Example Letter To Employee Company Property: Fill & Download for Free

Compliance Violation and Termination – Facts to KnowSome of the common compliance issues company can take action on are:Thefts, damage to company propertiesSexual harassment casesAbsconding to workIrregular attendanceCriminal offencesOnly such serious misconduct can lead to termination of employment, not other minor mistakes an employee might make during normal course of work life even if the HR makes them out to be a major compliance violation.Termination is not the final destiny of all compliance issues. In legal system, punishment is corresponding to the severity of crime. For example, petty crimes like pick pocketing and chain snatching may lead to 6-12 months of imprisonment; we cannot hang the suspect to death for such petty crimes. Likewise all compliance issues can not lead to termination.I had a phone conversation with a girl who is working in one of the largest companies based in Mumbai. She has 2 years of experience overall. She wanted better rating as part of appraisal rating and she requested her client manager to give good feedback for her contribution. The client manager mentioned this to the onsite manager. This is then escalated by onsite manager and was recommended to HR for necessary action. The HR officer told her that her act is against company policy and asked her to submit resignation on her own.it is quite common in IT industry to ask for client feedbackIn reality, HR officers will still ask employee to submit resignation even when they raise compliance issue, not go for termination. The main reason is terminating employee based on compliance issue is also not easy.In the above example of lady employee, breach of compliance is absolutely not there; it is quite common in IT industry to ask for client feedback even in organization level. Many companies have quarterly/annual customer satisfactory reports and feedback is sought from client. Even for argument sake, if we assume that there is a breach of compliance, it does not qualify termination as punishment.The girl whom I talked to was very scared and very much worried about losing her job. She lost her self-confidence and was in a mindset that she has done very big mistake in life. I convinced her that you are not Nirav Modi where you have cheated the banks worth 15000 crores (even he is happy after this scam enjoying life in foreign county). So don’t have a sorry face. I made her understand that she has not done any serious mistake and should not show sorry face to the HR officer and resist to resign.The company has to follow various procedures while terminating employees based on compliance issues (gross misconduct):Company has to issue warning letter and give chance to employee to present their side. For example, if employee is absconding and not coming to work, company has to issue warning letter to report to work by certain date. If employee continues to abscond, company should try to understand the reason and give final warning to change, If the employee still not following the rules, company can issue termination letterCompany should have clear grievance mechanism and should listen to the employee side.Company should have sufficient proofs to substantiate the breach employee committed.If employee has irregular attendance, company can ask employee to apply for leave but not able to terminate them at first stance itself.In many forced resignation cases, HR officer uses compliance issue as their shield to break employee’s confidence who is refusing to resign. Compliance issue is used as a weapon to make employee submit self-resignation on their own. The employee who agreed to resign will be shown as voluntary attrition case to outside world and the case will be closed.Employee should understand that company should follow legal procedure while terminating based on compliance; even then hanging to death is not the punishment for minor crimes. I am not supporting chain snatching or small mistakes; I am only pointing out that company has the right to terminate if it is legally correct but not for petty issues.I also want to highlight some of the areas where employees targeted for layoff may fall into compliance issuesManagement will keep the employees who resist to resign in bench . Many of the companies don’t have dedicated office space for all employees who are in bench. Usually bench constitute 5-10% of the work space and it is difficult for the management also to provide workspace for all employees. So many employees don’t keep timings of attendance during the bench period. For example, if employee has to log 8 hours of attendance as per company policy, employees in bench may not log this hours. This will be caught later by management and quoted as compliance issuesTake extreme caution on integrity constraints formulated by the company. Now the company is watching for fault and even small integrity violation will be brought big as compliance issues laterThe company may make employees being in bench for longer time as compliance issue. This is not valid as employee placement is based on sales team getting new projects, placement team who is responsible for placing employees and then the employee themselves. So blaming employee alone for not getting placed is not correct and employee can fight it backThe employee targeted for layoff is no more having the same relation they have before they resist to resign. So it is extremely important for employees to maintain professional behavior during this difficult time.I hope this gives an overall view on the most common ways through which employees are targeted for layoffs.- NDLF IT wing

