs. of service. When shall he/she receive his/her pension?

He/She can take either withdrawal benefit or can take scheme certificate so that the 8 years service can be added to any future service that he / she may put in, in any other covered establishment. By virtue of being a holder of a scheme certificate, if the member dies before 58 years widow / widower and children shall be entitled for pension.

16) When does an employee become eligible to become a member of Employees’ Provident Fund Scheme, 1952 and Employees’ Deposit Linked Insurance Scheme, 1976?
An employee becomes a member of Employees Provident Fund (Employees’ Provident Fund) Scheme, 1952 / Employees Deposit Linked Insurance (Employees’ Deposit Linked Insurance) Scheme, 1976 immediately on joining an establishment covered under the Employees Provident Funds & Miscellaneous Provision Act, 1952.

17) What is nomination?

Every member has to give the details of himself & details of the nominee for Employees’ Provident Fund & Employees’ Deposit Linked Insurance Schemes and details of family for Employees Pension Scheme, 1995 in form no. 2.

A member if, is having a family can nominate any one or more persons to receive the Provident Fund on his death. In case of him having no family he can nominate any other person.

Family for the purpose of Employee Provident Fund Scheme’52 means wife/husband, children, whether married or unmarried, including adopted children, if adoption is recognized and dependant parents of member.

Employees Deposit Linked Insurance Scheme benefit will be paid to the nominee under Employees Provident Fund Scheme, 1952.

For the purpose of Employees Pension Scheme,1995 the member has to furnish the details, such as name, relationship & age of all the family members in the form no. 2. Family for the purpose of Employees Pension Scheme, 1995 means wife/husband & children. Whenever member wants to make a change in the nomination already made for Provident Fund, or to update the details of family for Employees Pension Scheme,1995, he has to send a revised form no. 2. The form no.2 is routed through the employer.

18) What are the periodical returns to be sent by an employer to the Provident Fund Office?

The employer of an un-exempted establishment has to forward the following returns. These returns will include details required under the three schemes namely, Employees Provident Fund Scheme, 1952, Employee Deposit Linked Insurance Scheme,1976 and Employee Pension Scheme, 1995.

a) Form-9(Revised):

The details of employees enrolled as members of Employees’ Provident FundS’52, Employees’ Deposit Linked Insurance’76 & Employees’ Pension Scheme’95 on coverage of the establishment- This is to be submitted immediately after coverage, within 15 days of coverage.

b) Form-12A:

The details of the contributions recovered form the members & paid along with details of employers’ contribution & administrative charges- This is to be submitted monthly by 25th of following month.

c) Form-5:

The details of the employees enrolled newly to the Provident Fund- To be submitted along with Form-12A every month within 15 days of the following month.

d) Form-10:

The details of the employees leaving service during the month- To be submitted along with form-12A.

e) Challans:

The triplicate copy of challans in token of having remitted the Provident Fund dues in the bank- to be submitted along with form-12A every month.

f) Form-2(Revised):

Nomination form- To be submitted along with form-5/9.

g) Form-3A:

The details of wages & contributions in respect of each member, to be prepared financial year wise- To be submitted to the Provident Fund office by 30th of April every year.

h) Form-6A:

Yearly consolidated statement of contributions- To be forwarded yearly along with form-3A. It should be ensured that all the form-3A are entered in form-6A, irrespective of whether the form-3A was forwarded for the broken period and the total dues as per the form-12A for the whole year agrees with the total of form-6A within 30th April.

i) Form-5A:

Return of ownership of the establishment- To be forwarded immediately after coverage & whenever there is a change in the ownership, it has to be intimated with in 15 days of change.

j) Specimen signature:

Specimen signature of the officer/officers who are authorized to sign the returns/documents relating to Provident Fund forwarded immediately after coverage & whenever there is a change in
authorized officer.

19) What is the procedure to be followed by the member if the employer is not attesting his claim forms?

It is the duty of the employer under the Act & Scheme to help Employees’ Provident Fund organisation to settle the Provident Fund dues of his employees. He has to complete the prescribed application within 5 days of receipt [para72(5)] forms & hand over it to the member when he leaves the service. When a member finds difficult to get the form attested by the employer, he can get the attestation of any of the following officer & send to the Provident Fund office

  1. Manager of a bank.
  2. By any gazetted officer.
  3. Member of the Central Board of Trustees./ committee/ Regional Committee (Employees’
    Provident Fund Organization).

Magistrate/ Post/ Sub Post Master/ President of Village Panchayat/ Notary Public.

20) What is the mode of payment of Provident Fund and Employees’ Deposit Linked Insurance dues?

Provident Fund & Employees’ Deposit Linked Insurance dues is paid by money order/ by deposit in payees’ bank a/c/ through employer/ by depositing the cheque in payees’ name or part of amount in annuity scheme in any nationalised bank. Payment by money order is allowed where the amount is not more than Rs. 2000/-

21) What are the modalities to be followed for payment through cheque?

The member has to open an account in the nationalised bank, scheduled bank, urban bank or post office savings bank. He has to furnish the details of bank a/c no. with the full address of the bank in application form. An advance stamped receipt has also to be annexed in the form.

For receipt of pension member/claimant has to open an account only in State Bank of India or Punjab National Bank.

22) In case of returning of cheque what is the procedure to be followed?

Generally the cheques are returned by the bankers when the a/c number is furnished incorrect or a/c has been closed. On receipt of the cheque from the bankers the Provident Fund office will write to the member & employer about the fact & request them to intimate the bank, a/c number & detailed address. In case, the member comes to know about returning of the cheque before this, he can write to the Provident Fund office through his former employer regarding his present address & bank a/c number.

23) What is the time taken for disposal of the application in the Provident Fund office?

The claims received complete in all respects are disposed off within a maximum period of 30 days from the date of receipt of claims in the office. In case the member is not hearing anything about his application within 30 days, he can approach the Public Relation Officer.

24) What is the voluntary rate of Provident Fund contribution by the member?

As per the Act, the member has to contribute at the rate of 10% or 12% of his basic pay, D.A. & retaining allowance if any. In case the member wants to contribute more than this, voluntarily he can do so at any rate he desires. i.e. upto 100% of basic and D.A. But the employer is not bound to contribute at the enhanced rate.

Instructions for a member while sending application to Employees’ Provident Fund.

