A. IIAA Policy for Recruitment & Salary
The purpose of this recruitment and selection policy is to ensure: a professional and consistent
approach to recruitment and selection; Adherence to monitor’s Equality and Diversity Policy and relevant employment legislation that members of staff are recruited on the basis of their ability.
Employer are able to attract and recruit high caliber staff IIAA want to constantly improve our performance as an organization. In order to make this a reality, we need to recruit from the widest possible pool of talent. IIAA allow to hire the fresher’s for an Organization and Organization can offer the employment & salary band as per below mention criteria.
Note ;-If Candidate have less than 6 month exp so IIAA not allow to organization to provide the hike in last salary to candidate .Organization can offer the same salary or less salary of respective candidate who have less than 6 month Experience .
B. IIAA Policy for Employee verification
An Organization is committed to recruiting the best qualified persons who can effectively
contribute to the industry goals and objectives and The
believes that employment
reference checks are an important tool and key element in the recruitment and
selection process and IIAA helps to the entire employer who is the part of
AA guide the every employer, to release honest and pertinent reference information on former
employees, or current employees with permission, without malice, and in confidence to
potential employers, subject to verification within the 48 hrs working days.
All external applicants interviewed for a position at Organization will be asked to provide
written authorization for Organization to obtain reference information from current and former
Reference information collected from outside sources w
ill be maintained in Human
Resources for the entire period of the individual's employment.
IIAA provide the
Sample of reference check format
which will be help to employer to
get correct feedback from current and last employer.
Note: - Reference Check must be revert within 48 hrs (working day) by mail only.
C. IIAA Policy for Formal Relieving (including, Resignation, Termination & Absconding)
IIAA provide the keen guideline to respective employer about reliving policy .
In normal scenarios the Formal
between employer and employee can be due to
any of the following three
Employee decides to leave the organization.
Employer decides to break the contract of employment.
When the employee decides to leave the organization without
tendering his resignation or following the pr
oper process of separation.
Need to check whether the employee has applied for Resignation before completion of Bond
Period or after completion of Bond Period
After completion of Bond Period-
Need to confirm the reason of disjointing and the process of Separation to be
followed as mentioned.
Need to serve the Notice Period of minimum 1 Month or depend on the
date on which he/she has requested for Resignation from the services.
As regards termination of employment
for disciplinary reasons
, following procedure is followed.
Memo or Warning Letter is being issued to the employee and the whole incident is properly
Notice Period-Not to be served
Relieving and Experience Letter-Will be Released along with Correct and detail Feedback.
Abscond-If any employee remains absent from work without any reasonable explanation and leave
approval for more than 3 days will be declared as absconded. It may result in termination of services due to absconding without any notice.
Abscond-Not to be served
Relieving and Experience Letter-Will not be Released.
Can a company deny the relieving letter if the employee has resigned and
served the notice
period as per the contract?
IIAA Ans :-
No , IIAA does not give the rite to employer to make such activity , If employee serve the notice as per
the agreement terms
so employer must have to release his/her relieving letter as per company TAT.
If employer is not releasing Reliving Letter ?
IIAA Ans :- So Candidate can leave the company on the expiry of the notice period and prospective employer will
understand that you did the right thing. And will not demand relieving letter, but, will demand the copy of the notice
and proof of service on th
The relieving letter is not necessary. In such case, as you have explained, the company cannot force Employee
to remain with them.
Employer Question: Verbal Resignation would be Consider?
IIAA Ans :-
Verbal saying about resignation has no meanin
g if you have sent your formal notice for resignation. You may
remind them in writing to intimate their decision on your resignation e.
What about the terminated and abscond employee?
If any of the employee get absconded or terminated as per the norms of IIAA from any of the IA organization
in that case the list of such employees are updated on the IIAA portal. ( http://iiaa.org.in/defaulter-employee.php)