Under the OSH Code, an employer has to mandatorily issue a letter of appointment in a format that has been prescribed by the government to every employee. Thus, even if an employee has already been issued an appointment letter, prior to the new laws coming into effect, then a new appointment letter will have to be issued within three months of effective date of new law.
Hence, it is imperative for employers to identify and understand the changes required under the Labour Code, be in a state of readiness to ensure compliance, and also keep their employees informed.
Employers are exposed to a number of legal and reputational risks resulting from wrongful termination, or not following due process.Termination of employment, though unpleasant, is still a part of an employer’s responsibility. And, every employer has to terminate an employee without inviting any legal ramifications.
Employers should, therefore, plan to construct contracts and human resource (HR) materials to ensure that senior management, HR personnel, and employees are fully apprised of their rights and responsibilities.
- Hiring –
- Background Verification – is it legal?
- How it is useful for the Employer
- Issuance of Appointment letter –
- Details to be mentioned and Schedules Protecting Employer’s interest
- Legal implications of appointment letters
- Information that will have to be mentioned in the appointment letter as per new labour code
- How to legally separate an employee, without a dispute
- Law & Rules on Termination of the employee’s
- Types of Separations