Instructions for a member while sending application to Employees’ Provident Fund Organization:

General:

  1. Use the appropriate form for claiming Provident Fund Pension, withdrawal benefit/scheme certificate, Employees’ Deposit Linked Insurance benefit, etc. as given below :-
  • Form-19 : To claim final settlement of Provident Fund by a member.
  • Form-20 : To claim Provident Fund by nominee/legal heir on death of the member.
  • Form-10-D : To claim pension. (In duplicate : If within state, In triplicate : If outside  state.)
  • Form-10-C : To claim withdrawal benefit/scheme certificate under Employees’ Pension Scheme ’95.
  • Form-5IF : To claim assurance benefit under Employees’ Deposit Linked Insurance ’76 by nominee/legal heir of a member.
  • Form-31 : To claim temporary withdrawal/advance under Employees’ Provident Fund scheme
    ’52.
  • Form-13 : To effect transfer of Provident Fund/Pension from one A/C to another.
  1. Ensure that all columns of the application are filled completely.
  2. Information in the application form relating to name, a/c no. should agree with the details
    available with Employees’ Provident Fund Organization; which were furnished by the employer at the time of enrolling to Provident Fund.
  3. Application should be signed by the member/claimant.
  4. It should be attested by the former employer. In case attestation by the former employer is not possible, it should be got attested by any other authorized official specified with application form.
  5. Application for final settlement can be sent by a member on completion of 2 months from the date of leaving service, if the reason for leaving service is other than superannuation, medical ground, retrenchment and V.R.S./ Female members getting married etc.
  6. Desired mode of payment can be given legibly, if the amount involved is more than Rs. 2000/-. The amount will sent by deposit in payees’ bank a/c. To facilitate this, Bank a/c no., name and address of the bank should be furnished. An advance stamped receipt should also accompany this application.
  7. Application may be supported by the return Form-10, showing the details of leaving service and details of contribution for the year in Form-3A, if not sent earlier by the employer.Specific additional requirements:A) Death cases:
  • Nominee/legal heir should apply in Form-20 /Form-10-D /Form-5IF.
  • If the member has not executed any nomination, application should be supported by certificate of family members issued by employer/revenue official/sworn in an affidavit by the family/ member/legal certificate from a court of law.
  • Death certificate of the member.

Certificate of the employer stating whether the death was while in service of the member or not.

B) Pension cases:

  • Joint photograph of member/spouse or the claimant should accompany the application.
  • Option for return of capital/commutation should be specified clearly.
  • Details of non-contributory period during the service, wages/salary for last 12 months should also accompany, if not already sent.
  • Details of the branch of the specified bank may be given legibly.
  • Date of birth certificates of children

In case of death away from service, an undertaking by the claimant to the effect that the member was not working / had not worked in any other covered establishment after exit from the establishment on the basis of which pension is being claimed.

 

How to Change/Correction Employee Name in ESIC Portal – ESIC Name Change Letter Format

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Posted by Hrformats - December 11, 2012 at 4:34 PM

Categories: HR   Tags:

Policy on Allotment Company Assets

I have attached policy on allotment company assets.

IT

 Policy

Prepared and Approved by:-

HR Department

 

 

 

TABLE OF CONTENTS

 

 

S. No.

Policy Contents

Page No.

1

  Introduction

1

2

Scope

1

3

  Applicability

1

4

  Responsibility

1

5

Rules

1

6

Registering an Asset

1

7

Reporting a Theft

2

8

Return the asset to the Company

2

 

 

 

 

1.       Introduction:-

The purpose of this policy is to facilitate the Employees in their jobs by increasing communication within the organization and outside the Organization. Also, this policy is used to specify the documents that the employee needs to assign while allotting him the assets used for the communication by the company like Laptop, Mobile Handsets, Blackberry Handsets and Data Cards etc.

  1. Scope :-

 

This policy covers the usage of the Company assets (Laptop, Data Cards, Mobile Handsets, Local and STD Dialing on Extension Number and Blackberry Cell phone) by senior staff where the regular use of such asset is necessary or useful to meet the requirements of the job. This includes issuing the asset to the employee that is to be used for official purpose only after the approval of the reporting head.

  1. Applicability:-
  • The CEO.
  • GMs/DGMs/Heads of Departments.
  • Members of staff nominated by any of the above staff members.
  1. Responsibility:-

The preparation of this policy, procedure, forms, letters, and its revision along with justification & obtaining approval from the Management and its implementation and monitoring is the responsibility of HR Department.

  1. Rules:-
  • ·The Company will provide the official Assets (Laptop, Blackberry, Mobile Handsets and Data Cards) to all entitled employees after they have signed an agreement for the Assets and the Assets authorization letter.
  • ·These assets are returnable upon transfer / discontinuation of the services with the company.
  • ·This facility is provided purely for official purpose.
  • ·In case of loss of Company Asset, the employee must inform the company as soon as possible to avoid any misuse of the asset. Detailed instructions in the case of a loss are given in the Assets authorization letter.

 

  1. Registering an Asset:-

 

Every Company asset must have a owner.  Each department that has a company asset must have a sign out sheet indicating that has the company asset, the make, model and Serial number.  This information should be sent to HR department each time there is a change of the owner.

 

 

 

 

Page 1

  1. Reporting a Theft:-

 

If a Company-owned asset is stolen, its owner is expected to immediately file a theft report with all details as to the time, date, location and any other details that you feel is important with HR/Admin Department.  If traveling, the owner must also report the theft to the local law enforcement agency.

  1. Return the asset to the Company:-

An owner must return the asset to the Company before their ending date of employment. HR will provide a list of assets and owners to Admin.  At the meeting with Human Resources and Admin the Assets, keys, and other items will be collected. Separate file needs to be prepared for all the assets issued to the employees and also in the employee file. Failure to turn in the company asset may result in withholding payments such as Full &Final settlement until the asset is returned.

 

Click Here To Download ITT Policy

 

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Posted by Hrformats - August 23, 2012 at 5:12 AM

Categories: HR   Tags: ,

Experience or Relieving Letter Format

I have attached two sample format of relieving Letter or Experience Letter.


                                                 Experience Certificate

 

 

June 31st, 2008

 

                           To Whomsoever It May Concern

 

 

This is to certify that Ms. A was employed with our Company (Company name) from___   to __ as an Executive-Back Office for a period of ____yrs.

 

Her major responsibilities included working on Human Resource like Joining & Separation formalities, Attendance Management, Induction Programs, Appointment Letter & Confirmation, Job Portals, Administration, Maintaining Personal files of Employees, Employee Relation.

 

Her Exposure in these areas is very good. During her tenure with us, she ably handled major responsibilities and found her to be hardworking and very productive.

 

We have found her to be self starter who is motivated, duty bound, and a highly committed team player with strong conceptual knowledge.

 

We at (Company Name). Wish her all success in his future endeavors.

 

For (Company Name).

 

 

 

Name

Manager {Human Resource}

 

                                          Experience Certificate

 

To Whom So Ever It May Concern

 

Ms. A was a good employee of our organization .She had been working with us for one year as

An Executive- Back Office. During this period she devoted her valuable time to contribute to the team of

(Company name)

Ms. A performed her duties up to her best with great stamina during her tenure of work. She

Bears lot of responsibilities and did them without making errors on time.