The British East India Company has established on 31 December 1600 AD. It was also known as the John Company occasionally.The Queen of Britain gave it up to 21 years to do business with India. Later, the company acquired military and administrative control over almost all areas of India.Its founder was John Watts. There was a time that there were many countries in Asia under the East India Company. This company had large ports like Singapore and Penang.It was the East India Company that laid the foundation of metros like Mumbai, Kolkata, and Chennai. This was the biggest means of employment in Britain.It used to interfere in the lives of people of all countries in Europe and India. People used to drink tea from the East India Company, and they wore clothes from the East India Company.Just compare East India Company with today's Google or Amazon. Also, add the power to collect tax on their property. Also that the company had its own intelligence agency and an army of millions.Nick Robbins, who wrote the book on the East India Company, says that this company can be compared to today's big multinational companies. The East India Company was allowed to keep its army from the beginning.The East India Company was also closely associated with the government of that period. Used to try to please the leaders and kings.But, how was this company after all? Was its headquarters like the magnificent offices of companies like Google or Facebook today. How much did its employees get paid?Let's turn the pages of history and find answers to these questions.In that era, people used to compete to get jobs in East India Company. But it was very difficult to get a job. Anyone got a job when his name was recommended by a director of the company. Most of the men used to work in the company. Women were kept only for cleanliness.Documents of the East India Company are kept in the British Library. Margaret Makepeace takes care of them. Margaret says that even for the small work of the company, the job was received only on the recommendation of the director.There were a total of 24 directors in that company. The recommendation was also required for the job of scribe or writer in the company's headquarters in London. Who got the job depending on who made the recommendation. Due to more connections than qualified, jobs were available.To get a job in East India Company, only with the recommendation did not work. The company had to pay for this, at that time about five hundred pounds, which today is about 52 thousand dollars or about thirty-three lakh rupees. The larger the position, the more guaranteed money had to be given. Apart from this, good behavior had to be guaranteed to the employees.Today, working without salary or paying for work is considered very bad. Some companies have to pay compensation for this.But a career in the East India Company was started with a job without money. At first, you had to work for five years without a salary. But this period was reduced to three years in 1778.After working for free for many years, the company used to start paying ten pounds of wages. By the beginning of the nineteenth century, the company itself realized that it would not be good for the company to give jobs only to those who brought the recommendations.The company started at East India College in 1806 to prepare its employees. This college located in Haileybury. Here, employees were also given training in Hindustani, Sanskrit, Persian, and Telugu languages ​​along with history, law, and literature.Today, examples of the great headquarters of Facebook and Google are given in the world. After all, what would have been like, the headquarters of the world's largest company, the East India Company?The headquarters of the East India Company, based in London, was certainly not like today's Facebook and Google headquarters. But according to its era, it was very spectacular. The company's headquarters in London's Leadenhall area was rebuilt in 1790. It had a statue engraved on the door of King George Third of England.The interior of the building was no less than a palace. There were glowing halls and rooms with stones planted from all over the world. There were also pictures of the company's occupied cities. Goods won in the war were also loudly displayed at the company's headquarters. Somewhere there was an idol of lion hunting, somewhere silk and somewhere, gold-studded Tipu Sultan's throne.The company had several warehouses in London, which were as luxurious as the company. These were made with a view to exerting pressure on the people of England. Very big and fantastic.Today, many companies provide bases for their employees to take naps. But the East India Company also used to arrange for the employees to stay in their era. Many employees lived in its London office compound. Some people had to pay for this. So some people used to get this facility for free. Those using the company's facilities were severely punished.Those working in the company's offices outside England were also allowed to stay. Employees were always in the eyes of their seniors. The discipline was strict. Employees were incarcerated for misbehaving by drinking alcohol.There were different types of hideouts of East India Company abroad. Just like there was a church, library, and hammam along with the company's factory in Surat. At the same time, there were gardens in Hirado, Japan, and there were also swimming pools.Food was also served to those working in the East India Company. As soon as the staff came to the office, they were served breakfast. People were given food in company bases abroad. However, this facility was discontinued in 1834 in the name of spending cuts.In 1689, the British clergyman John Ovington, who visited the Surat factory, wrote that there was an Indian, an Englishman, and a Portuguese cook. It was intended that everyone should get the food of their choice. People were provided both non-vegetarian and vegetarian food.The variety of food used to increase on Sunday. There was a lot of emphasis on dry fruits like pistachios, almonds, and raisins. There was a great welcome from a well-known personality coming from outside. A lot of money was spent on this.Liquor was freely provided to the people of the East India Company. In Sumatra, Indonesia, 19 employees of the company had dumped 894 bottles of wine, 600 bottles of French wine, 294 bottles of Burton ale, two pipes, and 42 gallons of maderia, 274 bottles of chadis and 164 gallons of Gorak arrack.A small pub was opened in the London port of the East India Company. With strict conditions.Today, all companies provide various facilities to their employees. If someone gives