Hr policy

unless we go through the salary bond policy terms & conditions, I cannot suggest you. The management will their qualifications, experience etc. and decide their remuneration. In my opinion the management criteria may be vary depends upon the company policies. that we can not challenge. If any employed agrieved injustice, he can approach labour commissioner.

The company's offer with its terms and conditions are to be seen as well as it is to be confirmed that whether you have signed the acceptance letter to the offers made and have agreed to the terms and conditions set therein.  If yes, you have nothing to talk about it once accepted.

The grade ,band provides for incremental increase in salary... This might be as per appraisal, matrix,scale as in appraisal, related with performance.......and vintage may have nothing to do with it. There are parameters that are objective/subjective/assesment/numbers/observation etc...Hence everything can be related...... Although there is scope of bias... The policy may provide for registring dissatisfaction and escalation matrix...that may be fair or for namesake... The band at times can be related with PLI....! The employees should unite and form unions,form 'Works Committees' and affiliate with trade unions..... To fight bias by bosses and HR supporting bosses.... It is also part of tactical approach of employers to check incremental increase in salary of Employees with vintage..... and provide better salary to younger emoloyees and encourage competition....... as well as attrition of dissatisfied Employees with vintage without causing termination....