Download VTU (Visvesvaraya Technological University) MBA 3rd Semester (Third Semester) 16MBAHR302-Recruitment and Selection Reference checking & Appointment orders Important Lecture Notes (MBA Study Material Notes)
Appointment orders
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Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
Method of medical examination
? Drug testing
? Strength and fitness tests
? HIV testing
? Genetic testing: applicants are screened for susceptibility to illness
resulting from various workplace chemicals,to detect hereditary
disease
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
Method of medical examination
? Drug testing
? Strength and fitness tests
? HIV testing
? Genetic testing: applicants are screened for susceptibility to illness
resulting from various workplace chemicals,to detect hereditary
disease
Joining day formalities
? Verification and collection of certificate copies
? Collecting photos
? PAN number and passport copy
? Providing place to work; stationery and equipments, providing
furniture
? Providing access to entry and exit
? Entry in muster role
? Opening the personnel file
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
Method of medical examination
? Drug testing
? Strength and fitness tests
? HIV testing
? Genetic testing: applicants are screened for susceptibility to illness
resulting from various workplace chemicals,to detect hereditary
disease
Joining day formalities
? Verification and collection of certificate copies
? Collecting photos
? PAN number and passport copy
? Providing place to work; stationery and equipments, providing
furniture
? Providing access to entry and exit
? Entry in muster role
? Opening the personnel file
Contents of employee personnel file
1. Employment history
? Job application
? Resume,cover letter
? Education verification
? Employment verification
? Employment and personnel reference checks
? Rejection letter
? Position job description
? Job analysis records
? Employment contract-(employment agency contract)
? Emergency contact information
? Signed employee handbook acknowledgement
? New employee orientation checklist
? An relocation agreements
? Any official forms
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
Method of medical examination
? Drug testing
? Strength and fitness tests
? HIV testing
? Genetic testing: applicants are screened for susceptibility to illness
resulting from various workplace chemicals,to detect hereditary
disease
Joining day formalities
? Verification and collection of certificate copies
? Collecting photos
? PAN number and passport copy
? Providing place to work; stationery and equipments, providing
furniture
? Providing access to entry and exit
? Entry in muster role
? Opening the personnel file
Contents of employee personnel file
1. Employment history
? Job application
? Resume,cover letter
? Education verification
? Employment verification
? Employment and personnel reference checks
? Rejection letter
? Position job description
? Job analysis records
? Employment contract-(employment agency contract)
? Emergency contact information
? Signed employee handbook acknowledgement
? New employee orientation checklist
? An relocation agreements
? Any official forms
Employee performance development
? Copies of PA
? Employee self assessments
? Attendance
? Memo?s
? Training records
? Employment termination
Exit interview
Resignation letter
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
Method of medical examination
? Drug testing
? Strength and fitness tests
? HIV testing
? Genetic testing: applicants are screened for susceptibility to illness
resulting from various workplace chemicals,to detect hereditary
disease
Joining day formalities
? Verification and collection of certificate copies
? Collecting photos
? PAN number and passport copy
? Providing place to work; stationery and equipments, providing
furniture
? Providing access to entry and exit
? Entry in muster role
? Opening the personnel file
Contents of employee personnel file
1. Employment history
? Job application
? Resume,cover letter
? Education verification
? Employment verification
? Employment and personnel reference checks
? Rejection letter
? Position job description
? Job analysis records
? Employment contract-(employment agency contract)
? Emergency contact information
? Signed employee handbook acknowledgement
? New employee orientation checklist
? An relocation agreements
? Any official forms
Employee performance development
? Copies of PA
? Employee self assessments
? Attendance
? Memo?s
? Training records
? Employment termination
Exit interview
Resignation letter
KARNATAKS SHOPS AND COMMERCIAL ESTABLISHMENT ACT
? This?Act?provides?for?the?regulation?of?conditions?of?work?and?employment?in?Shops?&?commercial?
establishments?in?the?State?of?Karnataka.
? Shops:?'shops'?means?any?premises?where?any?trade?or?business?is?carried?on?or?where?services?are?rendered?to?
customers?and?includes?offices,?storerooms,?godowns,?warehouses,?whether?in?the?same?premises?or?
otherwise,?used?in?such?connection?with?such?trade?or?business,?but?does?not?include?a?commercial?
establishment?or?a?shop?attached?to?a?factory.
Commercial Establishment:?Commercial?Establishment?means?a?commercial?or?trading?or?banking?or?insurance?
establishment,?an?establishment?or?administrative?service?in?which?persons?employed?are?mainly?engaged?in?
office?work,?a?hotel,?restaurant,?boarding?or?eating?house,?a?caf??or?any?other?refreshment?house,?a?theatre?or?
any?other?place?of?public?amusement?or?entertainment.
Owner:?Owner?means?the?person?having?charge?of?or?owning?or?having?ultimate?control?over?the?affairs?of?an?
establishment?and?includes?members?of?the?family?of?an?employer,?a?manager,?agent,?other?person?acting?in?
the?general?management?and?control?of?an?establishment.
Employee:?Employee?means?a?person?wholly?or?principally?employed?in?or?in?connection?with,?any?
establishment?whether?working?on?permanent,?periodical,?contract?or?piece???rate?wages?or?on?commission?
basis,?even?though?he?receives?no?reward?for?his?labour?and?includes?an?apprentice.
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
Method of medical examination
? Drug testing
? Strength and fitness tests
? HIV testing
? Genetic testing: applicants are screened for susceptibility to illness
resulting from various workplace chemicals,to detect hereditary
disease
Joining day formalities
? Verification and collection of certificate copies
? Collecting photos
? PAN number and passport copy
? Providing place to work; stationery and equipments, providing
furniture
? Providing access to entry and exit
? Entry in muster role
? Opening the personnel file
Contents of employee personnel file
1. Employment history
? Job application
? Resume,cover letter
? Education verification
? Employment verification
? Employment and personnel reference checks
? Rejection letter
? Position job description
? Job analysis records
? Employment contract-(employment agency contract)
? Emergency contact information
? Signed employee handbook acknowledgement
? New employee orientation checklist
? An relocation agreements
? Any official forms
Employee performance development
? Copies of PA
? Employee self assessments
? Attendance
? Memo?s
? Training records
? Employment termination
Exit interview
Resignation letter
KARNATAKS SHOPS AND COMMERCIAL ESTABLISHMENT ACT
? This?Act?provides?for?the?regulation?of?conditions?of?work?and?employment?in?Shops?&?commercial?
establishments?in?the?State?of?Karnataka.
? Shops:?'shops'?means?any?premises?where?any?trade?or?business?is?carried?on?or?where?services?are?rendered?to?
customers?and?includes?offices,?storerooms,?godowns,?warehouses,?whether?in?the?same?premises?or?
otherwise,?used?in?such?connection?with?such?trade?or?business,?but?does?not?include?a?commercial?
establishment?or?a?shop?attached?to?a?factory.
Commercial Establishment:?Commercial?Establishment?means?a?commercial?or?trading?or?banking?or?insurance?
establishment,?an?establishment?or?administrative?service?in?which?persons?employed?are?mainly?engaged?in?
office?work,?a?hotel,?restaurant,?boarding?or?eating?house,?a?caf??or?any?other?refreshment?house,?a?theatre?or?
any?other?place?of?public?amusement?or?entertainment.
Owner:?Owner?means?the?person?having?charge?of?or?owning?or?having?ultimate?control?over?the?affairs?of?an?
establishment?and?includes?members?of?the?family?of?an?employer,?a?manager,?agent,?other?person?acting?in?
the?general?management?and?control?of?an?establishment.
Employee:?Employee?means?a?person?wholly?or?principally?employed?in?or?in?connection?with,?any?
establishment?whether?working?on?permanent,?periodical,?contract?or?piece???rate?wages?or?on?commission?
basis,?even?though?he?receives?no?reward?for?his?labour?and?includes?an?apprentice.
? Adult: A person who has completed his 18
th
year
? Apprentice: A person aged not less than 14 years who is employed on
payment or not , for the purpose of being trained in any trade , craft,
or employment in any establishment.
? Child: A person who has not completed his fourteenth year
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
Method of medical examination
? Drug testing
? Strength and fitness tests
? HIV testing
? Genetic testing: applicants are screened for susceptibility to illness
resulting from various workplace chemicals,to detect hereditary
disease
Joining day formalities
? Verification and collection of certificate copies
? Collecting photos
? PAN number and passport copy
? Providing place to work; stationery and equipments, providing
furniture
? Providing access to entry and exit
? Entry in muster role
? Opening the personnel file
Contents of employee personnel file
1. Employment history
? Job application
? Resume,cover letter
? Education verification
? Employment verification
? Employment and personnel reference checks
? Rejection letter
? Position job description
? Job analysis records
? Employment contract-(employment agency contract)
? Emergency contact information
? Signed employee handbook acknowledgement
? New employee orientation checklist
? An relocation agreements
? Any official forms
Employee performance development
? Copies of PA
? Employee self assessments
? Attendance
? Memo?s
? Training records
? Employment termination
Exit interview
Resignation letter
KARNATAKS SHOPS AND COMMERCIAL ESTABLISHMENT ACT
? This?Act?provides?for?the?regulation?of?conditions?of?work?and?employment?in?Shops?&?commercial?
establishments?in?the?State?of?Karnataka.
? Shops:?'shops'?means?any?premises?where?any?trade?or?business?is?carried?on?or?where?services?are?rendered?to?
customers?and?includes?offices,?storerooms,?godowns,?warehouses,?whether?in?the?same?premises?or?
otherwise,?used?in?such?connection?with?such?trade?or?business,?but?does?not?include?a?commercial?
establishment?or?a?shop?attached?to?a?factory.
Commercial Establishment:?Commercial?Establishment?means?a?commercial?or?trading?or?banking?or?insurance?
establishment,?an?establishment?or?administrative?service?in?which?persons?employed?are?mainly?engaged?in?
office?work,?a?hotel,?restaurant,?boarding?or?eating?house,?a?caf??or?any?other?refreshment?house,?a?theatre?or?
any?other?place?of?public?amusement?or?entertainment.
Owner:?Owner?means?the?person?having?charge?of?or?owning?or?having?ultimate?control?over?the?affairs?of?an?
establishment?and?includes?members?of?the?family?of?an?employer,?a?manager,?agent,?other?person?acting?in?
the?general?management?and?control?of?an?establishment.
Employee:?Employee?means?a?person?wholly?or?principally?employed?in?or?in?connection?with,?any?
establishment?whether?working?on?permanent,?periodical,?contract?or?piece???rate?wages?or?on?commission?
basis,?even?though?he?receives?no?reward?for?his?labour?and?includes?an?apprentice.
? Adult: A person who has completed his 18
th
year
? Apprentice: A person aged not less than 14 years who is employed on
payment or not , for the purpose of being trained in any trade , craft,
or employment in any establishment.
? Child: A person who has not completed his fourteenth year
Sl. No No of employees Fees in INR
1 NIL 250-00
2 1 to 9 500-00
3 10 to 19 3,000-00
4 20 to 49 8,000-00
5 50 to 99 15,000-00
6 100 to 250 30,000-00
7 251 to 500 35,000-00
8 501 to 1000 45,000-00
9 above 1000 50,000-00
?
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
Method of medical examination
? Drug testing
? Strength and fitness tests
? HIV testing
? Genetic testing: applicants are screened for susceptibility to illness
resulting from various workplace chemicals,to detect hereditary
disease
Joining day formalities
? Verification and collection of certificate copies
? Collecting photos
? PAN number and passport copy
? Providing place to work; stationery and equipments, providing
furniture
? Providing access to entry and exit
? Entry in muster role
? Opening the personnel file
Contents of employee personnel file
1. Employment history
? Job application
? Resume,cover letter
? Education verification
? Employment verification
? Employment and personnel reference checks
? Rejection letter
? Position job description
? Job analysis records
? Employment contract-(employment agency contract)
? Emergency contact information
? Signed employee handbook acknowledgement
? New employee orientation checklist
? An relocation agreements
? Any official forms
Employee performance development
? Copies of PA
? Employee self assessments
? Attendance
? Memo?s
? Training records
? Employment termination
Exit interview
Resignation letter
KARNATAKS SHOPS AND COMMERCIAL ESTABLISHMENT ACT
? This?Act?provides?for?the?regulation?of?conditions?of?work?and?employment?in?Shops?&?commercial?
establishments?in?the?State?of?Karnataka.
? Shops:?'shops'?means?any?premises?where?any?trade?or?business?is?carried?on?or?where?services?are?rendered?to?
customers?and?includes?offices,?storerooms,?godowns,?warehouses,?whether?in?the?same?premises?or?
otherwise,?used?in?such?connection?with?such?trade?or?business,?but?does?not?include?a?commercial?
establishment?or?a?shop?attached?to?a?factory.
Commercial Establishment:?Commercial?Establishment?means?a?commercial?or?trading?or?banking?or?insurance?
establishment,?an?establishment?or?administrative?service?in?which?persons?employed?are?mainly?engaged?in?
office?work,?a?hotel,?restaurant,?boarding?or?eating?house,?a?caf??or?any?other?refreshment?house,?a?theatre?or?
any?other?place?of?public?amusement?or?entertainment.
Owner:?Owner?means?the?person?having?charge?of?or?owning?or?having?ultimate?control?over?the?affairs?of?an?
establishment?and?includes?members?of?the?family?of?an?employer,?a?manager,?agent,?other?person?acting?in?
the?general?management?and?control?of?an?establishment.
Employee:?Employee?means?a?person?wholly?or?principally?employed?in?or?in?connection?with,?any?
establishment?whether?working?on?permanent,?periodical,?contract?or?piece???rate?wages?or?on?commission?
basis,?even?though?he?receives?no?reward?for?his?labour?and?includes?an?apprentice.
? Adult: A person who has completed his 18
th
year
? Apprentice: A person aged not less than 14 years who is employed on
payment or not , for the purpose of being trained in any trade , craft,
or employment in any establishment.
? Child: A person who has not completed his fourteenth year
Sl. No No of employees Fees in INR
1 NIL 250-00
2 1 to 9 500-00
3 10 to 19 3,000-00
4 20 to 49 8,000-00
5 50 to 99 15,000-00
6 100 to 250 30,000-00
7 251 to 500 35,000-00
8 501 to 1000 45,000-00
9 above 1000 50,000-00
?
Exemptions
? Following organizations are exempted from registration.
1. Offices of, or under the central or state Government, or local
authorities, except commercial undertaking.
2. Any service, any system of public conservation or sanitation
or any industry, or services like water, power, light to the
public.
3. Establishments for the treatment or care of sick,the
handicap or mentally unfit.
4. Establishments of the food corporation of India.
5. Offices of legal practitioners and medical practitioners in
which not more than 3 persons are employed.
6. Offices of bank.
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
Method of medical examination
? Drug testing
? Strength and fitness tests
? HIV testing
? Genetic testing: applicants are screened for susceptibility to illness
resulting from various workplace chemicals,to detect hereditary
disease
Joining day formalities
? Verification and collection of certificate copies
? Collecting photos
? PAN number and passport copy
? Providing place to work; stationery and equipments, providing
furniture
? Providing access to entry and exit
? Entry in muster role
? Opening the personnel file
Contents of employee personnel file
1. Employment history
? Job application
? Resume,cover letter
? Education verification
? Employment verification
? Employment and personnel reference checks
? Rejection letter
? Position job description
? Job analysis records
? Employment contract-(employment agency contract)
? Emergency contact information
? Signed employee handbook acknowledgement
? New employee orientation checklist
? An relocation agreements
? Any official forms
Employee performance development
? Copies of PA
? Employee self assessments
? Attendance
? Memo?s
? Training records
? Employment termination
Exit interview
Resignation letter
KARNATAKS SHOPS AND COMMERCIAL ESTABLISHMENT ACT
? This?Act?provides?for?the?regulation?of?conditions?of?work?and?employment?in?Shops?&?commercial?
establishments?in?the?State?of?Karnataka.
? Shops:?'shops'?means?any?premises?where?any?trade?or?business?is?carried?on?or?where?services?are?rendered?to?
customers?and?includes?offices,?storerooms,?godowns,?warehouses,?whether?in?the?same?premises?or?
otherwise,?used?in?such?connection?with?such?trade?or?business,?but?does?not?include?a?commercial?
establishment?or?a?shop?attached?to?a?factory.
Commercial Establishment:?Commercial?Establishment?means?a?commercial?or?trading?or?banking?or?insurance?
establishment,?an?establishment?or?administrative?service?in?which?persons?employed?are?mainly?engaged?in?
office?work,?a?hotel,?restaurant,?boarding?or?eating?house,?a?caf??or?any?other?refreshment?house,?a?theatre?or?
any?other?place?of?public?amusement?or?entertainment.
Owner:?Owner?means?the?person?having?charge?of?or?owning?or?having?ultimate?control?over?the?affairs?of?an?
establishment?and?includes?members?of?the?family?of?an?employer,?a?manager,?agent,?other?person?acting?in?
the?general?management?and?control?of?an?establishment.
Employee:?Employee?means?a?person?wholly?or?principally?employed?in?or?in?connection?with,?any?
establishment?whether?working?on?permanent,?periodical,?contract?or?piece???rate?wages?or?on?commission?
basis,?even?though?he?receives?no?reward?for?his?labour?and?includes?an?apprentice.
? Adult: A person who has completed his 18
th
year
? Apprentice: A person aged not less than 14 years who is employed on
payment or not , for the purpose of being trained in any trade , craft,
or employment in any establishment.
? Child: A person who has not completed his fourteenth year
Sl. No No of employees Fees in INR
1 NIL 250-00
2 1 to 9 500-00
3 10 to 19 3,000-00
4 20 to 49 8,000-00
5 50 to 99 15,000-00
6 100 to 250 30,000-00
7 251 to 500 35,000-00
8 501 to 1000 45,000-00
9 above 1000 50,000-00
?
Exemptions
? Following organizations are exempted from registration.
1. Offices of, or under the central or state Government, or local
authorities, except commercial undertaking.
2. Any service, any system of public conservation or sanitation
or any industry, or services like water, power, light to the
public.
3. Establishments for the treatment or care of sick,the
handicap or mentally unfit.
4. Establishments of the food corporation of India.
5. Offices of legal practitioners and medical practitioners in
which not more than 3 persons are employed.
6. Offices of bank.
Registration of Organization
?
Each owner, within 30 days from starting the business shall submit application form in form ?A? to register his
establishment.
? Form A contain:
? Name of manager and employer if any
? Postal address
? Name of the establishment
? On receipt of the correct statement and fee, adds it to the registrar of establishments and issues registration
certificate to the employer.
? Registration certificate must be displayed on visible place inside the office premises.
? Registration certificate is valid for ?5? years period. Before the expiry of the period, renewal application to be
submitted for the next period.
? It shall be the duty of an employer to notify to the registration authority, in the prescribed form, any change
with respect to any information contained in his statement during registration/renewal within 15 days after
the change. Ex. Change in address, change in ownership, change in number of employee etc.
? After closing the business of his establishment, notify the inspector in writing the date of closure within fifteen
days of his closing date, he should surrender the registration certificate to the registration authority.
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
Method of medical examination
? Drug testing
? Strength and fitness tests
? HIV testing
? Genetic testing: applicants are screened for susceptibility to illness
resulting from various workplace chemicals,to detect hereditary
disease
Joining day formalities
? Verification and collection of certificate copies
? Collecting photos
? PAN number and passport copy
? Providing place to work; stationery and equipments, providing
furniture
? Providing access to entry and exit
? Entry in muster role
? Opening the personnel file
Contents of employee personnel file
1. Employment history
? Job application
? Resume,cover letter
? Education verification
? Employment verification
? Employment and personnel reference checks
? Rejection letter
? Position job description
? Job analysis records
? Employment contract-(employment agency contract)
? Emergency contact information
? Signed employee handbook acknowledgement
? New employee orientation checklist
? An relocation agreements
? Any official forms
Employee performance development
? Copies of PA
? Employee self assessments
? Attendance
? Memo?s
? Training records
? Employment termination
Exit interview
Resignation letter
KARNATAKS SHOPS AND COMMERCIAL ESTABLISHMENT ACT
? This?Act?provides?for?the?regulation?of?conditions?of?work?and?employment?in?Shops?&?commercial?
establishments?in?the?State?of?Karnataka.
? Shops:?'shops'?means?any?premises?where?any?trade?or?business?is?carried?on?or?where?services?are?rendered?to?
customers?and?includes?offices,?storerooms,?godowns,?warehouses,?whether?in?the?same?premises?or?
otherwise,?used?in?such?connection?with?such?trade?or?business,?but?does?not?include?a?commercial?
establishment?or?a?shop?attached?to?a?factory.
Commercial Establishment:?Commercial?Establishment?means?a?commercial?or?trading?or?banking?or?insurance?
establishment,?an?establishment?or?administrative?service?in?which?persons?employed?are?mainly?engaged?in?
office?work,?a?hotel,?restaurant,?boarding?or?eating?house,?a?caf??or?any?other?refreshment?house,?a?theatre?or?
any?other?place?of?public?amusement?or?entertainment.
Owner:?Owner?means?the?person?having?charge?of?or?owning?or?having?ultimate?control?over?the?affairs?of?an?
establishment?and?includes?members?of?the?family?of?an?employer,?a?manager,?agent,?other?person?acting?in?
the?general?management?and?control?of?an?establishment.
Employee:?Employee?means?a?person?wholly?or?principally?employed?in?or?in?connection?with,?any?
establishment?whether?working?on?permanent,?periodical,?contract?or?piece???rate?wages?or?on?commission?
basis,?even?though?he?receives?no?reward?for?his?labour?and?includes?an?apprentice.
? Adult: A person who has completed his 18
th
year
? Apprentice: A person aged not less than 14 years who is employed on
payment or not , for the purpose of being trained in any trade , craft,
or employment in any establishment.
? Child: A person who has not completed his fourteenth year
Sl. No No of employees Fees in INR
1 NIL 250-00
2 1 to 9 500-00
3 10 to 19 3,000-00
4 20 to 49 8,000-00
5 50 to 99 15,000-00
6 100 to 250 30,000-00
7 251 to 500 35,000-00
8 501 to 1000 45,000-00
9 above 1000 50,000-00
?
Exemptions
? Following organizations are exempted from registration.
1. Offices of, or under the central or state Government, or local
authorities, except commercial undertaking.
2. Any service, any system of public conservation or sanitation
or any industry, or services like water, power, light to the
public.
3. Establishments for the treatment or care of sick,the
handicap or mentally unfit.
4. Establishments of the food corporation of India.
5. Offices of legal practitioners and medical practitioners in
which not more than 3 persons are employed.
6. Offices of bank.
Registration of Organization
?
Each owner, within 30 days from starting the business shall submit application form in form ?A? to register his
establishment.
? Form A contain:
? Name of manager and employer if any
? Postal address
? Name of the establishment
? On receipt of the correct statement and fee, adds it to the registrar of establishments and issues registration
certificate to the employer.
? Registration certificate must be displayed on visible place inside the office premises.
? Registration certificate is valid for ?5? years period. Before the expiry of the period, renewal application to be
submitted for the next period.
? It shall be the duty of an employer to notify to the registration authority, in the prescribed form, any change
with respect to any information contained in his statement during registration/renewal within 15 days after
the change. Ex. Change in address, change in ownership, change in number of employee etc.
? After closing the business of his establishment, notify the inspector in writing the date of closure within fifteen
days of his closing date, he should surrender the registration certificate to the registration authority.
Information required for filling up of Form A
? Name?of?The?Company
? Postal?Address
? Telephone?No
? email?Address
? Details?of?Director/?Managing?Director/?Proprietor????Address,?Phone?No,?email?ID
? Details?of?Authorized?Signatory?(in?case?whose?is?signing?in?the?place?of?Director)
? Nature?of?Business
? Date?of?Commencement?of?Business
? No.?of?in?the?Company?(Male?&?Female?to?be?mentioned?separately)
? Weekly?Holiday
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
Method of medical examination
? Drug testing
? Strength and fitness tests
? HIV testing
? Genetic testing: applicants are screened for susceptibility to illness
resulting from various workplace chemicals,to detect hereditary
disease
Joining day formalities
? Verification and collection of certificate copies
? Collecting photos
? PAN number and passport copy
? Providing place to work; stationery and equipments, providing
furniture
? Providing access to entry and exit
? Entry in muster role
? Opening the personnel file
Contents of employee personnel file
1. Employment history
? Job application
? Resume,cover letter
? Education verification
? Employment verification
? Employment and personnel reference checks
? Rejection letter
? Position job description
? Job analysis records
? Employment contract-(employment agency contract)
? Emergency contact information
? Signed employee handbook acknowledgement
? New employee orientation checklist
? An relocation agreements
? Any official forms
Employee performance development
? Copies of PA
? Employee self assessments
? Attendance
? Memo?s
? Training records
? Employment termination
Exit interview
Resignation letter
KARNATAKS SHOPS AND COMMERCIAL ESTABLISHMENT ACT
? This?Act?provides?for?the?regulation?of?conditions?of?work?and?employment?in?Shops?&?commercial?
establishments?in?the?State?of?Karnataka.
? Shops:?'shops'?means?any?premises?where?any?trade?or?business?is?carried?on?or?where?services?are?rendered?to?
customers?and?includes?offices,?storerooms,?godowns,?warehouses,?whether?in?the?same?premises?or?
otherwise,?used?in?such?connection?with?such?trade?or?business,?but?does?not?include?a?commercial?
establishment?or?a?shop?attached?to?a?factory.
Commercial Establishment:?Commercial?Establishment?means?a?commercial?or?trading?or?banking?or?insurance?
establishment,?an?establishment?or?administrative?service?in?which?persons?employed?are?mainly?engaged?in?
office?work,?a?hotel,?restaurant,?boarding?or?eating?house,?a?caf??or?any?other?refreshment?house,?a?theatre?or?
any?other?place?of?public?amusement?or?entertainment.
Owner:?Owner?means?the?person?having?charge?of?or?owning?or?having?ultimate?control?over?the?affairs?of?an?
establishment?and?includes?members?of?the?family?of?an?employer,?a?manager,?agent,?other?person?acting?in?
the?general?management?and?control?of?an?establishment.
Employee:?Employee?means?a?person?wholly?or?principally?employed?in?or?in?connection?with,?any?
establishment?whether?working?on?permanent,?periodical,?contract?or?piece???rate?wages?or?on?commission?
basis,?even?though?he?receives?no?reward?for?his?labour?and?includes?an?apprentice.
? Adult: A person who has completed his 18
th
year
? Apprentice: A person aged not less than 14 years who is employed on
payment or not , for the purpose of being trained in any trade , craft,
or employment in any establishment.
? Child: A person who has not completed his fourteenth year
Sl. No No of employees Fees in INR
1 NIL 250-00
2 1 to 9 500-00
3 10 to 19 3,000-00
4 20 to 49 8,000-00
5 50 to 99 15,000-00
6 100 to 250 30,000-00
7 251 to 500 35,000-00
8 501 to 1000 45,000-00
9 above 1000 50,000-00
?
Exemptions
? Following organizations are exempted from registration.
1. Offices of, or under the central or state Government, or local
authorities, except commercial undertaking.
2. Any service, any system of public conservation or sanitation
or any industry, or services like water, power, light to the
public.
3. Establishments for the treatment or care of sick,the
handicap or mentally unfit.
4. Establishments of the food corporation of India.
5. Offices of legal practitioners and medical practitioners in
which not more than 3 persons are employed.
6. Offices of bank.
Registration of Organization
?
Each owner, within 30 days from starting the business shall submit application form in form ?A? to register his
establishment.
? Form A contain:
? Name of manager and employer if any
? Postal address
? Name of the establishment
? On receipt of the correct statement and fee, adds it to the registrar of establishments and issues registration
certificate to the employer.
? Registration certificate must be displayed on visible place inside the office premises.
? Registration certificate is valid for ?5? years period. Before the expiry of the period, renewal application to be
submitted for the next period.
? It shall be the duty of an employer to notify to the registration authority, in the prescribed form, any change
with respect to any information contained in his statement during registration/renewal within 15 days after
the change. Ex. Change in address, change in ownership, change in number of employee etc.
? After closing the business of his establishment, notify the inspector in writing the date of closure within fifteen
days of his closing date, he should surrender the registration certificate to the registration authority.