a foreign travel coupon, then a company distributes concert tickets for free.Similarly, the East India Company allowed its employees to go abroad to do their business separately. They were also allowed to bring their personal belongings on the ship of the company and bring them home. This was a much bigger concession than today's tour packages or concert tickets.With such concessions, an employee had a good advantage of himself. With the earnings made in any one foreign tour, not only the life of the employees of the company but also the life of the coming breeds were made. At the same time, the company had to spend less money as a salary and bonus.Employees of the company were allowed to take part in the business of their own company's stock. It was a good deal. Employees had more information than ordinary people. He used to take advantage of this during the buying and selling of shares.The officers of the East India Company used to throw a lot of money in the name of entertainment. For example, in the nineteenth century, some employees of the company had made a dinner of about twenty thousand dollars. The chairman of the company used to get one lakh thirty-two thousand pounds every year just to entertain him.In 1834 these expenses were cut. But in 1867, Sir John Kay, an officer of the company wrote that no one gives a good dinner to the company. The same kind of gratitude was also given to foreigners. The captain of a factory used to get about thirty-three thousand pounds for dinner only.Foreign employees often received expensive gifts, such as jewelry, silk clothes. Also, people like zamindars, nawabs used to give expensive gifts to these employees.The East India Company has seen both good and bad times in its long history. There were also allegations of corruption and rigging and bad management. After 1764, the company prohibited taking gifts of more than a special price.In the eighteenth and nineteenth centuries, employees of the East India Company were among the highest-paid people. The more time someone spent in the company, the more his salary was.In 1815, the clerk's salary used to start from 40 pounds a year, or about 29 thousand pounds today. After working eleven to fifteen years in the company, this salary used to increase more than five times. By 1840, the salary of the clerk of the East India Company was twelve times more than a common laborer.Apart from this, the East India Company also used to give a sizeable pension to its employees. Those working for forty years used to get three-quarters of salary as a pension. At the same time, a servant working for fifty years was given a pension equal to salary.Unlike the general employees, the directors of the East India Company used to get less money. They did not get the same salary as today's CEO. However, it was sometimes bribed and sometimes gifted. Because these directors used to have very good rights.If all the benefits are added, then the amount received by the directors of the East India Company at that time was equal to the salary of today's expensive CEO.Today, companies give their employees holidays in many ways. But the East India Company had to spend a lot of time for the holidays. The leave of any employee had to be approved by the Board of Directors. It is another matter that in those times there were more government holidays than today.However, in 1817, there was a huge cut in government holidays. Employees were allowed only Christmas vacation. Also, employees were being given leave for one to four days according to their year of work.In the East India Company, people had to work for twelve to thirteen hours daily. From seven in the morning to eight in the night. There was a discount of two hours for lunch in between. People also had to work on Saturday.However, due to not being strict in supervising the employees, many people also took advantage of this. For example, in 1727, the directors came to know that an employee named John Smith had not been coming to work for 16 months and was getting a salary.Those working in the company's warehouses had to work only for six hours a day. There was a break of half an hour in this too. At the same time, the working hours in Bandargahs ranged from ten to twelve.It was easy to work in factories abroad. People used to work comfortably. There was a good balance between work and rest.Today only half of the people in America are satisfied with their jobs. At the same time, only 43 percent of people in France and 34 percent in Germany are happy with the job.Think, what did people think about their jobs two hundred years ago? How satisfied were the employees of the East India Company with their jobs?Life was difficult for those employees of the East India Company who had to travel abroad. Accidents, diseases, war, all of them were at risk of being put to death. According to an estimate, half the employees of East India Company deployed in Asia had to lose their lives during their jobs.At the same time, employees working in England were bored with their jobs. Some used to get so bored that they did not work at all.In this regard, an employee of the company Charles Lamb wrote a letter to the English poet William Wordsworth and openly expressed his boredom. Despite being bored with his job, he worked three years more and took a pension for eight years.It is clear from these things that the East India Company is a multi-national company.But you will be very happy to know that the company which ruled India for centuries was bought by a businessman from India in 2010. Gin's name is Sanjeev Mehta.Sanjeev Mehta is the owner of the company now. Sanjeev Mehta had to pay a huge amount for this, he believes that this deal is more an emotional deal than a business deal. Sanjeev Mehta has bought the major shares of the East India Company and is now the owner of this company.Sanjeev bought the East India Company for $15 million. Sanjeev bought the East India Company from its 40 stakeholders. In 2010, it was the final deal. According to Sanjeev, he made one day and night to buy this company. He took leave from all business and made it his sole purpose in life.Born in a Diamond Merchant family in Mumbai, Sanjeev says that when he bought the East India Company, he felt that whoever ruled us, today India is the owner of that company. Mehta will now bring East India Company into new business. They plan to sell luxury gift sets and other goods through e-commerce. He launched this brand on Indian Independence Day.Image source: Google