Not only that she was a well organized and hard working employee. She was very co-operative and always

Conducted good communication style in our organization.

 

As a HR Manager of (Company Name) I recommend Ms. Archana Dua to any organization

Without heaving any hesitation.

I wish her all success.

For (Company name).

Name

Manager

Human Resource

 

May 31st, 2008
Ms. A

Executive- Back Office

Relieving Letter

                            

                      TO WHOM SO EVER IT MAY CONCERN
Dear Ms. Dua,

This has reference to your letter of resignation dated May 19, 2008, wherein you have requested to be relieved from the services of the company on 4th June, 2008.
We would like to inform you that your resignation is hereby accepted and you are being relieved from the services of the company after serving one month notice period, with effect from closing office hours of June 4th, 2008.
We also certify that your full and final settlement of account has been cleared with the organization.

Your contributions to the organization and its success will always be appreciated.

We at (Company name). wish you all the best in your future endeavors.
For (company name)
Yours Sincerely,
Name

Manager

Human Resource

 Click Here to Download Experience And Relevance letter

 

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Posted by Hrformats - July 24, 2012 at 9:16 AM

Categories: HR   Tags: , , ,

Sample Cell Phone Reimbursement Policy

I have attached Sample Cell Phone Reimbursement Policy.

 

Introduction

The objective of this policy is to facilitate the Employees in their jobs by increasing communication within the organization and especially with the customers and to prevent them from the hassle of purchasing Sim Cards / Hand Sets.

Objective

This policy has been introduced to:

v     define clearly who is entitled to a cell phone and how the costs of purchasing the asset plus ancillary equipment, and the rental and call costs will be met.

v     streamline statement administration and payment, and the reimbursement of the costs of business calls.

Applicability

v     Employees at the level of executive of special duties and Managers.

v     Employees who by virtue of their function have a constant need to be in contact with other employees and to attend external customers or office work through mobile phone.

When Sim + mobile allotted to employee

 

Reimbursement rules

Company is entitled to pay monthly rental charges + taxes + call charges up to a limit as per the grades & perks.

  • Bill amount exceeding other than official calls should be recovered by the employees.
  • Expenses in excess of approve limits can be reimbursed only on approval from their immediate reporting authority.
  • At top management levels reimbursement can be direct and full.

Mode of Reimbursement

  • Direct payment by the company to the service provider.
  • Monthly reimbursement to employee on presentation of detailed bills.
  • Excess amount of bills other than official calls can be charged by employee in cash/ cheque of debited to their salary.
  • Prepaid card of some limits defined as per grades can be given + lifetime free incoming calls.

Safety rules

  • Handset should be insured.
  • In case of handset damaged / lost (non – insured) cost should be recovered from the employees.

Operative Guidelines

  • Where providing of such facility is warranted, formal approval will be sought.
  • Asset purchased form duly signed by HR head.
  • Cell Phone authorization letter needs to be filled.
  • Cost of mobile should be within entitlement.
  • Replacement of handset by existing employees can be done after expiry of…………..period.
  • Employees are liable for safety of the phone.
  • In case of employee separation from company, sim + set to be surrendered to the company by employee.
  • Full and final settlement of employee will be put on hold until the sim & set is not surrendered.

Advantages

  • Easy accessibility to all employees.
  • Employee benefit – reducing effort of buying sim +set.
  • Company can save the cost by purchasing the same corporate plan and set for all employees.
  • Employees will get a connection at low cost.
  • Free group calling

    When only sim is allotted  

 

  • Set cost is saved.
  • Selling of used phone and purchasing of new phones transactions are not needed.

 

 

Sim + some % of cost of mobile in cash as per the entitlement

 

  • Reduction in purchasing formalities.

Disadvantages          

Increase in paper formality.

  • Support documentation leads to increase in cost (in terms of labour, stationary and efforts).
  • Employees refusal in case of used phone.

 

When only sim is allotted

 

  • Employees may not take interest in purchasing a mobile set.

 

Sim + some % of cost of mobile in cash as per the entitlement

 

  • Increase in feeling in inequality in employees

 

No Sim, No mobile from Company

 

  • Company can contact to the service provider for employees facility.
  • Company can pay first time installation charges.
  • Service provider will intimate officially to the company about the number being allotted to an employee.
  • All the formalities related to support document will be done by the company only.
  • Employees will contact directly or company can act as initial link between the service provider and the employees (like in case of salary account)

 

Reimbursement rules

  • Reimbursement can be done upto a limit as per the entitlement after presentation of detailed bills.
  • For top management, bills can be reimbursed fully.

 

Advantages

  • All the documentation will be done through service provider leads to reducing the cost and saving of time, which can be used in some other important work of the company.
  • Reduce filing and recording work.
  • Saving of sim and set cost.
  • No need to employees to surrender the no. or set on parting from the services.
  • Employees will get low rate of calling.
  • Company will get benefits in terms of free calling between the group.
  • Handset insurance formalities will also not require, leading to saving of cost.

 

The total expenses on mobile phone claim can not exceed the limits as given below:

  1. Top management: upto Rs. ………/- per month (full reimbursement).
  2. Sr. Mgr and Mangers : upto Rs ……………/-Per Month.
  3. Executives upto Rs…………./-Per Month.

 

Cost / Value of Mobile at different levels:

Category 1

Top management                                              :           – Actual Payment.

– Fixed amount range between (Rs. X – Y).

Category 2

Senior Manager to Manager                             :          Between Rs. X – Y.

 

Category 3

Senior Executives to Executives                        :           Between Rs. X – Y.

 

 

Mobile / Blackberry / Data card Request Form

 

Name _________________________________ Emp. Code: _____________________

Designation ________________________Location ____________________________

Department: _______________________Date: _______________________________

 

I have read the policy on Mobile Connection for Employees and I shall abide myself to policy. Please issue me an activated SIM with following requirements.

 

STD REQUIRED:                  YES / NO

ISD REQUIRED:                   YES / NO

ROAMING REQUIRED:      YES / NO

HARDWARE REQUEST      YES / NO

 

Justification:

 

      Employee’s Signature: _____________________

 

APPROVAL

Approved by HOD                                                                 Approved by HR & Admin                    

 

Remarks:

                                                                                                           

(Approval for General Manager and above would not be required)

 

 

OFFICE USE

Handset Model & cost:                                                  Serial No.