Information required for filling up of Form A
? Name?of?The?Company
? Postal?Address
? Telephone?No
? email?Address
? Details?of?Director/?Managing?Director/?Proprietor????Address,?Phone?No,?email?ID
? Details?of?Authorized?Signatory?(in?case?whose?is?signing?in?the?place?of?Director)
? Nature?of?Business
? Date?of?Commencement?of?Business
? No.?of?in?the?Company?(Male?&?Female?to?be?mentioned?separately)
? Weekly?Holiday
? Issue of Appointment order:
Every employer, employing any person in or in connection
with his establishment, shall issue an appointment order
in writing indicating the name, designation, wage scale of
such person and terms and conditions of his employment
and serve the same on such person within thirty days
from the date of appointment in his establishment
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
Method of medical examination
? Drug testing
? Strength and fitness tests
? HIV testing
? Genetic testing: applicants are screened for susceptibility to illness
resulting from various workplace chemicals,to detect hereditary
disease
Joining day formalities
? Verification and collection of certificate copies
? Collecting photos
? PAN number and passport copy
? Providing place to work; stationery and equipments, providing
furniture
? Providing access to entry and exit
? Entry in muster role
? Opening the personnel file
Contents of employee personnel file
1. Employment history
? Job application
? Resume,cover letter
? Education verification
? Employment verification
? Employment and personnel reference checks
? Rejection letter
? Position job description
? Job analysis records
? Employment contract-(employment agency contract)
? Emergency contact information
? Signed employee handbook acknowledgement
? New employee orientation checklist
? An relocation agreements
? Any official forms
Employee performance development
? Copies of PA
? Employee self assessments
? Attendance
? Memo?s
? Training records
? Employment termination
Exit interview
Resignation letter
KARNATAKS SHOPS AND COMMERCIAL ESTABLISHMENT ACT
? This?Act?provides?for?the?regulation?of?conditions?of?work?and?employment?in?Shops?&?commercial?
establishments?in?the?State?of?Karnataka.
? Shops:?'shops'?means?any?premises?where?any?trade?or?business?is?carried?on?or?where?services?are?rendered?to?
customers?and?includes?offices,?storerooms,?godowns,?warehouses,?whether?in?the?same?premises?or?
otherwise,?used?in?such?connection?with?such?trade?or?business,?but?does?not?include?a?commercial?
establishment?or?a?shop?attached?to?a?factory.
Commercial Establishment:?Commercial?Establishment?means?a?commercial?or?trading?or?banking?or?insurance?
establishment,?an?establishment?or?administrative?service?in?which?persons?employed?are?mainly?engaged?in?
office?work,?a?hotel,?restaurant,?boarding?or?eating?house,?a?caf??or?any?other?refreshment?house,?a?theatre?or?
any?other?place?of?public?amusement?or?entertainment.
Owner:?Owner?means?the?person?having?charge?of?or?owning?or?having?ultimate?control?over?the?affairs?of?an?
establishment?and?includes?members?of?the?family?of?an?employer,?a?manager,?agent,?other?person?acting?in?
the?general?management?and?control?of?an?establishment.
Employee:?Employee?means?a?person?wholly?or?principally?employed?in?or?in?connection?with,?any?
establishment?whether?working?on?permanent,?periodical,?contract?or?piece???rate?wages?or?on?commission?
basis,?even?though?he?receives?no?reward?for?his?labour?and?includes?an?apprentice.
? Adult: A person who has completed his 18
th
year
? Apprentice: A person aged not less than 14 years who is employed on
payment or not , for the purpose of being trained in any trade , craft,
or employment in any establishment.
? Child: A person who has not completed his fourteenth year
Sl. No No of employees Fees in INR
1 NIL 250-00
2 1 to 9 500-00
3 10 to 19 3,000-00
4 20 to 49 8,000-00
5 50 to 99 15,000-00
6 100 to 250 30,000-00
7 251 to 500 35,000-00
8 501 to 1000 45,000-00
9 above 1000 50,000-00
?
Exemptions
? Following organizations are exempted from registration.
1. Offices of, or under the central or state Government, or local
authorities, except commercial undertaking.
2. Any service, any system of public conservation or sanitation
or any industry, or services like water, power, light to the
public.
3. Establishments for the treatment or care of sick,the
handicap or mentally unfit.
4. Establishments of the food corporation of India.
5. Offices of legal practitioners and medical practitioners in
which not more than 3 persons are employed.
6. Offices of bank.
Registration of Organization
?
Each owner, within 30 days from starting the business shall submit application form in form ?A? to register his
establishment.
? Form A contain:
? Name of manager and employer if any
? Postal address
? Name of the establishment
? On receipt of the correct statement and fee, adds it to the registrar of establishments and issues registration
certificate to the employer.
? Registration certificate must be displayed on visible place inside the office premises.
? Registration certificate is valid for ?5? years period. Before the expiry of the period, renewal application to be
submitted for the next period.
? It shall be the duty of an employer to notify to the registration authority, in the prescribed form, any change
with respect to any information contained in his statement during registration/renewal within 15 days after
the change. Ex. Change in address, change in ownership, change in number of employee etc.
? After closing the business of his establishment, notify the inspector in writing the date of closure within fifteen
days of his closing date, he should surrender the registration certificate to the registration authority.
Information required for filling up of Form A
? Name?of?The?Company
? Postal?Address
? Telephone?No
? email?Address
? Details?of?Director/?Managing?Director/?Proprietor????Address,?Phone?No,?email?ID
? Details?of?Authorized?Signatory?(in?case?whose?is?signing?in?the?place?of?Director)
? Nature?of?Business
? Date?of?Commencement?of?Business
? No.?of?in?the?Company?(Male?&?Female?to?be?mentioned?separately)
? Weekly?Holiday
? Issue of Appointment order:
Every employer, employing any person in or in connection
with his establishment, shall issue an appointment order
in writing indicating the name, designation, wage scale of
such person and terms and conditions of his employment
and serve the same on such person within thirty days
from the date of appointment in his establishment
Hours of work
? ?Working?hours:?
????Any?establishment?shall?not?run?its?business?before?and?after?following?hours.In?
Bangalore?city;?Morning?before?6?am?and?Night?after?9?pm.
? Other?places?;?Morning?before?8?am?and?Night?after?8?pm.
? Prohibitions?and?Exemptions?of?work:?
?1.?No?child,?under?14?years?shall?be?required?or?allowed?to?work?in?any?
establishment.?2.?No?women?shall?be?required?or?allowed?to?work?whether?as?an?
employee?or?otherwise?in?any?establishment?after?8?pm.
INSTRUCTION;?IT/BT?organizations?can?get?permission?to?allow?women?to?work?
after?8?pm?by?submitting?Form??R??with?necessary?information.
?
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
Method of medical examination
? Drug testing
? Strength and fitness tests
? HIV testing
? Genetic testing: applicants are screened for susceptibility to illness
resulting from various workplace chemicals,to detect hereditary
disease
Joining day formalities
? Verification and collection of certificate copies
? Collecting photos
? PAN number and passport copy
? Providing place to work; stationery and equipments, providing
furniture
? Providing access to entry and exit
? Entry in muster role
? Opening the personnel file
Contents of employee personnel file
1. Employment history
? Job application
? Resume,cover letter
? Education verification
? Employment verification
? Employment and personnel reference checks
? Rejection letter
? Position job description
? Job analysis records
? Employment contract-(employment agency contract)
? Emergency contact information
? Signed employee handbook acknowledgement
? New employee orientation checklist
? An relocation agreements
? Any official forms
Employee performance development
? Copies of PA
? Employee self assessments
? Attendance
? Memo?s
? Training records
? Employment termination
Exit interview
Resignation letter
KARNATAKS SHOPS AND COMMERCIAL ESTABLISHMENT ACT
? This?Act?provides?for?the?regulation?of?conditions?of?work?and?employment?in?Shops?&?commercial?
establishments?in?the?State?of?Karnataka.
? Shops:?'shops'?means?any?premises?where?any?trade?or?business?is?carried?on?or?where?services?are?rendered?to?
customers?and?includes?offices,?storerooms,?godowns,?warehouses,?whether?in?the?same?premises?or?
otherwise,?used?in?such?connection?with?such?trade?or?business,?but?does?not?include?a?commercial?
establishment?or?a?shop?attached?to?a?factory.
Commercial Establishment:?Commercial?Establishment?means?a?commercial?or?trading?or?banking?or?insurance?
establishment,?an?establishment?or?administrative?service?in?which?persons?employed?are?mainly?engaged?in?
office?work,?a?hotel,?restaurant,?boarding?or?eating?house,?a?caf??or?any?other?refreshment?house,?a?theatre?or?
any?other?place?of?public?amusement?or?entertainment.
Owner:?Owner?means?the?person?having?charge?of?or?owning?or?having?ultimate?control?over?the?affairs?of?an?
establishment?and?includes?members?of?the?family?of?an?employer,?a?manager,?agent,?other?person?acting?in?
the?general?management?and?control?of?an?establishment.
Employee:?Employee?means?a?person?wholly?or?principally?employed?in?or?in?connection?with,?any?
establishment?whether?working?on?permanent,?periodical,?contract?or?piece???rate?wages?or?on?commission?
basis,?even?though?he?receives?no?reward?for?his?labour?and?includes?an?apprentice.
? Adult: A person who has completed his 18
th
year
? Apprentice: A person aged not less than 14 years who is employed on
payment or not , for the purpose of being trained in any trade , craft,
or employment in any establishment.
? Child: A person who has not completed his fourteenth year
Sl. No No of employees Fees in INR
1 NIL 250-00
2 1 to 9 500-00
3 10 to 19 3,000-00
4 20 to 49 8,000-00
5 50 to 99 15,000-00
6 100 to 250 30,000-00
7 251 to 500 35,000-00
8 501 to 1000 45,000-00
9 above 1000 50,000-00
?
Exemptions
? Following organizations are exempted from registration.
1. Offices of, or under the central or state Government, or local
authorities, except commercial undertaking.
2. Any service, any system of public conservation or sanitation
or any industry, or services like water, power, light to the
public.
3. Establishments for the treatment or care of sick,the
handicap or mentally unfit.
4. Establishments of the food corporation of India.
5. Offices of legal practitioners and medical practitioners in
which not more than 3 persons are employed.
6. Offices of bank.
Registration of Organization
?
Each owner, within 30 days from starting the business shall submit application form in form ?A? to register his
establishment.
? Form A contain:
? Name of manager and employer if any
? Postal address
? Name of the establishment
? On receipt of the correct statement and fee, adds it to the registrar of establishments and issues registration
certificate to the employer.
? Registration certificate must be displayed on visible place inside the office premises.
? Registration certificate is valid for ?5? years period. Before the expiry of the period, renewal application to be
submitted for the next period.
? It shall be the duty of an employer to notify to the registration authority, in the prescribed form, any change
with respect to any information contained in his statement during registration/renewal within 15 days after
the change. Ex. Change in address, change in ownership, change in number of employee etc.
? After closing the business of his establishment, notify the inspector in writing the date of closure within fifteen
days of his closing date, he should surrender the registration certificate to the registration authority.
Information required for filling up of Form A
? Name?of?The?Company
? Postal?Address
? Telephone?No
? email?Address
? Details?of?Director/?Managing?Director/?Proprietor????Address,?Phone?No,?email?ID
? Details?of?Authorized?Signatory?(in?case?whose?is?signing?in?the?place?of?Director)
? Nature?of?Business
? Date?of?Commencement?of?Business
? No.?of?in?the?Company?(Male?&?Female?to?be?mentioned?separately)
? Weekly?Holiday
? Issue of Appointment order:
Every employer, employing any person in or in connection
with his establishment, shall issue an appointment order
in writing indicating the name, designation, wage scale of
such person and terms and conditions of his employment
and serve the same on such person within thirty days
from the date of appointment in his establishment
Hours of work
? ?Working?hours:?
????Any?establishment?shall?not?run?its?business?before?and?after?following?hours.In?
Bangalore?city;?Morning?before?6?am?and?Night?after?9?pm.
? Other?places?;?Morning?before?8?am?and?Night?after?8?pm.
? Prohibitions?and?Exemptions?of?work:?
?1.?No?child,?under?14?years?shall?be?required?or?allowed?to?work?in?any?
establishment.?2.?No?women?shall?be?required?or?allowed?to?work?whether?as?an?
employee?or?otherwise?in?any?establishment?after?8?pm.
INSTRUCTION;?IT/BT?organizations?can?get?permission?to?allow?women?to?work?
after?8?pm?by?submitting?Form??R??with?necessary?information.
?
Employment and Regulation:?
? ?
Every?employer,?employing?any?person?in?or?in?connection?with?his?establishment?shall?issue?an?appointment?
order?in?form??P?.
? Every?day,?employee?attendance?shall?be?registered?in?form??T.
? The?organizations?having?weekly?holiday?exemption,?after?taking?continuous?service?of?6?days?from?any?
employee,?shall?give?7th?day?as?mandatory?holiday?for?him.?In?special?cases?7th?day?can?not?be?given?as?
holiday,?11th?day?should?be?given?as?mandatory?holiday.
? After?each?month?salary?shall?be?paid?before?7th?date?of?next?month.
? Working?period?of?any?employee?should?not?exceed?48?hours?and?50?hours?including?extra?working?hours.
? ?No?employee?in?any?establishment?shall?be?required?or?allowed?to?work?for?more?than?nine?hours?on?any?day?
and?forty-eight?hours?in?any?week:Provided?that?the?total?number?of?hours?of?work?including?overtime?shall?
not?exceed?ten?hours?in?any?day?except?on?days?of?stock-taking?and?preparation?of?accounts:
? Provided?further?that?the?total?number?of?overtime?hours?worked?by?an?employee?does?not?exceed?fifty?in?a?
period?of?three?continuous?months.
)?No?young?person??shall?be?allowed?to?work?in?any?establishment?for?more?than?five?hours?in?a?day.
End?of?the?year,?counting?the?working?day?of?the?employees?for?present?year;?1?day?per?20?days?as?earned?
leave?and?1?day?per?30?days?as?sick?leave?shall?be?calculated.?This?leave?account?shall?be?recorded?in?the?
format??F??.
? Any?employee?who?has?completed?180?days?service?to?the?establishment?can?not?be?dismissed?without?prior?
notice.
?
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
Method of medical examination
? Drug testing
? Strength and fitness tests
? HIV testing
? Genetic testing: applicants are screened for susceptibility to illness
resulting from various workplace chemicals,to detect hereditary
disease
Joining day formalities
? Verification and collection of certificate copies
? Collecting photos
? PAN number and passport copy
? Providing place to work; stationery and equipments, providing
furniture
? Providing access to entry and exit
? Entry in muster role
? Opening the personnel file
Contents of employee personnel file
1. Employment history
? Job application
? Resume,cover letter
? Education verification
? Employment verification
? Employment and personnel reference checks
? Rejection letter
? Position job description
? Job analysis records
? Employment contract-(employment agency contract)
? Emergency contact information
? Signed employee handbook acknowledgement
? New employee orientation checklist
? An relocation agreements
? Any official forms
Employee performance development
? Copies of PA
? Employee self assessments
? Attendance
? Memo?s
? Training records
? Employment termination
Exit interview
Resignation letter
KARNATAKS SHOPS AND COMMERCIAL ESTABLISHMENT ACT
? This?Act?provides?for?the?regulation?of?conditions?of?work?and?employment?in?Shops?&?commercial?
establishments?in?the?State?of?Karnataka.
? Shops:?'shops'?means?any?premises?where?any?trade?or?business?is?carried?on?or?where?services?are?rendered?to?
customers?and?includes?offices,?storerooms,?godowns,?warehouses,?whether?in?the?same?premises?or?
otherwise,?used?in?such?connection?with?such?trade?or?business,?but?does?not?include?a?commercial?
establishment?or?a?shop?attached?to?a?factory.
Commercial Establishment:?Commercial?Establishment?means?a?commercial?or?trading?or?banking?or?insurance?
establishment,?an?establishment?or?administrative?service?in?which?persons?employed?are?mainly?engaged?in?
office?work,?a?hotel,?restaurant,?boarding?or?eating?house,?a?caf??or?any?other?refreshment?house,?a?theatre?or?
any?other?place?of?public?amusement?or?entertainment.
Owner:?Owner?means?the?person?having?charge?of?or?owning?or?having?ultimate?control?over?the?affairs?of?an?
establishment?and?includes?members?of?the?family?of?an?employer,?a?manager,?agent,?other?person?acting?in?
the?general?management?and?control?of?an?establishment.
Employee:?Employee?means?a?person?wholly?or?principally?employed?in?or?in?connection?with,?any?
establishment?whether?working?on?permanent,?periodical,?contract?or?piece???rate?wages?or?on?commission?
basis,?even?though?he?receives?no?reward?for?his?labour?and?includes?an?apprentice.
? Adult: A person who has completed his 18
th
year
? Apprentice: A person aged not less than 14 years who is employed on
payment or not , for the purpose of being trained in any trade , craft,
or employment in any establishment.
? Child: A person who has not completed his fourteenth year
Sl. No No of employees Fees in INR
1 NIL 250-00
2 1 to 9 500-00
3 10 to 19 3,000-00
4 20 to 49 8,000-00
5 50 to 99 15,000-00
6 100 to 250 30,000-00
7 251 to 500 35,000-00
8 501 to 1000 45,000-00
9 above 1000 50,000-00
?
Exemptions
? Following organizations are exempted from registration.
1. Offices of, or under the central or state Government, or local
authorities, except commercial undertaking.
2. Any service, any system of public conservation or sanitation
or any industry, or services like water, power, light to the
public.
3. Establishments for the treatment or care of sick,the
handicap or mentally unfit.
4. Establishments of the food corporation of India.
5. Offices of legal practitioners and medical practitioners in
which not more than 3 persons are employed.
6. Offices of bank.
Registration of Organization
?
Each owner, within 30 days from starting the business shall submit application form in form ?A? to register his
establishment.
? Form A contain:
? Name of manager and employer if any
? Postal address
? Name of the establishment
? On receipt of the correct statement and fee, adds it to the registrar of establishments and issues registration
certificate to the employer.
? Registration certificate must be displayed on visible place inside the office premises.
? Registration certificate is valid for ?5? years period. Before the expiry of the period, renewal application to be
submitted for the next period.
? It shall be the duty of an employer to notify to the registration authority, in the prescribed form, any change
with respect to any information contained in his statement during registration/renewal within 15 days after
the change. Ex. Change in address, change in ownership, change in number of employee etc.
? After closing the business of his establishment, notify the inspector in writing the date of closure within fifteen
days of his closing date, he should surrender the registration certificate to the registration authority.
Information required for filling up of Form A
? Name?of?The?Company
? Postal?Address
? Telephone?No
? email?Address
? Details?of?Director/?Managing?Director/?Proprietor????Address,?Phone?No,?email?ID
? Details?of?Authorized?Signatory?(in?case?whose?is?signing?in?the?place?of?Director)
? Nature?of?Business
? Date?of?Commencement?of?Business
? No.?of?in?the?Company?(Male?&?Female?to?be?mentioned?separately)
? Weekly?Holiday
? Issue of Appointment order:
Every employer, employing any person in or in connection
with his establishment, shall issue an appointment order
in writing indicating the name, designation, wage scale of
such person and terms and conditions of his employment
and serve the same on such person within thirty days
from the date of appointment in his establishment
Hours of work
? ?Working?hours:?
????Any?establishment?shall?not?run?its?business?before?and?after?following?hours.In?
Bangalore?city;?Morning?before?6?am?and?Night?after?9?pm.
? Other?places?;?Morning?before?8?am?and?Night?after?8?pm.
? Prohibitions?and?Exemptions?of?work:?
?1.?No?child,?under?14?years?shall?be?required?or?allowed?to?work?in?any?
establishment.?2.?No?women?shall?be?required?or?allowed?to?work?whether?as?an?
employee?or?otherwise?in?any?establishment?after?8?pm.
INSTRUCTION;?IT/BT?organizations?can?get?permission?to?allow?women?to?work?
after?8?pm?by?submitting?Form??R??with?necessary?information.
?
Employment and Regulation:?
? ?
Every?employer,?employing?any?person?in?or?in?connection?with?his?establishment?shall?issue?an?appointment?
order?in?form??P?.
? Every?day,?employee?attendance?shall?be?registered?in?form??T.
? The?organizations?having?weekly?holiday?exemption,?after?taking?continuous?service?of?6?days?from?any?
employee,?shall?give?7th?day?as?mandatory?holiday?for?him.?In?special?cases?7th?day?can?not?be?given?as?
holiday,?11th?day?should?be?given?as?mandatory?holiday.
? After?each?month?salary?shall?be?paid?before?7th?date?of?next?month.
? Working?period?of?any?employee?should?not?exceed?48?hours?and?50?hours?including?extra?working?hours.
? ?No?employee?in?any?establishment?shall?be?required?or?allowed?to?work?for?more?than?nine?hours?on?any?day?
and?forty-eight?hours?in?any?week:Provided?that?the?total?number?of?hours?of?work?including?overtime?shall?
not?exceed?ten?hours?in?any?day?except?on?days?of?stock-taking?and?preparation?of?accounts:
? Provided?further?that?the?total?number?of?overtime?hours?worked?by?an?employee?does?not?exceed?fifty?in?a?
period?of?three?continuous?months.
)?No?young?person??shall?be?allowed?to?work?in?any?establishment?for?more?than?five?hours?in?a?day.
End?of?the?year,?counting?the?working?day?of?the?employees?for?present?year;?1?day?per?20?days?as?earned?
leave?and?1?day?per?30?days?as?sick?leave?shall?be?calculated.?This?leave?account?shall?be?recorded?in?the?
format??F??.
? Any?employee?who?has?completed?180?days?service?to?the?establishment?can?not?be?dismissed?without?prior?
notice.
?
Section 8 - Extra wages for overtime work
? ?Where?an?employee?works?in?any?establishment?for?more?than?nine?hours?in?any?day?or?for?
more?than?forty-eight?hours?in?any?week?he?shall?in?respect?of?such?overtime?work?be?entitled?to?
wages?at?twice?the?rate?of?normal?wages.
Section 9 - Interval for rest
? The?periods?of?work?of?an?employee?in?an?establishment?each?day?shall?be?so?fixed?that?no?
period?shall?exceed?five?hours?and?that?no?such?person?shall?work?for?more?than?five?hours?
before?he?has?had?an?interval?of?rest?at?least?one?hour.
? Section 10 - Spread-over
? The?periods?of?work?of?an?employee?in?an?establishment?shall?be?so?fixed?that,?inclusive?of?his?
interval?for?rest,?they?shall?not?spread-over?more?than?twelve?hours?in?any?day.
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
Method of medical examination
? Drug testing
? Strength and fitness tests
? HIV testing
? Genetic testing: applicants are screened for susceptibility to illness
resulting from various workplace chemicals,to detect hereditary
disease
Joining day formalities
? Verification and collection of certificate copies
? Collecting photos
? PAN number and passport copy
? Providing place to work; stationery and equipments, providing
furniture
? Providing access to entry and exit
? Entry in muster role
? Opening the personnel file
Contents of employee personnel file
1. Employment history
? Job application
? Resume,cover letter
? Education verification
? Employment verification
? Employment and personnel reference checks
? Rejection letter
? Position job description
? Job analysis records
? Employment contract-(employment agency contract)
? Emergency contact information
? Signed employee handbook acknowledgement
? New employee orientation checklist
? An relocation agreements
? Any official forms
Employee performance development
? Copies of PA
? Employee self assessments
? Attendance
? Memo?s
? Training records
? Employment termination
Exit interview
Resignation letter
KARNATAKS SHOPS AND COMMERCIAL ESTABLISHMENT ACT
? This?Act?provides?for?the?regulation?of?conditions?of?work?and?employment?in?Shops?&?commercial?
establishments?in?the?State?of?Karnataka.
? Shops:?'shops'?means?any?premises?where?any?trade?or?business?is?carried?on?or?where?services?are?rendered?to?
customers?and?includes?offices,?storerooms,?godowns,?warehouses,?whether?in?the?same?premises?or?
otherwise,?used?in?such?connection?with?such?trade?or?business,?but?does?not?include?a?commercial?
establishment?or?a?shop?attached?to?a?factory.
Commercial Establishment:?Commercial?Establishment?means?a?commercial?or?trading?or?banking?or?insurance?
establishment,?an?establishment?or?administrative?service?in?which?persons?employed?are?mainly?engaged?in?
office?work,?a?hotel,?restaurant,?boarding?or?eating?house,?a?caf??or?any?other?refreshment?house,?a?theatre?or?
any?other?place?of?public?amusement?or?entertainment.
Owner:?Owner?means?the?person?having?charge?of?or?owning?or?having?ultimate?control?over?the?affairs?of?an?
establishment?and?includes?members?of?the?family?of?an?employer,?a?manager,?agent,?other?person?acting?in?
the?general?management?and?control?of?an?establishment.
Employee:?Employee?means?a?person?wholly?or?principally?employed?in?or?in?connection?with,?any?
establishment?whether?working?on?permanent,?periodical,?contract?or?piece???rate?wages?or?on?commission?
basis,?even?though?he?receives?no?reward?for?his?labour?and?includes?an?apprentice.
? Adult: A person who has completed his 18
th
year
? Apprentice: A person aged not less than 14 years who is employed on
payment or not , for the purpose of being trained in any trade , craft,
or employment in any establishment.
? Child: A person who has not completed his fourteenth year
Sl. No No of employees Fees in INR
1 NIL 250-00
2 1 to 9 500-00
3 10 to 19 3,000-00
4 20 to 49 8,000-00
5 50 to 99 15,000-00
6 100 to 250 30,000-00
7 251 to 500 35,000-00
8 501 to 1000 45,000-00
9 above 1000 50,000-00
?
Exemptions
? Following organizations are exempted from registration.
1. Offices of, or under the central or state Government, or local
authorities, except commercial undertaking.
2. Any service, any system of public conservation or sanitation
or any industry, or services like water, power, light to the
public.
3. Establishments for the treatment or care of sick,the
handicap or mentally unfit.
4. Establishments of the food corporation of India.
5. Offices of legal practitioners and medical practitioners in
which not more than 3 persons are employed.
6. Offices of bank.
Registration of Organization
?
Each owner, within 30 days from starting the business shall submit application form in form ?A? to register his
establishment.
? Form A contain:
? Name of manager and employer if any
? Postal address
? Name of the establishment
? On receipt of the correct statement and fee, adds it to the registrar of establishments and issues registration
certificate to the employer.
? Registration certificate must be displayed on visible place inside the office premises.
? Registration certificate is valid for ?5? years period. Before the expiry of the period, renewal application to be
submitted for the next period.
? It shall be the duty of an employer to notify to the registration authority, in the prescribed form, any change
with respect to any information contained in his statement during registration/renewal within 15 days after
the change. Ex. Change in address, change in ownership, change in number of employee etc.
? After closing the business of his establishment, notify the inspector in writing the date of closure within fifteen
days of his closing date, he should surrender the registration certificate to the registration authority.
Information required for filling up of Form A
? Name?of?The?Company
? Postal?Address
? Telephone?No
? email?Address
? Details?of?Director/?Managing?Director/?Proprietor????Address,?Phone?No,?email?ID
? Details?of?Authorized?Signatory?(in?case?whose?is?signing?in?the?place?of?Director)
? Nature?of?Business
? Date?of?Commencement?of?Business
? No.?of?in?the?Company?(Male?&?Female?to?be?mentioned?separately)
? Weekly?Holiday
? Issue of Appointment order:
Every employer, employing any person in or in connection
with his establishment, shall issue an appointment order
in writing indicating the name, designation, wage scale of
such person and terms and conditions of his employment
and serve the same on such person within thirty days
from the date of appointment in his establishment
Hours of work
? ?Working?hours:?
????Any?establishment?shall?not?run?its?business?before?and?after?following?hours.In?
Bangalore?city;?Morning?before?6?am?and?Night?after?9?pm.
? Other?places?;?Morning?before?8?am?and?Night?after?8?pm.
? Prohibitions?and?Exemptions?of?work:?
?1.?No?child,?under?14?years?shall?be?required?or?allowed?to?work?in?any?
establishment.?2.?No?women?shall?be?required?or?allowed?to?work?whether?as?an?
employee?or?otherwise?in?any?establishment?after?8?pm.
INSTRUCTION;?IT/BT?organizations?can?get?permission?to?allow?women?to?work?
after?8?pm?by?submitting?Form??R??with?necessary?information.