There is another method through which the company can fire the employee – compliance violation. Only such serious misconduct can lead to termination of employmentSome of the common compliance issues company can take action on are:Thefts, damage to company propertiesSexual harassment casesAbsconding to workIrregular attendanceCriminal offencesOnly such serious misconduct can lead to termination of employment, not other minor mistakes an employee might make during normal course of work life even if the HR makes them out to be a major compliance violation.Termination is not the final destiny of all compliance issues. In legal system, punishment is corresponding to the severity of crime. For example, petty crimes like pick pocketing and chain snatching may lead to 6-12 months of imprisonment; we cannot hang the suspect to death for such petty crimes. Likewise all compliance issues can not lead to termination.I had a phone conversation with a girl who is working in one of the largest companies based in Mumbai. She has 2 years of experience overall. She wanted better rating as part of appraisal rating and she requested her client manager to give good feedback for her contribution. The client manager mentioned this to the onsite manager. This is then escalated by onsite manager and was recommended to HR for necessary action. The HR officer told her that her act is against company policy and asked her to submit resignation on her own.it is quite common in IT industry to ask for client feedbackIn reality, HR officers will still ask employee to submit resignation even when they raise compliance issue, not go for termination. The main reason is terminating employee based on compliance issue is also not easy.In the above example of lady employee, breach of compliance is absolutely not there; it is quite common in IT industry to ask for client feedback even in organization level. Many companies have quarterly/annual customer satisfactory reports and feedback is sought from client. Even for argument sake, if we assume that there is a breach of compliance, it does not qualify termination as punishment.The girl whom I talked to was very scared and very much worried about losing her job. She lost her self-confidence and was in a mindset that she has done very big mistake in life. I convinced her that you are not Nirav Modi where you have cheated the banks worth 15000 crores (even he is happy after this scam enjoying life in foreign county). So don’t have a sorry face. I made her understand that she has not done any serious mistake and should not show sorry face to the HR officer and resist to resign.The company has to follow various procedures while terminating employees based on compliance issues (gross misconduct):Company has to issue warning letter and give chance to employee to present their side. For example, if employee is absconding and not coming to work, company has to issue warning letter to report to work by certain date. If employee continues to abscond, company should try to understand the reason and give final warning to change, If the employee still not following the rules, company can issue termination letterCompany should have clear grievance mechanism and should listen to the employee side.Company should have sufficient proofs to substantiate the breach employee committed.If employee has irregular attendance, company can ask employee to apply for leave but not able to terminate them at first stance itself.In many forced resignation cases, HR officer uses compliance issue as their shield to break employee’s confidence who is refusing to resign. Compliance issue is used as a weapon to make employee submit self-resignation on their own. The employee who agreed to resign will be shown as voluntary attrition case to outside world and the case will be closed.Employee should understand that company should follow legal procedure while terminating based on compliance; even then hanging to death is not the punishment for minor crimes. I am not supporting chain snatching or small mistakes; I am only pointing out that company has the right to terminate if it is legally correct but not for petty issues.I also want to highlight some of the areas where employees targeted for layoff may fall into compliance issuesManagement will keep the employees who resist to resign in bench . Many of the companies don’t have dedicated office space for all employees who are in bench. Usually bench constitute 5-10% of the work space and it is difficult for the management also to provide workspace for all employees. So many employees don’t keep timings of attendance during the bench period. For example, if employee has to log 8 hours of attendance as per company policy, employees in bench may not log this hours. This will be caught later by management and quoted as compliance issuesTake extreme caution on integrity constraints formulated by the company. Now the company is watching for fault and even small integrity violation will be brought big as compliance issues laterThe company may make employees being in bench for longer time as compliance issue. This is not valid as employee placement is based on sales team getting new projects, placement team who is responsible for placing employees and then the employee themselves. So blaming employee alone for not getting placed is not correct and employee can fight it backThe employee targeted for layoff is no more having the same relation they have before they resist to resign. So it is extremely important for employees to maintain professional behavior during this difficult time.I hope this gives an overall view on the most common ways through which employees are targeted for layoffs.In most of the companies, layoffs are initiated as part of performance appraisal and appraisal process is the root cause used for layoffs.