Data Card No.                                                             Date of Issuance:

Handset No.                                                                 Mobile Connection Number

            Signature of Admin Incharge

 

EMPLOYEE DECLARATION

I have received the Mobile Connection No._______________ and Handset bearing no. (if applicable)___________. I hereby declare that I will be responsible and accountable for the safety of the Mobile handset alongwith activated connection, and in the case of loss/theft/damage, I will report immediately to Administration and shall pay the due amount to the Company. I also declare that this Mobile connection issued to me will be used by me only.

 

Employee’s signature: _______________________    Date: ______________________

 

Copies of this form to be forwarded by Administration Incharge to:

1) Finance & Accounts,

2) Purchase,

3) HR (Personal file)

 

 Click Here To Download Mobile Policy

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Posted by Hrformats - June 29, 2012 at 5:56 AM

Categories: HR   Tags: ,

Show Cause Notice

I have Attached Show Cause Notice

A. Show Cause Notice

I) Show cause notice for all types of misconduct

Date:

 

Shri ………………..

 

You have been working as ________________ in the department/ section/ branch/ unit/ shift since _______________

 

(Please write the charges in detail)

 

 

Note : Please refer to the Narration of Incidents given below for a detailed list of misconducts

The aforesaid acts and/ or omissions amount to misconduct under the Model Standing Orders / Certified Standing Orders/ Rules/ Regulations applicable to you and you are hereby called upon to explain within 48 hours on receipt hereof, as to why action should not be taken against you. In the event we do not hear from you within the above mentioned period, it shall be presumed that you have no explanation to offer and the matter will be dealt with as per law.

 

 

                                                                                                Signature of Competent Authority

 

II) Narration of Incidents

 

I) Unauthorisedly remaining absent

 

It has been found from the attendence records that you have been unauthorisedly remaining absent from duty. The details of your unauthorized absence for the period from ___________ to ___________ are given as follows :

 

Sr. No.

Month

Total Number of days absent in the month

____________________

____________________

____________________

____________________

 

___________________

___________________

___________________

___________________

    ____________________________

____________________________

____________________________

____________________________

TOTAL DAYS ABSENT   XXX

The above dates of absence by you are in addition to the leave availed by you for the said period by way of Privilege Leave, Sick Leave, Casual Leave etc. as well as the weekly holidays.A letter in this regard dated __ was sent to you by the Personnel Department of the company, asking for explanation on your part but till date you have not submitted any reply nor did we hear anything from you in respect of this unauthorised absence.

 

II) Refusing to comply with transfer order

 

As per the terms of your contract of service and service conditions /letter of appointment /settlement/ rules /regulations and due to administrative exigencies, you are liable to be transferred periodically. Transfer order no. _________ was accordingly issued to you on (date) transferring you from your present place of posting at __________ to __________ w.e.f. ____________. You however failed to comply with the said transfer order and did not report for duty at the place of transfer as directed by the management. Upon the management asking you for an explanation for your failure to do so, by its letter dated __________, you have failed to reply and not provided any explanation.

 

III) Theft of goods

 

On __________ (date) you were employed in the second shift from ___________ to ____________ (time). At ___________ (time) when you were leaving the premises after your shift was over, the watchman while conducting your search found certain items of raw material/finished products (give description, quantity, details of the goods) belonging to the company concealed in your trouser pockets and you were unable to give any explanation when asked by your supervisor. Panchnama of seized goods was taken in your presence.

 

IV) Misappropriation – false leave travel concessoin, medical bills, travel. reimbursement

 

On ___________ you falsely claimed reimbursement of medical bills and traveling allowance amounting to Rs. __________. On _________ (date) you had made an application to the personnel department for reimbursement of medical bills totalling Rs. _________ for medical tests viz. MRI scan, blood test and ECG with appended receipts in the name of your wife. However on inquiry it was found that the person who had in fact undergone the tests was not your wife and personal details in the vouchers also are different from those of your wife in the records. You have told your supervisor that the tests were in fact taken by a second cousin of yours but since the company provided for reimbursement of medical expenses only of employee and immediate family and not distant relatives you had got the bills made in the name of your wife.

 

You have also claimed reimbursement of traveling expenses of Rs. _________ on the basis of vouchers which on careful examination have proved to be forged.

 

V) Disorderly behaviour – assault, abuse, slogan shouting

 

On _______ (date) your shift commenced at _______ (time) but you reported for duty very late at _________ (time). On reaching your work place the supervisor Mr. ___________ reprimanded you for coming late and then informed you that the manager had summoned you to his office when you report for duty, as this was your third instance of late coming in this month. On so being told by the supervisor you became very angry and shouted at him in a loud voice “Chup raho, warna……….” (please give the exact words used by him in the language which he spoke and also give the description of his gesture). The supervisor asked you to be quiet, upon which in a fit of rage you assaulted him and he fell on the floor. You then proceeded angrily to the manager’s cabin and entered without permission and demanded in an angry voice why he had summoned you. He asked you to calm down and then explained that you had been regularly coming late and warned you about disciplinary action for such misconduct of late attendance. You then began to use abusive language against him….*** (Give details of the exact words spoken). You then raised a threatening fist at him saying “Dekh lega tumko” and stormed out of his cabin. You collected the other workmen ______________ (Give names of the workmen) at ____(place) and you along with these workmen went around instigating and threatening other workers to stop work and join you and thereafter you in a mob went to the managers office shouting threatening, abusive and vile slogans “________*** ” (Give details of the slogans). In the meanwhile security staff came to the place and escorted you out. While leaving, you along with other workers threatened the manager and other officers with dire consequences.

 

VI) Agitational behaviour – go slow

 

On __________ (date), at _________ (time) while you were expected to be on duty, you left your place of work and held meeting of other workers i. e. A, B, C (give the names of the few workers who are leaders so that charge-sheet to them also can be issued)  and instigated the workers to slow down production so as to put pressure on the management to accept the charter of demands issued by the worker’s union, of which you are an executive member of the union. Due to your instigation, most workers slowed down production. You coerced and threatened those workers who did not want to take part in such agitation that if they do not obey the directions they will meet with dire consequences and thereby created atmosphere of terror and fear in them. As a result of such go slow tactics, the production on that day was ______ tons as compared to the usual production of ________ tons, which resulted in ________ % of loss.

 

VII) Illegal Strike

 

On ________ (date) at________ (time), you gathered __(number) of workmen in the factory and together stopped work, in order to put pressure on the management to accept the demands raised by the worker’s union which was regarding increase in the rates of wages and change in the work timings. You have played an active part in instigating the workmen to strike work and also coerced those workmen who did not wish to participate, to stop work by threatening them with physical harm. As a result, the entire production in the factory came to a standstill and there was a loss of _______ (quantity) to the establishment. The strike resorted to by the workmen was with common understanding and concerted action in pursuance of the demand for which the dispute is pending before the Industrial Tribunal at _______which was referred by the State Government vide notification ______ dated _______ and thus is illegal as per the Industrial Disputes Act and you were fully aware of this fact.