?
Employment and Regulation:?
? ?
Every?employer,?employing?any?person?in?or?in?connection?with?his?establishment?shall?issue?an?appointment?
order?in?form??P?.
? Every?day,?employee?attendance?shall?be?registered?in?form??T.
? The?organizations?having?weekly?holiday?exemption,?after?taking?continuous?service?of?6?days?from?any?
employee,?shall?give?7th?day?as?mandatory?holiday?for?him.?In?special?cases?7th?day?can?not?be?given?as?
holiday,?11th?day?should?be?given?as?mandatory?holiday.
? After?each?month?salary?shall?be?paid?before?7th?date?of?next?month.
? Working?period?of?any?employee?should?not?exceed?48?hours?and?50?hours?including?extra?working?hours.
? ?No?employee?in?any?establishment?shall?be?required?or?allowed?to?work?for?more?than?nine?hours?on?any?day?
and?forty-eight?hours?in?any?week:Provided?that?the?total?number?of?hours?of?work?including?overtime?shall?
not?exceed?ten?hours?in?any?day?except?on?days?of?stock-taking?and?preparation?of?accounts:
? Provided?further?that?the?total?number?of?overtime?hours?worked?by?an?employee?does?not?exceed?fifty?in?a?
period?of?three?continuous?months.
)?No?young?person??shall?be?allowed?to?work?in?any?establishment?for?more?than?five?hours?in?a?day.
End?of?the?year,?counting?the?working?day?of?the?employees?for?present?year;?1?day?per?20?days?as?earned?
leave?and?1?day?per?30?days?as?sick?leave?shall?be?calculated.?This?leave?account?shall?be?recorded?in?the?
format??F??.
? Any?employee?who?has?completed?180?days?service?to?the?establishment?can?not?be?dismissed?without?prior?
notice.
?
Section 8 - Extra wages for overtime work
? ?Where?an?employee?works?in?any?establishment?for?more?than?nine?hours?in?any?day?or?for?
more?than?forty-eight?hours?in?any?week?he?shall?in?respect?of?such?overtime?work?be?entitled?to?
wages?at?twice?the?rate?of?normal?wages.
Section 9 - Interval for rest
? The?periods?of?work?of?an?employee?in?an?establishment?each?day?shall?be?so?fixed?that?no?
period?shall?exceed?five?hours?and?that?no?such?person?shall?work?for?more?than?five?hours?
before?he?has?had?an?interval?of?rest?at?least?one?hour.
? Section 10 - Spread-over
? The?periods?of?work?of?an?employee?in?an?establishment?shall?be?so?fixed?that,?inclusive?of?his?
interval?for?rest,?they?shall?not?spread-over?more?than?twelve?hours?in?any?day.
Section 12 - Weekly Holidays
1.??Every?establishment?shall?remain?closed?for?one?day?of?the?week.?The?employer?shall?fix?????such?date?
at?the?beginning?of?the?year,?or?within?thirty?days?from?the?date?of?commencement?of?establishments,?as?
the?case?may?be?notify?it?to?the?Inspector?and?specify?it?in?a?notice?prominently?displayed?in?a?
conspicuous?place?in?the?establishment.?The?employer?shall?not?alter?such?date?more?often?than?once?in?
three?months,?shall?notify?the?alteration?to?the?Inspector,?and?shall?make?the?necessary?change?in?the?
notice?in?the?establishment.
2.? ? the? State? Government? may? allow? an? establishment? to? remain? open? throughout? the? week? if? it? is?
satisfied?that?the?establishment?employs?additional?staff?for?meeting?the?requirements?
(3)??Every?employee?in?an?establishment?shall?be?given?at?least?one?whole?day?in?a?week?as?a?holiday?for?
rest:
Provided?that?in?establishments?in?which?rest?for?one-and-a-half?days?in?a?week?is?allowed,?such?period?
of?rest?shall?be?continued.
(4)? ? It? shall? not? be? lawful? for? an? employer? to? call? an? employee? at,? or? for? an? employee? to? go? to,? his?
establishment?or?any?other?place?for?any?work?in?connection?with?the?business?of?his?establishment?on?a?
weekly?holiday?given?to?the?employee?or?on?a?day?on?which?such?establishment?remains?closed.
5.? Any? employer? is? taking? exemption? from? weekly? holiday? ,? shall? fix? different? days? as? holiday? for? his?
establishment?and?shall?obtain?the?weekly?holiday?break?by?submitting?the?report?to?the?deputy?labour?
commissioner.?
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
Method of medical examination
? Drug testing
? Strength and fitness tests
? HIV testing
? Genetic testing: applicants are screened for susceptibility to illness
resulting from various workplace chemicals,to detect hereditary
disease
Joining day formalities
? Verification and collection of certificate copies
? Collecting photos
? PAN number and passport copy
? Providing place to work; stationery and equipments, providing
furniture
? Providing access to entry and exit
? Entry in muster role
? Opening the personnel file
Contents of employee personnel file
1. Employment history
? Job application
? Resume,cover letter
? Education verification
? Employment verification
? Employment and personnel reference checks
? Rejection letter
? Position job description
? Job analysis records
? Employment contract-(employment agency contract)
? Emergency contact information
? Signed employee handbook acknowledgement
? New employee orientation checklist
? An relocation agreements
? Any official forms
Employee performance development
? Copies of PA
? Employee self assessments
? Attendance
? Memo?s
? Training records
? Employment termination
Exit interview
Resignation letter
KARNATAKS SHOPS AND COMMERCIAL ESTABLISHMENT ACT
? This?Act?provides?for?the?regulation?of?conditions?of?work?and?employment?in?Shops?&?commercial?
establishments?in?the?State?of?Karnataka.
? Shops:?'shops'?means?any?premises?where?any?trade?or?business?is?carried?on?or?where?services?are?rendered?to?
customers?and?includes?offices,?storerooms,?godowns,?warehouses,?whether?in?the?same?premises?or?
otherwise,?used?in?such?connection?with?such?trade?or?business,?but?does?not?include?a?commercial?
establishment?or?a?shop?attached?to?a?factory.
Commercial Establishment:?Commercial?Establishment?means?a?commercial?or?trading?or?banking?or?insurance?
establishment,?an?establishment?or?administrative?service?in?which?persons?employed?are?mainly?engaged?in?
office?work,?a?hotel,?restaurant,?boarding?or?eating?house,?a?caf??or?any?other?refreshment?house,?a?theatre?or?
any?other?place?of?public?amusement?or?entertainment.
Owner:?Owner?means?the?person?having?charge?of?or?owning?or?having?ultimate?control?over?the?affairs?of?an?
establishment?and?includes?members?of?the?family?of?an?employer,?a?manager,?agent,?other?person?acting?in?
the?general?management?and?control?of?an?establishment.
Employee:?Employee?means?a?person?wholly?or?principally?employed?in?or?in?connection?with,?any?
establishment?whether?working?on?permanent,?periodical,?contract?or?piece???rate?wages?or?on?commission?
basis,?even?though?he?receives?no?reward?for?his?labour?and?includes?an?apprentice.
? Adult: A person who has completed his 18
th
year
? Apprentice: A person aged not less than 14 years who is employed on
payment or not , for the purpose of being trained in any trade , craft,
or employment in any establishment.
? Child: A person who has not completed his fourteenth year
Sl. No No of employees Fees in INR
1 NIL 250-00
2 1 to 9 500-00
3 10 to 19 3,000-00
4 20 to 49 8,000-00
5 50 to 99 15,000-00
6 100 to 250 30,000-00
7 251 to 500 35,000-00
8 501 to 1000 45,000-00
9 above 1000 50,000-00
?
Exemptions
? Following organizations are exempted from registration.
1. Offices of, or under the central or state Government, or local
authorities, except commercial undertaking.
2. Any service, any system of public conservation or sanitation
or any industry, or services like water, power, light to the
public.
3. Establishments for the treatment or care of sick,the
handicap or mentally unfit.
4. Establishments of the food corporation of India.
5. Offices of legal practitioners and medical practitioners in
which not more than 3 persons are employed.
6. Offices of bank.
Registration of Organization
?
Each owner, within 30 days from starting the business shall submit application form in form ?A? to register his
establishment.
? Form A contain:
? Name of manager and employer if any
? Postal address
? Name of the establishment
? On receipt of the correct statement and fee, adds it to the registrar of establishments and issues registration
certificate to the employer.
? Registration certificate must be displayed on visible place inside the office premises.
? Registration certificate is valid for ?5? years period. Before the expiry of the period, renewal application to be
submitted for the next period.
? It shall be the duty of an employer to notify to the registration authority, in the prescribed form, any change
with respect to any information contained in his statement during registration/renewal within 15 days after
the change. Ex. Change in address, change in ownership, change in number of employee etc.
? After closing the business of his establishment, notify the inspector in writing the date of closure within fifteen
days of his closing date, he should surrender the registration certificate to the registration authority.
Information required for filling up of Form A
? Name?of?The?Company
? Postal?Address
? Telephone?No
? email?Address
? Details?of?Director/?Managing?Director/?Proprietor????Address,?Phone?No,?email?ID
? Details?of?Authorized?Signatory?(in?case?whose?is?signing?in?the?place?of?Director)
? Nature?of?Business
? Date?of?Commencement?of?Business
? No.?of?in?the?Company?(Male?&?Female?to?be?mentioned?separately)
? Weekly?Holiday
? Issue of Appointment order:
Every employer, employing any person in or in connection
with his establishment, shall issue an appointment order
in writing indicating the name, designation, wage scale of
such person and terms and conditions of his employment
and serve the same on such person within thirty days
from the date of appointment in his establishment
Hours of work
? ?Working?hours:?
????Any?establishment?shall?not?run?its?business?before?and?after?following?hours.In?
Bangalore?city;?Morning?before?6?am?and?Night?after?9?pm.
? Other?places?;?Morning?before?8?am?and?Night?after?8?pm.
? Prohibitions?and?Exemptions?of?work:?
?1.?No?child,?under?14?years?shall?be?required?or?allowed?to?work?in?any?
establishment.?2.?No?women?shall?be?required?or?allowed?to?work?whether?as?an?
employee?or?otherwise?in?any?establishment?after?8?pm.
INSTRUCTION;?IT/BT?organizations?can?get?permission?to?allow?women?to?work?
after?8?pm?by?submitting?Form??R??with?necessary?information.
?
Employment and Regulation:?
? ?
Every?employer,?employing?any?person?in?or?in?connection?with?his?establishment?shall?issue?an?appointment?
order?in?form??P?.
? Every?day,?employee?attendance?shall?be?registered?in?form??T.
? The?organizations?having?weekly?holiday?exemption,?after?taking?continuous?service?of?6?days?from?any?
employee,?shall?give?7th?day?as?mandatory?holiday?for?him.?In?special?cases?7th?day?can?not?be?given?as?
holiday,?11th?day?should?be?given?as?mandatory?holiday.
? After?each?month?salary?shall?be?paid?before?7th?date?of?next?month.
? Working?period?of?any?employee?should?not?exceed?48?hours?and?50?hours?including?extra?working?hours.
? ?No?employee?in?any?establishment?shall?be?required?or?allowed?to?work?for?more?than?nine?hours?on?any?day?
and?forty-eight?hours?in?any?week:Provided?that?the?total?number?of?hours?of?work?including?overtime?shall?
not?exceed?ten?hours?in?any?day?except?on?days?of?stock-taking?and?preparation?of?accounts:
? Provided?further?that?the?total?number?of?overtime?hours?worked?by?an?employee?does?not?exceed?fifty?in?a?
period?of?three?continuous?months.
)?No?young?person??shall?be?allowed?to?work?in?any?establishment?for?more?than?five?hours?in?a?day.
End?of?the?year,?counting?the?working?day?of?the?employees?for?present?year;?1?day?per?20?days?as?earned?
leave?and?1?day?per?30?days?as?sick?leave?shall?be?calculated.?This?leave?account?shall?be?recorded?in?the?
format??F??.
? Any?employee?who?has?completed?180?days?service?to?the?establishment?can?not?be?dismissed?without?prior?
notice.
?
Section 8 - Extra wages for overtime work
? ?Where?an?employee?works?in?any?establishment?for?more?than?nine?hours?in?any?day?or?for?
more?than?forty-eight?hours?in?any?week?he?shall?in?respect?of?such?overtime?work?be?entitled?to?
wages?at?twice?the?rate?of?normal?wages.
Section 9 - Interval for rest
? The?periods?of?work?of?an?employee?in?an?establishment?each?day?shall?be?so?fixed?that?no?
period?shall?exceed?five?hours?and?that?no?such?person?shall?work?for?more?than?five?hours?
before?he?has?had?an?interval?of?rest?at?least?one?hour.
? Section 10 - Spread-over
? The?periods?of?work?of?an?employee?in?an?establishment?shall?be?so?fixed?that,?inclusive?of?his?
interval?for?rest,?they?shall?not?spread-over?more?than?twelve?hours?in?any?day.
Section 12 - Weekly Holidays
1.??Every?establishment?shall?remain?closed?for?one?day?of?the?week.?The?employer?shall?fix?????such?date?
at?the?beginning?of?the?year,?or?within?thirty?days?from?the?date?of?commencement?of?establishments,?as?
the?case?may?be?notify?it?to?the?Inspector?and?specify?it?in?a?notice?prominently?displayed?in?a?
conspicuous?place?in?the?establishment.?The?employer?shall?not?alter?such?date?more?often?than?once?in?
three?months,?shall?notify?the?alteration?to?the?Inspector,?and?shall?make?the?necessary?change?in?the?
notice?in?the?establishment.
2.? ? the? State? Government? may? allow? an? establishment? to? remain? open? throughout? the? week? if? it? is?
satisfied?that?the?establishment?employs?additional?staff?for?meeting?the?requirements?
(3)??Every?employee?in?an?establishment?shall?be?given?at?least?one?whole?day?in?a?week?as?a?holiday?for?
rest:
Provided?that?in?establishments?in?which?rest?for?one-and-a-half?days?in?a?week?is?allowed,?such?period?
of?rest?shall?be?continued.
(4)? ? It? shall? not? be? lawful? for? an? employer? to? call? an? employee? at,? or? for? an? employee? to? go? to,? his?
establishment?or?any?other?place?for?any?work?in?connection?with?the?business?of?his?establishment?on?a?
weekly?holiday?given?to?the?employee?or?on?a?day?on?which?such?establishment?remains?closed.
5.? Any? employer? is? taking? exemption? from? weekly? holiday? ,? shall? fix? different? days? as? holiday? for? his?
establishment?and?shall?obtain?the?weekly?holiday?break?by?submitting?the?report?to?the?deputy?labour?
commissioner.?
Establishments exempted from weekly holiday:?
????Following?establishments?are?exempted?from?weekly?holiday.Medicine?and?Medical?equipment?sale.
? Club,?Lodging?and?Hotel,?Hostel,?Hostel?attached?to?school?or?college,?Residential?schools.
? Shops,?Stalls?and?refreshment?rooms?at?bustand?and?railway?station.
? Hair?cutting?saloon.
? Shops?dealing?mainly?in?Meat,?Fish,?Egg,?Milk?and?Dairy?product(except?ghee)?Bread,?Chocolate,?Fresh?
ingredients,?Confectionery,?Ice?cream?and?cooked?food?for?sale,?Fruits,?Vegetables,?Flowers?,raw?fodder?sales.
? Paan?Beedi,?Cigarette,?Soft?drink?sales?shop.
? Daily?news?paper,?Weekly?magazine?sails?shop?and?related?office.
? Cinema,?Theater,?and?other?public?Recreation?centers.
? Petrol,?Diesel?for?sale.
? Exhibition?Shops?and?Museum.
? Oil,?Flour?mill,?Brick?and?manufacturing?industries.
? Copper,?Brass,?Container,?Manufacturing?firms.
? Information?/?Biotechnology?information?/?Biological?engineering?related?service.
? Organizations?conducting?research?on?infectious?diseases.
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
Method of medical examination
? Drug testing
? Strength and fitness tests
? HIV testing
? Genetic testing: applicants are screened for susceptibility to illness
resulting from various workplace chemicals,to detect hereditary
disease
Joining day formalities
? Verification and collection of certificate copies
? Collecting photos
? PAN number and passport copy
? Providing place to work; stationery and equipments, providing
furniture
? Providing access to entry and exit
? Entry in muster role
? Opening the personnel file
Contents of employee personnel file
1. Employment history
? Job application
? Resume,cover letter
? Education verification
? Employment verification
? Employment and personnel reference checks
? Rejection letter
? Position job description
? Job analysis records
? Employment contract-(employment agency contract)
? Emergency contact information
? Signed employee handbook acknowledgement
? New employee orientation checklist
? An relocation agreements
? Any official forms
Employee performance development
? Copies of PA
? Employee self assessments
? Attendance
? Memo?s
? Training records
? Employment termination
Exit interview
Resignation letter
KARNATAKS SHOPS AND COMMERCIAL ESTABLISHMENT ACT
? This?Act?provides?for?the?regulation?of?conditions?of?work?and?employment?in?Shops?&?commercial?
establishments?in?the?State?of?Karnataka.
? Shops:?'shops'?means?any?premises?where?any?trade?or?business?is?carried?on?or?where?services?are?rendered?to?
customers?and?includes?offices,?storerooms,?godowns,?warehouses,?whether?in?the?same?premises?or?
otherwise,?used?in?such?connection?with?such?trade?or?business,?but?does?not?include?a?commercial?
establishment?or?a?shop?attached?to?a?factory.
Commercial Establishment:?Commercial?Establishment?means?a?commercial?or?trading?or?banking?or?insurance?
establishment,?an?establishment?or?administrative?service?in?which?persons?employed?are?mainly?engaged?in?
office?work,?a?hotel,?restaurant,?boarding?or?eating?house,?a?caf??or?any?other?refreshment?house,?a?theatre?or?
any?other?place?of?public?amusement?or?entertainment.
Owner:?Owner?means?the?person?having?charge?of?or?owning?or?having?ultimate?control?over?the?affairs?of?an?
establishment?and?includes?members?of?the?family?of?an?employer,?a?manager,?agent,?other?person?acting?in?
the?general?management?and?control?of?an?establishment.
Employee:?Employee?means?a?person?wholly?or?principally?employed?in?or?in?connection?with,?any?
establishment?whether?working?on?permanent,?periodical,?contract?or?piece???rate?wages?or?on?commission?
basis,?even?though?he?receives?no?reward?for?his?labour?and?includes?an?apprentice.
? Adult: A person who has completed his 18
th
year
? Apprentice: A person aged not less than 14 years who is employed on
payment or not , for the purpose of being trained in any trade , craft,
or employment in any establishment.
? Child: A person who has not completed his fourteenth year
Sl. No No of employees Fees in INR
1 NIL 250-00
2 1 to 9 500-00
3 10 to 19 3,000-00
4 20 to 49 8,000-00
5 50 to 99 15,000-00
6 100 to 250 30,000-00
7 251 to 500 35,000-00
8 501 to 1000 45,000-00
9 above 1000 50,000-00
?
Exemptions
? Following organizations are exempted from registration.
1. Offices of, or under the central or state Government, or local
authorities, except commercial undertaking.
2. Any service, any system of public conservation or sanitation
or any industry, or services like water, power, light to the
public.
3. Establishments for the treatment or care of sick,the
handicap or mentally unfit.
4. Establishments of the food corporation of India.
5. Offices of legal practitioners and medical practitioners in
which not more than 3 persons are employed.
6. Offices of bank.
Registration of Organization
?
Each owner, within 30 days from starting the business shall submit application form in form ?A? to register his
establishment.
? Form A contain:
? Name of manager and employer if any
? Postal address
? Name of the establishment
? On receipt of the correct statement and fee, adds it to the registrar of establishments and issues registration
certificate to the employer.
? Registration certificate must be displayed on visible place inside the office premises.
? Registration certificate is valid for ?5? years period. Before the expiry of the period, renewal application to be
submitted for the next period.
? It shall be the duty of an employer to notify to the registration authority, in the prescribed form, any change
with respect to any information contained in his statement during registration/renewal within 15 days after
the change. Ex. Change in address, change in ownership, change in number of employee etc.
? After closing the business of his establishment, notify the inspector in writing the date of closure within fifteen
days of his closing date, he should surrender the registration certificate to the registration authority.
Information required for filling up of Form A
? Name?of?The?Company
? Postal?Address
? Telephone?No
? email?Address
? Details?of?Director/?Managing?Director/?Proprietor????Address,?Phone?No,?email?ID
? Details?of?Authorized?Signatory?(in?case?whose?is?signing?in?the?place?of?Director)
? Nature?of?Business
? Date?of?Commencement?of?Business
? No.?of?in?the?Company?(Male?&?Female?to?be?mentioned?separately)
? Weekly?Holiday
? Issue of Appointment order:
Every employer, employing any person in or in connection
with his establishment, shall issue an appointment order
in writing indicating the name, designation, wage scale of
such person and terms and conditions of his employment
and serve the same on such person within thirty days
from the date of appointment in his establishment
Hours of work
? ?Working?hours:?
????Any?establishment?shall?not?run?its?business?before?and?after?following?hours.In?
Bangalore?city;?Morning?before?6?am?and?Night?after?9?pm.
? Other?places?;?Morning?before?8?am?and?Night?after?8?pm.
? Prohibitions?and?Exemptions?of?work:?
?1.?No?child,?under?14?years?shall?be?required?or?allowed?to?work?in?any?
establishment.?2.?No?women?shall?be?required?or?allowed?to?work?whether?as?an?
employee?or?otherwise?in?any?establishment?after?8?pm.
INSTRUCTION;?IT/BT?organizations?can?get?permission?to?allow?women?to?work?
after?8?pm?by?submitting?Form??R??with?necessary?information.
?
Employment and Regulation:?
? ?
Every?employer,?employing?any?person?in?or?in?connection?with?his?establishment?shall?issue?an?appointment?
order?in?form??P?.
? Every?day,?employee?attendance?shall?be?registered?in?form??T.
? The?organizations?having?weekly?holiday?exemption,?after?taking?continuous?service?of?6?days?from?any?
employee,?shall?give?7th?day?as?mandatory?holiday?for?him.?In?special?cases?7th?day?can?not?be?given?as?
holiday,?11th?day?should?be?given?as?mandatory?holiday.
? After?each?month?salary?shall?be?paid?before?7th?date?of?next?month.
? Working?period?of?any?employee?should?not?exceed?48?hours?and?50?hours?including?extra?working?hours.
? ?No?employee?in?any?establishment?shall?be?required?or?allowed?to?work?for?more?than?nine?hours?on?any?day?
and?forty-eight?hours?in?any?week:Provided?that?the?total?number?of?hours?of?work?including?overtime?shall?
not?exceed?ten?hours?in?any?day?except?on?days?of?stock-taking?and?preparation?of?accounts:
? Provided?further?that?the?total?number?of?overtime?hours?worked?by?an?employee?does?not?exceed?fifty?in?a?
period?of?three?continuous?months.
)?No?young?person??shall?be?allowed?to?work?in?any?establishment?for?more?than?five?hours?in?a?day.
End?of?the?year,?counting?the?working?day?of?the?employees?for?present?year;?1?day?per?20?days?as?earned?
leave?and?1?day?per?30?days?as?sick?leave?shall?be?calculated.?This?leave?account?shall?be?recorded?in?the?
format??F??.
? Any?employee?who?has?completed?180?days?service?to?the?establishment?can?not?be?dismissed?without?prior?
notice.
?
Section 8 - Extra wages for overtime work
? ?Where?an?employee?works?in?any?establishment?for?more?than?nine?hours?in?any?day?or?for?
more?than?forty-eight?hours?in?any?week?he?shall?in?respect?of?such?overtime?work?be?entitled?to?
wages?at?twice?the?rate?of?normal?wages.
Section 9 - Interval for rest
? The?periods?of?work?of?an?employee?in?an?establishment?each?day?shall?be?so?fixed?that?no?
period?shall?exceed?five?hours?and?that?no?such?person?shall?work?for?more?than?five?hours?
before?he?has?had?an?interval?of?rest?at?least?one?hour.
? Section 10 - Spread-over
? The?periods?of?work?of?an?employee?in?an?establishment?shall?be?so?fixed?that,?inclusive?of?his?
interval?for?rest,?they?shall?not?spread-over?more?than?twelve?hours?in?any?day.
Section 12 - Weekly Holidays
1.??Every?establishment?shall?remain?closed?for?one?day?of?the?week.?The?employer?shall?fix?????such?date?
at?the?beginning?of?the?year,?or?within?thirty?days?from?the?date?of?commencement?of?establishments,?as?
the?case?may?be?notify?it?to?the?Inspector?and?specify?it?in?a?notice?prominently?displayed?in?a?
conspicuous?place?in?the?establishment.?The?employer?shall?not?alter?such?date?more?often?than?once?in?
three?months,?shall?notify?the?alteration?to?the?Inspector,?and?shall?make?the?necessary?change?in?the?
notice?in?the?establishment.
2.? ? the? State? Government? may? allow? an? establishment? to? remain? open? throughout? the? week? if? it? is?
satisfied?that?the?establishment?employs?additional?staff?for?meeting?the?requirements?
(3)??Every?employee?in?an?establishment?shall?be?given?at?least?one?whole?day?in?a?week?as?a?holiday?for?
rest:
Provided?that?in?establishments?in?which?rest?for?one-and-a-half?days?in?a?week?is?allowed,?such?period?
of?rest?shall?be?continued.
(4)? ? It? shall? not? be? lawful? for? an? employer? to? call? an? employee? at,? or? for? an? employee? to? go? to,? his?
establishment?or?any?other?place?for?any?work?in?connection?with?the?business?of?his?establishment?on?a?
weekly?holiday?given?to?the?employee?or?on?a?day?on?which?such?establishment?remains?closed.
5.? Any? employer? is? taking? exemption? from? weekly? holiday? ,? shall? fix? different? days? as? holiday? for? his?
establishment?and?shall?obtain?the?weekly?holiday?break?by?submitting?the?report?to?the?deputy?labour?
commissioner.?
Establishments exempted from weekly holiday:?
????Following?establishments?are?exempted?from?weekly?holiday.Medicine?and?Medical?equipment?sale.
? Club,?Lodging?and?Hotel,?Hostel,?Hostel?attached?to?school?or?college,?Residential?schools.
? Shops,?Stalls?and?refreshment?rooms?at?bustand?and?railway?station.
? Hair?cutting?saloon.
? Shops?dealing?mainly?in?Meat,?Fish,?Egg,?Milk?and?Dairy?product(except?ghee)?Bread,?Chocolate,?Fresh?
ingredients,?Confectionery,?Ice?cream?and?cooked?food?for?sale,?Fruits,?Vegetables,?Flowers?,raw?fodder?sales.
? Paan?Beedi,?Cigarette,?Soft?drink?sales?shop.
? Daily?news?paper,?Weekly?magazine?sails?shop?and?related?office.
? Cinema,?Theater,?and?other?public?Recreation?centers.
? Petrol,?Diesel?for?sale.
? Exhibition?Shops?and?Museum.
? Oil,?Flour?mill,?Brick?and?manufacturing?industries.
? Copper,?Brass,?Container,?Manufacturing?firms.
? Information?/?Biotechnology?information?/?Biological?engineering?related?service.
? Organizations?conducting?research?on?infectious?diseases.
? Section 13 - Selling outside establishments prohibited after closing hours
? Section 15-Annual leave with wages
one day for every twenty days work performed by him in case of an adult;
(ii) one day for every fifteen days of work performed by him in case of young
person;
a) any day of lay-off, by agreement or contract as permissible under the
standing order or for any other reasons beyond the employer's control;
b) in the case of female employee, maternity leave for any number of days
not exceeding twelve weeks; and
c) the leave earned in the year prior to that in which the leave is enjoyed;
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Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
Method of medical examination
? Drug testing
? Strength and fitness tests
? HIV testing
? Genetic testing: applicants are screened for susceptibility to illness
resulting from various workplace chemicals,to detect hereditary
disease
Joining day formalities
? Verification and collection of certificate copies
? Collecting photos
? PAN number and passport copy
? Providing place to work; stationery and equipments, providing
furniture
? Providing access to entry and exit
? Entry in muster role
? Opening the personnel file
Contents of employee personnel file
1. Employment history
? Job application
? Resume,cover letter
? Education verification
? Employment verification
? Employment and personnel reference checks
? Rejection letter
? Position job description
? Job analysis records
? Employment contract-(employment agency contract)
? Emergency contact information
? Signed employee handbook acknowledgement
? New employee orientation checklist
? An relocation agreements
? Any official forms
Employee performance development
? Copies of PA
? Employee self assessments
? Attendance
? Memo?s
? Training records
? Employment termination
Exit interview
Resignation letter
KARNATAKS SHOPS AND COMMERCIAL ESTABLISHMENT ACT
? This?Act?provides?for?the?regulation?of?conditions?of?work?and?employment?in?Shops?&?commercial?
establishments?in?the?State?of?Karnataka.
