For any good organisation the layoffs should be done only when all other alternatives have been exhausted. The biggest challenge in conducting the layoffs is explaining to employees underlying causes and reasons behind it. Read More..
Cover Story - LAYOFFs: Cannot there be an alternative?
Communication, support and trust among the individual employee are the major factor HR can influence and make layoff seamless. Read More..
Realistic business plans and more valued assessment of market situation could help in avoiding lay-offs as a gradual adherence to the plans. Read More..
Market shifts, new technologies and disruptions caused by competitions can require companies to do major restructuring. However, HR professionals always need to show the way of how the process is effectively handled. Read More..
Layoffs are similar to the change management process as deployment needs sharpening of the saw to manage and balance the business reasons and the emotional aspects not just for those being laid off but for those who continue with the organisations. Read More..
HR being the spokesperson from both the ends is supposed to play a very neutral and vital role. Layoffs is not a pleasant situation; hence, implementation is undoubtedly difficult. Read More..
The biggest challenge in conducting layoffs is to deal with employee emotions. Despite of any kind of golden handshake you offer, handing over pink-slip is always painful for all stake holders. Read More..
The confusion is clear now. Employees working in IT sector fall under Industrial Disputes Act and are workmen. Read More..
In case of death of the claimant challenging his dismissal for unauthorised absence, compensation of 2 lakh would be proper to his legal representative. Baburao Dadu Sankpal (Dead) Through LRs. vs. Kohlapur Zilla Sahkari Doodh Utpadak Sangh Kohlapur... Read More..
Interpreting Section 4(6)(b)(ii) of the Payment of Gratuity Act, the Supreme Court has held that forfeiture of gratuity on the ground of misconduct which constitutes an offence involving moral turpitude, is permissible only if he is convicted by a... Read More..
In order to ensure better implementation of the law against sexual harassment at workplace, the Centre has made it mandatory for companies to disclose whether they have constituted an internal complaints committee (ICC) to probe such allegations. Read More..