 

VIII) Drunkenness and disorderly behaviour

 

On ___________ (date) your duty in the third shift commenced from ________ p.m. However you reported late for duty at _______ p.m. in a drunken state and smelling of consuming alcohol. After reporting for duty you went to your work station at the ____________ machine. The supervisor Sri ______________ was present over there and finding you in a drunken state, he advised you to go home. But you refused to do so and threatened him with the words, “Agar mere raaste me aaya to dono hath tod dega” (Please give details of the exact words spoken and gestures used.) Meanwhile on hearing your loud voice two members of the union committee Sri ___________ and Sri ____________ came to the spot and tried to calm you down but you refused to listen and tried to move to your work place. Since your duties involved several complex operations and in your drunken condition you would not be able to perform them and could possibly cause accident or damage, the union committee members tried to restrain you physically, but you pushed them away from you and proceeded to your work station and began to start up the machines and would not be stopped.

 

As the situation had totally gone out of control the supervisor went and informed the Deputy General Manager Sri _____________ who was present in the factory at that time and he along with security staff came to the factory at _______ a.m. and on reaching your work place found you slumped at your desk in a state of severe intoxication. On being summoned to the factory office you refused to answer any questions and maintained a sullen silence. You were then escorted out of the premises and back to your residence by a security guard in view of your intoxicated condition.

 

IX) Sleeping while on duty

 

You have been working in the factory as a watchman and have been posted at the night shift. The supervisor Sri _____________ while on his round of inspection of the premises found that you were sleeping on the chair, at the main entrance gate where you where posted to keep watch. During such time at least four workers passed into the premises without the regulatory checks, which you were expected to carry out. The supervisor then proceeded to awaken you and you awoke embarrassed and returned quietly to your post. In fact, this is not the first instance where you have been found sleeping on duty. On two occasions previously, you were found sleeping on duty, on __________ and __________ (mention dates) and on the second occasion you were even given a warning against sleeping on duty failing which you would invite disciplinary action.

 

X) Unauthorised union activities/ meetings in premises of establishment

 

You are an executive member of the Worker’s Trade Union. On ________ (date), you reported for duty at ________ (time). A short while later you were found collecting the union membership fees from the workers in your shift. The supervisor told you to get back to work and you did so but an hour later again you were found to be collecting the dues and you were warned not to repeat such activity.

 

On _________ (date) while you were on duty, at _________ (time), you called a meeting of workmen in the assembly hall where about 30 workmen gathered and you were found inciting the workmen to resort to drastic measures for their rights and urging them to enlist for the membership of the union. Such meeting was held during working hours without the permission of the management.

 

XI) Insubordination, agitational behaviour, staging demonstration, gherao etc.

 

Your behaviour towards your superiors and the senior management has often been arrogant and rude to the point of being willful insubordinating. You have been reprimanded by your superior officers but have taken no notice. On ________ (date), you reported for duty at _________ (time), and then left your workplace and were seen loitering in the corridors and were found addressing some workers of the previous shift who were leaving the premises. The supervisor on seeing this asked you to return to your workplace at once but you refused to do so and continued to loiter around. The senior manager Sri ____________ on being informed of your behaviour of insubordination summoned you to his cabin and warned you to behave yourself in a disciplined manner or face suspension. On hearing this you glared angrily at him and raising a fist at him shouted, “Dekh lega” and went out. Thereupon you gathered a number of co-workers and incited them that the management was anti-worker and convinced them to join you in staging a demonstration in the premises. They accordingly joined you in demonstrating against the management and picketing and agitation led by you. When the senior manager came out with two other members of the senior management to see what was happening, you and your co-workers gheraoed them and raising fists shouted slogans against the management. On account of such agitational behaviour caused by you, the peace of the workplace was disturbed and finally security personnel had to stop your gherao and disperse the demonstration to restore order in the work place.

 Click Here To Download Show Cause Notice

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Posted by Hrformats - May 22, 2012 at 7:00 AM

Categories: HR   Tags: , ,

Appointment Letter Format

I have Attached Appointment Letter Format

( To be typed on Co.’s Letter Head in Triplicate )

 

Standard  Format 

( Appointment  Letter For Management Staff )

– Officers / Executives / Managers

( For  Probationer –  New Appointees )

Date _________

 

 

Mr/Mrs/Ms. _____________

Address

 

 

 

 

Dear Mr/Mrs/Ms___________

 

Further  to  our  letter  of  offer/ interview  dated __________,  we  are  pleased  to  inform  you  that  you  are  hereby  appointed  as _____________  in  the  ___________________ Department  of  our  Organization to be based at ___________HQ as  per  terms  and  conditions  discussed  and agreed  upon  as  under :-

 

 

1.      This appointment is effective from _____________ the date of your joining our Organization.

 

2.      Your salary and other allowances shall be as per enclosed statement.

 

3.      Your  job  functions  and  responsibilities  as  ___________________  will  be  as  defined  broadly  in  the  enclosed  Annexure

 

( Or )

 

Your job functions and responsibilities as ___________________ are under         preparation and shall be issued in due course.

 

4.      You  will  be  placed  on  probation  for  a  period  of  six  months  and  the  said  period  can  be  extended  by  another  three  months  and  on  the  expiry  of  the  period  of  probation  or  extended  period  of  probation,  if  you  are  not  confirmed  in  writing,  your  services  shall  be  deemed  to  be  automatically  terminated.  However,  unless  you  are  confirmed  in  writing,  you  shall  not  be  deemed  to  be  permanent.

 

5.      During probation, the notice period for termination / resignation will be 24 hours from either  side. After  confirmation,  the  notice  period  required from either side is one month.

 

6.      After  successful  completion  of  your  probation  ,  you  will  be  confirmed  in  writing  as  a  permanent  employee  of  the  Company.  You  will  be  entitled  to  statutory  and  service  benefits and be governed by discipline and other rules existing or may come into existence from time to time  , as  and  when  applicable  as  per  rules  of  the  Company  and  such  other  benefits  as  applicable  to  employees  in  force  from  time  to  time  to  the  location / place  wherever  you  are  working. The company depending upon need shall take suitable cover of GPA to take care of liability under Workmen Compensation Act provided you are not covered under ESI Scheme.

 

7.      Your future increments or promotion or any other salary increase shall be based on merit considering your periodic and consistent overall performance, business conditions and other parameters fixed from time to time at the discretion of the management and shall not be considered merely as a matter of right.

 

8.      During the period of service with the company , you shall not indulge and/ or take part in any activity of formation of council and / or association or become a member being part of management staff which are found to be detrimental in the interest of the company in any way. Such an action shall be deemed as infringement to service conditions of the company and amount to causing damage to its interest and shall call for disciplinary action being taken against you, as it may deem fit and appropriate.