? Shops:?'shops'?means?any?premises?where?any?trade?or?business?is?carried?on?or?where?services?are?rendered?to?
customers?and?includes?offices,?storerooms,?godowns,?warehouses,?whether?in?the?same?premises?or?
otherwise,?used?in?such?connection?with?such?trade?or?business,?but?does?not?include?a?commercial?
establishment?or?a?shop?attached?to?a?factory.
Commercial Establishment:?Commercial?Establishment?means?a?commercial?or?trading?or?banking?or?insurance?
establishment,?an?establishment?or?administrative?service?in?which?persons?employed?are?mainly?engaged?in?
office?work,?a?hotel,?restaurant,?boarding?or?eating?house,?a?caf??or?any?other?refreshment?house,?a?theatre?or?
any?other?place?of?public?amusement?or?entertainment.
Owner:?Owner?means?the?person?having?charge?of?or?owning?or?having?ultimate?control?over?the?affairs?of?an?
establishment?and?includes?members?of?the?family?of?an?employer,?a?manager,?agent,?other?person?acting?in?
the?general?management?and?control?of?an?establishment.
Employee:?Employee?means?a?person?wholly?or?principally?employed?in?or?in?connection?with,?any?
establishment?whether?working?on?permanent,?periodical,?contract?or?piece???rate?wages?or?on?commission?
basis,?even?though?he?receives?no?reward?for?his?labour?and?includes?an?apprentice.
? Adult: A person who has completed his 18
th
year
? Apprentice: A person aged not less than 14 years who is employed on
payment or not , for the purpose of being trained in any trade , craft,
or employment in any establishment.
? Child: A person who has not completed his fourteenth year
Sl. No No of employees Fees in INR
1 NIL 250-00
2 1 to 9 500-00
3 10 to 19 3,000-00
4 20 to 49 8,000-00
5 50 to 99 15,000-00
6 100 to 250 30,000-00
7 251 to 500 35,000-00
8 501 to 1000 45,000-00
9 above 1000 50,000-00
?
Exemptions
? Following organizations are exempted from registration.
1. Offices of, or under the central or state Government, or local
authorities, except commercial undertaking.
2. Any service, any system of public conservation or sanitation
or any industry, or services like water, power, light to the
public.
3. Establishments for the treatment or care of sick,the
handicap or mentally unfit.
4. Establishments of the food corporation of India.
5. Offices of legal practitioners and medical practitioners in
which not more than 3 persons are employed.
6. Offices of bank.
Registration of Organization
?
Each owner, within 30 days from starting the business shall submit application form in form ?A? to register his
establishment.
? Form A contain:
? Name of manager and employer if any
? Postal address
? Name of the establishment
? On receipt of the correct statement and fee, adds it to the registrar of establishments and issues registration
certificate to the employer.
? Registration certificate must be displayed on visible place inside the office premises.
? Registration certificate is valid for ?5? years period. Before the expiry of the period, renewal application to be
submitted for the next period.
? It shall be the duty of an employer to notify to the registration authority, in the prescribed form, any change
with respect to any information contained in his statement during registration/renewal within 15 days after
the change. Ex. Change in address, change in ownership, change in number of employee etc.
? After closing the business of his establishment, notify the inspector in writing the date of closure within fifteen
days of his closing date, he should surrender the registration certificate to the registration authority.
Information required for filling up of Form A
? Name?of?The?Company
? Postal?Address
? Telephone?No
? email?Address
? Details?of?Director/?Managing?Director/?Proprietor????Address,?Phone?No,?email?ID
? Details?of?Authorized?Signatory?(in?case?whose?is?signing?in?the?place?of?Director)
? Nature?of?Business
? Date?of?Commencement?of?Business
? No.?of?in?the?Company?(Male?&?Female?to?be?mentioned?separately)
? Weekly?Holiday
? Issue of Appointment order:
Every employer, employing any person in or in connection
with his establishment, shall issue an appointment order
in writing indicating the name, designation, wage scale of
such person and terms and conditions of his employment
and serve the same on such person within thirty days
from the date of appointment in his establishment
Hours of work
? ?Working?hours:?
????Any?establishment?shall?not?run?its?business?before?and?after?following?hours.In?
Bangalore?city;?Morning?before?6?am?and?Night?after?9?pm.
? Other?places?;?Morning?before?8?am?and?Night?after?8?pm.
? Prohibitions?and?Exemptions?of?work:?
?1.?No?child,?under?14?years?shall?be?required?or?allowed?to?work?in?any?
establishment.?2.?No?women?shall?be?required?or?allowed?to?work?whether?as?an?
employee?or?otherwise?in?any?establishment?after?8?pm.
INSTRUCTION;?IT/BT?organizations?can?get?permission?to?allow?women?to?work?
after?8?pm?by?submitting?Form??R??with?necessary?information.
?
Employment and Regulation:?
? ?
Every?employer,?employing?any?person?in?or?in?connection?with?his?establishment?shall?issue?an?appointment?
order?in?form??P?.
? Every?day,?employee?attendance?shall?be?registered?in?form??T.
? The?organizations?having?weekly?holiday?exemption,?after?taking?continuous?service?of?6?days?from?any?
employee,?shall?give?7th?day?as?mandatory?holiday?for?him.?In?special?cases?7th?day?can?not?be?given?as?
holiday,?11th?day?should?be?given?as?mandatory?holiday.
? After?each?month?salary?shall?be?paid?before?7th?date?of?next?month.
? Working?period?of?any?employee?should?not?exceed?48?hours?and?50?hours?including?extra?working?hours.
? ?No?employee?in?any?establishment?shall?be?required?or?allowed?to?work?for?more?than?nine?hours?on?any?day?
and?forty-eight?hours?in?any?week:Provided?that?the?total?number?of?hours?of?work?including?overtime?shall?
not?exceed?ten?hours?in?any?day?except?on?days?of?stock-taking?and?preparation?of?accounts:
? Provided?further?that?the?total?number?of?overtime?hours?worked?by?an?employee?does?not?exceed?fifty?in?a?
period?of?three?continuous?months.
)?No?young?person??shall?be?allowed?to?work?in?any?establishment?for?more?than?five?hours?in?a?day.
End?of?the?year,?counting?the?working?day?of?the?employees?for?present?year;?1?day?per?20?days?as?earned?
leave?and?1?day?per?30?days?as?sick?leave?shall?be?calculated.?This?leave?account?shall?be?recorded?in?the?
format??F??.
? Any?employee?who?has?completed?180?days?service?to?the?establishment?can?not?be?dismissed?without?prior?
notice.
?
Section 8 - Extra wages for overtime work
? ?Where?an?employee?works?in?any?establishment?for?more?than?nine?hours?in?any?day?or?for?
more?than?forty-eight?hours?in?any?week?he?shall?in?respect?of?such?overtime?work?be?entitled?to?
wages?at?twice?the?rate?of?normal?wages.
Section 9 - Interval for rest
? The?periods?of?work?of?an?employee?in?an?establishment?each?day?shall?be?so?fixed?that?no?
period?shall?exceed?five?hours?and?that?no?such?person?shall?work?for?more?than?five?hours?
before?he?has?had?an?interval?of?rest?at?least?one?hour.
? Section 10 - Spread-over
? The?periods?of?work?of?an?employee?in?an?establishment?shall?be?so?fixed?that,?inclusive?of?his?
interval?for?rest,?they?shall?not?spread-over?more?than?twelve?hours?in?any?day.
Section 12 - Weekly Holidays
1.??Every?establishment?shall?remain?closed?for?one?day?of?the?week.?The?employer?shall?fix?????such?date?
at?the?beginning?of?the?year,?or?within?thirty?days?from?the?date?of?commencement?of?establishments,?as?
the?case?may?be?notify?it?to?the?Inspector?and?specify?it?in?a?notice?prominently?displayed?in?a?
conspicuous?place?in?the?establishment.?The?employer?shall?not?alter?such?date?more?often?than?once?in?
three?months,?shall?notify?the?alteration?to?the?Inspector,?and?shall?make?the?necessary?change?in?the?
notice?in?the?establishment.
2.? ? the? State? Government? may? allow? an? establishment? to? remain? open? throughout? the? week? if? it? is?
satisfied?that?the?establishment?employs?additional?staff?for?meeting?the?requirements?
(3)??Every?employee?in?an?establishment?shall?be?given?at?least?one?whole?day?in?a?week?as?a?holiday?for?
rest:
Provided?that?in?establishments?in?which?rest?for?one-and-a-half?days?in?a?week?is?allowed,?such?period?
of?rest?shall?be?continued.
(4)? ? It? shall? not? be? lawful? for? an? employer? to? call? an? employee? at,? or? for? an? employee? to? go? to,? his?
establishment?or?any?other?place?for?any?work?in?connection?with?the?business?of?his?establishment?on?a?
weekly?holiday?given?to?the?employee?or?on?a?day?on?which?such?establishment?remains?closed.
5.? Any? employer? is? taking? exemption? from? weekly? holiday? ,? shall? fix? different? days? as? holiday? for? his?
establishment?and?shall?obtain?the?weekly?holiday?break?by?submitting?the?report?to?the?deputy?labour?
commissioner.?
Establishments exempted from weekly holiday:?
????Following?establishments?are?exempted?from?weekly?holiday.Medicine?and?Medical?equipment?sale.
? Club,?Lodging?and?Hotel,?Hostel,?Hostel?attached?to?school?or?college,?Residential?schools.
? Shops,?Stalls?and?refreshment?rooms?at?bustand?and?railway?station.
? Hair?cutting?saloon.
? Shops?dealing?mainly?in?Meat,?Fish,?Egg,?Milk?and?Dairy?product(except?ghee)?Bread,?Chocolate,?Fresh?
ingredients,?Confectionery,?Ice?cream?and?cooked?food?for?sale,?Fruits,?Vegetables,?Flowers?,raw?fodder?sales.
? Paan?Beedi,?Cigarette,?Soft?drink?sales?shop.
? Daily?news?paper,?Weekly?magazine?sails?shop?and?related?office.
? Cinema,?Theater,?and?other?public?Recreation?centers.
? Petrol,?Diesel?for?sale.
? Exhibition?Shops?and?Museum.
? Oil,?Flour?mill,?Brick?and?manufacturing?industries.
? Copper,?Brass,?Container,?Manufacturing?firms.
? Information?/?Biotechnology?information?/?Biological?engineering?related?service.
? Organizations?conducting?research?on?infectious?diseases.
? Section 13 - Selling outside establishments prohibited after closing hours
? Section 15-Annual leave with wages
one day for every twenty days work performed by him in case of an adult;
(ii) one day for every fifteen days of work performed by him in case of young
person;
a) any day of lay-off, by agreement or contract as permissible under the
standing order or for any other reasons beyond the employer's control;
b) in the case of female employee, maternity leave for any number of days
not exceeding twelve weeks; and
c) the leave earned in the year prior to that in which the leave is enjoyed;
?
shall be deemed to be days on which the employee has worked in an
establishment for the purposes of computation of leave under this section,
but the employee shall not earn leave for that period.
Every employee shall also be entitled during the first twelve months of
continuous service and during every subsequent twelve months of such
service in any establishment to leave with wages for a period not exceeding
twelve days, on the ground of any sickness incurred or accident sustained
by him or for any other reasonable cause.
? If an employee is discharged or dismissed from service during the course
of the year he shall be entitled to leave with wages at the rates laid down
even if he has not worked for the entire period entitling him to earn leave.
?
If an employee entitled to any leave is discharged or dismissed from service
when he is sick or suffering from the result of an accident, the employer shall
pay him the amount payable under this Act in respect of the period of the
leave to which he was entitled at the time of his discharge or dismissal, in
addition to the amount, if any, payable to him.
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
Method of medical examination
? Drug testing
? Strength and fitness tests
? HIV testing
? Genetic testing: applicants are screened for susceptibility to illness
resulting from various workplace chemicals,to detect hereditary
disease
Joining day formalities
? Verification and collection of certificate copies
? Collecting photos
? PAN number and passport copy
? Providing place to work; stationery and equipments, providing
furniture
? Providing access to entry and exit
? Entry in muster role
? Opening the personnel file
Contents of employee personnel file
1. Employment history
? Job application
? Resume,cover letter
? Education verification
? Employment verification
? Employment and personnel reference checks
? Rejection letter
? Position job description
? Job analysis records
? Employment contract-(employment agency contract)
? Emergency contact information
? Signed employee handbook acknowledgement
? New employee orientation checklist
? An relocation agreements
? Any official forms
Employee performance development
? Copies of PA
? Employee self assessments
? Attendance
? Memo?s
? Training records
? Employment termination
Exit interview
Resignation letter
KARNATAKS SHOPS AND COMMERCIAL ESTABLISHMENT ACT
? This?Act?provides?for?the?regulation?of?conditions?of?work?and?employment?in?Shops?&?commercial?
establishments?in?the?State?of?Karnataka.
? Shops:?'shops'?means?any?premises?where?any?trade?or?business?is?carried?on?or?where?services?are?rendered?to?
customers?and?includes?offices,?storerooms,?godowns,?warehouses,?whether?in?the?same?premises?or?
otherwise,?used?in?such?connection?with?such?trade?or?business,?but?does?not?include?a?commercial?
establishment?or?a?shop?attached?to?a?factory.
Commercial Establishment:?Commercial?Establishment?means?a?commercial?or?trading?or?banking?or?insurance?
establishment,?an?establishment?or?administrative?service?in?which?persons?employed?are?mainly?engaged?in?
office?work,?a?hotel,?restaurant,?boarding?or?eating?house,?a?caf??or?any?other?refreshment?house,?a?theatre?or?
any?other?place?of?public?amusement?or?entertainment.
Owner:?Owner?means?the?person?having?charge?of?or?owning?or?having?ultimate?control?over?the?affairs?of?an?
establishment?and?includes?members?of?the?family?of?an?employer,?a?manager,?agent,?other?person?acting?in?
the?general?management?and?control?of?an?establishment.
Employee:?Employee?means?a?person?wholly?or?principally?employed?in?or?in?connection?with,?any?
establishment?whether?working?on?permanent,?periodical,?contract?or?piece???rate?wages?or?on?commission?
basis,?even?though?he?receives?no?reward?for?his?labour?and?includes?an?apprentice.
? Adult: A person who has completed his 18
th
year
? Apprentice: A person aged not less than 14 years who is employed on
payment or not , for the purpose of being trained in any trade , craft,
or employment in any establishment.
? Child: A person who has not completed his fourteenth year
Sl. No No of employees Fees in INR
1 NIL 250-00
2 1 to 9 500-00
3 10 to 19 3,000-00
4 20 to 49 8,000-00
5 50 to 99 15,000-00
6 100 to 250 30,000-00
7 251 to 500 35,000-00
8 501 to 1000 45,000-00
9 above 1000 50,000-00
?
Exemptions
? Following organizations are exempted from registration.
1. Offices of, or under the central or state Government, or local
authorities, except commercial undertaking.
2. Any service, any system of public conservation or sanitation
or any industry, or services like water, power, light to the
public.
3. Establishments for the treatment or care of sick,the
handicap or mentally unfit.
4. Establishments of the food corporation of India.
5. Offices of legal practitioners and medical practitioners in
which not more than 3 persons are employed.
6. Offices of bank.
Registration of Organization
?
Each owner, within 30 days from starting the business shall submit application form in form ?A? to register his
establishment.
? Form A contain:
? Name of manager and employer if any
? Postal address
? Name of the establishment
? On receipt of the correct statement and fee, adds it to the registrar of establishments and issues registration
certificate to the employer.
? Registration certificate must be displayed on visible place inside the office premises.
? Registration certificate is valid for ?5? years period. Before the expiry of the period, renewal application to be
submitted for the next period.
? It shall be the duty of an employer to notify to the registration authority, in the prescribed form, any change
with respect to any information contained in his statement during registration/renewal within 15 days after
the change. Ex. Change in address, change in ownership, change in number of employee etc.
? After closing the business of his establishment, notify the inspector in writing the date of closure within fifteen
days of his closing date, he should surrender the registration certificate to the registration authority.
Information required for filling up of Form A
? Name?of?The?Company
? Postal?Address
? Telephone?No
? email?Address
? Details?of?Director/?Managing?Director/?Proprietor????Address,?Phone?No,?email?ID
? Details?of?Authorized?Signatory?(in?case?whose?is?signing?in?the?place?of?Director)
? Nature?of?Business
? Date?of?Commencement?of?Business
? No.?of?in?the?Company?(Male?&?Female?to?be?mentioned?separately)
? Weekly?Holiday
? Issue of Appointment order:
Every employer, employing any person in or in connection
with his establishment, shall issue an appointment order
in writing indicating the name, designation, wage scale of
such person and terms and conditions of his employment
and serve the same on such person within thirty days
from the date of appointment in his establishment
Hours of work
? ?Working?hours:?
????Any?establishment?shall?not?run?its?business?before?and?after?following?hours.In?
Bangalore?city;?Morning?before?6?am?and?Night?after?9?pm.
? Other?places?;?Morning?before?8?am?and?Night?after?8?pm.
? Prohibitions?and?Exemptions?of?work:?
?1.?No?child,?under?14?years?shall?be?required?or?allowed?to?work?in?any?
establishment.?2.?No?women?shall?be?required?or?allowed?to?work?whether?as?an?
employee?or?otherwise?in?any?establishment?after?8?pm.
INSTRUCTION;?IT/BT?organizations?can?get?permission?to?allow?women?to?work?
after?8?pm?by?submitting?Form??R??with?necessary?information.
?
Employment and Regulation:?
? ?
Every?employer,?employing?any?person?in?or?in?connection?with?his?establishment?shall?issue?an?appointment?
order?in?form??P?.
? Every?day,?employee?attendance?shall?be?registered?in?form??T.
? The?organizations?having?weekly?holiday?exemption,?after?taking?continuous?service?of?6?days?from?any?
employee,?shall?give?7th?day?as?mandatory?holiday?for?him.?In?special?cases?7th?day?can?not?be?given?as?
holiday,?11th?day?should?be?given?as?mandatory?holiday.
? After?each?month?salary?shall?be?paid?before?7th?date?of?next?month.
? Working?period?of?any?employee?should?not?exceed?48?hours?and?50?hours?including?extra?working?hours.
? ?No?employee?in?any?establishment?shall?be?required?or?allowed?to?work?for?more?than?nine?hours?on?any?day?
and?forty-eight?hours?in?any?week:Provided?that?the?total?number?of?hours?of?work?including?overtime?shall?
not?exceed?ten?hours?in?any?day?except?on?days?of?stock-taking?and?preparation?of?accounts:
? Provided?further?that?the?total?number?of?overtime?hours?worked?by?an?employee?does?not?exceed?fifty?in?a?
period?of?three?continuous?months.
)?No?young?person??shall?be?allowed?to?work?in?any?establishment?for?more?than?five?hours?in?a?day.
End?of?the?year,?counting?the?working?day?of?the?employees?for?present?year;?1?day?per?20?days?as?earned?
leave?and?1?day?per?30?days?as?sick?leave?shall?be?calculated.?This?leave?account?shall?be?recorded?in?the?
format??F??.
? Any?employee?who?has?completed?180?days?service?to?the?establishment?can?not?be?dismissed?without?prior?
notice.
?
Section 8 - Extra wages for overtime work
? ?Where?an?employee?works?in?any?establishment?for?more?than?nine?hours?in?any?day?or?for?
more?than?forty-eight?hours?in?any?week?he?shall?in?respect?of?such?overtime?work?be?entitled?to?
wages?at?twice?the?rate?of?normal?wages.
Section 9 - Interval for rest
? The?periods?of?work?of?an?employee?in?an?establishment?each?day?shall?be?so?fixed?that?no?
period?shall?exceed?five?hours?and?that?no?such?person?shall?work?for?more?than?five?hours?
before?he?has?had?an?interval?of?rest?at?least?one?hour.
? Section 10 - Spread-over
? The?periods?of?work?of?an?employee?in?an?establishment?shall?be?so?fixed?that,?inclusive?of?his?
interval?for?rest,?they?shall?not?spread-over?more?than?twelve?hours?in?any?day.
Section 12 - Weekly Holidays
1.??Every?establishment?shall?remain?closed?for?one?day?of?the?week.?The?employer?shall?fix?????such?date?
at?the?beginning?of?the?year,?or?within?thirty?days?from?the?date?of?commencement?of?establishments,?as?
the?case?may?be?notify?it?to?the?Inspector?and?specify?it?in?a?notice?prominently?displayed?in?a?
conspicuous?place?in?the?establishment.?The?employer?shall?not?alter?such?date?more?often?than?once?in?
three?months,?shall?notify?the?alteration?to?the?Inspector,?and?shall?make?the?necessary?change?in?the?
notice?in?the?establishment.
2.? ? the? State? Government? may? allow? an? establishment? to? remain? open? throughout? the? week? if? it? is?
satisfied?that?the?establishment?employs?additional?staff?for?meeting?the?requirements?
(3)??Every?employee?in?an?establishment?shall?be?given?at?least?one?whole?day?in?a?week?as?a?holiday?for?
rest:
Provided?that?in?establishments?in?which?rest?for?one-and-a-half?days?in?a?week?is?allowed,?such?period?
of?rest?shall?be?continued.
(4)? ? It? shall? not? be? lawful? for? an? employer? to? call? an? employee? at,? or? for? an? employee? to? go? to,? his?
establishment?or?any?other?place?for?any?work?in?connection?with?the?business?of?his?establishment?on?a?
weekly?holiday?given?to?the?employee?or?on?a?day?on?which?such?establishment?remains?closed.
5.? Any? employer? is? taking? exemption? from? weekly? holiday? ,? shall? fix? different? days? as? holiday? for? his?
establishment?and?shall?obtain?the?weekly?holiday?break?by?submitting?the?report?to?the?deputy?labour?
commissioner.?
Establishments exempted from weekly holiday:?
????Following?establishments?are?exempted?from?weekly?holiday.Medicine?and?Medical?equipment?sale.
? Club,?Lodging?and?Hotel,?Hostel,?Hostel?attached?to?school?or?college,?Residential?schools.
? Shops,?Stalls?and?refreshment?rooms?at?bustand?and?railway?station.
? Hair?cutting?saloon.
? Shops?dealing?mainly?in?Meat,?Fish,?Egg,?Milk?and?Dairy?product(except?ghee)?Bread,?Chocolate,?Fresh?
ingredients,?Confectionery,?Ice?cream?and?cooked?food?for?sale,?Fruits,?Vegetables,?Flowers?,raw?fodder?sales.
? Paan?Beedi,?Cigarette,?Soft?drink?sales?shop.
? Daily?news?paper,?Weekly?magazine?sails?shop?and?related?office.
? Cinema,?Theater,?and?other?public?Recreation?centers.
? Petrol,?Diesel?for?sale.
? Exhibition?Shops?and?Museum.
? Oil,?Flour?mill,?Brick?and?manufacturing?industries.
? Copper,?Brass,?Container,?Manufacturing?firms.
? Information?/?Biotechnology?information?/?Biological?engineering?related?service.
? Organizations?conducting?research?on?infectious?diseases.
? Section 13 - Selling outside establishments prohibited after closing hours
? Section 15-Annual leave with wages
one day for every twenty days work performed by him in case of an adult;
(ii) one day for every fifteen days of work performed by him in case of young
person;
a) any day of lay-off, by agreement or contract as permissible under the
standing order or for any other reasons beyond the employer's control;
b) in the case of female employee, maternity leave for any number of days
not exceeding twelve weeks; and
c) the leave earned in the year prior to that in which the leave is enjoyed;
?
shall be deemed to be days on which the employee has worked in an
establishment for the purposes of computation of leave under this section,
but the employee shall not earn leave for that period.
Every employee shall also be entitled during the first twelve months of
continuous service and during every subsequent twelve months of such
service in any establishment to leave with wages for a period not exceeding
twelve days, on the ground of any sickness incurred or accident sustained
by him or for any other reasonable cause.
? If an employee is discharged or dismissed from service during the course
of the year he shall be entitled to leave with wages at the rates laid down
even if he has not worked for the entire period entitling him to earn leave.
?
If an employee entitled to any leave is discharged or dismissed from service
when he is sick or suffering from the result of an accident, the employer shall
pay him the amount payable under this Act in respect of the period of the
leave to which he was entitled at the time of his discharge or dismissal, in
addition to the amount, if any, payable to him.
In calculating leave, fraction of leave of half a day or more shall be treated as one full
day's leave, and fraction of less than half a day shall be omitted.
If an employee does not in any one calendar year take the whole of the leave allowed
to him , any leave not taken by him shall be added to the leave to be allowed to him in
the succeeding calendar year:
Provided that the total number of the days of leave that may be carried forward to a
succeeding year shall not exceed thirty days in the case of an adult and forty days in the
case of a young person:
Provided further that an employee who has applied for leave with wages but has not
been given such leave in accordance with any scheme shall be entitled to carry forward
the unavailed leave without any limit.
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
Method of medical examination
? Drug testing
? Strength and fitness tests
? HIV testing
? Genetic testing: applicants are screened for susceptibility to illness
resulting from various workplace chemicals,to detect hereditary
disease
Joining day formalities
? Verification and collection of certificate copies
? Collecting photos
? PAN number and passport copy
? Providing place to work; stationery and equipments, providing
furniture
? Providing access to entry and exit
? Entry in muster role
? Opening the personnel file
Contents of employee personnel file
1. Employment history
? Job application
? Resume,cover letter
? Education verification
? Employment verification
? Employment and personnel reference checks
? Rejection letter
? Position job description
? Job analysis records
? Employment contract-(employment agency contract)
? Emergency contact information
? Signed employee handbook acknowledgement
? New employee orientation checklist
? An relocation agreements
? Any official forms
Employee performance development
? Copies of PA
? Employee self assessments
? Attendance
? Memo?s
? Training records
? Employment termination
Exit interview
Resignation letter
KARNATAKS SHOPS AND COMMERCIAL ESTABLISHMENT ACT
? This?Act?provides?for?the?regulation?of?conditions?of?work?and?employment?in?Shops?&?commercial?
establishments?in?the?State?of?Karnataka.
? Shops:?'shops'?means?any?premises?where?any?trade?or?business?is?carried?on?or?where?services?are?rendered?to?
customers?and?includes?offices,?storerooms,?godowns,?warehouses,?whether?in?the?same?premises?or?
otherwise,?used?in?such?connection?with?such?trade?or?business,?but?does?not?include?a?commercial?
establishment?or?a?shop?attached?to?a?factory.
Commercial Establishment:?Commercial?Establishment?means?a?commercial?or?trading?or?banking?or?insurance?
establishment,?an?establishment?or?administrative?service?in?which?persons?employed?are?mainly?engaged?in?
office?work,?a?hotel,?restaurant,?boarding?or?eating?house,?a?caf??or?any?other?refreshment?house,?a?theatre?or?
any?other?place?of?public?amusement?or?entertainment.
Owner:?Owner?means?the?person?having?charge?of?or?owning?or?having?ultimate?control?over?the?affairs?of?an?
establishment?and?includes?members?of?the?family?of?an?employer,?a?manager,?agent,?other?person?acting?in?
the?general?management?and?control?of?an?establishment.
Employee:?Employee?means?a?person?wholly?or?principally?employed?in?or?in?connection?with,?any?
establishment?whether?working?on?permanent,?periodical,?contract?or?piece???rate?wages?or?on?commission?
basis,?even?though?he?receives?no?reward?for?his?labour?and?includes?an?apprentice.
? Adult: A person who has completed his 18
th
year
? Apprentice: A person aged not less than 14 years who is employed on
payment or not , for the purpose of being trained in any trade , craft,
or employment in any establishment.
