Employment classification is a scheme of classifying a job according to the current responsibilities and duties associated with the job. It is different than job design in that the person assigned to the job is not taken into consideration. Jobs are classified with the purpose of studying jobs in a holistic perspective.
Job classifications group’s jobs into various grades, each grade having a certain specific class description and many times a pay scale that is used for job comparisons. Often the title is also assigned on the basis of grade arrived at after the job classification.
Employment Classifications at Serpent Group of companies :-
Employees working according to the company’s schedule on a full-time, based on the terms and conditions agreed in the Letter of Employment (LOE). Permanent employees are eligible for the benefits or package, subject to the terms, conditions and limitations of each benefits program and what has been agreed in the LOE.
If Employee resigns he/she needs to serve 2 months notice period at least, final decision will be in hand of HR & Management Team.
Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work the company’s full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. Contract employees are eligible for the benefits or package, subject to the terms, conditions and limitations of each benefits program and what has been agreed in the LOE.
Interns are temporary staff hired as an interim measure for on-the-job training. There is a possibility where interns could be qualified for an actual job placement. Temporary staff is not eligible for company benefits unless specifically stated otherwise in the respective LOE. Terms and Conditions of individual employment may differ according to the agreement stated in the respective LOE.
All employees regardless of category shall serve a minimum probationary period of three (3) months or more, as stipulated in the Letter of Employment, with effect from the date of commencement of employment. Where the probationary period stated above is different than that stipulated in LOE, the LOE shall prevail over the above provision and be adhered to. The immediate supervisor is to give monthly feedbacks to employees under their charge of their performance. The Probation feedback form 24 shall be handed to HR.
Probationary period may be extended if it is deemed necessary. Employees shall be notified 2 weeks before the end of the probation through a formal notification like Mail, the Immediate Supervisor and HR ,which must be acknowledged and signed by the affected employee.
An employee under probation will be confirmed only when he/she receives the official letter of confirmation, without which the employee may not assume that he/she has been confirmed. The probation period will be extended as per leaves of employee.
If Employee resigns during probation period he/she needs to serve 2 months notice period at least, final decision will be in hand of HR & Management Team.