netrashetty
Netra Shetty
The Gap, Inc.[5] (NYSE: GPS) is an American clothing and accessories retailer based in San Francisco, California, and founded in 1969 by Donald G. Fisher and Doris F. Fisher. The company has five primary brands: the namesake Gap banner, Banana Republic, Old Navy, Piperlime and Athleta. As of September 2008, Gap, Inc. has approximately 135,000 employees and operates 3,076 stores worldwide, of which 2,551 are in the United States.[6] Gap, Inc. remains the largest specialty apparel retailer in the U.S., though it has recently been surpassed by the Spanish-based Inditex Group as the world's largest apparel retailer.[7]
Despite the company's publicly traded status, the Fisher family remains deeply involved in Gap, Inc.'s business and collectively owns a significant quantity of the company's stock.[8]
Donald Fisher served as Chairman of the Board until 2004 and remained on the board until his death on September 27, 2009. His wife and their son, Robert J. Fisher, also serve on Gap's board of directors. Robert Fisher succeeded his father as chair in 2004 and also became president and CEO on an interim basis following the resignation of Paul Pressler in 2007.
Glenn K. Murphy is the current CEO of the company. Previous Gap, Inc. CEOs include Millard Drexler and Paul Pressler.
Human resource management (HRM) has often been associated with modernist
or humanistic philosophical assumptions, but, beyond much of the rhetorical
appeal, there have been major disconnects with even many conventional
western ethical frameworks. Winstanley et al. (1996), in discussing HRM ethics,
offer a good overview of many of these disconnects and some suggestions for
more ethical HRM practice. There may well be value, though, in extending
discussion of HRM ethics to focus particularly on the ethical obligations or
duties of HRM practice.
What are the ethical obligations of HRM practitioners, and what are their
successes and failures in enacting these ethical responsibilities? There appear
to be some doubts related to such questions based on one survey (Coltrin, 1991)
of American HRM practitioners. Coltrin (1991, p. 11) states that these
individuals did not report having a large role as ethical educators in their
organizations and they were not successful when they attempted such a role.
These doubts and questions concerning the ethical obligations of HRM
practice might be traced, in part at least, to their limited coverage in HRM
educational and developmental material. Until the 1970s, it was unusual to find
much discussion of ethics-related issues in American HRM texts. Even
afterwards, discussion of applied ethics in HRM was tied only loosely to what
might have seemed a confusing set of abstract philosophical/ethics theories
and largely based on an implied set of values or ideological assumptions
supposedly shared by the readers of HRM textbooks or articles. Even today,
many HRM textbooks and training programs, particularly in the USA, tend to
negate or ignore alternative values assumptions concerning employment
relations.
7. BENEFITS DURING SERVICE EMBODIMENTS:
i. Salary as admissible in the Organization:
They will draw Salary including all applicable allowances which were being drawn in the organization prior to TA duty.
ii. Basic Pay of the equivalent Rank in Army:
In addition to above salary, they will draw Basic Pay, as admissible to corresponding rank in the Army on pro-rata basis (Vth Pay Commission rates will now apply).
iii. Lump sum payment during Service Embodiment period:
Double of the ATC rate, as given in Para 6(iii) above and on pro-rata basis, since the service embodiment period is variable based on actual exigencies.
iv. Special Casual Leave:
As given in Para 6(v) above. However, in the case of exigencies the same will be availed after the completion of service embodiment.
8. INCENTIVES / BENEFITS PROVIDED BY ARMY / TA UNIT:
i. Canteen Facilities
Canteen facilities provided to TA personnel during training and service embodiment period, as available to Army.
ii. Medical facilities
Free medical and dental treatment as entitled to corresponding rank in the Army.
iii. Leave Travel Concession
Leave travel concession to the extent admissible to regular Army personnel.
iv. Money Order facility
Pay and allowance will be paid free of charge to the families of TA personnel through Registered Bank Draft TMO and through courier then situation demands so, at the discretion of the unit / Coy Officer commanding.
v. Miscellaneous Allowances:
Miscellaneous allowances like Kit maintenance / cleaning & washing allowance, camp allowance, bounty and free hair cutting shall be available as per rates / facilities fixed by Army authorities from time to time.
vi. Grant of Regular Army commission to TA personnel:
Commissioned officers, Junior commissioned officers and Non commissioned officers of Territorial Army are eligible to compete for admission to Indian Military Academy against the percentage fixed for them.
vii. TA Decoration & TA Medal:
TA officers are eligible for award of TA decoration and junior commissioned officers and other Ranks for TA medal on completion of prescribed period of meritorious service, as per Army Rule.
9. OTHER BENEFITS AND INSTRUCTIONS
i. Advance of pay / lump sum
In addition to normal advance for TA / DA for the journey period, as per Regulations, the TA personnel can also draw 50% of the lump sum payment as given in para-6(iii) above as advance; these personnel may draw one months’ advance pay when called for Training/ Service Embodiment, to be recovered in ten monthly installments.
ii. Treating the period of embodiment as duty.
The period of training service embodiment including journey period shall be treated as on duty.
iii. Drawl of lump sum payment for training and service embodiment period:
The lump-sum payment permissible under para-6(iii) & 7(iii) above will be admissible to all TA personnel on training/ service embodiment irrespective of their place of posting i.e. the individual embodied in (TA) at the station of his posting will also be entitled to draw lump sum payment for that period.
iv. Special instructions
a) The above instructions are in supersession of all the earlier orders on the subject. Any clarifications interpretation may be referred through the Head of Security & Vigilance at HQs, Dehradun to the Head of Corporate Personnel Department at Dehradun.
b) Reimbursement for Mufti Dress shall be claimed on a contingent bill form, as per entitlement.
c) The periodical benefits where condition of consecutive embodiments has been prescribed will not be relaxed under any circumstances.