? Child: A person who has not completed his fourteenth year
Sl. No No of employees Fees in INR
1 NIL 250-00
2 1 to 9 500-00
3 10 to 19 3,000-00
4 20 to 49 8,000-00
5 50 to 99 15,000-00
6 100 to 250 30,000-00
7 251 to 500 35,000-00
8 501 to 1000 45,000-00
9 above 1000 50,000-00
?
Exemptions
? Following organizations are exempted from registration.
1. Offices of, or under the central or state Government, or local
authorities, except commercial undertaking.
2. Any service, any system of public conservation or sanitation
or any industry, or services like water, power, light to the
public.
3. Establishments for the treatment or care of sick,the
handicap or mentally unfit.
4. Establishments of the food corporation of India.
5. Offices of legal practitioners and medical practitioners in
which not more than 3 persons are employed.
6. Offices of bank.
Registration of Organization
?
Each owner, within 30 days from starting the business shall submit application form in form ?A? to register his
establishment.
? Form A contain:
? Name of manager and employer if any
? Postal address
? Name of the establishment
? On receipt of the correct statement and fee, adds it to the registrar of establishments and issues registration
certificate to the employer.
? Registration certificate must be displayed on visible place inside the office premises.
? Registration certificate is valid for ?5? years period. Before the expiry of the period, renewal application to be
submitted for the next period.
? It shall be the duty of an employer to notify to the registration authority, in the prescribed form, any change
with respect to any information contained in his statement during registration/renewal within 15 days after
the change. Ex. Change in address, change in ownership, change in number of employee etc.
? After closing the business of his establishment, notify the inspector in writing the date of closure within fifteen
days of his closing date, he should surrender the registration certificate to the registration authority.
Information required for filling up of Form A
? Name?of?The?Company
? Postal?Address
? Telephone?No
? email?Address
? Details?of?Director/?Managing?Director/?Proprietor????Address,?Phone?No,?email?ID
? Details?of?Authorized?Signatory?(in?case?whose?is?signing?in?the?place?of?Director)
? Nature?of?Business
? Date?of?Commencement?of?Business
? No.?of?in?the?Company?(Male?&?Female?to?be?mentioned?separately)
? Weekly?Holiday
? Issue of Appointment order:
Every employer, employing any person in or in connection
with his establishment, shall issue an appointment order
in writing indicating the name, designation, wage scale of
such person and terms and conditions of his employment
and serve the same on such person within thirty days
from the date of appointment in his establishment
Hours of work
? ?Working?hours:?
????Any?establishment?shall?not?run?its?business?before?and?after?following?hours.In?
Bangalore?city;?Morning?before?6?am?and?Night?after?9?pm.
? Other?places?;?Morning?before?8?am?and?Night?after?8?pm.
? Prohibitions?and?Exemptions?of?work:?
?1.?No?child,?under?14?years?shall?be?required?or?allowed?to?work?in?any?
establishment.?2.?No?women?shall?be?required?or?allowed?to?work?whether?as?an?
employee?or?otherwise?in?any?establishment?after?8?pm.
INSTRUCTION;?IT/BT?organizations?can?get?permission?to?allow?women?to?work?
after?8?pm?by?submitting?Form??R??with?necessary?information.
?
Employment and Regulation:?
? ?
Every?employer,?employing?any?person?in?or?in?connection?with?his?establishment?shall?issue?an?appointment?
order?in?form??P?.
? Every?day,?employee?attendance?shall?be?registered?in?form??T.
? The?organizations?having?weekly?holiday?exemption,?after?taking?continuous?service?of?6?days?from?any?
employee,?shall?give?7th?day?as?mandatory?holiday?for?him.?In?special?cases?7th?day?can?not?be?given?as?
holiday,?11th?day?should?be?given?as?mandatory?holiday.
? After?each?month?salary?shall?be?paid?before?7th?date?of?next?month.
? Working?period?of?any?employee?should?not?exceed?48?hours?and?50?hours?including?extra?working?hours.
? ?No?employee?in?any?establishment?shall?be?required?or?allowed?to?work?for?more?than?nine?hours?on?any?day?
and?forty-eight?hours?in?any?week:Provided?that?the?total?number?of?hours?of?work?including?overtime?shall?
not?exceed?ten?hours?in?any?day?except?on?days?of?stock-taking?and?preparation?of?accounts:
? Provided?further?that?the?total?number?of?overtime?hours?worked?by?an?employee?does?not?exceed?fifty?in?a?
period?of?three?continuous?months.
)?No?young?person??shall?be?allowed?to?work?in?any?establishment?for?more?than?five?hours?in?a?day.
End?of?the?year,?counting?the?working?day?of?the?employees?for?present?year;?1?day?per?20?days?as?earned?
leave?and?1?day?per?30?days?as?sick?leave?shall?be?calculated.?This?leave?account?shall?be?recorded?in?the?
format??F??.
? Any?employee?who?has?completed?180?days?service?to?the?establishment?can?not?be?dismissed?without?prior?
notice.
?
Section 8 - Extra wages for overtime work
? ?Where?an?employee?works?in?any?establishment?for?more?than?nine?hours?in?any?day?or?for?
more?than?forty-eight?hours?in?any?week?he?shall?in?respect?of?such?overtime?work?be?entitled?to?
wages?at?twice?the?rate?of?normal?wages.
Section 9 - Interval for rest
? The?periods?of?work?of?an?employee?in?an?establishment?each?day?shall?be?so?fixed?that?no?
period?shall?exceed?five?hours?and?that?no?such?person?shall?work?for?more?than?five?hours?
before?he?has?had?an?interval?of?rest?at?least?one?hour.
? Section 10 - Spread-over
? The?periods?of?work?of?an?employee?in?an?establishment?shall?be?so?fixed?that,?inclusive?of?his?
interval?for?rest,?they?shall?not?spread-over?more?than?twelve?hours?in?any?day.
Section 12 - Weekly Holidays
1.??Every?establishment?shall?remain?closed?for?one?day?of?the?week.?The?employer?shall?fix?????such?date?
at?the?beginning?of?the?year,?or?within?thirty?days?from?the?date?of?commencement?of?establishments,?as?
the?case?may?be?notify?it?to?the?Inspector?and?specify?it?in?a?notice?prominently?displayed?in?a?
conspicuous?place?in?the?establishment.?The?employer?shall?not?alter?such?date?more?often?than?once?in?
three?months,?shall?notify?the?alteration?to?the?Inspector,?and?shall?make?the?necessary?change?in?the?
notice?in?the?establishment.
2.? ? the? State? Government? may? allow? an? establishment? to? remain? open? throughout? the? week? if? it? is?
satisfied?that?the?establishment?employs?additional?staff?for?meeting?the?requirements?
(3)??Every?employee?in?an?establishment?shall?be?given?at?least?one?whole?day?in?a?week?as?a?holiday?for?
rest:
Provided?that?in?establishments?in?which?rest?for?one-and-a-half?days?in?a?week?is?allowed,?such?period?
of?rest?shall?be?continued.
(4)? ? It? shall? not? be? lawful? for? an? employer? to? call? an? employee? at,? or? for? an? employee? to? go? to,? his?
establishment?or?any?other?place?for?any?work?in?connection?with?the?business?of?his?establishment?on?a?
weekly?holiday?given?to?the?employee?or?on?a?day?on?which?such?establishment?remains?closed.
5.? Any? employer? is? taking? exemption? from? weekly? holiday? ,? shall? fix? different? days? as? holiday? for? his?
establishment?and?shall?obtain?the?weekly?holiday?break?by?submitting?the?report?to?the?deputy?labour?
commissioner.?
Establishments exempted from weekly holiday:?
????Following?establishments?are?exempted?from?weekly?holiday.Medicine?and?Medical?equipment?sale.
? Club,?Lodging?and?Hotel,?Hostel,?Hostel?attached?to?school?or?college,?Residential?schools.
? Shops,?Stalls?and?refreshment?rooms?at?bustand?and?railway?station.
? Hair?cutting?saloon.
? Shops?dealing?mainly?in?Meat,?Fish,?Egg,?Milk?and?Dairy?product(except?ghee)?Bread,?Chocolate,?Fresh?
ingredients,?Confectionery,?Ice?cream?and?cooked?food?for?sale,?Fruits,?Vegetables,?Flowers?,raw?fodder?sales.
? Paan?Beedi,?Cigarette,?Soft?drink?sales?shop.
? Daily?news?paper,?Weekly?magazine?sails?shop?and?related?office.
? Cinema,?Theater,?and?other?public?Recreation?centers.
? Petrol,?Diesel?for?sale.
? Exhibition?Shops?and?Museum.
? Oil,?Flour?mill,?Brick?and?manufacturing?industries.
? Copper,?Brass,?Container,?Manufacturing?firms.
? Information?/?Biotechnology?information?/?Biological?engineering?related?service.
? Organizations?conducting?research?on?infectious?diseases.
? Section 13 - Selling outside establishments prohibited after closing hours
? Section 15-Annual leave with wages
one day for every twenty days work performed by him in case of an adult;
(ii) one day for every fifteen days of work performed by him in case of young
person;
a) any day of lay-off, by agreement or contract as permissible under the
standing order or for any other reasons beyond the employer's control;
b) in the case of female employee, maternity leave for any number of days
not exceeding twelve weeks; and
c) the leave earned in the year prior to that in which the leave is enjoyed;
?
shall be deemed to be days on which the employee has worked in an
establishment for the purposes of computation of leave under this section,
but the employee shall not earn leave for that period.
Every employee shall also be entitled during the first twelve months of
continuous service and during every subsequent twelve months of such
service in any establishment to leave with wages for a period not exceeding
twelve days, on the ground of any sickness incurred or accident sustained
by him or for any other reasonable cause.
? If an employee is discharged or dismissed from service during the course
of the year he shall be entitled to leave with wages at the rates laid down
even if he has not worked for the entire period entitling him to earn leave.
?
If an employee entitled to any leave is discharged or dismissed from service
when he is sick or suffering from the result of an accident, the employer shall
pay him the amount payable under this Act in respect of the period of the
leave to which he was entitled at the time of his discharge or dismissal, in
addition to the amount, if any, payable to him.
In calculating leave, fraction of leave of half a day or more shall be treated as one full
day's leave, and fraction of less than half a day shall be omitted.
If an employee does not in any one calendar year take the whole of the leave allowed
to him , any leave not taken by him shall be added to the leave to be allowed to him in
the succeeding calendar year:
Provided that the total number of the days of leave that may be carried forward to a
succeeding year shall not exceed thirty days in the case of an adult and forty days in the
case of a young person:
Provided further that an employee who has applied for leave with wages but has not
been given such leave in accordance with any scheme shall be entitled to carry forward
the unavailed leave without any limit.
? An employee may at any time apply in writing to the manager of the
establishment, not less than ten days before the date on which he wishes his
leave to begin, to take all the leave or any portion thereof allowable to him
during the calendar year:
Provided that the number of times in which leave may be taken during any
year shall not exceed three or such number as may be agreed upon between
the employer and the employee.
? If any employee wants to avail himself of the leave with wages due to him he
shall be granted such leave even if the application for leave is not made within
the time specified and in such a case, wages as admissible under Section 17
shall be paid not later than fifteen days from the date on which the leave
begins.
?
For the purpose of ensuring continuity of work in an establishment, the
employer in agreement with the representatives of employees therein, chosen
in the prescribed manner, may formulate a scheme in writing whereby the
grant of leave allowable under this section may be regulated.
? A scheme formulated shall be posted in convenient places in the premises of
the establishment and shall be in force for a period of twelve months from the
date on which it comes into force and may thereafter be renewed, with or
without modification, for a further period of twelve months at a time by the
employer in agreement with the representatives of the employees as
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Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
Method of medical examination
? Drug testing
? Strength and fitness tests
? HIV testing
? Genetic testing: applicants are screened for susceptibility to illness
resulting from various workplace chemicals,to detect hereditary
disease
Joining day formalities
? Verification and collection of certificate copies
? Collecting photos
? PAN number and passport copy
? Providing place to work; stationery and equipments, providing
furniture
? Providing access to entry and exit
? Entry in muster role
? Opening the personnel file
Contents of employee personnel file
1. Employment history
? Job application
? Resume,cover letter
? Education verification
? Employment verification
? Employment and personnel reference checks
? Rejection letter
? Position job description
? Job analysis records
? Employment contract-(employment agency contract)
? Emergency contact information
? Signed employee handbook acknowledgement
? New employee orientation checklist
? An relocation agreements
? Any official forms
Employee performance development
? Copies of PA
? Employee self assessments
? Attendance
? Memo?s
? Training records
? Employment termination
Exit interview
Resignation letter
KARNATAKS SHOPS AND COMMERCIAL ESTABLISHMENT ACT
? This?Act?provides?for?the?regulation?of?conditions?of?work?and?employment?in?Shops?&?commercial?
establishments?in?the?State?of?Karnataka.
? Shops:?'shops'?means?any?premises?where?any?trade?or?business?is?carried?on?or?where?services?are?rendered?to?
customers?and?includes?offices,?storerooms,?godowns,?warehouses,?whether?in?the?same?premises?or?
otherwise,?used?in?such?connection?with?such?trade?or?business,?but?does?not?include?a?commercial?
establishment?or?a?shop?attached?to?a?factory.
Commercial Establishment:?Commercial?Establishment?means?a?commercial?or?trading?or?banking?or?insurance?
establishment,?an?establishment?or?administrative?service?in?which?persons?employed?are?mainly?engaged?in?
office?work,?a?hotel,?restaurant,?boarding?or?eating?house,?a?caf??or?any?other?refreshment?house,?a?theatre?or?
any?other?place?of?public?amusement?or?entertainment.
Owner:?Owner?means?the?person?having?charge?of?or?owning?or?having?ultimate?control?over?the?affairs?of?an?
establishment?and?includes?members?of?the?family?of?an?employer,?a?manager,?agent,?other?person?acting?in?
the?general?management?and?control?of?an?establishment.
Employee:?Employee?means?a?person?wholly?or?principally?employed?in?or?in?connection?with,?any?
establishment?whether?working?on?permanent,?periodical,?contract?or?piece???rate?wages?or?on?commission?
basis,?even?though?he?receives?no?reward?for?his?labour?and?includes?an?apprentice.
? Adult: A person who has completed his 18
th
year
? Apprentice: A person aged not less than 14 years who is employed on
payment or not , for the purpose of being trained in any trade , craft,
or employment in any establishment.
? Child: A person who has not completed his fourteenth year
Sl. No No of employees Fees in INR
1 NIL 250-00
2 1 to 9 500-00
3 10 to 19 3,000-00
4 20 to 49 8,000-00
5 50 to 99 15,000-00
6 100 to 250 30,000-00
7 251 to 500 35,000-00
8 501 to 1000 45,000-00
9 above 1000 50,000-00
?
Exemptions
? Following organizations are exempted from registration.
1. Offices of, or under the central or state Government, or local
authorities, except commercial undertaking.
2. Any service, any system of public conservation or sanitation
or any industry, or services like water, power, light to the
public.
3. Establishments for the treatment or care of sick,the
handicap or mentally unfit.
4. Establishments of the food corporation of India.
5. Offices of legal practitioners and medical practitioners in
which not more than 3 persons are employed.
6. Offices of bank.
Registration of Organization
?
Each owner, within 30 days from starting the business shall submit application form in form ?A? to register his
establishment.
? Form A contain:
? Name of manager and employer if any
? Postal address
? Name of the establishment
? On receipt of the correct statement and fee, adds it to the registrar of establishments and issues registration
certificate to the employer.
? Registration certificate must be displayed on visible place inside the office premises.
? Registration certificate is valid for ?5? years period. Before the expiry of the period, renewal application to be
submitted for the next period.
? It shall be the duty of an employer to notify to the registration authority, in the prescribed form, any change
with respect to any information contained in his statement during registration/renewal within 15 days after
the change. Ex. Change in address, change in ownership, change in number of employee etc.
? After closing the business of his establishment, notify the inspector in writing the date of closure within fifteen
days of his closing date, he should surrender the registration certificate to the registration authority.
Information required for filling up of Form A
? Name?of?The?Company
? Postal?Address
? Telephone?No
? email?Address
? Details?of?Director/?Managing?Director/?Proprietor????Address,?Phone?No,?email?ID
? Details?of?Authorized?Signatory?(in?case?whose?is?signing?in?the?place?of?Director)
? Nature?of?Business
? Date?of?Commencement?of?Business
? No.?of?in?the?Company?(Male?&?Female?to?be?mentioned?separately)
? Weekly?Holiday
? Issue of Appointment order:
Every employer, employing any person in or in connection
with his establishment, shall issue an appointment order
in writing indicating the name, designation, wage scale of
such person and terms and conditions of his employment
and serve the same on such person within thirty days
from the date of appointment in his establishment
Hours of work
? ?Working?hours:?
????Any?establishment?shall?not?run?its?business?before?and?after?following?hours.In?
Bangalore?city;?Morning?before?6?am?and?Night?after?9?pm.
? Other?places?;?Morning?before?8?am?and?Night?after?8?pm.
? Prohibitions?and?Exemptions?of?work:?
?1.?No?child,?under?14?years?shall?be?required?or?allowed?to?work?in?any?
establishment.?2.?No?women?shall?be?required?or?allowed?to?work?whether?as?an?
employee?or?otherwise?in?any?establishment?after?8?pm.
INSTRUCTION;?IT/BT?organizations?can?get?permission?to?allow?women?to?work?
after?8?pm?by?submitting?Form??R??with?necessary?information.
?
Employment and Regulation:?
? ?
Every?employer,?employing?any?person?in?or?in?connection?with?his?establishment?shall?issue?an?appointment?
order?in?form??P?.
? Every?day,?employee?attendance?shall?be?registered?in?form??T.
? The?organizations?having?weekly?holiday?exemption,?after?taking?continuous?service?of?6?days?from?any?
employee,?shall?give?7th?day?as?mandatory?holiday?for?him.?In?special?cases?7th?day?can?not?be?given?as?
holiday,?11th?day?should?be?given?as?mandatory?holiday.
? After?each?month?salary?shall?be?paid?before?7th?date?of?next?month.
? Working?period?of?any?employee?should?not?exceed?48?hours?and?50?hours?including?extra?working?hours.
? ?No?employee?in?any?establishment?shall?be?required?or?allowed?to?work?for?more?than?nine?hours?on?any?day?
and?forty-eight?hours?in?any?week:Provided?that?the?total?number?of?hours?of?work?including?overtime?shall?
not?exceed?ten?hours?in?any?day?except?on?days?of?stock-taking?and?preparation?of?accounts:
? Provided?further?that?the?total?number?of?overtime?hours?worked?by?an?employee?does?not?exceed?fifty?in?a?
period?of?three?continuous?months.
)?No?young?person??shall?be?allowed?to?work?in?any?establishment?for?more?than?five?hours?in?a?day.
End?of?the?year,?counting?the?working?day?of?the?employees?for?present?year;?1?day?per?20?days?as?earned?
leave?and?1?day?per?30?days?as?sick?leave?shall?be?calculated.?This?leave?account?shall?be?recorded?in?the?
format??F??.
? Any?employee?who?has?completed?180?days?service?to?the?establishment?can?not?be?dismissed?without?prior?
notice.
?
Section 8 - Extra wages for overtime work
? ?Where?an?employee?works?in?any?establishment?for?more?than?nine?hours?in?any?day?or?for?
more?than?forty-eight?hours?in?any?week?he?shall?in?respect?of?such?overtime?work?be?entitled?to?
wages?at?twice?the?rate?of?normal?wages.
Section 9 - Interval for rest
? The?periods?of?work?of?an?employee?in?an?establishment?each?day?shall?be?so?fixed?that?no?
period?shall?exceed?five?hours?and?that?no?such?person?shall?work?for?more?than?five?hours?
before?he?has?had?an?interval?of?rest?at?least?one?hour.
? Section 10 - Spread-over
? The?periods?of?work?of?an?employee?in?an?establishment?shall?be?so?fixed?that,?inclusive?of?his?
interval?for?rest,?they?shall?not?spread-over?more?than?twelve?hours?in?any?day.
Section 12 - Weekly Holidays
1.??Every?establishment?shall?remain?closed?for?one?day?of?the?week.?The?employer?shall?fix?????such?date?
at?the?beginning?of?the?year,?or?within?thirty?days?from?the?date?of?commencement?of?establishments,?as?
the?case?may?be?notify?it?to?the?Inspector?and?specify?it?in?a?notice?prominently?displayed?in?a?
conspicuous?place?in?the?establishment.?The?employer?shall?not?alter?such?date?more?often?than?once?in?
three?months,?shall?notify?the?alteration?to?the?Inspector,?and?shall?make?the?necessary?change?in?the?
notice?in?the?establishment.
2.? ? the? State? Government? may? allow? an? establishment? to? remain? open? throughout? the? week? if? it? is?
satisfied?that?the?establishment?employs?additional?staff?for?meeting?the?requirements?
(3)??Every?employee?in?an?establishment?shall?be?given?at?least?one?whole?day?in?a?week?as?a?holiday?for?
rest:
Provided?that?in?establishments?in?which?rest?for?one-and-a-half?days?in?a?week?is?allowed,?such?period?
of?rest?shall?be?continued.
(4)? ? It? shall? not? be? lawful? for? an? employer? to? call? an? employee? at,? or? for? an? employee? to? go? to,? his?
establishment?or?any?other?place?for?any?work?in?connection?with?the?business?of?his?establishment?on?a?
weekly?holiday?given?to?the?employee?or?on?a?day?on?which?such?establishment?remains?closed.
5.? Any? employer? is? taking? exemption? from? weekly? holiday? ,? shall? fix? different? days? as? holiday? for? his?
establishment?and?shall?obtain?the?weekly?holiday?break?by?submitting?the?report?to?the?deputy?labour?
commissioner.?
Establishments exempted from weekly holiday:?
????Following?establishments?are?exempted?from?weekly?holiday.Medicine?and?Medical?equipment?sale.
? Club,?Lodging?and?Hotel,?Hostel,?Hostel?attached?to?school?or?college,?Residential?schools.
? Shops,?Stalls?and?refreshment?rooms?at?bustand?and?railway?station.
? Hair?cutting?saloon.
? Shops?dealing?mainly?in?Meat,?Fish,?Egg,?Milk?and?Dairy?product(except?ghee)?Bread,?Chocolate,?Fresh?
ingredients,?Confectionery,?Ice?cream?and?cooked?food?for?sale,?Fruits,?Vegetables,?Flowers?,raw?fodder?sales.
? Paan?Beedi,?Cigarette,?Soft?drink?sales?shop.
? Daily?news?paper,?Weekly?magazine?sails?shop?and?related?office.
? Cinema,?Theater,?and?other?public?Recreation?centers.
? Petrol,?Diesel?for?sale.
? Exhibition?Shops?and?Museum.
? Oil,?Flour?mill,?Brick?and?manufacturing?industries.
? Copper,?Brass,?Container,?Manufacturing?firms.
? Information?/?Biotechnology?information?/?Biological?engineering?related?service.
? Organizations?conducting?research?on?infectious?diseases.
? Section 13 - Selling outside establishments prohibited after closing hours
? Section 15-Annual leave with wages
one day for every twenty days work performed by him in case of an adult;
(ii) one day for every fifteen days of work performed by him in case of young
person;
a) any day of lay-off, by agreement or contract as permissible under the
standing order or for any other reasons beyond the employer's control;
b) in the case of female employee, maternity leave for any number of days
not exceeding twelve weeks; and
c) the leave earned in the year prior to that in which the leave is enjoyed;
?
shall be deemed to be days on which the employee has worked in an
establishment for the purposes of computation of leave under this section,
but the employee shall not earn leave for that period.
Every employee shall also be entitled during the first twelve months of
continuous service and during every subsequent twelve months of such
service in any establishment to leave with wages for a period not exceeding
twelve days, on the ground of any sickness incurred or accident sustained
by him or for any other reasonable cause.
? If an employee is discharged or dismissed from service during the course
of the year he shall be entitled to leave with wages at the rates laid down
even if he has not worked for the entire period entitling him to earn leave.
?
If an employee entitled to any leave is discharged or dismissed from service
when he is sick or suffering from the result of an accident, the employer shall
pay him the amount payable under this Act in respect of the period of the
leave to which he was entitled at the time of his discharge or dismissal, in
addition to the amount, if any, payable to him.
In calculating leave, fraction of leave of half a day or more shall be treated as one full
day's leave, and fraction of less than half a day shall be omitted.
If an employee does not in any one calendar year take the whole of the leave allowed
to him , any leave not taken by him shall be added to the leave to be allowed to him in
the succeeding calendar year:
Provided that the total number of the days of leave that may be carried forward to a
succeeding year shall not exceed thirty days in the case of an adult and forty days in the
case of a young person:
Provided further that an employee who has applied for leave with wages but has not
been given such leave in accordance with any scheme shall be entitled to carry forward
the unavailed leave without any limit.
? An employee may at any time apply in writing to the manager of the
establishment, not less than ten days before the date on which he wishes his
leave to begin, to take all the leave or any portion thereof allowable to him
during the calendar year:
Provided that the number of times in which leave may be taken during any
year shall not exceed three or such number as may be agreed upon between
the employer and the employee.
? If any employee wants to avail himself of the leave with wages due to him he
shall be granted such leave even if the application for leave is not made within
the time specified and in such a case, wages as admissible under Section 17
shall be paid not later than fifteen days from the date on which the leave
begins.
?
For the purpose of ensuring continuity of work in an establishment, the
employer in agreement with the representatives of employees therein, chosen
in the prescribed manner, may formulate a scheme in writing whereby the
grant of leave allowable under this section may be regulated.
? A scheme formulated shall be posted in convenient places in the premises of
the establishment and shall be in force for a period of twelve months from the
date on which it comes into force and may thereafter be renewed, with or
without modification, for a further period of twelve months at a time by the
employer in agreement with the representatives of the employees as
An application for leave which does not contravene the provisions shall not be refused,
unless the refusal is in accordance with the scheme for the time being in operation
? If the employment of an employee who is entitled to leave is terminated by the
employer before he has taken the entire leave to which he is entitled or if having applied
for and having not been granted such leave, the employee quits his employment before
he has taken the leave, the employer shall pay him the amount payable under Section 16
in respect of the leave not taken, and such payment shall be made, where the
employment of the employee is terminated by the employer, before the expiry of the
second working day after such termination, and where an employee quits his
employment, on or before the next pay day.
? The unavailed leave of an employee shall not be taken into consideration in computing
the period of any notice required to be given before discharge or dismissal.
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
Method of medical examination
? Drug testing
? Strength and fitness tests
? HIV testing
? Genetic testing: applicants are screened for susceptibility to illness
resulting from various workplace chemicals,to detect hereditary
disease
Joining day formalities
? Verification and collection of certificate copies
? Collecting photos
? PAN number and passport copy
? Providing place to work; stationery and equipments, providing
furniture
? Providing access to entry and exit
? Entry in muster role
? Opening the personnel file
Contents of employee personnel file
1. Employment history
? Job application
? Resume,cover letter
? Education verification
? Employment verification
? Employment and personnel reference checks
? Rejection letter
? Position job description
? Job analysis records
? Employment contract-(employment agency contract)
? Emergency contact information
? Signed employee handbook acknowledgement
? New employee orientation checklist
? An relocation agreements
? Any official forms
Employee performance development
? Copies of PA
? Employee self assessments
? Attendance
? Memo?s
? Training records
? Employment termination
Exit interview
Resignation letter
KARNATAKS SHOPS AND COMMERCIAL ESTABLISHMENT ACT
? This?Act?provides?for?the?regulation?of?conditions?of?work?and?employment?in?Shops?&?commercial?
establishments?in?the?State?of?Karnataka.
? Shops:?'shops'?means?any?premises?where?any?trade?or?business?is?carried?on?or?where?services?are?rendered?to?
customers?and?includes?offices,?storerooms,?godowns,?warehouses,?whether?in?the?same?premises?or?
otherwise,?used?in?such?connection?with?such?trade?or?business,?but?does?not?include?a?commercial?
establishment?or?a?shop?attached?to?a?factory.
Commercial Establishment:?Commercial?Establishment?means?a?commercial?or?trading?or?banking?or?insurance?
establishment,?an?establishment?or?administrative?service?in?which?persons?employed?are?mainly?engaged?in?
office?work,?a?hotel,?restaurant,?boarding?or?eating?house,?a?caf??or?any?other?refreshment?house,?a?theatre?or?
any?other?place?of?public?amusement?or?entertainment.
