Labour Law Aspects on Performance Management System

Speaker : Radha Krishna Murthy, Advocate and Corporate Legal Advisor


Questions Answered during the session are as below:


WHAT ARE THE ESSENTIAL TERMS AND CONDITIONS FOR PERFORMANCE MANAGEMENT

PROBATION: WHAT IS PROBATION AND ITS PERMISSIBLE DURATION

EXTENSION OF PROBATION: HOW MANY TIMES THE PROBATION CAN BE EXTENDED AND IT’S DURATION OF EXTENSION.

PERFORMANCE DURING PROBATION, IF NOT SATISFACTORY WHAT ACTION CAN BE TAKEN.

CONFIRMATION - IF THE PERFORMANCE IS SATISFACTORY IF SO TERMS AND CONDITIONS FOR CONFIRMATION OF SERVICE.

WHAT IS DEEMED CONFIRMATION

APPRAISALS AND TYPES OF APPRAISALS : SELF APPRAISAL, APPRAISALS BY IMMEDIATE SUPERIOR, REVIEW OF APPRAISAL, COUNSELLING .

PERFORMANCE IMPROVEMENT PLAN

COUNSELLING: WHAT IS THE PROCESS OF COUNSELLING AND DOCUMENTATION OF COUNSELLING. .

IS IT ESSENTIAL TO SUBSTANTIATE THE NON PERFORMANCE WITH DOCUMENTARY PROOF, IF SO WHAT IS THE PROCESS OF DOCUMENTATION.

TRAINING, ROLE CHANGE : WHAT ARE THE TERMS AND CONDITIONS OF TRAINING /ROLE CHANGE , FLEXIBILITY UPON ROLE CHANGE, UPGRADING OF SKILLS IF PUT ON NEW ROLE/JOB/PROJECT WHERE THE SKILL BEING POSSESSED BY THE EMPLOYEE BECOMES ABSOLATE .

WHAT IS THE PROCESS OF DOCUMENTATION IN RESPECT OF PROMOTION, DEMOTION
INCREMENT, REDUCTION SALARY AND ITS PROCEDURE.
HOW TO REWARD THE EMPLOYEE WITH INCREMENT WITHOUT INVITING PERMANENT LIABILITY.

STRATEGIC BENCH PLACEMENT AND PAY AND ALLOWANCES ON BENCH EMPLOYMENT

CAN THE PAY AND ALLOWANCES BE DIFFERENT WHILE ON BENCH EMPLOYMENT FROM THAT OF PROJECT EMPLOYMENT?

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