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Corporate Practice, Legal,

What More You Should Expect From Your Organization

Every human relationship has its own expectations and conflicts are so natural if they are not fulfilled. Employees and organization’s relation is not untouched with this phenomenon.

On the way starting a new job every employee should know what the organization’s expectations from you are and let the organization know what you, as an employee, have expectation from your organization.

You have rights to have the expectations from your organization but if these are not met, you should have words with your seniors and present a complete scenario before them.

It is not fair if your organization is not meeting the employees’ expectations but have expectations from employees. If your organization is not maintaining the expectation, it can’t expect of you to be loyal and more dedicated towards the work. At the end, conflicts will take place and this will be harmful for the internal environment of the organisation. The way government requests organisations be involved in corporate social responsibilities since it considers that the organisations must have their responsibilities towards society and welfare of people, in the same way, they must also benefit their employees who are undifferentiated part of their existence. A number of organisations are there which take care of the house rent, travel  allowances, mobile bill, food, health insurance and all other facilities when an employee joins them, but still there are firms that hardly do anything excepting providing salary to employee every month on time.

Employees’ expectations from an organization are first and foremost, simply accurate and timely wages’ payments along with that complete explanation of your job responsibilities, company policies, adequate training, safe working environment, as well as constructive and fair feedback from the senior.

What else people search in the job? What more you expect from your organization? And many more related queries will be addressed below.

  • Security: An organization can provide job which secures employment on regular basis. The security of the job will make employee assured and he or she can work without worrying for employment.
  • Job Type: An organization should have understood what kind of job suited for an individual as per his competencies, skills and abilities. The job should give the employee a sense of satisfaction and accomplishment.
  • Payments: Organization should be able to pay enough to meet employees’ needs, at least. The organization should able to pay a fair amount in comparison of co-workers.
  • Perks and Benefits: Organization should not have an issue regarding perks and benefits to meet employees’ needs and these are comparatively well with respect to others.
  • Advancements: Organization should give a platform to the employees to advance in employees’ carrier. There should be a chance for a breakthrough for every employee.
  • Working Environments: In an organization, co-workers should be like-minded and very much skillful.
  • Organization: An organization should have a good reputation and make employees feel proud to work with it.
  • Working Terms and Conditions: An organization should be free from any kind of harassment and safety issues. The office should not be a place for stress, injurious to employees’ health. Even it should be comfortable.
  • Working Hours: Organization should provide the working hours which allow employees time to live the lifestyle what he wants to, to chase his dreams or interests, and to spend with family.
  • Supervision of Progress Report: Organization should have management to supervise immediately who is more fair, considerate and more competent. The progress report should be fair, accurate under good


These all expectations of employees are reasonable, and law abided, and there is no reason why an organization should have a problem with these.

Corporate Practice, Legal,

What You Should Know about organisational Responsibility

Organisational responsibility plays a key role to run any organization. No organization can run without following these responsibilities. These responsibilities follow the balanced approach which ensures the organization is benefiting a large number of people as well as running efficiently, at the same time.

The rules for the organizational responsibility change organization to organization but there are some common guidelines. But these guidelines also vary as per the manner of functions and the types of the organization.

Religions, Public Opinion, and Ethics Freedom:

The key organizational responsibility consists of the freedom of religions, public opinion, and ethics, but organizational decisions should be free from religions, public opinion and individuals’ ethics.  Religions, public opinion and ethics are responsible for teaching the correct behaviour and sense of morality. But these are not the sole factor to run any organization.

An organization should have its own ethical behaviour according to which it can take decisions. And every employee should know organizational ethics and follow these because religions, public ethics can be biased and can be the reason for conflicts among different public opinion.

An organization should be ethically responsible and that is one of vital organizational responsibility. The organization should have planned almost every scenario with a broader mind approach.


Organizational Model Structure:

First of the organizational responsibility is Organisational model structure since the organisational model structures set up the foundation of any organization. The organizational model structure has its regulations and rules that are necessary to maintain organizational compliance.

Organizational model structure contains proper organizational planning which contains structure principles of ethical behaviour and accountability.

Every organization has its own model of the structure. This model of structure presents how the organization should run as well as progress.  Basically, the organisational model structure is based on information, control, and power.