Owner:?Owner?means?the?person?having?charge?of?or?owning?or?having?ultimate?control?over?the?affairs?of?an?
establishment?and?includes?members?of?the?family?of?an?employer,?a?manager,?agent,?other?person?acting?in?
the?general?management?and?control?of?an?establishment.
Employee:?Employee?means?a?person?wholly?or?principally?employed?in?or?in?connection?with,?any?
establishment?whether?working?on?permanent,?periodical,?contract?or?piece???rate?wages?or?on?commission?
basis,?even?though?he?receives?no?reward?for?his?labour?and?includes?an?apprentice.
? Adult: A person who has completed his 18
th
year
? Apprentice: A person aged not less than 14 years who is employed on
payment or not , for the purpose of being trained in any trade , craft,
or employment in any establishment.
? Child: A person who has not completed his fourteenth year
Sl. No No of employees Fees in INR
1 NIL 250-00
2 1 to 9 500-00
3 10 to 19 3,000-00
4 20 to 49 8,000-00
5 50 to 99 15,000-00
6 100 to 250 30,000-00
7 251 to 500 35,000-00
8 501 to 1000 45,000-00
9 above 1000 50,000-00
?
Exemptions
? Following organizations are exempted from registration.
1. Offices of, or under the central or state Government, or local
authorities, except commercial undertaking.
2. Any service, any system of public conservation or sanitation
or any industry, or services like water, power, light to the
public.
3. Establishments for the treatment or care of sick,the
handicap or mentally unfit.
4. Establishments of the food corporation of India.
5. Offices of legal practitioners and medical practitioners in
which not more than 3 persons are employed.
6. Offices of bank.
Registration of Organization
?
Each owner, within 30 days from starting the business shall submit application form in form ?A? to register his
establishment.
? Form A contain:
? Name of manager and employer if any
? Postal address
? Name of the establishment
? On receipt of the correct statement and fee, adds it to the registrar of establishments and issues registration
certificate to the employer.
? Registration certificate must be displayed on visible place inside the office premises.
? Registration certificate is valid for ?5? years period. Before the expiry of the period, renewal application to be
submitted for the next period.
? It shall be the duty of an employer to notify to the registration authority, in the prescribed form, any change
with respect to any information contained in his statement during registration/renewal within 15 days after
the change. Ex. Change in address, change in ownership, change in number of employee etc.
? After closing the business of his establishment, notify the inspector in writing the date of closure within fifteen
days of his closing date, he should surrender the registration certificate to the registration authority.
Information required for filling up of Form A
? Name?of?The?Company
? Postal?Address
? Telephone?No
? email?Address
? Details?of?Director/?Managing?Director/?Proprietor????Address,?Phone?No,?email?ID
? Details?of?Authorized?Signatory?(in?case?whose?is?signing?in?the?place?of?Director)
? Nature?of?Business
? Date?of?Commencement?of?Business
? No.?of?in?the?Company?(Male?&?Female?to?be?mentioned?separately)
? Weekly?Holiday
? Issue of Appointment order:
Every employer, employing any person in or in connection
with his establishment, shall issue an appointment order
in writing indicating the name, designation, wage scale of
such person and terms and conditions of his employment
and serve the same on such person within thirty days
from the date of appointment in his establishment
Hours of work
? ?Working?hours:?
????Any?establishment?shall?not?run?its?business?before?and?after?following?hours.In?
Bangalore?city;?Morning?before?6?am?and?Night?after?9?pm.
? Other?places?;?Morning?before?8?am?and?Night?after?8?pm.
? Prohibitions?and?Exemptions?of?work:?
?1.?No?child,?under?14?years?shall?be?required?or?allowed?to?work?in?any?
establishment.?2.?No?women?shall?be?required?or?allowed?to?work?whether?as?an?
employee?or?otherwise?in?any?establishment?after?8?pm.
INSTRUCTION;?IT/BT?organizations?can?get?permission?to?allow?women?to?work?
after?8?pm?by?submitting?Form??R??with?necessary?information.
?
Employment and Regulation:?
? ?
Every?employer,?employing?any?person?in?or?in?connection?with?his?establishment?shall?issue?an?appointment?
order?in?form??P?.
? Every?day,?employee?attendance?shall?be?registered?in?form??T.
? The?organizations?having?weekly?holiday?exemption,?after?taking?continuous?service?of?6?days?from?any?
employee,?shall?give?7th?day?as?mandatory?holiday?for?him.?In?special?cases?7th?day?can?not?be?given?as?
holiday,?11th?day?should?be?given?as?mandatory?holiday.
? After?each?month?salary?shall?be?paid?before?7th?date?of?next?month.
? Working?period?of?any?employee?should?not?exceed?48?hours?and?50?hours?including?extra?working?hours.
? ?No?employee?in?any?establishment?shall?be?required?or?allowed?to?work?for?more?than?nine?hours?on?any?day?
and?forty-eight?hours?in?any?week:Provided?that?the?total?number?of?hours?of?work?including?overtime?shall?
not?exceed?ten?hours?in?any?day?except?on?days?of?stock-taking?and?preparation?of?accounts:
? Provided?further?that?the?total?number?of?overtime?hours?worked?by?an?employee?does?not?exceed?fifty?in?a?
period?of?three?continuous?months.
)?No?young?person??shall?be?allowed?to?work?in?any?establishment?for?more?than?five?hours?in?a?day.
End?of?the?year,?counting?the?working?day?of?the?employees?for?present?year;?1?day?per?20?days?as?earned?
leave?and?1?day?per?30?days?as?sick?leave?shall?be?calculated.?This?leave?account?shall?be?recorded?in?the?
format??F??.
? Any?employee?who?has?completed?180?days?service?to?the?establishment?can?not?be?dismissed?without?prior?
notice.
?
Section 8 - Extra wages for overtime work
? ?Where?an?employee?works?in?any?establishment?for?more?than?nine?hours?in?any?day?or?for?
more?than?forty-eight?hours?in?any?week?he?shall?in?respect?of?such?overtime?work?be?entitled?to?
wages?at?twice?the?rate?of?normal?wages.
Section 9 - Interval for rest
? The?periods?of?work?of?an?employee?in?an?establishment?each?day?shall?be?so?fixed?that?no?
period?shall?exceed?five?hours?and?that?no?such?person?shall?work?for?more?than?five?hours?
before?he?has?had?an?interval?of?rest?at?least?one?hour.
? Section 10 - Spread-over
? The?periods?of?work?of?an?employee?in?an?establishment?shall?be?so?fixed?that,?inclusive?of?his?
interval?for?rest,?they?shall?not?spread-over?more?than?twelve?hours?in?any?day.
Section 12 - Weekly Holidays
1.??Every?establishment?shall?remain?closed?for?one?day?of?the?week.?The?employer?shall?fix?????such?date?
at?the?beginning?of?the?year,?or?within?thirty?days?from?the?date?of?commencement?of?establishments,?as?
the?case?may?be?notify?it?to?the?Inspector?and?specify?it?in?a?notice?prominently?displayed?in?a?
conspicuous?place?in?the?establishment.?The?employer?shall?not?alter?such?date?more?often?than?once?in?
three?months,?shall?notify?the?alteration?to?the?Inspector,?and?shall?make?the?necessary?change?in?the?
notice?in?the?establishment.
2.? ? the? State? Government? may? allow? an? establishment? to? remain? open? throughout? the? week? if? it? is?
satisfied?that?the?establishment?employs?additional?staff?for?meeting?the?requirements?
(3)??Every?employee?in?an?establishment?shall?be?given?at?least?one?whole?day?in?a?week?as?a?holiday?for?
rest:
Provided?that?in?establishments?in?which?rest?for?one-and-a-half?days?in?a?week?is?allowed,?such?period?
of?rest?shall?be?continued.
(4)? ? It? shall? not? be? lawful? for? an? employer? to? call? an? employee? at,? or? for? an? employee? to? go? to,? his?
establishment?or?any?other?place?for?any?work?in?connection?with?the?business?of?his?establishment?on?a?
weekly?holiday?given?to?the?employee?or?on?a?day?on?which?such?establishment?remains?closed.
5.? Any? employer? is? taking? exemption? from? weekly? holiday? ,? shall? fix? different? days? as? holiday? for? his?
establishment?and?shall?obtain?the?weekly?holiday?break?by?submitting?the?report?to?the?deputy?labour?
commissioner.?
Establishments exempted from weekly holiday:?
????Following?establishments?are?exempted?from?weekly?holiday.Medicine?and?Medical?equipment?sale.
? Club,?Lodging?and?Hotel,?Hostel,?Hostel?attached?to?school?or?college,?Residential?schools.
? Shops,?Stalls?and?refreshment?rooms?at?bustand?and?railway?station.
? Hair?cutting?saloon.
? Shops?dealing?mainly?in?Meat,?Fish,?Egg,?Milk?and?Dairy?product(except?ghee)?Bread,?Chocolate,?Fresh?
ingredients,?Confectionery,?Ice?cream?and?cooked?food?for?sale,?Fruits,?Vegetables,?Flowers?,raw?fodder?sales.
? Paan?Beedi,?Cigarette,?Soft?drink?sales?shop.
? Daily?news?paper,?Weekly?magazine?sails?shop?and?related?office.
? Cinema,?Theater,?and?other?public?Recreation?centers.
? Petrol,?Diesel?for?sale.
? Exhibition?Shops?and?Museum.
? Oil,?Flour?mill,?Brick?and?manufacturing?industries.
? Copper,?Brass,?Container,?Manufacturing?firms.
? Information?/?Biotechnology?information?/?Biological?engineering?related?service.
? Organizations?conducting?research?on?infectious?diseases.
? Section 13 - Selling outside establishments prohibited after closing hours
? Section 15-Annual leave with wages
one day for every twenty days work performed by him in case of an adult;
(ii) one day for every fifteen days of work performed by him in case of young
person;
a) any day of lay-off, by agreement or contract as permissible under the
standing order or for any other reasons beyond the employer's control;
b) in the case of female employee, maternity leave for any number of days
not exceeding twelve weeks; and
c) the leave earned in the year prior to that in which the leave is enjoyed;
?
shall be deemed to be days on which the employee has worked in an
establishment for the purposes of computation of leave under this section,
but the employee shall not earn leave for that period.
Every employee shall also be entitled during the first twelve months of
continuous service and during every subsequent twelve months of such
service in any establishment to leave with wages for a period not exceeding
twelve days, on the ground of any sickness incurred or accident sustained
by him or for any other reasonable cause.
? If an employee is discharged or dismissed from service during the course
of the year he shall be entitled to leave with wages at the rates laid down
even if he has not worked for the entire period entitling him to earn leave.
?
If an employee entitled to any leave is discharged or dismissed from service
when he is sick or suffering from the result of an accident, the employer shall
pay him the amount payable under this Act in respect of the period of the
leave to which he was entitled at the time of his discharge or dismissal, in
addition to the amount, if any, payable to him.
In calculating leave, fraction of leave of half a day or more shall be treated as one full
day's leave, and fraction of less than half a day shall be omitted.
If an employee does not in any one calendar year take the whole of the leave allowed
to him , any leave not taken by him shall be added to the leave to be allowed to him in
the succeeding calendar year:
Provided that the total number of the days of leave that may be carried forward to a
succeeding year shall not exceed thirty days in the case of an adult and forty days in the
case of a young person:
Provided further that an employee who has applied for leave with wages but has not
been given such leave in accordance with any scheme shall be entitled to carry forward
the unavailed leave without any limit.
? An employee may at any time apply in writing to the manager of the
establishment, not less than ten days before the date on which he wishes his
leave to begin, to take all the leave or any portion thereof allowable to him
during the calendar year:
Provided that the number of times in which leave may be taken during any
year shall not exceed three or such number as may be agreed upon between
the employer and the employee.
? If any employee wants to avail himself of the leave with wages due to him he
shall be granted such leave even if the application for leave is not made within
the time specified and in such a case, wages as admissible under Section 17
shall be paid not later than fifteen days from the date on which the leave
begins.
?
For the purpose of ensuring continuity of work in an establishment, the
employer in agreement with the representatives of employees therein, chosen
in the prescribed manner, may formulate a scheme in writing whereby the
grant of leave allowable under this section may be regulated.
? A scheme formulated shall be posted in convenient places in the premises of
the establishment and shall be in force for a period of twelve months from the
date on which it comes into force and may thereafter be renewed, with or
without modification, for a further period of twelve months at a time by the
employer in agreement with the representatives of the employees as
An application for leave which does not contravene the provisions shall not be refused,
unless the refusal is in accordance with the scheme for the time being in operation
? If the employment of an employee who is entitled to leave is terminated by the
employer before he has taken the entire leave to which he is entitled or if having applied
for and having not been granted such leave, the employee quits his employment before
he has taken the leave, the employer shall pay him the amount payable under Section 16
in respect of the leave not taken, and such payment shall be made, where the
employment of the employee is terminated by the employer, before the expiry of the
second working day after such termination, and where an employee quits his
employment, on or before the next pay day.
? The unavailed leave of an employee shall not be taken into consideration in computing
the period of any notice required to be given before discharge or dismissal.
Section 16 - Wages during leave period
? (I) For the leave allowed to him under Section 15, an employee shall
be paid at the rate equal to the daily average of his total full-time
earnings for the days on which he worked during the month
immediately preceding his leave, exclusive of any overtime wages and
bonus but inclusive of dearness allowance
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
Method of medical examination
? Drug testing
? Strength and fitness tests
? HIV testing
? Genetic testing: applicants are screened for susceptibility to illness
resulting from various workplace chemicals,to detect hereditary
disease
Joining day formalities
? Verification and collection of certificate copies
? Collecting photos
? PAN number and passport copy
? Providing place to work; stationery and equipments, providing
furniture
? Providing access to entry and exit
? Entry in muster role
? Opening the personnel file
Contents of employee personnel file
1. Employment history
? Job application
? Resume,cover letter
? Education verification
? Employment verification
? Employment and personnel reference checks
? Rejection letter
? Position job description
? Job analysis records
? Employment contract-(employment agency contract)
? Emergency contact information
? Signed employee handbook acknowledgement
? New employee orientation checklist
? An relocation agreements
? Any official forms
Employee performance development
? Copies of PA
? Employee self assessments
? Attendance
? Memo?s
? Training records
? Employment termination
Exit interview
Resignation letter
KARNATAKS SHOPS AND COMMERCIAL ESTABLISHMENT ACT
? This?Act?provides?for?the?regulation?of?conditions?of?work?and?employment?in?Shops?&?commercial?
establishments?in?the?State?of?Karnataka.
? Shops:?'shops'?means?any?premises?where?any?trade?or?business?is?carried?on?or?where?services?are?rendered?to?
customers?and?includes?offices,?storerooms,?godowns,?warehouses,?whether?in?the?same?premises?or?
otherwise,?used?in?such?connection?with?such?trade?or?business,?but?does?not?include?a?commercial?
establishment?or?a?shop?attached?to?a?factory.
Commercial Establishment:?Commercial?Establishment?means?a?commercial?or?trading?or?banking?or?insurance?
establishment,?an?establishment?or?administrative?service?in?which?persons?employed?are?mainly?engaged?in?
office?work,?a?hotel,?restaurant,?boarding?or?eating?house,?a?caf??or?any?other?refreshment?house,?a?theatre?or?
any?other?place?of?public?amusement?or?entertainment.
Owner:?Owner?means?the?person?having?charge?of?or?owning?or?having?ultimate?control?over?the?affairs?of?an?
establishment?and?includes?members?of?the?family?of?an?employer,?a?manager,?agent,?other?person?acting?in?
the?general?management?and?control?of?an?establishment.
Employee:?Employee?means?a?person?wholly?or?principally?employed?in?or?in?connection?with,?any?
establishment?whether?working?on?permanent,?periodical,?contract?or?piece???rate?wages?or?on?commission?
basis,?even?though?he?receives?no?reward?for?his?labour?and?includes?an?apprentice.
? Adult: A person who has completed his 18
th
year
? Apprentice: A person aged not less than 14 years who is employed on
payment or not , for the purpose of being trained in any trade , craft,
or employment in any establishment.
? Child: A person who has not completed his fourteenth year
Sl. No No of employees Fees in INR
1 NIL 250-00
2 1 to 9 500-00
3 10 to 19 3,000-00
4 20 to 49 8,000-00
5 50 to 99 15,000-00
6 100 to 250 30,000-00
7 251 to 500 35,000-00
8 501 to 1000 45,000-00
9 above 1000 50,000-00
?
Exemptions
? Following organizations are exempted from registration.
1. Offices of, or under the central or state Government, or local
authorities, except commercial undertaking.
2. Any service, any system of public conservation or sanitation
or any industry, or services like water, power, light to the
public.
3. Establishments for the treatment or care of sick,the
handicap or mentally unfit.
4. Establishments of the food corporation of India.
5. Offices of legal practitioners and medical practitioners in
which not more than 3 persons are employed.
6. Offices of bank.
Registration of Organization
?
Each owner, within 30 days from starting the business shall submit application form in form ?A? to register his
establishment.
? Form A contain:
? Name of manager and employer if any
? Postal address
? Name of the establishment
? On receipt of the correct statement and fee, adds it to the registrar of establishments and issues registration
certificate to the employer.
? Registration certificate must be displayed on visible place inside the office premises.
? Registration certificate is valid for ?5? years period. Before the expiry of the period, renewal application to be
submitted for the next period.
? It shall be the duty of an employer to notify to the registration authority, in the prescribed form, any change
with respect to any information contained in his statement during registration/renewal within 15 days after
the change. Ex. Change in address, change in ownership, change in number of employee etc.
? After closing the business of his establishment, notify the inspector in writing the date of closure within fifteen
days of his closing date, he should surrender the registration certificate to the registration authority.
Information required for filling up of Form A
? Name?of?The?Company
? Postal?Address
? Telephone?No
? email?Address
? Details?of?Director/?Managing?Director/?Proprietor????Address,?Phone?No,?email?ID
? Details?of?Authorized?Signatory?(in?case?whose?is?signing?in?the?place?of?Director)
? Nature?of?Business
? Date?of?Commencement?of?Business
? No.?of?in?the?Company?(Male?&?Female?to?be?mentioned?separately)
? Weekly?Holiday
? Issue of Appointment order:
Every employer, employing any person in or in connection
with his establishment, shall issue an appointment order
in writing indicating the name, designation, wage scale of
such person and terms and conditions of his employment
and serve the same on such person within thirty days
from the date of appointment in his establishment
Hours of work
? ?Working?hours:?
????Any?establishment?shall?not?run?its?business?before?and?after?following?hours.In?
Bangalore?city;?Morning?before?6?am?and?Night?after?9?pm.
? Other?places?;?Morning?before?8?am?and?Night?after?8?pm.
? Prohibitions?and?Exemptions?of?work:?
?1.?No?child,?under?14?years?shall?be?required?or?allowed?to?work?in?any?
establishment.?2.?No?women?shall?be?required?or?allowed?to?work?whether?as?an?
employee?or?otherwise?in?any?establishment?after?8?pm.
INSTRUCTION;?IT/BT?organizations?can?get?permission?to?allow?women?to?work?
after?8?pm?by?submitting?Form??R??with?necessary?information.
?
Employment and Regulation:?
? ?
Every?employer,?employing?any?person?in?or?in?connection?with?his?establishment?shall?issue?an?appointment?
order?in?form??P?.
? Every?day,?employee?attendance?shall?be?registered?in?form??T.
? The?organizations?having?weekly?holiday?exemption,?after?taking?continuous?service?of?6?days?from?any?
employee,?shall?give?7th?day?as?mandatory?holiday?for?him.?In?special?cases?7th?day?can?not?be?given?as?
holiday,?11th?day?should?be?given?as?mandatory?holiday.
? After?each?month?salary?shall?be?paid?before?7th?date?of?next?month.
? Working?period?of?any?employee?should?not?exceed?48?hours?and?50?hours?including?extra?working?hours.
? ?No?employee?in?any?establishment?shall?be?required?or?allowed?to?work?for?more?than?nine?hours?on?any?day?
and?forty-eight?hours?in?any?week:Provided?that?the?total?number?of?hours?of?work?including?overtime?shall?
not?exceed?ten?hours?in?any?day?except?on?days?of?stock-taking?and?preparation?of?accounts:
? Provided?further?that?the?total?number?of?overtime?hours?worked?by?an?employee?does?not?exceed?fifty?in?a?
period?of?three?continuous?months.
)?No?young?person??shall?be?allowed?to?work?in?any?establishment?for?more?than?five?hours?in?a?day.
End?of?the?year,?counting?the?working?day?of?the?employees?for?present?year;?1?day?per?20?days?as?earned?
leave?and?1?day?per?30?days?as?sick?leave?shall?be?calculated.?This?leave?account?shall?be?recorded?in?the?
format??F??.
? Any?employee?who?has?completed?180?days?service?to?the?establishment?can?not?be?dismissed?without?prior?
notice.
?
Section 8 - Extra wages for overtime work
? ?Where?an?employee?works?in?any?establishment?for?more?than?nine?hours?in?any?day?or?for?
more?than?forty-eight?hours?in?any?week?he?shall?in?respect?of?such?overtime?work?be?entitled?to?
wages?at?twice?the?rate?of?normal?wages.
Section 9 - Interval for rest
? The?periods?of?work?of?an?employee?in?an?establishment?each?day?shall?be?so?fixed?that?no?
period?shall?exceed?five?hours?and?that?no?such?person?shall?work?for?more?than?five?hours?
before?he?has?had?an?interval?of?rest?at?least?one?hour.
? Section 10 - Spread-over
? The?periods?of?work?of?an?employee?in?an?establishment?shall?be?so?fixed?that,?inclusive?of?his?
interval?for?rest,?they?shall?not?spread-over?more?than?twelve?hours?in?any?day.
Section 12 - Weekly Holidays
1.??Every?establishment?shall?remain?closed?for?one?day?of?the?week.?The?employer?shall?fix?????such?date?
at?the?beginning?of?the?year,?or?within?thirty?days?from?the?date?of?commencement?of?establishments,?as?
the?case?may?be?notify?it?to?the?Inspector?and?specify?it?in?a?notice?prominently?displayed?in?a?
conspicuous?place?in?the?establishment.?The?employer?shall?not?alter?such?date?more?often?than?once?in?
three?months,?shall?notify?the?alteration?to?the?Inspector,?and?shall?make?the?necessary?change?in?the?
notice?in?the?establishment.
2.? ? the? State? Government? may? allow? an? establishment? to? remain? open? throughout? the? week? if? it? is?
satisfied?that?the?establishment?employs?additional?staff?for?meeting?the?requirements?
(3)??Every?employee?in?an?establishment?shall?be?given?at?least?one?whole?day?in?a?week?as?a?holiday?for?
rest:
Provided?that?in?establishments?in?which?rest?for?one-and-a-half?days?in?a?week?is?allowed,?such?period?
of?rest?shall?be?continued.
(4)? ? It? shall? not? be? lawful? for? an? employer? to? call? an? employee? at,? or? for? an? employee? to? go? to,? his?
establishment?or?any?other?place?for?any?work?in?connection?with?the?business?of?his?establishment?on?a?
weekly?holiday?given?to?the?employee?or?on?a?day?on?which?such?establishment?remains?closed.
5.? Any? employer? is? taking? exemption? from? weekly? holiday? ,? shall? fix? different? days? as? holiday? for? his?
establishment?and?shall?obtain?the?weekly?holiday?break?by?submitting?the?report?to?the?deputy?labour?
commissioner.?
Establishments exempted from weekly holiday:?
????Following?establishments?are?exempted?from?weekly?holiday.Medicine?and?Medical?equipment?sale.
? Club,?Lodging?and?Hotel,?Hostel,?Hostel?attached?to?school?or?college,?Residential?schools.
? Shops,?Stalls?and?refreshment?rooms?at?bustand?and?railway?station.
? Hair?cutting?saloon.
? Shops?dealing?mainly?in?Meat,?Fish,?Egg,?Milk?and?Dairy?product(except?ghee)?Bread,?Chocolate,?Fresh?
ingredients,?Confectionery,?Ice?cream?and?cooked?food?for?sale,?Fruits,?Vegetables,?Flowers?,raw?fodder?sales.
? Paan?Beedi,?Cigarette,?Soft?drink?sales?shop.
? Daily?news?paper,?Weekly?magazine?sails?shop?and?related?office.
? Cinema,?Theater,?and?other?public?Recreation?centers.
? Petrol,?Diesel?for?sale.
? Exhibition?Shops?and?Museum.
? Oil,?Flour?mill,?Brick?and?manufacturing?industries.
? Copper,?Brass,?Container,?Manufacturing?firms.
? Information?/?Biotechnology?information?/?Biological?engineering?related?service.
? Organizations?conducting?research?on?infectious?diseases.
? Section 13 - Selling outside establishments prohibited after closing hours
? Section 15-Annual leave with wages
one day for every twenty days work performed by him in case of an adult;
(ii) one day for every fifteen days of work performed by him in case of young
person;
a) any day of lay-off, by agreement or contract as permissible under the
standing order or for any other reasons beyond the employer's control;
b) in the case of female employee, maternity leave for any number of days
not exceeding twelve weeks; and
c) the leave earned in the year prior to that in which the leave is enjoyed;
?
shall be deemed to be days on which the employee has worked in an
establishment for the purposes of computation of leave under this section,
but the employee shall not earn leave for that period.
Every employee shall also be entitled during the first twelve months of
continuous service and during every subsequent twelve months of such
service in any establishment to leave with wages for a period not exceeding
twelve days, on the ground of any sickness incurred or accident sustained
by him or for any other reasonable cause.
? If an employee is discharged or dismissed from service during the course
of the year he shall be entitled to leave with wages at the rates laid down
even if he has not worked for the entire period entitling him to earn leave.
?
If an employee entitled to any leave is discharged or dismissed from service
when he is sick or suffering from the result of an accident, the employer shall
pay him the amount payable under this Act in respect of the period of the
leave to which he was entitled at the time of his discharge or dismissal, in
addition to the amount, if any, payable to him.
In calculating leave, fraction of leave of half a day or more shall be treated as one full
day's leave, and fraction of less than half a day shall be omitted.
If an employee does not in any one calendar year take the whole of the leave allowed
to him , any leave not taken by him shall be added to the leave to be allowed to him in
the succeeding calendar year:
Provided that the total number of the days of leave that may be carried forward to a
succeeding year shall not exceed thirty days in the case of an adult and forty days in the
case of a young person:
Provided further that an employee who has applied for leave with wages but has not
been given such leave in accordance with any scheme shall be entitled to carry forward
the unavailed leave without any limit.
? An employee may at any time apply in writing to the manager of the
establishment, not less than ten days before the date on which he wishes his
leave to begin, to take all the leave or any portion thereof allowable to him
during the calendar year:
Provided that the number of times in which leave may be taken during any
year shall not exceed three or such number as may be agreed upon between
the employer and the employee.
? If any employee wants to avail himself of the leave with wages due to him he
shall be granted such leave even if the application for leave is not made within
the time specified and in such a case, wages as admissible under Section 17
shall be paid not later than fifteen days from the date on which the leave
begins.
?
For the purpose of ensuring continuity of work in an establishment, the
employer in agreement with the representatives of employees therein, chosen
in the prescribed manner, may formulate a scheme in writing whereby the
grant of leave allowable under this section may be regulated.
? A scheme formulated shall be posted in convenient places in the premises of
the establishment and shall be in force for a period of twelve months from the
date on which it comes into force and may thereafter be renewed, with or
without modification, for a further period of twelve months at a time by the
employer in agreement with the representatives of the employees as
An application for leave which does not contravene the provisions shall not be refused,
unless the refusal is in accordance with the scheme for the time being in operation
? If the employment of an employee who is entitled to leave is terminated by the
employer before he has taken the entire leave to which he is entitled or if having applied
for and having not been granted such leave, the employee quits his employment before
he has taken the leave, the employer shall pay him the amount payable under Section 16
in respect of the leave not taken, and such payment shall be made, where the
employment of the employee is terminated by the employer, before the expiry of the
second working day after such termination, and where an employee quits his
employment, on or before the next pay day.
? The unavailed leave of an employee shall not be taken into consideration in computing
the period of any notice required to be given before discharge or dismissal.