 

9.      You shall retire from the services of the Company on attaining 58 years of age.

 

Your date of birth for the purpose of Company’s record is entered as _____________ as  per  xerox  copy  of ________________ Certificate  submitted  by  you.

 

9.      During the tenure of your services, you will wholly devote yourself to the work assigned to you and will not undertake any other employment either on full or part time basis without prior permission of the Company in writing.  Any contravention of this condition will entail termination of your services from the Company.

 

10.

(i) Your  services are liable to be transferred or loaned or assigned with / without transfer, wholly or partially, from one department to another or to office/ branch  and  vice-versa  or office/ branch  to another office/ branch of an associate company, existing or to come into existence in future or any of the Company’s branch office or  locations anywhere in India or abroad or any other concern where this Company has any interest. In such case, you will abide by responsibilities expressly vested or implied or communicated and shall follow rules and regulations of the department / office, establishment , jointly or separately, without any compensation or extra remuneration or provision of accommodation.  You,  thereupon,  may  be  governed  by  service  conditions  and  other  terms  of  the  said  concern  as  may  be  applicable.  
       
  ii) The  aforesaid  Clause (i)  will  not  give  you  any  right  to  claim  employment  in  any  associate  or / sister  concern  or  ask  for  a  common  seniority  with  the  employee  of  sister / associate  concern.

 

 
11. In  the event  you are absent  from duty  without  information or permission of leave or you overstay your sanctioned leave, the Management will treat you as having voluntarily  abandoned  the  services  of  the Company.

 

 
12. Your  services  are  liable  to  be  terminated  at  any  time :

 

 
  i) during  probation  or  after  confirmation,  in  case  you  are  found  to  be  medically  unfit  by  the  Company’s  Authorized  Medical  practitioner,  on  examination;  
  ii)

 

 

 

 

 

 

iii)

as  and  when  the  Company  comes  to  know  of  any  conviction  by  the  Court  of  Law  during  the  tenure  of  your  service  with  us  or  conviction  and / or  any  bad  record  in  the  past  under  the  previous  employer,  or  because  of  your  giving  false  information  at  the  time  of  your  appointment or concealed any material information or given any false details in the application form or otherwise as regard age, education qualification , experience , salary etc.

if you are found to be not possessing desired qualification which do not conform to custom authority and / govt.  regulation as may be required from time to time and  necessary for continuation of business or its exigencies or on account of redundancy .

 

 
  13. You will keep the Company informed of any change in your residential address that may happen during the course of employment of your service with the company.
   
14. All documents, plans, drawings, prints, trade secrets, technical information, reports, statements,  correspondence  etc., written or unwritten and also  information   and   instructions      that     pass   through    you  or    come     to    your knowledge  shall be  treated  as  confidential.   You shall not utilize them  for  your  own  use  or  disclose  to  other  persons  during  or  after  your  employment.

 

  During  the  course  of  employment  with  the  Company,  you  will  acquire,  gain,  generate,  gather  and develop  knowledge  of  and  be  given   access  to  business information about products activities,  know – how,  methods  or  refinements  and  business plans  and  business  secrets  and  other  information  concerning  the  products / business  of  the  Company,  hereinafter  called  the  “SECRETS”.  You will be liable for prosecution for damages for divulgence, sharing or parting any of such information during course of employment and on cessation for at least 2 years period.

 

15. You shall carry out the job of ______________________ and such other jobs connected with or incidental to which is necessary for business of the Company.  You shall do any other work assigned to you, which you are capable of doing or work at any other post which has been temporarily assigned to you.
   
16. You shall faithfully and to the best of your ability perform your duties that may be entrusted to you from time to time by the management.  You will be bound by rules, regulations and orders promulgated by the management in relation to conduct, discipline and policy matters.

 

You will not seek membership of any local or public bodies without first obtaining specific permission of the management. In the event of your becoming member without following due process as mentioned , it shall amount to contravention of provision of employment condition and the management reserves the right to take appropriate action including dispensing with your services , as it may deem fit.

 

You will not give out to any one, by word of mouth or otherwise, particulars of our business or administrative or organizational matters of a confidential nature which may be your privilege to know by virtue of your being our employee.

   
17. While you are in employment of the company , you may be given or handed over company’s property and / or equipment for official use and you shall take care of them including their upkeep. On cessation of employment with the Company, you shall return all documents, books, papers relating to the affairs of the Company, purchased with the Company’s money, which may have come to you, and also any property of the Company in your possession.
     
18. Any balance of advance or loan taken by you from the Company, shall be fully recovered from your salary and any other legal dues including  Gratuity , at the time of your leaving the services of the Company.

 

19. While working as an employee if you enter into any business transaction with any party on behalf of the company within your permissible limits, it shall be your responsibility to ensure recovery of outstanding. If any outstanding remains at the time of leaving the services of the company, it shall be your responsibility to recover for remittance to the company  before you proceed to settle your legal dues in full and final settlement of your account.

20.

 

 

 

 

 

 

 

 

 

 

 

 

21

The company is obliged to deduct Income Tax at source as per provision of Income Tax Act / Rules . Accordingly , you are required to submit all required proof of permitted savings / investments and other details from time to time to enable the company to comply with the provisions of law. In the event of non compliance by you as aforesaid if the company is required to pay any interest or payment under Income Tax Act , it shall deduct the amount as may be paid or payable from your salary or other payments and you shall allow the company to comply with these requirements without objection.

 

 

 

 

 

All disputes arising out of this letter will be subject to the jurisdiction of the Mumbai Court.  And that the courts, tribunals and/or authorities at Mumbai only shall have jurisdiction to entertain, try and decide such disputes or differences arising out of or pertaining to this contract of employment, irrespective of your working HQ being elsewhere at that times.

 

You  are  requested  to  return  the  enclosed  copy  duly  signed  as  a  token  of  your  acceptance  of  the  terms  and  conditions  of  your  employment.

 

Hope  that  this  will  be  the  beginning  of a  long  and  successful  career  with  us.

 

 

 

Yours faithfully,

For Company Name.,

 

 

 

Name

Managing Director / Director

 

 

Accepted :_______________

                                                                                                (Signature of an Employee)

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

(  Delete whichever is not  applicable )

 

 

Annexure  to  Appointment Letter  dated __________, 2003

            Of    ________________________( Name )

 

 

 

 

 

 

                                  Break-up  of  Gross  Remuneration

  Remuneration

Rs.(P.M.)

Rs.(P.A.)