Duty Allocation:

Another key factor for organisational responsibility is delegation. Delegation is responsible to assign their duties. Duty allocations let the team know their responsibilities and obligations.

The organization should do duty allocation very carefully to keep in mind which duty suits to whom most as per their skill and competence.

Every individual should have knowledge what is his responsibility in the organization. And duty allocation will guide the individual of his or her duty.

Holistic Coordination:

An organization is not a single entity and does not run like one. There are so many things such as teams, departments, meetings, committees, funds allocations, duty allocation, and many other interests which an organization needs to keep coordination with.

Coordination determines a holistic organizational performance after having information and knowledge.

The holistic coordination is organizational responsibility which performs activities like to hire superlative efficient workers, avail good amount of fund, and achieve organizational goals.

Order of Operation:  

Another organizational responsibility is the order of operation, which ensures the success of the organization needs a smooth operation.

Order of operation contains a various number of subgoals which are necessary to serve an organizational purpose.

The manager of operation ensures the rules and logistics for operations which should meet by all in your organization.


The organizational responsibility should be known for every employee to maximize the trust, safety, and reputation among the employees.

Organisational responsibilities is an important factor that keeps all the process going hassle free and ensures employee satisfaction that results more dedication towards achieving common goal of the organisation and attaining new level of client satisfaction.

Corporate Practice, Legal,

Being Harassed by Your Boss?

Harassment in the workplace makes anybody feel uncomfortable as well as unsafe. If anybody is being harassed by boss in the workplace, he or she must try these effective things.

Harassment is not only physical but also verbal badger based on race, religion and sex. Any form of discrimination is not only immoral and inappropriate but also unlawful.

One can identify harassing conduct with hostile slurs, jokes, insults, intimidation, physical threats or assaults, offensive pictures, name callings, and other behavior. Sexual harassment consists of unwanted comments, behavior, or conduct regarding gender, sex or sexual inclination.

  • The first step you should take to check employee handbook of the company. In your company, you should have some way to file a complaint or Equal Employment Opportunity officer.
  • Immediately report any kind of harassment. Report to someone in HR or any other person who is responsible to deal with such kind of harassment issues within the organization. Submit the written complaint and keep a copy and anything you received while submitting a complaint, with you.
  • Write down the same what happened to you as you faced any kind of harassment. Mention exact times, dates, and witness specifically. Along with that mention to whom you report, what action has been taken and other details. And these all details you should keep at a safer
  • Try to know that anybody else has experienced harassment. Encourage them to write down their incidents.
  • It is possible that your boss can defend himself by objecting your work performance. In this case, you should keep your work such, as performance records’ copy, documents-related quality of your work and performance evaluations, safe with you.
  • Talk to your colleagues who may be your harassment witness, to stand with you.
  • Gather information on the status of the primary To conduct the investigation what is necessary information, provide them.
  • You can file charge against discrimination with the federal Equal Employment Opportunity Commission if you don’t believe in process of your organization. It is required to fill EEOC before you are going to sue your boss.
  • Focus on doing your work efficiently, don’t let harassment issuer overwhelm quality of your work. Work for your performance records, maintain harassment issues and action taken against these issues.
  • Harassment in the workplace and aftermath are very difficult to withstand. You need the support from different level from family to friends and colleagues. At this difficult phase of life, you should not feel alone.
  • If you are expecting anything wrong can happen with you or already know about wrong intention of someone, try to capture it in your phone cleverly by voice recording or video recording. It may help you to have valid proof of the incidence. You can follow the same with other if that person is introvert or afraid of losing job if complains about his team leader or manager.
  • If you are unable to follow previous point, just notice that such incidence happen under the surveillance of CCTV camera so that you can access the incidence later with higher management.

Stand up against workplace harassment. If you feel someone is falling into harassment prey, support and encourage him or her to fight against injustice.

Corporate Practice, Legal,

Failed in Background Verification? Try This

Have you been failed in background verification? Don’t worry, you are not only one. Many job seekers usually find this question very common. Further, this article will provide you the reason and tips to pass it.

Bad credit history:

Poor or bad credit history may be the reason to be failed in background verification. Many employers know that anybody’s credit rating can be affected by divorce, death, and many other things. You are not likely to be denied the job if you are searching for a job which cost you money.

If the employer denies or has any doubt, you should proactively have word with the employer on your credit history.