Section 16 - Wages during leave period
? (I) For the leave allowed to him under Section 15, an employee shall
be paid at the rate equal to the daily average of his total full-time
earnings for the days on which he worked during the month
immediately preceding his leave, exclusive of any overtime wages and
bonus but inclusive of dearness allowance
? Subject to any rules made by the State Government in this behalf, an Inspector may,
within the area in his jurisdiction,-
(a) enter, at all reasonable times and with such assistants, if any, being persons in the
service of the State Government, as he thinks fit, any place which is or which he has
reasons to believe is, an establishment;
(b) make such examination of the premises and of any prescribed registers, records
and notices, and take on the spot or otherwise, evidence of any person as he may
deem necessary, for carrying out the purposes of this Act; and
(c) exercise such other powers as may be necessary for carrying out the purposes of
this Act:
Provided that no person shall be required under this section to answer any question or
give any evidence tending to incriminate himself.
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
Method of medical examination
? Drug testing
? Strength and fitness tests
? HIV testing
? Genetic testing: applicants are screened for susceptibility to illness
resulting from various workplace chemicals,to detect hereditary
disease
Joining day formalities
? Verification and collection of certificate copies
? Collecting photos
? PAN number and passport copy
? Providing place to work; stationery and equipments, providing
furniture
? Providing access to entry and exit
? Entry in muster role
? Opening the personnel file
Contents of employee personnel file
1. Employment history
? Job application
? Resume,cover letter
? Education verification
? Employment verification
? Employment and personnel reference checks
? Rejection letter
? Position job description
? Job analysis records
? Employment contract-(employment agency contract)
? Emergency contact information
? Signed employee handbook acknowledgement
? New employee orientation checklist
? An relocation agreements
? Any official forms
Employee performance development
? Copies of PA
? Employee self assessments
? Attendance
? Memo?s
? Training records
? Employment termination
Exit interview
Resignation letter
KARNATAKS SHOPS AND COMMERCIAL ESTABLISHMENT ACT
? This?Act?provides?for?the?regulation?of?conditions?of?work?and?employment?in?Shops?&?commercial?
establishments?in?the?State?of?Karnataka.
? Shops:?'shops'?means?any?premises?where?any?trade?or?business?is?carried?on?or?where?services?are?rendered?to?
customers?and?includes?offices,?storerooms,?godowns,?warehouses,?whether?in?the?same?premises?or?
otherwise,?used?in?such?connection?with?such?trade?or?business,?but?does?not?include?a?commercial?
establishment?or?a?shop?attached?to?a?factory.
Commercial Establishment:?Commercial?Establishment?means?a?commercial?or?trading?or?banking?or?insurance?
establishment,?an?establishment?or?administrative?service?in?which?persons?employed?are?mainly?engaged?in?
office?work,?a?hotel,?restaurant,?boarding?or?eating?house,?a?caf??or?any?other?refreshment?house,?a?theatre?or?
any?other?place?of?public?amusement?or?entertainment.
Owner:?Owner?means?the?person?having?charge?of?or?owning?or?having?ultimate?control?over?the?affairs?of?an?
establishment?and?includes?members?of?the?family?of?an?employer,?a?manager,?agent,?other?person?acting?in?
the?general?management?and?control?of?an?establishment.
Employee:?Employee?means?a?person?wholly?or?principally?employed?in?or?in?connection?with,?any?
establishment?whether?working?on?permanent,?periodical,?contract?or?piece???rate?wages?or?on?commission?
basis,?even?though?he?receives?no?reward?for?his?labour?and?includes?an?apprentice.
? Adult: A person who has completed his 18
th
year
? Apprentice: A person aged not less than 14 years who is employed on
payment or not , for the purpose of being trained in any trade , craft,
or employment in any establishment.
? Child: A person who has not completed his fourteenth year
Sl. No No of employees Fees in INR
1 NIL 250-00
2 1 to 9 500-00
3 10 to 19 3,000-00
4 20 to 49 8,000-00
5 50 to 99 15,000-00
6 100 to 250 30,000-00
7 251 to 500 35,000-00
8 501 to 1000 45,000-00
9 above 1000 50,000-00
?
Exemptions
? Following organizations are exempted from registration.
1. Offices of, or under the central or state Government, or local
authorities, except commercial undertaking.
2. Any service, any system of public conservation or sanitation
or any industry, or services like water, power, light to the
public.
3. Establishments for the treatment or care of sick,the
handicap or mentally unfit.
4. Establishments of the food corporation of India.
5. Offices of legal practitioners and medical practitioners in
which not more than 3 persons are employed.
6. Offices of bank.
Registration of Organization
?
Each owner, within 30 days from starting the business shall submit application form in form ?A? to register his
establishment.
? Form A contain:
? Name of manager and employer if any
? Postal address
? Name of the establishment
? On receipt of the correct statement and fee, adds it to the registrar of establishments and issues registration
certificate to the employer.
? Registration certificate must be displayed on visible place inside the office premises.
? Registration certificate is valid for ?5? years period. Before the expiry of the period, renewal application to be
submitted for the next period.
? It shall be the duty of an employer to notify to the registration authority, in the prescribed form, any change
with respect to any information contained in his statement during registration/renewal within 15 days after
the change. Ex. Change in address, change in ownership, change in number of employee etc.
? After closing the business of his establishment, notify the inspector in writing the date of closure within fifteen
days of his closing date, he should surrender the registration certificate to the registration authority.
Information required for filling up of Form A
? Name?of?The?Company
? Postal?Address
? Telephone?No
? email?Address
? Details?of?Director/?Managing?Director/?Proprietor????Address,?Phone?No,?email?ID
? Details?of?Authorized?Signatory?(in?case?whose?is?signing?in?the?place?of?Director)
? Nature?of?Business
? Date?of?Commencement?of?Business
? No.?of?in?the?Company?(Male?&?Female?to?be?mentioned?separately)
? Weekly?Holiday
? Issue of Appointment order:
Every employer, employing any person in or in connection
with his establishment, shall issue an appointment order
in writing indicating the name, designation, wage scale of
such person and terms and conditions of his employment
and serve the same on such person within thirty days
from the date of appointment in his establishment
Hours of work
? ?Working?hours:?
????Any?establishment?shall?not?run?its?business?before?and?after?following?hours.In?
Bangalore?city;?Morning?before?6?am?and?Night?after?9?pm.
? Other?places?;?Morning?before?8?am?and?Night?after?8?pm.
? Prohibitions?and?Exemptions?of?work:?
?1.?No?child,?under?14?years?shall?be?required?or?allowed?to?work?in?any?
establishment.?2.?No?women?shall?be?required?or?allowed?to?work?whether?as?an?
employee?or?otherwise?in?any?establishment?after?8?pm.
INSTRUCTION;?IT/BT?organizations?can?get?permission?to?allow?women?to?work?
after?8?pm?by?submitting?Form??R??with?necessary?information.
?
Employment and Regulation:?
? ?
Every?employer,?employing?any?person?in?or?in?connection?with?his?establishment?shall?issue?an?appointment?
order?in?form??P?.
? Every?day,?employee?attendance?shall?be?registered?in?form??T.
? The?organizations?having?weekly?holiday?exemption,?after?taking?continuous?service?of?6?days?from?any?
employee,?shall?give?7th?day?as?mandatory?holiday?for?him.?In?special?cases?7th?day?can?not?be?given?as?
holiday,?11th?day?should?be?given?as?mandatory?holiday.
? After?each?month?salary?shall?be?paid?before?7th?date?of?next?month.
? Working?period?of?any?employee?should?not?exceed?48?hours?and?50?hours?including?extra?working?hours.
? ?No?employee?in?any?establishment?shall?be?required?or?allowed?to?work?for?more?than?nine?hours?on?any?day?
and?forty-eight?hours?in?any?week:Provided?that?the?total?number?of?hours?of?work?including?overtime?shall?
not?exceed?ten?hours?in?any?day?except?on?days?of?stock-taking?and?preparation?of?accounts:
? Provided?further?that?the?total?number?of?overtime?hours?worked?by?an?employee?does?not?exceed?fifty?in?a?
period?of?three?continuous?months.
)?No?young?person??shall?be?allowed?to?work?in?any?establishment?for?more?than?five?hours?in?a?day.
End?of?the?year,?counting?the?working?day?of?the?employees?for?present?year;?1?day?per?20?days?as?earned?
leave?and?1?day?per?30?days?as?sick?leave?shall?be?calculated.?This?leave?account?shall?be?recorded?in?the?
format??F??.
? Any?employee?who?has?completed?180?days?service?to?the?establishment?can?not?be?dismissed?without?prior?
notice.
?
Section 8 - Extra wages for overtime work
? ?Where?an?employee?works?in?any?establishment?for?more?than?nine?hours?in?any?day?or?for?
more?than?forty-eight?hours?in?any?week?he?shall?in?respect?of?such?overtime?work?be?entitled?to?
wages?at?twice?the?rate?of?normal?wages.
Section 9 - Interval for rest
? The?periods?of?work?of?an?employee?in?an?establishment?each?day?shall?be?so?fixed?that?no?
period?shall?exceed?five?hours?and?that?no?such?person?shall?work?for?more?than?five?hours?
before?he?has?had?an?interval?of?rest?at?least?one?hour.
? Section 10 - Spread-over
? The?periods?of?work?of?an?employee?in?an?establishment?shall?be?so?fixed?that,?inclusive?of?his?
interval?for?rest,?they?shall?not?spread-over?more?than?twelve?hours?in?any?day.
Section 12 - Weekly Holidays
1.??Every?establishment?shall?remain?closed?for?one?day?of?the?week.?The?employer?shall?fix?????such?date?
at?the?beginning?of?the?year,?or?within?thirty?days?from?the?date?of?commencement?of?establishments,?as?
the?case?may?be?notify?it?to?the?Inspector?and?specify?it?in?a?notice?prominently?displayed?in?a?
conspicuous?place?in?the?establishment.?The?employer?shall?not?alter?such?date?more?often?than?once?in?
three?months,?shall?notify?the?alteration?to?the?Inspector,?and?shall?make?the?necessary?change?in?the?
notice?in?the?establishment.
2.? ? the? State? Government? may? allow? an? establishment? to? remain? open? throughout? the? week? if? it? is?
satisfied?that?the?establishment?employs?additional?staff?for?meeting?the?requirements?
(3)??Every?employee?in?an?establishment?shall?be?given?at?least?one?whole?day?in?a?week?as?a?holiday?for?
rest:
Provided?that?in?establishments?in?which?rest?for?one-and-a-half?days?in?a?week?is?allowed,?such?period?
of?rest?shall?be?continued.
(4)? ? It? shall? not? be? lawful? for? an? employer? to? call? an? employee? at,? or? for? an? employee? to? go? to,? his?
establishment?or?any?other?place?for?any?work?in?connection?with?the?business?of?his?establishment?on?a?
weekly?holiday?given?to?the?employee?or?on?a?day?on?which?such?establishment?remains?closed.
5.? Any? employer? is? taking? exemption? from? weekly? holiday? ,? shall? fix? different? days? as? holiday? for? his?
establishment?and?shall?obtain?the?weekly?holiday?break?by?submitting?the?report?to?the?deputy?labour?
commissioner.?
Establishments exempted from weekly holiday:?
????Following?establishments?are?exempted?from?weekly?holiday.Medicine?and?Medical?equipment?sale.
? Club,?Lodging?and?Hotel,?Hostel,?Hostel?attached?to?school?or?college,?Residential?schools.
? Shops,?Stalls?and?refreshment?rooms?at?bustand?and?railway?station.
? Hair?cutting?saloon.
? Shops?dealing?mainly?in?Meat,?Fish,?Egg,?Milk?and?Dairy?product(except?ghee)?Bread,?Chocolate,?Fresh?
ingredients,?Confectionery,?Ice?cream?and?cooked?food?for?sale,?Fruits,?Vegetables,?Flowers?,raw?fodder?sales.
? Paan?Beedi,?Cigarette,?Soft?drink?sales?shop.
? Daily?news?paper,?Weekly?magazine?sails?shop?and?related?office.
? Cinema,?Theater,?and?other?public?Recreation?centers.
? Petrol,?Diesel?for?sale.
? Exhibition?Shops?and?Museum.
? Oil,?Flour?mill,?Brick?and?manufacturing?industries.
? Copper,?Brass,?Container,?Manufacturing?firms.
? Information?/?Biotechnology?information?/?Biological?engineering?related?service.
? Organizations?conducting?research?on?infectious?diseases.
? Section 13 - Selling outside establishments prohibited after closing hours
? Section 15-Annual leave with wages
one day for every twenty days work performed by him in case of an adult;
(ii) one day for every fifteen days of work performed by him in case of young
person;
a) any day of lay-off, by agreement or contract as permissible under the
standing order or for any other reasons beyond the employer's control;
b) in the case of female employee, maternity leave for any number of days
not exceeding twelve weeks; and
c) the leave earned in the year prior to that in which the leave is enjoyed;
?
shall be deemed to be days on which the employee has worked in an
establishment for the purposes of computation of leave under this section,
but the employee shall not earn leave for that period.
Every employee shall also be entitled during the first twelve months of
continuous service and during every subsequent twelve months of such
service in any establishment to leave with wages for a period not exceeding
twelve days, on the ground of any sickness incurred or accident sustained
by him or for any other reasonable cause.
? If an employee is discharged or dismissed from service during the course
of the year he shall be entitled to leave with wages at the rates laid down
even if he has not worked for the entire period entitling him to earn leave.
?
If an employee entitled to any leave is discharged or dismissed from service
when he is sick or suffering from the result of an accident, the employer shall
pay him the amount payable under this Act in respect of the period of the
leave to which he was entitled at the time of his discharge or dismissal, in
addition to the amount, if any, payable to him.
In calculating leave, fraction of leave of half a day or more shall be treated as one full
day's leave, and fraction of less than half a day shall be omitted.
If an employee does not in any one calendar year take the whole of the leave allowed
to him , any leave not taken by him shall be added to the leave to be allowed to him in
the succeeding calendar year:
Provided that the total number of the days of leave that may be carried forward to a
succeeding year shall not exceed thirty days in the case of an adult and forty days in the
case of a young person:
Provided further that an employee who has applied for leave with wages but has not
been given such leave in accordance with any scheme shall be entitled to carry forward
the unavailed leave without any limit.
? An employee may at any time apply in writing to the manager of the
establishment, not less than ten days before the date on which he wishes his
leave to begin, to take all the leave or any portion thereof allowable to him
during the calendar year:
Provided that the number of times in which leave may be taken during any
year shall not exceed three or such number as may be agreed upon between
the employer and the employee.
? If any employee wants to avail himself of the leave with wages due to him he
shall be granted such leave even if the application for leave is not made within
the time specified and in such a case, wages as admissible under Section 17
shall be paid not later than fifteen days from the date on which the leave
begins.
?
For the purpose of ensuring continuity of work in an establishment, the
employer in agreement with the representatives of employees therein, chosen
in the prescribed manner, may formulate a scheme in writing whereby the
grant of leave allowable under this section may be regulated.
? A scheme formulated shall be posted in convenient places in the premises of
the establishment and shall be in force for a period of twelve months from the
date on which it comes into force and may thereafter be renewed, with or
without modification, for a further period of twelve months at a time by the
employer in agreement with the representatives of the employees as
An application for leave which does not contravene the provisions shall not be refused,
unless the refusal is in accordance with the scheme for the time being in operation
? If the employment of an employee who is entitled to leave is terminated by the
employer before he has taken the entire leave to which he is entitled or if having applied
for and having not been granted such leave, the employee quits his employment before
he has taken the leave, the employer shall pay him the amount payable under Section 16
in respect of the leave not taken, and such payment shall be made, where the
employment of the employee is terminated by the employer, before the expiry of the
second working day after such termination, and where an employee quits his
employment, on or before the next pay day.
? The unavailed leave of an employee shall not be taken into consideration in computing
the period of any notice required to be given before discharge or dismissal.
Section 16 - Wages during leave period
? (I) For the leave allowed to him under Section 15, an employee shall
be paid at the rate equal to the daily average of his total full-time
earnings for the days on which he worked during the month
immediately preceding his leave, exclusive of any overtime wages and
bonus but inclusive of dearness allowance
? Subject to any rules made by the State Government in this behalf, an Inspector may,
within the area in his jurisdiction,-
(a) enter, at all reasonable times and with such assistants, if any, being persons in the
service of the State Government, as he thinks fit, any place which is or which he has
reasons to believe is, an establishment;
(b) make such examination of the premises and of any prescribed registers, records
and notices, and take on the spot or otherwise, evidence of any person as he may
deem necessary, for carrying out the purposes of this Act; and
(c) exercise such other powers as may be necessary for carrying out the purposes of
this Act:
Provided that no person shall be required under this section to answer any question or
give any evidence tending to incriminate himself.
Section 24 - Prohibition of employment of children
Section 25 - Prohibition of employment of women and young
persons during night
? No woman, or a young person shall be required or allowed to work
whether as an employee or otherwise in any establishment during
nights:
Provided that the State Government may, by notification exempt any
establishment of Information Technology or Information Technology
Enabled Service from the provisions of this section relating to
employment of women during night subject to the condition that the
establishment provides facilities of transportation and security to
such women employees and subject to any other condition as may be
specified in the notification.
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Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
Method of medical examination
? Drug testing
? Strength and fitness tests
? HIV testing
? Genetic testing: applicants are screened for susceptibility to illness
resulting from various workplace chemicals,to detect hereditary
disease
Joining day formalities
? Verification and collection of certificate copies
? Collecting photos
? PAN number and passport copy
? Providing place to work; stationery and equipments, providing
furniture
? Providing access to entry and exit
? Entry in muster role
? Opening the personnel file
Contents of employee personnel file
1. Employment history
? Job application
? Resume,cover letter
? Education verification
? Employment verification
? Employment and personnel reference checks
? Rejection letter
? Position job description
? Job analysis records
? Employment contract-(employment agency contract)
? Emergency contact information
? Signed employee handbook acknowledgement
? New employee orientation checklist
? An relocation agreements
? Any official forms
Employee performance development
? Copies of PA
? Employee self assessments
? Attendance
? Memo?s
? Training records
? Employment termination
Exit interview
Resignation letter
KARNATAKS SHOPS AND COMMERCIAL ESTABLISHMENT ACT
? This?Act?provides?for?the?regulation?of?conditions?of?work?and?employment?in?Shops?&?commercial?
establishments?in?the?State?of?Karnataka.
? Shops:?'shops'?means?any?premises?where?any?trade?or?business?is?carried?on?or?where?services?are?rendered?to?
customers?and?includes?offices,?storerooms,?godowns,?warehouses,?whether?in?the?same?premises?or?
otherwise,?used?in?such?connection?with?such?trade?or?business,?but?does?not?include?a?commercial?
establishment?or?a?shop?attached?to?a?factory.
Commercial Establishment:?Commercial?Establishment?means?a?commercial?or?trading?or?banking?or?insurance?
establishment,?an?establishment?or?administrative?service?in?which?persons?employed?are?mainly?engaged?in?
office?work,?a?hotel,?restaurant,?boarding?or?eating?house,?a?caf??or?any?other?refreshment?house,?a?theatre?or?
any?other?place?of?public?amusement?or?entertainment.
Owner:?Owner?means?the?person?having?charge?of?or?owning?or?having?ultimate?control?over?the?affairs?of?an?
establishment?and?includes?members?of?the?family?of?an?employer,?a?manager,?agent,?other?person?acting?in?
the?general?management?and?control?of?an?establishment.
Employee:?Employee?means?a?person?wholly?or?principally?employed?in?or?in?connection?with,?any?
establishment?whether?working?on?permanent,?periodical,?contract?or?piece???rate?wages?or?on?commission?
basis,?even?though?he?receives?no?reward?for?his?labour?and?includes?an?apprentice.
? Adult: A person who has completed his 18
th
year
? Apprentice: A person aged not less than 14 years who is employed on
payment or not , for the purpose of being trained in any trade , craft,
or employment in any establishment.
? Child: A person who has not completed his fourteenth year
Sl. No No of employees Fees in INR
1 NIL 250-00
2 1 to 9 500-00
3 10 to 19 3,000-00
4 20 to 49 8,000-00
5 50 to 99 15,000-00
6 100 to 250 30,000-00
7 251 to 500 35,000-00
8 501 to 1000 45,000-00
9 above 1000 50,000-00
?
Exemptions
? Following organizations are exempted from registration.
1. Offices of, or under the central or state Government, or local
authorities, except commercial undertaking.
2. Any service, any system of public conservation or sanitation
or any industry, or services like water, power, light to the
public.
3. Establishments for the treatment or care of sick,the
handicap or mentally unfit.
4. Establishments of the food corporation of India.
5. Offices of legal practitioners and medical practitioners in
which not more than 3 persons are employed.
6. Offices of bank.
Registration of Organization
?
Each owner, within 30 days from starting the business shall submit application form in form ?A? to register his
establishment.
? Form A contain:
? Name of manager and employer if any
? Postal address
? Name of the establishment
? On receipt of the correct statement and fee, adds it to the registrar of establishments and issues registration
certificate to the employer.
? Registration certificate must be displayed on visible place inside the office premises.
? Registration certificate is valid for ?5? years period. Before the expiry of the period, renewal application to be
submitted for the next period.
? It shall be the duty of an employer to notify to the registration authority, in the prescribed form, any change
with respect to any information contained in his statement during registration/renewal within 15 days after
the change. Ex. Change in address, change in ownership, change in number of employee etc.
? After closing the business of his establishment, notify the inspector in writing the date of closure within fifteen
days of his closing date, he should surrender the registration certificate to the registration authority.
Information required for filling up of Form A
? Name?of?The?Company
? Postal?Address
? Telephone?No
? email?Address
? Details?of?Director/?Managing?Director/?Proprietor????Address,?Phone?No,?email?ID
? Details?of?Authorized?Signatory?(in?case?whose?is?signing?in?the?place?of?Director)
? Nature?of?Business
? Date?of?Commencement?of?Business
? No.?of?in?the?Company?(Male?&?Female?to?be?mentioned?separately)
? Weekly?Holiday
? Issue of Appointment order:
Every employer, employing any person in or in connection
with his establishment, shall issue an appointment order
in writing indicating the name, designation, wage scale of
such person and terms and conditions of his employment
and serve the same on such person within thirty days
from the date of appointment in his establishment
Hours of work
? ?Working?hours:?
????Any?establishment?shall?not?run?its?business?before?and?after?following?hours.In?
Bangalore?city;?Morning?before?6?am?and?Night?after?9?pm.
? Other?places?;?Morning?before?8?am?and?Night?after?8?pm.
? Prohibitions?and?Exemptions?of?work:?
?1.?No?child,?under?14?years?shall?be?required?or?allowed?to?work?in?any?
establishment.?2.?No?women?shall?be?required?or?allowed?to?work?whether?as?an?
employee?or?otherwise?in?any?establishment?after?8?pm.
INSTRUCTION;?IT/BT?organizations?can?get?permission?to?allow?women?to?work?
after?8?pm?by?submitting?Form??R??with?necessary?information.
?
Employment and Regulation:?
? ?
Every?employer,?employing?any?person?in?or?in?connection?with?his?establishment?shall?issue?an?appointment?
order?in?form??P?.
? Every?day,?employee?attendance?shall?be?registered?in?form??T.
? The?organizations?having?weekly?holiday?exemption,?after?taking?continuous?service?of?6?days?from?any?
employee,?shall?give?7th?day?as?mandatory?holiday?for?him.?In?special?cases?7th?day?can?not?be?given?as?
holiday,?11th?day?should?be?given?as?mandatory?holiday.
? After?each?month?salary?shall?be?paid?before?7th?date?of?next?month.
? Working?period?of?any?employee?should?not?exceed?48?hours?and?50?hours?including?extra?working?hours.
? ?No?employee?in?any?establishment?shall?be?required?or?allowed?to?work?for?more?than?nine?hours?on?any?day?
and?forty-eight?hours?in?any?week:Provided?that?the?total?number?of?hours?of?work?including?overtime?shall?
not?exceed?ten?hours?in?any?day?except?on?days?of?stock-taking?and?preparation?of?accounts:
? Provided?further?that?the?total?number?of?overtime?hours?worked?by?an?employee?does?not?exceed?fifty?in?a?
period?of?three?continuous?months.
)?No?young?person??shall?be?allowed?to?work?in?any?establishment?for?more?than?five?hours?in?a?day.
End?of?the?year,?counting?the?working?day?of?the?employees?for?present?year;?1?day?per?20?days?as?earned?
leave?and?1?day?per?30?days?as?sick?leave?shall?be?calculated.?This?leave?account?shall?be?recorded?in?the?
format??F??.
? Any?employee?who?has?completed?180?days?service?to?the?establishment?can?not?be?dismissed?without?prior?
notice.
?
Section 8 - Extra wages for overtime work
? ?Where?an?employee?works?in?any?establishment?for?more?than?nine?hours?in?any?day?or?for?
more?than?forty-eight?hours?in?any?week?he?shall?in?respect?of?such?overtime?work?be?entitled?to?
wages?at?twice?the?rate?of?normal?wages.
Section 9 - Interval for rest
? The?periods?of?work?of?an?employee?in?an?establishment?each?day?shall?be?so?fixed?that?no?
period?shall?exceed?five?hours?and?that?no?such?person?shall?work?for?more?than?five?hours?
before?he?has?had?an?interval?of?rest?at?least?one?hour.
? Section 10 - Spread-over
? The?periods?of?work?of?an?employee?in?an?establishment?shall?be?so?fixed?that,?inclusive?of?his?
interval?for?rest,?they?shall?not?spread-over?more?than?twelve?hours?in?any?day.
Section 12 - Weekly Holidays
1.??Every?establishment?shall?remain?closed?for?one?day?of?the?week.?The?employer?shall?fix?????such?date?
at?the?beginning?of?the?year,?or?within?thirty?days?from?the?date?of?commencement?of?establishments,?as?
the?case?may?be?notify?it?to?the?Inspector?and?specify?it?in?a?notice?prominently?displayed?in?a?
conspicuous?place?in?the?establishment.?The?employer?shall?not?alter?such?date?more?often?than?once?in?
three?months,?shall?notify?the?alteration?to?the?Inspector,?and?shall?make?the?necessary?change?in?the?
notice?in?the?establishment.
2.? ? the? State? Government? may? allow? an? establishment? to? remain? open? throughout? the? week? if? it? is?
satisfied?that?the?establishment?employs?additional?staff?for?meeting?the?requirements?
(3)??Every?employee?in?an?establishment?shall?be?given?at?least?one?whole?day?in?a?week?as?a?holiday?for?
rest:
Provided?that?in?establishments?in?which?rest?for?one-and-a-half?days?in?a?week?is?allowed,?such?period?
of?rest?shall?be?continued.
(4)? ? It? shall? not? be? lawful? for? an? employer? to? call? an? employee? at,? or? for? an? employee? to? go? to,? his?
establishment?or?any?other?place?for?any?work?in?connection?with?the?business?of?his?establishment?on?a?
weekly?holiday?given?to?the?employee?or?on?a?day?on?which?such?establishment?remains?closed.
5.? Any? employer? is? taking? exemption? from? weekly? holiday? ,? shall? fix? different? days? as? holiday? for? his?
establishment?and?shall?obtain?the?weekly?holiday?break?by?submitting?the?report?to?the?deputy?labour?
commissioner.?
Establishments exempted from weekly holiday:?
????Following?establishments?are?exempted?from?weekly?holiday.Medicine?and?Medical?equipment?sale.
? Club,?Lodging?and?Hotel,?Hostel,?Hostel?attached?to?school?or?college,?Residential?schools.
? Shops,?Stalls?and?refreshment?rooms?at?bustand?and?railway?station.
? Hair?cutting?saloon.
? Shops?dealing?mainly?in?Meat,?Fish,?Egg,?Milk?and?Dairy?product(except?ghee)?Bread,?Chocolate,?Fresh?
ingredients,?Confectionery,?Ice?cream?and?cooked?food?for?sale,?Fruits,?Vegetables,?Flowers?,raw?fodder?sales.
? Paan?Beedi,?Cigarette,?Soft?drink?sales?shop.
? Daily?news?paper,?Weekly?magazine?sails?shop?and?related?office.
? Cinema,?Theater,?and?other?public?Recreation?centers.
? Petrol,?Diesel?for?sale.
? Exhibition?Shops?and?Museum.
? Oil,?Flour?mill,?Brick?and?manufacturing?industries.