(1) Basic    
  House Rent Allowance    
  Education Allowance    
  Personal Allowance    
       
       
  TOTAL (1)    
(2)

Annual Benefits

   
  Medical Reimbursement    
  LTA    
  Bonus / Ex-gratia    
  Provident Fund    
       
  TOTAL (2)    
  TOTAL (1+2)    

 

 

  • ·
Reimbursement of expenses for one telephone at residence and one mobile for official use as per Company’s policy existing or as amended.
   
  • ·
Payment of perquisites, allowances and reimbursements shall be subject to provisions of Income Tax, as applicable.

 

 

For  Company’s Name

 

 

Managing Director / Director

 

 

 

                                                                      Accepted : ____________________

                                                                                        (                                    )

 

 Click Here To Download Appointment Letter Format

1 comment - What do you think?
Posted by Hrformats - May 22, 2012 at 6:51 AM

Categories: HR   Tags: , ,

Employee Competency Matrix

 I have Attached Employee Competency Matrix

EMPLOYEE COMPETENCY MATRIX
GT – GREATER THAN
CATEGORY DESIGNATION Years of Experience (Relevant experience) Skills Knowledge
Compatible degree in Engineering field Non Engineering degree in compatible field Management Degree / Diploma Other Degree / Diploma
TECHNICAL JUNIOR System Administrator GT 0 GT 0 GT 1 Windows Family, Linux, Basic troubleshooting on Networks, Server Maintenance, Backup, Storage Setup and maintaining account, Maintaining systems,Install software, Create a backup and recovery, Monitor network communication, Setup security policies for users
Network Engineer GT 1 GT 1 GT 2 Web Hosting, Video Streaming, Installation of Software’s in Linux server. Attend to network issues and network setup, Troubleshooting of LAN/WAN problems, Handle Network Security,
Software Developer GT 0 GT 0 GT 2 Lead development effort, Must be in a position to solve technical challenges – to write coding for the given task Able to perform the task in given turnaround time, Developing coding, coordinating with other team members in order to complete the projects.
Software Engineer GT 3 GT 3 Designing/Developing as per client’s instructions, Coordinate with developers in order to fulfill the given task & unit testing to check whether the final result is error free. Responsible for the design, Implementation & Integration of the software Product.
Quality Analyst GT 0 GT 0 GT 0 GT 0 Checking the quality of software developed, & maintaining the quality standards. Responsible for ensuring that the development process has been followed and that the products meet the established standards.
Quality Engineer GT 2 GT 2 Checking the quality of software developed, & maintaining the quality standards. Responsible for ensuring that the development process has been followed and that the products meet the established standards.
Technical Manager GT 3 GT 4 To handle project independently, leading training & guiding the mentors, to get the work done from the teams, checking quality of final output & Forwarding / uploading them as per client request Provide technical expertise for implementing projects and for effort estimations. Should be able to lead project implementation
Web Designer GT 0 GT 0 GT 0 GT 0 Creativity, Exposure to Design Software’s. Responsible for creating Web sites using design software’s & made easy to Navigable & Accessible.
Graphic Designer GT 0 GT 0 GT 0 GT 0 Creativity, Exposure to Design Software’s like 3D / 2D Animation Responsible for creating Web sites using design software’s & made easy to Navigable & Accessible.
TECHNICAL SENIOR Senior System Administrator GT 4 GT 4 GT 7 Windows Family, Linux, Basic troubleshooting on Networks, Server Maintenance, Backup, Storage Setup and maintaining account, Maintaining systems, Install software ,Create a backup and recovery, Monitor network communication, Setup security policies for users
Senior Network Engineer GT 5 GT 5 GT 7 Responsible for maintaining Routers, switches etc., Attend to network related issues& handling security
Senior Software Developer GT 3 GT 3 GT 4 Lead development effort, Must be in a position to solve technical challenges – to write coding for the given task Able to perform the task in given turnaround time, Developing coding, coordinating with other team members in order to complete the projects.
Senior Software Engineer GT 7 GT 7 Designing/Developing as per client’s instructions, Coordinate with developers in order to fulfill the given task & unit testing to check whether the final result is error free. Responsible for the design, Implementation & Integration of the software Product.
Senior Quality Analyst GT 3 GT 3 GT 4 GT 4 Checking the quality of software developed, & maintaining the quality standards. Responsible for ensuring that the development process has been followed and that the products meet the established standards.
Senior Quality Engineer GT 5 GT 5 Checking the quality of software developed, & maintaining the quality standards. Responsible for ensuring that the development process has been followed and that the products meet the established standards.
Senior Technical Manager GT 8 GT 8 To handle project independently, leading training & guiding the mentors, to get the work done from the teams, checking quality of final output & Forwarding / uploading them as per client request Provide technical expertise for implementing projects and for effort estimations. Should be able to lead project implementation
Senior Web Designer GT 4 GT 4 GT 4 GT 5 Innovative thinking, ability to handle projects independently Key person in creating websites, maintaining the websites as per client’s requirement
MANAGEMENT JUNIOR Project Manager GT 4 GT 4 GT 4 Organize project, manage resources, budgets & schedules Implement and enhance project delivery to reduce defects and mitigate issues/problems and ensure project deployment within the budget authorized, Identify technical and non technical requirements for the projects, Assessing project budget and managing the project within the budget, Planning and executing of the project through the project life cycle (SDLC) Performing the meeting to baseline software requirements for the projects, Defining the Scope for the project
Quality Assurance Manager GT 7 GT 7 Setup and manage the quality assurance process Identifying training needs for implementation of the project, Coordinating with other teams including Release Management for project delivery, Performing dependency management, risk management, issue management for projects Working with SQA in maintaining quality compliance for the projects ,Analysing slippages and address issues though Root Cause Analysis.
Back-office Support Manager GT 3 GT 3 GT 3 GT 3 Planning & Managing , Thorough knowledge of Projects undergoing Responsible for planning and directing the work of a group of individuals, monitoring their work, and taking corrective action when necessary.
IT Manager GT 7 GT 7 Responsible for the quality service  delivery of the centre  Devising strategies to solve the tickets within SLA, Developing knowledge base for Business Process Management System. Performing Root Cause Analysis for known errors, Responsible for the security control and implementation, LAN administration, Ensuring the performance of servers and network by constant monitoring, Planning disaster recovery procedures and controls, Content management of intranet and internet community portals, Conducting technical and process management training for the team & Administration of resources
Accounting Manager GT 5 Knowledge of generally acceptable accounting practices and accounting software products. Setup accounting policies and processes.  Responsible for making sure that all accounts are maintained as per set standards.