Accurate credentials and experience:

Inaccurate credentials and experience are considered as fraud. So, make sure that credentials like date of birth, the passing year should be matched in all types of resume and documents.

Convict of crime:

If you are convicted of any crime related to the applied job, you will be failed in background verification. Example: Sexual convicts are not allowed to be school teachers or bus driver. So, before applying job make sure that you are applying for the right job. Besides, to make your safe from any kind of issue that later may turn legal or unethical, present yourself calm and polite everywhere. For example, in mid-2015, when Delhi University girl Jasleen Kaur accused falsely Mr Sarvjeet Singh at traffic signal at Tilak Nagar, West Delhi, for no such big reason, that man was arrested by the police same day and that resulted him to lose his then current job.


Military discharge on record:

If you are dishonourable discharge, employers are not supposed to hire you in fields of security, finance, and those jobs which require clean record. So, check your record first before applying these kinds of jobs.

Raise your voice before employer:

You should raise problems in front of HR directly without hesitation. If you are clear, detailed, and honest with the employer, you will be able to win employer trust and credibility for the long term. Your openness and truthfulness will help you to earn the employer’s trust which may help you in getting a job whether you have any criminal record.

Go with Self-background verification:

You should first do self-background verification beforehand. If you have a budget, you need to hire a third party for conducting your own verification before you are going to begin the application process.  If you have not budgeted, you can run the background verification manually by yourself. For that, you need to collect information from various sources.

In this way, you will get a solid and likely precise idea of what is going to arise next.

Corporate Practice, Legal,

What If Hr Does Not Give Relieving Letter?

In your offer letter or appointment letter, there will be a clause of notice period and the time duration to serve the notice period. Unless you don’t serve the full notice period, you can’t get your relieving letter.

There will a subsection of compensation not for serving notice period under the clause notice period mentioned in your appointment letter or offer letter. If you agree to compensate for not serving the notice period, nobody can stop you from receiving your relieving letter legally.

So, check your offer letter or appointment letter and find out the clause which mentions the compensation from both HR and your side, not for serving the notice period.

New HR wants you to join on immediate basis. You need to check if in the company, there is any option available for buyout notice with the last or new HR. Not serving notice period is compensated from both HR and employee. If it is not given there, you should address it to your HR. They will not relieve you before the notice period and ask you for extra time.

So, check your resignation letter, if there is clearly written your last date working in the company or early reliving date. If it is not mentioned in the resignation letter, you can prepare other resignation letter which has quoted the early resignation date, email date and your last day in office.

Prepare notes which include emails, resources, and docs etc. and you can hand them over to the responsible person and have a signed copy safely with you. This responsible person can be anyone whether he is HR or the manager.

If you have served your notice period, suddenly a new HR has joined and you are not relieved from the current HR still, you can go to the new HR with this issue for it you have to send new HR acceptance copy of resignation.

If you have served your notice period, but you have not get the relieving letter from present HR besides of making requests too many times, the last resort you have is to sue the company. But make sure you have proper documents with you such as the proof that you have served the notice period, appointment letter or offer letter.

Often it happens that on your last working day, HR says that organisation will mail the relieving-cum-experience letter on your personal email-id, but they do not do it for long time and it makes you suffer in the new job for incomplete documentation. In that case, keep pinging previous organisation for the same on mail and phone and if they do not give you the relieving letter, try with labour court and get the matter resolved with their help. You can also visit Ministry of Corporate Affairs website to make a legal complaint against the company. Keep in mind that do not make a negative comments about the organisation on any social media or review website, otherwise it may hamper your relation with the organisation and may increase your wait to collect the letter.

There may be various rules as per companies but no company can deny you from giving relieving letter otherwise law is to rescue you.


Is Your Organisation Loyal to All?

Many of us criticize our organization for not caring employees, but what are our parameters to decide so? Know these parameters then conclude yourself, “Is your organization loyal to all?” If your organization behaves in below manner, it means your organization is loyal to you.

  • Don’t criticize you overtly: Criticizing sometimes is a better way to take best out of you. Boss sometimes criticizes you because organization knows your true potential and wants you to perform better than your colleagues.

But sometimes criticizing takes away all the respect you deserve when you are going to be criticized in front of your colleagues.

