MOST IMPORTANT TERMS AND CONDITIONS 1. Purpose for which the loan can be availed: The loan will be sanctioned for extending financial assistance to deserving / meritorious students for pursuing higher education in India and abroad. 2. Courses Eligible: a. Studies in India: Graduation‚ Post-graduation including regular technical and professional Degree/Diploma courses conducted by colleges/universities approved by UGC/ AICTE/IMC/Govt. etc Regular Degree/ Diploma Courses conducted by
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conditions there is no contractual sickness/injury payment scheme in addition to SSP‚ if there is a capability/disciplinary issues it explains what how you should look in the handbook and what part of the hand book you need to look at. If you have a grievance it tells you to raise it with your manager either verbally or in writing. It tells you how many week notice you have to give for termination for you and the employee. 2.2 On my pay statement it shows the breakdown of all the hours I have worked
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Research Paper Following Simmel’s work on conflict‚ Lewis Coser focused on the functions of conflict through a functionalist perspective. He concluded that conflict was inclined to be dysfunctional only for social structures in which there was insufficient toleration or institutionalization of conflict. Highly intense conflicts that threatened to "tear apart" society tend to arose only in rigid social structures. Thus‚ what threatened social structures was not conflict as such‚ but rather the rigid
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Industrial Relations or Labour Relations is an expression used not only for relationships between employers and Trade Unions‚ but also for those involving Government with the aim of defining policies‚ facing labour problems. The concept of industrial relations has a very wide meaning and connotation. In the narrow sense‚ it means that the employer‚ employee relationship confines itself to the relationship that emerges out of the day to day association of the management and the labour. In its wider
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the interests of their followers. • Our trade unions are financially and structurally vary weak to face the united strength of their employers. • The leaders of trade unions are autocratic in their behavior. Hardly they to listen to the genuine grievance of workers. • There is a death of knowledgeable union leaders. Lack of knowledge about labour laws makes the leaders ineffective to safeguard the interests of workers vis-à-vis employers. • The general workers have little faith in the integrity
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a public authority. GOALS: 1. To ensure redressal of grievances of users of banking services in an inexpensive‚ expeditious and fair manner that will provide impetus to improved customer services in the banking sector on a continuous basis 2. To provide feedback/suggestions to Reserve Bank of India towards framing appropriate and timely guidelines to banks to improve the level of customer service and to strengthen their internal grievance redressal systems. 3. To enhance the awareness of the Banking
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Fisher & Ury‚ 2011. The Problem . In Getting to Yes. The Penguin Group‚ New York. Any negotiation method may be fairly judged on three criteria. Principled negotiations: Third alternative to hard and soft bargaining o Hard and soft bargaining. Principled negotiations: three stages. Fisher & Ury‚ 2011. In Conclusion & Question 10: “Can the way I negotiate really make a difference if the other side is more powerful?” And “How do I enhance my negotiating power?”. In Getting to Yes
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Abbigail Jade Crowe ERR Friday 10th June 2013 UNDERSTANDING EMPLOYMENT RESPONSIBILITIES AND RIGHTS IN HEALTH AND SOCIAL CARE SETTINGS 1. Know the statutory responsibilities and right of employees and employers within own area of work 2.1 List the aspects of employment covered by law 2.2 List the main features of current employment legislation Overtime a body of law or legislation has developed governing employer/employee relations
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Get Answers on www.smuHelp.com ASSIGNMENT Drive Program Semester Subject code & name Book ID Credit and Max. Marks Winter 2013 MBADS/ MBAFLEX/ MBAHCSN3/ MBAN2/ PGDBAN2 1 MB0038: Management Process and Organisational Behaviour B1621 4 credits; 60 marks Note – Answer all questions. Each question is followed by evaluation scheme. Q. No 1 Question and Scheme of Evaluation What do you mean by Span of Control? Differentiate between narrow span of control and wide span of control
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The outcome of the study indicates that the majority of the units do not have any human resource policy in place. However they pursue same human resources practices like recruitment‚ selection‚ training‚ performance appraisal‚ compensation‚ grievance redressal and so on in a haphazard and arbitrary fashion. This paper suggests professional approach to various dimensions of human resource management in the light of various constraints the small and medium units encounter. KEYWORDS: HRM‚ Human
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