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Question
The organization that I am working for is putting together a policy that will require employees to Volunteer/community service 10 hours a year. These accumulated hours will be used during the yearly evaluation process and points assigned in determination of the percentage of wage raise to be received. It has always been my understanding that anything your employer requires you to do is considered terms of employment and financial compensation needs to be made also acquiring points seem to me to be a condition in which I will or will not receive points to get a raise. Am I right in my thinking? Also, how does this effect a salaried person. My Supervisor has already received a low point for not participating in the volunteer work requirement. He did not sign a contract when hired. How is this fair?

Answer
An Employer can add, edit terms of employment.  In this case they will have points for Volunteer / community service. Participating in community work will earn additional points which will impact over all salary and allowances.

Your supervisor has not signed the contract may be a fit case for legal recourse, as we know that the terms of employment whenever changes made need to be signed by the employee and employer to make it binding on both the parties.

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Volunteer


Raghav

Expertise

HR Shared Services HR Consulting - including HR Outsourcing Recruitments Process Outsourcing Staffing Onsite HR / Recruiters HR Policies & Processes Compensation and Benefits Survey Employee Surveys Feedback Performance Management Succession Planning Creating Leadership pipeline Competency mapping Developing Learning / Centres of Excellence Business HR HR / Employee Manuals - Dashboards HR Audits Gap Analysis Exit Process Outsourcing Learning Process Outsourcing Start Up HR

Experience

Professional Experience & Achievements HR Policy Design & Implementation Involved in Policy making & manuals Comparative Industry study, Gap Analysis Updating and introduction of new ones Design and implementation of HR trackers relating to policies and practices Comp & Benefits and Rewards management Design and implementation Compensation and Benefits Policy Periodic Benchmarking Compensation and restructured Compensation / Levels Updating Grades and designations Advising Management on current trends in C & B with respect to annual increases. Financial impact analysis and creation of budgets for the year. Presenting Reports to Management effective cost control, Manpower cost budgets, and forecasting incremental changes for implementation. Presenting on Quarterly C&B data based on the reports from professional bodies Hewitt / Mercer supplemented by collecting informal data from other companies Parity analysis for new hires vis--vis the existing employees in similar grades / level Designed and implemented a robust and transparent Rewards Recognition system Performance Management Talent Acquisition Part of Project Team for composition and positioning of team members. Documented the level / grade and budgets for open positions, project estimation with respect to manpower costs and hiring costs. Designed and implemented cost effective hiring solutions maximizing Employee referrals with innovative campaigns. Career Management: Learning & Development Initiatives Communication and change management Employee Engagement Employee Retention

Organizations
Ness Technologies Inc Bluestar Infotech

Publications
2 Blogs www.hrinindia.blogspot.com

Education/Credentials
Post Graduate in HRM

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