HR Supervisor GT 2 GT 2 GT 2 GT 4 Planning and management assistance Supervise recruitment and selection function, and perform recruitments from initial recruitment planning to final hire,Interpret,Explain and apply personnel rules and regulations,programs,policies, and laws to employees, Oversee and coordinate benefits administration, workers compensation & employee relations. Coordinate various employee training programs utilizing consultants and outside trainers, Manage complex personnel problems,& Post recruitment activities.
MANAGEMENT JUNIOR HR Manager GT 5 GT 5 GT 4 Planning for manpower requirements,Recruitment,selection,placement,induction,training,Post recruitment activities, employee welfare& Conducting Exit interview Evaluator of the HRD program’s impacts and effects on organizational efficiency, management of the organizational learning system, Operational manager responsible for the planning, organizing, staffing, controlling, and coordinating of the HRD department, strategist responsible for long-term planning and integrating of HRD into the organization and marketing specialist responsible for the advancement of HRD within the organization through well defined and effective networks.
MANAGEMENT SENIOR Senior Project Manager GT 8 GT 8 GT 6 Organize project, manage resources, budgets & schedules.  Devise new plans to improve all of the above. Implement and enhance project delivery to reduce defects and mitigate issues/problems and ensure project deployment within the budget authorized, Identify technical and non technical requirements for the projects, Assessing project budget and managing the project within the budget, Planning and executing of the project through the project life cycle (SDLC) Performing the meeting to baseline software requirements for the projects, Defining the Scope for the project
Senior Quality Assurance Manager GT 10 GT 10 Setup and manage the quality assurance process and devise methods for improving QA processes Identifying training needs for implementation of the project, Coordinating with other teams including Release Management for project delivery, Performing dependency management, risk management, issue management for projects Working with SQA in maintaining quality compliance for the projects ,Analysing slippages and address issues though Root Cause Analysis.
Senior Client Relationship Manager GT 7 GT 7 GT 7 GT 7 Interaction with Client/Users & Support groups Managing the High Net Worth customers, Achieving the Business targets, Enhancing and upgrading the relationships, Financial planning,
Senior Back-office Support Manager GT 6 GT 6 GT 6 GT 8 Planning & Managing , Thorough knowledge of Projects undergoing Responsible for planning and directing the work of a group of individuals, monitoring their work, and taking corrective action when necessary.
Senior IT Manager GT 10 GT 10 Responsible for the quality service  delivery of the centre  Devising strategies to solve the tickets within SLA, Developing knowledge base for Business Process Management System. Performing Root Cause Analysis for known errors, Responsible for the security control and implementation, LAN administration, Ensuring the performance of servers and network by constant monitoring, Planning disaster recovery procedures and controls, Content management of intranet and internet community portals, Conducting technical and process management training for the team & Administration of resources
MANAGEMENT SENIOR Senior Accounting Manager GT 8 Excellent organizational, interpersonal& communication skills. Strong computer and analytical skills, including proficiency in Excel and PowerPoint,  Attention to detail, organized and thorough with desire for continuous improvement. Partner with functional areas such as operation team, corporate PFA and technology finance to ensure that our Accounting Policy on Fixed Assets has been followed,Analyze monthly fixed assets additions, depreciation expenses, assets transfer, assets disposal and impairments, and make sure all monthly activity has been recorded and is in-line with the latest forecast, Prepare Monthly Close presentation to Senior Executives. Coordinate monthly closing process, book accounting entries, and work with consolidating team for inter-company assets transfer
Senior HR Supervisor GT 4 GT 4 GT 3 GT 7 Planning and management assistance Supervise recruitment and selection function, and perform recruitments from initial recruitment planning to final hire,Interpret,Explain and apply personnel rules and regulations,programs,policies, and laws to employees, Oversee and coordinate benefits administration, workers compensation & employee relations. Coordinate various employee training programs utilizing consultants and outside trainers, Manage complex personnel problems,& Post recruitment activities.
Senior HR Manager GT 8 GT 6 Planning,Organising,Staffing, controlling & Coordinating Overall responsibility of HR Department, mentoring juniors & get the work done.
OTHERS JUNIOR Accountant GT 1 Handling the payroll, Managing advance Salary, Ad Hoc Bonuses, Loans, Liaison with various government organizations for Employee Provident Funds, ESI and other Retirement Benefits, Full and Final Settlement, Day to Day Transaction, Petty cash handling, Attendance maintenance for the purpose of salary, Generating salary slips,
Back-office Support Assistant GT 0 GT 0 GT 0 Understand of business processes and ability to learn new tools quickly. Ability to learn and understand business processes.  Knowledge of office automation tools.
HR Recruiter GT 1 GT 1 GT 1 GT 1 Sourcing, Hiring, Staffing, Talent Acquisition Identifying candidates for various requirements by utilizing various resources like Head hunting, job portals, references, Organizing and Conducting Week end drives, Initial screening & short listing of candidates, Salary Negotiation and Offer roll letter, Post Offer follow up till On boarding.
HR Assistant GT 1 GT 1 GT 1 GT 1 Excellent oral and written communication skills Handling new joiner formalities, Maintaining MIS reports as and when required, Coordinating with Recruitment team in Interview process, Attendance Maintenance, Coordinating with HR Department in all the General activities.
OTHERS SENIOR Senior Accountant GT 4 Preparing Cash Flow,Debtors,Creditors & Preparing Stock Summary Preparing Financial Statements, along with Trading, Profit & Loss Account and Balance Sheet. Finalisation of Accounts Communication through the Internet Preparing monthly Income Analysis of the Company, Preparing & presenting various Reports to the Management
Senior Back-office Assistant GT 4 GT 4 GT 7 Managing skill, clarity of Process carried out in organisation Quality checking – outputs of  team members,managing team members, mentoring, Leading team successfully 7 giving high quality output.
Senior HR Recruiter GT 3 GT 3 GT 3 GT 3 Good oral & written Communication skill, Negotiation skill, Maintaining Database,MIS -Recruitment. Identification of manpower requirements, Gather defined job specifications from technical managers with detailed job descriptions and skill requirements. Organizing, Planning, Scheduling and Conducting Interviews independently with Technical Panels, Sourcing candidates using job postings, resume databases, search engines, Head Hunting, etc. Also maintaining a systematic and comprehensive database / Pipeline of all candidates, Preliminary interviewing of potential candidates in order to assess the candidate’s suitability, Attitude, Academic & professional qualifications, experience, communication skills etc, coordinate with tech panels for technical evaluation and feedback. Handling Salary Negotiations, salary closures, Issuance of Offer Letters, follow-up with candidates for their DOJ. Generating and updating Resource Requirement Sheet.
Senior HR Assistant GT 3 GT 3 GT 3 GT 5 Maintaining Database,MIS of HR department Maintaining Information of HR Department & assisting in all HR Activities.

 

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Posted by Hrformats - April 9, 2012 at 9:50 AM

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