? Copper,?Brass,?Container,?Manufacturing?firms.
? Information?/?Biotechnology?information?/?Biological?engineering?related?service.
? Organizations?conducting?research?on?infectious?diseases.
? Section 13 - Selling outside establishments prohibited after closing hours
? Section 15-Annual leave with wages
one day for every twenty days work performed by him in case of an adult;
(ii) one day for every fifteen days of work performed by him in case of young
person;
a) any day of lay-off, by agreement or contract as permissible under the
standing order or for any other reasons beyond the employer's control;
b) in the case of female employee, maternity leave for any number of days
not exceeding twelve weeks; and
c) the leave earned in the year prior to that in which the leave is enjoyed;
?
shall be deemed to be days on which the employee has worked in an
establishment for the purposes of computation of leave under this section,
but the employee shall not earn leave for that period.
Every employee shall also be entitled during the first twelve months of
continuous service and during every subsequent twelve months of such
service in any establishment to leave with wages for a period not exceeding
twelve days, on the ground of any sickness incurred or accident sustained
by him or for any other reasonable cause.
? If an employee is discharged or dismissed from service during the course
of the year he shall be entitled to leave with wages at the rates laid down
even if he has not worked for the entire period entitling him to earn leave.
?
If an employee entitled to any leave is discharged or dismissed from service
when he is sick or suffering from the result of an accident, the employer shall
pay him the amount payable under this Act in respect of the period of the
leave to which he was entitled at the time of his discharge or dismissal, in
addition to the amount, if any, payable to him.
In calculating leave, fraction of leave of half a day or more shall be treated as one full
day's leave, and fraction of less than half a day shall be omitted.
If an employee does not in any one calendar year take the whole of the leave allowed
to him , any leave not taken by him shall be added to the leave to be allowed to him in
the succeeding calendar year:
Provided that the total number of the days of leave that may be carried forward to a
succeeding year shall not exceed thirty days in the case of an adult and forty days in the
case of a young person:
Provided further that an employee who has applied for leave with wages but has not
been given such leave in accordance with any scheme shall be entitled to carry forward
the unavailed leave without any limit.
? An employee may at any time apply in writing to the manager of the
establishment, not less than ten days before the date on which he wishes his
leave to begin, to take all the leave or any portion thereof allowable to him
during the calendar year:
Provided that the number of times in which leave may be taken during any
year shall not exceed three or such number as may be agreed upon between
the employer and the employee.
? If any employee wants to avail himself of the leave with wages due to him he
shall be granted such leave even if the application for leave is not made within
the time specified and in such a case, wages as admissible under Section 17
shall be paid not later than fifteen days from the date on which the leave
begins.
?
For the purpose of ensuring continuity of work in an establishment, the
employer in agreement with the representatives of employees therein, chosen
in the prescribed manner, may formulate a scheme in writing whereby the
grant of leave allowable under this section may be regulated.
? A scheme formulated shall be posted in convenient places in the premises of
the establishment and shall be in force for a period of twelve months from the
date on which it comes into force and may thereafter be renewed, with or
without modification, for a further period of twelve months at a time by the
employer in agreement with the representatives of the employees as
An application for leave which does not contravene the provisions shall not be refused,
unless the refusal is in accordance with the scheme for the time being in operation
? If the employment of an employee who is entitled to leave is terminated by the
employer before he has taken the entire leave to which he is entitled or if having applied
for and having not been granted such leave, the employee quits his employment before
he has taken the leave, the employer shall pay him the amount payable under Section 16
in respect of the leave not taken, and such payment shall be made, where the
employment of the employee is terminated by the employer, before the expiry of the
second working day after such termination, and where an employee quits his
employment, on or before the next pay day.
? The unavailed leave of an employee shall not be taken into consideration in computing
the period of any notice required to be given before discharge or dismissal.
Section 16 - Wages during leave period
? (I) For the leave allowed to him under Section 15, an employee shall
be paid at the rate equal to the daily average of his total full-time
earnings for the days on which he worked during the month
immediately preceding his leave, exclusive of any overtime wages and
bonus but inclusive of dearness allowance
? Subject to any rules made by the State Government in this behalf, an Inspector may,
within the area in his jurisdiction,-
(a) enter, at all reasonable times and with such assistants, if any, being persons in the
service of the State Government, as he thinks fit, any place which is or which he has
reasons to believe is, an establishment;
(b) make such examination of the premises and of any prescribed registers, records
and notices, and take on the spot or otherwise, evidence of any person as he may
deem necessary, for carrying out the purposes of this Act; and
(c) exercise such other powers as may be necessary for carrying out the purposes of
this Act:
Provided that no person shall be required under this section to answer any question or
give any evidence tending to incriminate himself.
Section 24 - Prohibition of employment of children
Section 25 - Prohibition of employment of women and young
persons during night
? No woman, or a young person shall be required or allowed to work
whether as an employee or otherwise in any establishment during
nights:
Provided that the State Government may, by notification exempt any
establishment of Information Technology or Information Technology
Enabled Service from the provisions of this section relating to
employment of women during night subject to the condition that the
establishment provides facilities of transportation and security to
such women employees and subject to any other condition as may be
specified in the notification.
Section 33 - Penalty for obstructing Inspectors
? Any person who wilfully, obstructs an Inspector in the exercise of any
power conferred on him under this Act, or any person lawfully
assisting an Inspector in the exercise of such power or who fails to
comply with any lawful direction made by an Inspector, shall be
punishable with fine which may extend to five hundred rupees.
FirstRanker.com - FirstRanker's Choice
Reference checking &
Appointment orders
? A?reference? check?is? when? an? employer? contacts? a? job? applicant's?
previous? employers,? schools,? colleges,? and? other? sources? to? learn?
more?about?his?or?her?employment?history,?educational?background,?
and?qualifications?for?a?job.
? Contacting?previous?employers?of?a?job?applicant?to?determine?his?/?
her? job? history.? Reference? check? may? also? include? checking? with?
school,? colleges,? attended? by? the? applicant? to? verify? educational?
qualification?
Purpose of reference checking
? Verification of information given by job applicants
? Serve as a predictor of job success
? Checks the omission of information
? Character and interpersonal competence
? Willingness of past employers to re hire
Components of reference checking
? Verification of character
? Verification of criminal antecedents
? Verification of previous work behaviour
? Verification of educational qualification
? Verification of age
? Verification of experience
? Verification of performance at work
Verification
? Verification of character
-generally contacted in times of employment gap
-Performed by phone with signed applicant consent faxed to the
referee
Include verification such as
1. Relation of the referee to the applicant
2. Applicant?s character assessment
3. Recommendation for a particular position
4. Contact details of the referee.
? Character reference letters
? Character reference letter is likely to address issues such as degree
of honesty and integrity the individual expresses in his relation or
activities in the community
Verification for criminal antecedents:
Jobs that have high degree of public contact, limited supervision,
involves working at private residences, personal care of others, direct
access to valuables-require search of criminal records
Two ways of collecting criminal record data:
1. Employer can access the state?s central criminal record repository
2. criminal records are available from every county the candidate
lived or worked. One could check state police records.
If an employer finds employee?s criminal record then employer
covered by fair credit reporting act e must disclose name, address,and
telephone number of the agency reporting the criminal record
Applicant must be given an opportunity to check the records
? Factors to be considered pertaining to criminal
offence
I. Nature and seriousness of offence
II. Relation of the offence to the nature of the job
III. Length of time between conviction and
employment decision
Verification of previous work behavior
If employee fails to sign release of information
If previous employer refuses to provide required
information, application is regarded as suspect and
refused
? Verifications of educational qualification
? Verification of age
If applicant is legally require to 18 years of age-
minimum age requirement & applicant meets the age
criteria.
Verification of experience:
a. Job title
b. Tenure
c. Salary claims
d. Honesty, tendancy to engage in violent activities
Different kinds of Verification
? Verification of performance a work
? Verification of community certificate in public sector companies
? To avail special privileges reserved for a particular caste-Caste certificate required
? Reservation of seats in government service
? Waiving of a part of fees-educational institutions
? Relaxation of upper age limits for applying for jobs
? In order to ensure rightful claimants get the job
-caste certificate
- Place of residence
- State name pasted on top of service book,documents and
- personal file
Methods of reference checking
? Internet based references
? Telephone reference
? Written reference
? Educational Institution
? Personal reference
Guidelines
? Data should be addressed KSAs
? Presence of more than one general information
? Uniform guide lines
? Presence of structured reference checking system
? Written permission to contact reference
? Structured approach to information collection
? Documentation in writing is essential
? Complete reference information
? Focus on educational back ground
? Verification by employer
Offer of appointment
? A?letter?of?appointment?is?a?written?offer?of?a?specified?position?in?an?
organization.?It?is?issued?to?a?candidate?who?has?been?chosen?for?a?
particular?job,?usually?after?going?through?all?the?necessary?interviews.?
Normally,?the?letter?confirms?details?of?the?said?position?and?the?start?
date,?though?not?always.
Types of offer of appointment
? On the basis of condition
- Conditional job offer
- Final offer
? On the basis of compensation decision
- Low job offer
- Competitive job offer
Essentials of an acceptance letter
i. Thank you note
ii. Basic acceptance of the offer
iii. The terms and conditions agreed upon
iv. Starting date of employment
When company?s reject candidate
Candidate rejects the company
Contents of offer of Appointment:
? Offered job position
? Remuneration included
? Employee benefits
? Performance appraisal & salary increment period
? Date of joining
? Place of posting
? Particular condition of the job offer
? Information related to the company policies
? Space to sign for both employee and employers
Points to remember when issuing an
appointment letter
? Should be always issued on the company?s letter head
? Signed by the authorised hiring person
? Accurate , detailed and professionally worded to avoid ambiguity and
misuse
? Signed by the receiving candidate
? Include the information that needs to be stressed upon in bold letters
? Letter of appointment
? Company Letterhead
? New employee
? Date
? Home address Dear
? Re: LETTER OF APPOINTMENT
? We are pleased to confirm your appointment to the position of ______________ in our __________Department. You will be based at our _________ office.
? Briefly, the work for which you are employed will be set out in the job description recorded in the document annexed hereto marked "A".
? Appointment date
? You will commence duties on
? Earnings
? You will be remunerated by the payment to you of a salary of R??????? per month, subject to deductions for:
? 1 Medical Aid
? 2 Pension
? 3 As may be required or permitted in law, Collective Agreement, Court Order or Arbitration Award.
? This letter of appointment will accompany, and form part of a suite of documents recording, inter alia, the terms and conditions of your employment and the company?s policy on various matters; which policies may from time to time be
altered or amended by the company at its discretion.
? Yours sincerely
? Human Resources Director
? I, ?????????????, acknowledge that I have received, read through and understand the contents of this letter and the suite of documents recording the terms and conditions of my employment and the company?s policy on various
matters.
? Signature:
? Date:
? We also enclose the following forms which must be completed and returned to the Human Resources Department as soon as possible:
? 1Personal Details Form
? 2 Death Beneficiary Nomination Form
? 3 Medical Aid Application Form
Acknowledgement letter
? Acknowledge a job offer, thank the employer and letting him know
the terms have been understood and agreed
? Can be delivered verbally or in writing
Contents of medical examination
? Medical history to be gathered from the medical officer
? Physical measurements
? General examination such as skin
? Examination of special senses-visual
? Examination of chest and lungs
? Check up of blood pressure and heart
? Laboratory tests
? X-rays
? A neuro-psychiatric examination
Method of medical examination
? Drug testing
? Strength and fitness tests
? HIV testing
? Genetic testing: applicants are screened for susceptibility to illness
resulting from various workplace chemicals,to detect hereditary
disease
Joining day formalities
? Verification and collection of certificate copies
? Collecting photos
? PAN number and passport copy
? Providing place to work; stationery and equipments, providing
furniture
? Providing access to entry and exit
? Entry in muster role
? Opening the personnel file
Contents of employee personnel file
1. Employment history
? Job application
? Resume,cover letter
? Education verification
? Employment verification
? Employment and personnel reference checks
? Rejection letter
? Position job description
? Job analysis records
? Employment contract-(employment agency contract)
? Emergency contact information
? Signed employee handbook acknowledgement
? New employee orientation checklist
? An relocation agreements
? Any official forms
Employee performance development
? Copies of PA
? Employee self assessments
? Attendance
? Memo?s
? Training records
? Employment termination
Exit interview
Resignation letter
KARNATAKS SHOPS AND COMMERCIAL ESTABLISHMENT ACT
? This?Act?provides?for?the?regulation?of?conditions?of?work?and?employment?in?Shops?&?commercial?
establishments?in?the?State?of?Karnataka.
? Shops:?'shops'?means?any?premises?where?any?trade?or?business?is?carried?on?or?where?services?are?rendered?to?
customers?and?includes?offices,?storerooms,?godowns,?warehouses,?whether?in?the?same?premises?or?
otherwise,?used?in?such?connection?with?such?trade?or?business,?but?does?not?include?a?commercial?
establishment?or?a?shop?attached?to?a?factory.
Commercial Establishment:?Commercial?Establishment?means?a?commercial?or?trading?or?banking?or?insurance?
establishment,?an?establishment?or?administrative?service?in?which?persons?employed?are?mainly?engaged?in?
office?work,?a?hotel,?restaurant,?boarding?or?eating?house,?a?caf??or?any?other?refreshment?house,?a?theatre?or?
any?other?place?of?public?amusement?or?entertainment.
Owner:?Owner?means?the?person?having?charge?of?or?owning?or?having?ultimate?control?over?the?affairs?of?an?
establishment?and?includes?members?of?the?family?of?an?employer,?a?manager,?agent,?other?person?acting?in?
the?general?management?and?control?of?an?establishment.
Employee:?Employee?means?a?person?wholly?or?principally?employed?in?or?in?connection?with,?any?
establishment?whether?working?on?permanent,?periodical,?contract?or?piece???rate?wages?or?on?commission?
basis,?even?though?he?receives?no?reward?for?his?labour?and?includes?an?apprentice.
? Adult: A person who has completed his 18
th
year
? Apprentice: A person aged not less than 14 years who is employed on
payment or not , for the purpose of being trained in any trade , craft,
or employment in any establishment.
? Child: A person who has not completed his fourteenth year
Sl. No No of employees Fees in INR
1 NIL 250-00
2 1 to 9 500-00
3 10 to 19 3,000-00
4 20 to 49 8,000-00
5 50 to 99 15,000-00
6 100 to 250 30,000-00
7 251 to 500 35,000-00
8 501 to 1000 45,000-00
9 above 1000 50,000-00
?
Exemptions
? Following organizations are exempted from registration.
1. Offices of, or under the central or state Government, or local
authorities, except commercial undertaking.
2. Any service, any system of public conservation or sanitation
or any industry, or services like water, power, light to the
public.
3. Establishments for the treatment or care of sick,the
handicap or mentally unfit.
4. Establishments of the food corporation of India.
5. Offices of legal practitioners and medical practitioners in
which not more than 3 persons are employed.
6. Offices of bank.
Registration of Organization
?
Each owner, within 30 days from starting the business shall submit application form in form ?A? to register his
establishment.
? Form A contain:
? Name of manager and employer if any
? Postal address
? Name of the establishment
? On receipt of the correct statement and fee, adds it to the registrar of establishments and issues registration
certificate to the employer.
? Registration certificate must be displayed on visible place inside the office premises.
? Registration certificate is valid for ?5? years period. Before the expiry of the period, renewal application to be
submitted for the next period.
? It shall be the duty of an employer to notify to the registration authority, in the prescribed form, any change
with respect to any information contained in his statement during registration/renewal within 15 days after
the change. Ex. Change in address, change in ownership, change in number of employee etc.
? After closing the business of his establishment, notify the inspector in writing the date of closure within fifteen
days of his closing date, he should surrender the registration certificate to the registration authority.
Information required for filling up of Form A
? Name?of?The?Company
? Postal?Address
? Telephone?No
? email?Address
? Details?of?Director/?Managing?Director/?Proprietor????Address,?Phone?No,?email?ID
? Details?of?Authorized?Signatory?(in?case?whose?is?signing?in?the?place?of?Director)
? Nature?of?Business
? Date?of?Commencement?of?Business
? No.?of?in?the?Company?(Male?&?Female?to?be?mentioned?separately)
? Weekly?Holiday
? Issue of Appointment order:
Every employer, employing any person in or in connection
with his establishment, shall issue an appointment order
in writing indicating the name, designation, wage scale of
such person and terms and conditions of his employment
and serve the same on such person within thirty days
from the date of appointment in his establishment
Hours of work
? ?Working?hours:?
????Any?establishment?shall?not?run?its?business?before?and?after?following?hours.In?
Bangalore?city;?Morning?before?6?am?and?Night?after?9?pm.
? Other?places?;?Morning?before?8?am?and?Night?after?8?pm.
? Prohibitions?and?Exemptions?of?work:?
?1.?No?child,?under?14?years?shall?be?required?or?allowed?to?work?in?any?
establishment.?2.?No?women?shall?be?required?or?allowed?to?work?whether?as?an?
employee?or?otherwise?in?any?establishment?after?8?pm.
INSTRUCTION;?IT/BT?organizations?can?get?permission?to?allow?women?to?work?
after?8?pm?by?submitting?Form??R??with?necessary?information.
?
Employment and Regulation:?
? ?
Every?employer,?employing?any?person?in?or?in?connection?with?his?establishment?shall?issue?an?appointment?
order?in?form??P?.
? Every?day,?employee?attendance?shall?be?registered?in?form??T.
? The?organizations?having?weekly?holiday?exemption,?after?taking?continuous?service?of?6?days?from?any?
employee,?shall?give?7th?day?as?mandatory?holiday?for?him.?In?special?cases?7th?day?can?not?be?given?as?
holiday,?11th?day?should?be?given?as?mandatory?holiday.
? After?each?month?salary?shall?be?paid?before?7th?date?of?next?month.
? Working?period?of?any?employee?should?not?exceed?48?hours?and?50?hours?including?extra?working?hours.
? ?No?employee?in?any?establishment?shall?be?required?or?allowed?to?work?for?more?than?nine?hours?on?any?day?
and?forty-eight?hours?in?any?week:Provided?that?the?total?number?of?hours?of?work?including?overtime?shall?
not?exceed?ten?hours?in?any?day?except?on?days?of?stock-taking?and?preparation?of?accounts:
? Provided?further?that?the?total?number?of?overtime?hours?worked?by?an?employee?does?not?exceed?fifty?in?a?
period?of?three?continuous?months.
)?No?young?person??shall?be?allowed?to?work?in?any?establishment?for?more?than?five?hours?in?a?day.
End?of?the?year,?counting?the?working?day?of?the?employees?for?present?year;?1?day?per?20?days?as?earned?
leave?and?1?day?per?30?days?as?sick?leave?shall?be?calculated.?This?leave?account?shall?be?recorded?in?the?
format??F??.
? Any?employee?who?has?completed?180?days?service?to?the?establishment?can?not?be?dismissed?without?prior?
notice.
?
Section 8 - Extra wages for overtime work
? ?Where?an?employee?works?in?any?establishment?for?more?than?nine?hours?in?any?day?or?for?
more?than?forty-eight?hours?in?any?week?he?shall?in?respect?of?such?overtime?work?be?entitled?to?
wages?at?twice?the?rate?of?normal?wages.
Section 9 - Interval for rest
? The?periods?of?work?of?an?employee?in?an?establishment?each?day?shall?be?so?fixed?that?no?
period?shall?exceed?five?hours?and?that?no?such?person?shall?work?for?more?than?five?hours?
before?he?has?had?an?interval?of?rest?at?least?one?hour.
? Section 10 - Spread-over
? The?periods?of?work?of?an?employee?in?an?establishment?shall?be?so?fixed?that,?inclusive?of?his?
interval?for?rest,?they?shall?not?spread-over?more?than?twelve?hours?in?any?day.
Section 12 - Weekly Holidays
1.??Every?establishment?shall?remain?closed?for?one?day?of?the?week.?The?employer?shall?fix?????such?date?
at?the?beginning?of?the?year,?or?within?thirty?days?from?the?date?of?commencement?of?establishments,?as?
the?case?may?be?notify?it?to?the?Inspector?and?specify?it?in?a?notice?prominently?displayed?in?a?
conspicuous?place?in?the?establishment.?The?employer?shall?not?alter?such?date?more?often?than?once?in?
three?months,?shall?notify?the?alteration?to?the?Inspector,?and?shall?make?the?necessary?change?in?the?
notice?in?the?establishment.
2.? ? the? State? Government? may? allow? an? establishment? to? remain? open? throughout? the? week? if? it? is?
satisfied?that?the?establishment?employs?additional?staff?for?meeting?the?requirements?
(3)??Every?employee?in?an?establishment?shall?be?given?at?least?one?whole?day?in?a?week?as?a?holiday?for?
rest:
Provided?that?in?establishments?in?which?rest?for?one-and-a-half?days?in?a?week?is?allowed,?such?period?
of?rest?shall?be?continued.
(4)? ? It? shall? not? be? lawful? for? an? employer? to? call? an? employee? at,? or? for? an? employee? to? go? to,? his?
establishment?or?any?other?place?for?any?work?in?connection?with?the?business?of?his?establishment?on?a?
weekly?holiday?given?to?the?employee?or?on?a?day?on?which?such?establishment?remains?closed.
5.? Any? employer? is? taking? exemption? from? weekly? holiday? ,? shall? fix? different? days? as? holiday? for? his?
establishment?and?shall?obtain?the?weekly?holiday?break?by?submitting?the?report?to?the?deputy?labour?
commissioner.?
Establishments exempted from weekly holiday:?
????Following?establishments?are?exempted?from?weekly?holiday.Medicine?and?Medical?equipment?sale.
? Club,?Lodging?and?Hotel,?Hostel,?Hostel?attached?to?school?or?college,?Residential?schools.
? Shops,?Stalls?and?refreshment?rooms?at?bustand?and?railway?station.
? Hair?cutting?saloon.
? Shops?dealing?mainly?in?Meat,?Fish,?Egg,?Milk?and?Dairy?product(except?ghee)?Bread,?Chocolate,?Fresh?
ingredients,?Confectionery,?Ice?cream?and?cooked?food?for?sale,?Fruits,?Vegetables,?Flowers?,raw?fodder?sales.
? Paan?Beedi,?Cigarette,?Soft?drink?sales?shop.
? Daily?news?paper,?Weekly?magazine?sails?shop?and?related?office.
? Cinema,?Theater,?and?other?public?Recreation?centers.
? Petrol,?Diesel?for?sale.
? Exhibition?Shops?and?Museum.
? Oil,?Flour?mill,?Brick?and?manufacturing?industries.
? Copper,?Brass,?Container,?Manufacturing?firms.
? Information?/?Biotechnology?information?/?Biological?engineering?related?service.
? Organizations?conducting?research?on?infectious?diseases.
? Section 13 - Selling outside establishments prohibited after closing hours
? Section 15-Annual leave with wages
one day for every twenty days work performed by him in case of an adult;
(ii) one day for every fifteen days of work performed by him in case of young
person;
a) any day of lay-off, by agreement or contract as permissible under the
standing order or for any other reasons beyond the employer's control;
b) in the case of female employee, maternity leave for any number of days
not exceeding twelve weeks; and
c) the leave earned in the year prior to that in which the leave is enjoyed;
?
shall be deemed to be days on which the employee has worked in an
establishment for the purposes of computation of leave under this section,
but the employee shall not earn leave for that period.
Every employee shall also be entitled during the first twelve months of
continuous service and during every subsequent twelve months of such
service in any establishment to leave with wages for a period not exceeding
twelve days, on the ground of any sickness incurred or accident sustained
by him or for any other reasonable cause.
? If an employee is discharged or dismissed from service during the course
of the year he shall be entitled to leave with wages at the rates laid down
even if he has not worked for the entire period entitling him to earn leave.
?
If an employee entitled to any leave is discharged or dismissed from service
when he is sick or suffering from the result of an accident, the employer shall
pay him the amount payable under this Act in respect of the period of the
leave to which he was entitled at the time of his discharge or dismissal, in
addition to the amount, if any, payable to him.
In calculating leave, fraction of leave of half a day or more shall be treated as one full
day's leave, and fraction of less than half a day shall be omitted.
If an employee does not in any one calendar year take the whole of the leave allowed
to him , any leave not taken by him shall be added to the leave to be allowed to him in
the succeeding calendar year:
Provided that the total number of the days of leave that may be carried forward to a
succeeding year shall not exceed thirty days in the case of an adult and forty days in the
case of a young person:
Provided further that an employee who has applied for leave with wages but has not
been given such leave in accordance with any scheme shall be entitled to carry forward
the unavailed leave without any limit.
? An employee may at any time apply in writing to the manager of the
establishment, not less than ten days before the date on which he wishes his
leave to begin, to take all the leave or any portion thereof allowable to him
during the calendar year:
Provided that the number of times in which leave may be taken during any
year shall not exceed three or such number as may be agreed upon between
the employer and the employee.
? If any employee wants to avail himself of the leave with wages due to him he
shall be granted such leave even if the application for leave is not made within
the time specified and in such a case, wages as admissible under Section 17
shall be paid not later than fifteen days from the date on which the leave
begins.
?
For the purpose of ensuring continuity of work in an establishment, the
employer in agreement with the representatives of employees therein, chosen
in the prescribed manner, may formulate a scheme in writing whereby the
grant of leave allowable under this section may be regulated.
? A scheme formulated shall be posted in convenient places in the premises of
the establishment and shall be in force for a period of twelve months from the
date on which it comes into force and may thereafter be renewed, with or
without modification, for a further period of twelve months at a time by the
employer in agreement with the representatives of the employees as
An application for leave which does not contravene the provisions shall not be refused,
unless the refusal is in accordance with the scheme for the time being in operation
? If the employment of an employee who is entitled to leave is terminated by the
employer before he has taken the entire leave to which he is entitled or if having applied
for and having not been granted such leave, the employee quits his employment before
he has taken the leave, the employer shall pay him the amount payable under Section 16
in respect of the leave not taken, and such payment shall be made, where the
employment of the employee is terminated by the employer, before the expiry of the
second working day after such termination, and where an employee quits his
employment, on or before the next pay day.
? The unavailed leave of an employee shall not be taken into consideration in computing
the period of any notice required to be given before discharge or dismissal.
Section 16 - Wages during leave period
? (I) For the leave allowed to him under Section 15, an employee shall
be paid at the rate equal to the daily average of his total full-time
earnings for the days on which he worked during the month
immediately preceding his leave, exclusive of any overtime wages and
bonus but inclusive of dearness allowance
? Subject to any rules made by the State Government in this behalf, an Inspector may,
within the area in his jurisdiction,-
(a) enter, at all reasonable times and with such assistants, if any, being persons in the
service of the State Government, as he thinks fit, any place which is or which he has
reasons to believe is, an establishment;
(b) make such examination of the premises and of any prescribed registers, records
and notices, and take on the spot or otherwise, evidence of any person as he may
deem necessary, for carrying out the purposes of this Act; and
(c) exercise such other powers as may be necessary for carrying out the purposes of
this Act:
Provided that no person shall be required under this section to answer any question or
give any evidence tending to incriminate himself.
Section 24 - Prohibition of employment of children
Section 25 - Prohibition of employment of women and young
persons during night
? No woman, or a young person shall be required or allowed to work
whether as an employee or otherwise in any establishment during
nights:
Provided that the State Government may, by notification exempt any
establishment of Information Technology or Information Technology
Enabled Service from the provisions of this section relating to
employment of women during night subject to the condition that the
establishment provides facilities of transportation and security to
such women employees and subject to any other condition as may be
specified in the notification.
Section 33 - Penalty for obstructing Inspectors
? Any person who wilfully, obstructs an Inspector in the exercise of any
power conferred on him under this Act, or any person lawfully
assisting an Inspector in the exercise of such power or who fails to
comply with any lawful direction made by an Inspector, shall be
punishable with fine which may extend to five hundred rupees.
APPLICATION OF OTHER ACTS
? ?
1.Wage?payment?act?of?1936?
2.Minimum?wage?act?1948?
3.The?workmen?s?compensation?act?1923
4.Industrial?dispute?act?of?1947
5.Gratuity?payment?act?of?1970(Only?when?there?is?more?than?10?
employees)
6.Bonus?payment?act?of?1965(Only?when?there?is?more?than?10?
employees?)
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This post was last modified on 18 February 2020