Kundan Kumar (Analyst) 20 May 2012

Information about working conditions and environment

Sir,

I am working as an associate level in a Real Estate(Deed/Mortgage process) company, registered at New Delhi. I want to discuss the company work environment and some of their policies to know that whether a company is liable to do so or not? In these days, company has enforced some rules :

1) If an associate does not achieve his daily target, then company will mark a half-day leave to the employee,

2) Unable to show a genuine reason, company can hit an employee “Discipline Index”. In my company, if discipline index of any associate is hit, then he will not get any appraisal for the whole year. He also loses his ‘Loyalty Points”, which affects his bonus and surplus benefits from the company.

3) Company counts production hour only from the program we used. It means, if a person enters in company campus, punches his card and even logs in to his work station, then his log-in time will not counted. Only the program tool that he used for production purpose will be count. In this way company always enforced their employees to give some extra hours to achieve their time and production target as well.

I just want a detail information regarding the above mentioned points. Also suggest how can I show my protest or a genuine way to fix it. Waiting for your kind reply and valuable suggestions.

Thanks & regards

Kundan Kumar

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3 Replies

Kumar Doab (FIN) 20 May 2012

Are these rules mentioned in appointment letter, employee rule book, certified standing orders?

Or Are these rules supplied to employees in writing, say by email?

To the best of understanding:

1. No. Half day leave can not be marked in the manner as mentioned by you. Leave has to be applied by the employee who wants to avail leave. If there is no leave in leave balance, leave can be set as without pay.

2. Company can set targets and break it to daily targets/tasks/assignments. Employee must endeavor to complete the tasks and achieve the targets. Non achievement of targets can not be labeled as indiscipline.

3. The attendance is marked either in register, on line etc. Daily work hours are described in law book.

Company may count productive hours as time spent on task/assignment/programme. Employee should log in to programme tool as early as possible and start the work after marking attendance. In case there are interruptions in between due to reasons beyond control of the employee, the employee should put it on record.

Employee can count extra work hours spent on work as OT. OT and max. OT in a month is also described in law book.

Genuine way is to talk it with promoters/superiors/HR individually, jointly or thru employee union/guild/committee in gentle manner.

However if the employer is not willing to relent and discuss and amend the repercussions can lead to separation. Private companies count each penny and devise systems and relate everything to systems only.

If this company is what does not suit you, it shall be better to look for better position in better company with better remuneration.

Valuable advice of learned experts/members is sought.

Kundan Kumar (Analyst) 20 May 2012

Dear Sir,

Thanks for your valuable suggestion. Here is reply of your questions :

Q1) Are these rules mentioned in appointment letter, employee rule book, certified standing orders?

Ans- No.

Q2) Are these rules supplied to employees in writing?

Ans-No.

Thanks & regards

Kundan Kumar

Kumar Doab (FIN) 20 May 2012

Has the company marked half day leave without leave application and reduced the leave balance in leave record and deducted salary? Does the employee have leave record and salary slips showing leave is marked and salary is deducted?

Does the employee have record of entrance and exit as marked in register with security, attendance record, and record of time spent on programme for each day?

Employee should record ( audio/visual) the transaction during which employee is coerced to spend extra hours (OT).

In case of dispute if employee has the record it is favorable. Company is cutodian of record but may not produce the record easily.