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I have joined on 3-Dec-2012 and ideally my appraisal should have done in December 2013 and on 1-Jan-2013 I should have got appraised salary. But my organization did this in the month of January and got appraised salary in the month of February. I raised this point and had a meeting with manager and HR executive initially manager said its a valid point and they said they will discuss and will let me know. But later on they denied to give appraised salary from January and gave me unacceptable reasons, reasons are:

  1. They gave me increment after 6 months(This was decided at the time of interview and this shouldn't affect my annual appraisal).
  2. Company policy is now changing instead of annual appraisal they are now giving it in the month of March to all the employees. But this was not the case while in the month of December(my appraisal month).

I replied them saying these reasons are not convincing to me, and from that point there is no reply from management. What should I do in this case?

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Look at this from the point of view of the company. People join all the time. If everyone had their appraisal and salary increase exactly 12, 24, ... months after joining, these processes would run year round. My impression is that this is not common. Part of the reason may be that concentrating this in one month makes it easier to compare employees' performance, and a couple of appraisals would not coincide with an end-of-quarter crunch. So, unless you had specific agreements to the contrary when joining (in writing), your best bet may be to go along with company policy. –  Stephan Kolassa Mar 31 at 10:01
@StephanKolassa: looks to me as if the questioner accepts that company policy can change (to do all appraisals in March), but doesn't accept that the change applies in this case because the expected appraisal under the old system would have occurred before the change in policy. Which to me is a reasonable point on the face of it, policies in place should generally be followed or "made good" later as if they had been followed. But it seems that HR has consciously decided not to apply company policy in that way. –  Steve Jessop Mar 31 at 11:25

1 Answer 1

up vote 10 down vote accepted

In my opinion, let it go. They haven't screwed you out of 6 months of pay rise, you've missed out on a month.

You were right to question it, but if they have discussed it and made a company-wide policy change since, you're not likely to get anywhere and may come across as a bit of a troublemaker if you kick up more fuss.

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was it correct to reply to their mail as not convincing to me? –  eatSleepCode Mar 31 at 10:01
@eatSleepCode I'd say no. But that is my opinion. –  Styphon Mar 31 at 10:19
you mean to say employee do not have right to say what they feel? –  eatSleepCode Mar 31 at 10:20
@eatSleepCode, to extend what Joe said above. Not only do you have the right to say what you feel, but the company has a right to react to what you say and it doesn't have to be in your favor. It is a risk/reward question, are you prepared to accept the negative results, direct or indirect, of saying what you feel. –  cdkMoose Mar 31 at 13:33
While you might have the right to say what you feel, a company also has the right to decide, you are not worth keeping around. Just make sure your performance matches the amount of trouble you create. You asked and they provided what seems to be a valid explaination. –  Ramhound Mar 31 at 15:23

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