A loyal organization does not back bitch, snipping or gossiping neither behind you nor in front of you.

  • Disagree with you in private: Debate and disagreement are healthy for the growth of organisation and employees. Every organization loves to listen to the opinion of his team no matter how bitter the opinion is. The organization is open to playing devil’s advocate. In fact, the organization believes that honest opinion exchanges are beneficial for both the company as well as employees.
  • Organization respects you and your decisions publicly: Have you heard your boss in some of the meeting that I don’t think it is the best thing to do but we are going to do it for sure. It means that your organization is loyal to you all. A loyal organization doesn’t try to prove you wrong. Even they can do everything which proves you to be right.
  • Organization tells what you suppose to listen: As an entry level you are so enthusiastic about of your job, full of energy, ready with burning opinions, it doesn’t mean that you will be always right or every opinion will be executed as you have given but organization will tell you the things what you want to listen. Example: Many times direct reports submitted by you take different stands or you proved to be wrong, but the organization will not tell you in a harsh

The organization does so to recognize your good intention to an organization, whereas organization knows that you don’t care for the remarks but the organization doesn’t want to kill your enthusiasm toward your job.

  • Treat you as a Person: In a loyal organization, there is a remarkable relation between the organization (employer) and employees. The organization has the realization that employees want to help the organization to get personal as well as professional goals. The organization wants best for it as the same way that you want best for yourself. So, the organization looks up to you as more than just an employee. The organization treats you as a person, a valuable person.
  • The organization is opened arms of your decision to leave: Many Employees want to leave the job for a better opportunity, to enter a new field, or to start their own business. Organization adieu them with wishes for the future. To let an employee go without any condition means that the organization welcomes your decision, accepts you as a plain-old employee and trusts you to a high

If your organization behaves in such a way, it means that your organization is loyal to you.

Corporate Practice, Legal,

Are You a Private Employee? Know Your Rights

To protect the rights of employees, the law guarantees rewards and certain rights to every private employee and everyone ought to know these.

  • Employment Agreement: Employment agreements are essential to be presented in written contracts. Employees must enter into written contracts before starting work for any corporation or someone. Nowadays, a valid employment contract is a mandatory part in work environments. This employment agreement has been set up for an employee-employer
  • Right to Minimum wages: In any organized sector, every employee has a right to minimum wages. Minimum wages do not guarantee only the livelihood but also support the medical requirements, education, and another level of necessity.

Under minimum wages act, minimum wages are fixed for some of the scheduled workforces.  The minimum wages act is applicable across India. This minimum wages act is applicable to both skilled and unskilled workforces. For all sectors, minimum wages are not the same across all over the country.

  • Work timing and overtime: In India, many laws provide specific work timing and compensate for Work timing is different for children, women, and men as per Factories Act.

Adult men have no work timings more than 9 hours for a day and 48 hours for a week. The employee is entitled double of his regular income for working extra hours.

Women employment is limited from 7 PM to 6 AM. As per appropriate permission, timing can be relaxed to 10 PM to 5 AM. Children timings are restricted to 4.5 hours per day. Female children working timings are restricted from 7 PM to 8 PM.

Interval period should be at least half an hour for every employee.

  • Provident Fund: EPF, Employee’s Provident Fund is must for every salaried working member. It can be used only by them for medical care, housing, children education, family obligation, and many more.
  • Holidays: A holiday is necessary for a week along with that public holidays like Republic Day, Independence Day, Gandhi Jayanti and many other must be paid leaves.
  • Maternal Leave: Recently maternal leave is raised to 26 weeks, before it, leaves were for 12 weeks. Meanwhile, 8 weeks are reserved for prenatal leaves.
  • Healthy and safe environments for the workplace: As per Factories Act, there are numerous rules for health, welfare, clean water availability for drinking, spittoons, lighting, disposal of effluents, dust, fumes, temperatures and ventilation, latrines and urinals, overcrowding, and safety of employees.
  • Gratuity: One of the employees’ retirement benefits is gratuity. Under the Payment of Gratuity Act, 1972 employee can get gratuity after the 5 years of starting services. Employees can get gratuity payment due to retirement, resignation, and disablement because of illness or accident, superannuation, and employees’ death.

Knowing all these rights every employee can avoid his harassment in the private sector.