Despite the company's publicly traded status, the Fisher family remains deeply involved in Gap, Inc.'s business and collectively owns a significant quantity of the company's stock.[8]
Donald Fisher served as Chairman of the Board until 2004 and remained on the board until his death on September 27, 2009. His wife and their son, Robert J. Fisher, also serve on Gap's board of directors. Robert Fisher succeeded his father as chair in 2004 and also became president and CEO on an interim basis following the resignation of Paul Pressler in 2007.
Glenn K. Murphy is the current CEO of the company. Previous Gap, Inc. CEOs include Millard Drexler and Paul Pressler.
Human resource management (HRM) has often been associated with modernist
or humanistic philosophical assumptions, but, beyond much of the rhetorical
appeal, there have been major disconnects with even many conventional
western ethical frameworks. Winstanley et al. (1996), in discussing HRM ethics,
offer a good overview of many of these disconnects and some suggestions for
more ethical HRM practice. There may well be value, though, in extending
discussion of HRM ethics to focus particularly on the ethical obligations or
duties of HRM practice.
What are the ethical obligations of HRM practitioners, and what are their
successes and failures in enacting these ethical responsibilities? There appear
to be some doubts related to such questions based on one survey (Coltrin, 1991)
of American HRM practitioners. Coltrin (1991, p. 11) states that these
individuals did not report having a large role as ethical educators in their
organizations and they were not successful when they attempted such a role.
These doubts and questions concerning the ethical obligations of HRM
practice might be traced, in part at least, to their limited coverage in HRM
educational and developmental material. Until the 1970s, it was unusual to find
much discussion of ethics-related issues in American HRM texts. Even
afterwards, discussion of applied ethics in HRM was tied only loosely to what
might have seemed a confusing set of abstract philosophical/ethics theories
and largely based on an implied set of values or ideological assumptions
supposedly shared by the readers of HRM textbooks or articles. Even today,
many HRM textbooks and training programs, particularly in the USA, tend to
negate or ignore alternative values assumptions concerning employment
relations.
7. BENEFITS DURING SERVICE EMBODIMENTS:
i. Salary as admissible in the Organization:
They will draw Salary including all applicable allowances which were being drawn in the organization prior to TA duty.
ii. Basic Pay of the equivalent Rank in Army:
In addition to above salary, they will draw Basic Pay, as admissible to corresponding rank in the Army on pro-rata basis (Vth Pay Commission rates will now apply).
iii. Lump sum payment during Service Embodiment period:
Double of the ATC rate, as given in Para 6(iii) above and on pro-rata basis, since the service embodiment period is variable based on actual exigencies.
iv. Special Casual Leave:
As given in Para 6(v) above. However, in the case of exigencies the same will be availed after the completion of service embodiment.
8. INCENTIVES / BENEFITS PROVIDED BY ARMY / TA UNIT:
i. Canteen Facilities
Canteen facilities provided to TA personnel during training and service embodiment period, as available to Army.
ii. Medical facilities
Free medical and dental treatment as entitled to corresponding rank in the Army.
iii. Leave Travel Concession
Leave travel concession to the extent admissible to regular Army personnel.
iv. Money Order facility
Pay and allowance will be paid free of charge to the families of TA personnel through Registered Bank Draft TMO and through courier then situation demands so, at the discretion of the unit / Coy Officer commanding.
v. Miscellaneous Allowances:
Miscellaneous allowances like Kit maintenance / cleaning & washing allowance, camp allowance, bounty and free hair cutting shall be available as per rates / facilities fixed by Army authorities from time to time.
vi. Grant of Regular Army commission to TA personnel:
Commissioned officers, Junior commissioned officers and Non commissioned officers of Territorial Army are eligible to compete for admission to Indian Military Academy against the percentage fixed for them.
vii. TA Decoration & TA Medal:
TA officers are eligible for award of TA decoration and junior commissioned officers and other Ranks for TA medal on completion of prescribed period of meritorious service, as per Army Rule.
9. OTHER BENEFITS AND INSTRUCTIONS
i. Advance of pay / lump sum
In addition to normal advance for TA / DA for the journey period, as per Regulations, the TA personnel can also draw 50% of the lump sum payment as given in para-6(iii) above as advance; these personnel may draw one months’ advance pay when called for Training/ Service Embodiment, to be recovered in ten monthly installments.
ii. Treating the period of embodiment as duty.
The period of training service embodiment including journey period shall be treated as on duty.
iii. Drawl of lump sum payment for training and service embodiment period:
The lump-sum payment permissible under para-6(iii) & 7(iii) above will be admissible to all TA personnel on training/ service embodiment irrespective of their place of posting i.e. the individual embodied in (TA) at the station of his posting will also be entitled to draw lump sum payment for that period.
iv. Special instructions
a) The above instructions are in supersession of all the earlier orders on the subject. Any clarifications interpretation may be referred through the Head of Security & Vigilance at HQs, Dehradun to the Head of Corporate Personnel Department at Dehradun.
b) Reimbursement for Mufti Dress shall be claimed on a contingent bill form, as per entitlement.
c) The periodical benefits where condition of consecutive embodiments has been prescribed will not be relaxed under any circumstances.
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