Dear All,
I want to create a list of rules to send to individuals when acknowledging their resignation. The purpose of this list is to make them aware of their responsibilities towards the organization and to discourage them from spreading negativity about the organization.
Can anyone provide guidance on this matter?
Thank you.
From India, Mumbai
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I want to create a list of rules to send to individuals when acknowledging their resignation. The purpose of this list is to make them aware of their responsibilities towards the organization and to discourage them from spreading negativity about the organization.
Can anyone provide guidance on this matter?
Thank you.
From India, Mumbai
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Please add these points in appointment order itself. Say, the notice period will be 30/60/90 days. Leave during the notice period will be restricted to genuine reasons like maternity, sickness, etc. Please note that the Delhi High Court, in one judgment, stated that an employee can take leave during the notice period if nothing is mentioned in the appointment letter barring the employee from taking leave during the notice period, provided the employee has leave to their credit and is entitled to the leave.
From India, Pune
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3180From India, Pune
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Dear Amol,
What exactly is the issue? What is the meaning of the sentence "I want to make a list of rules for sending to the people with resignation acknowledgment." The sentence is a little clumsy; can you please simplify it? Secondly, the heading of your post is "Rule for Notice Period." Still, in the main body, you have emphasized post-separation behavior. Therefore, what do you want exactly?
Though provisions for employee separation are made in the appointment letter itself, well-organized companies design a separate policy on employee separation. In this policy, the entire process is outlined from the receipt of the resignation until the Full and Final Settlement (FFS) is made. You may do this to bring clarity to the separation process.
The portion of the last sentence reads "not to spread negativity about the organization." Why are you anxious about employees speaking negatively? Why are you (I mean the leadership of your organization) fraught with queasiness? If somebody were to speak negatively, they would do it anyway. How can you stop it after an employee's exit or even monitor it?
If the company's brand image is strong, if the systems and processes are well-defined, if the company has value-based administration, if the leadership promotes impeccable moral soundness, then why should anyone worry? No company has stopped growing or obtaining good candidates because of 1-2 negative incidents. Take the case of the fiasco that HR had in Tech Mahindra while removing one of the employees. Despite the apology arising from the shoddy handling of the employee's removal, Tech Mahindra is growing and continues to attract quality manpower. Therefore, ignore bad publicity from ex-employees unless your company is truly involved in shady activities!
Thanks,
Dinesh Divekar
From India, Bangalore
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What exactly is the issue? What is the meaning of the sentence "I want to make a list of rules for sending to the people with resignation acknowledgment." The sentence is a little clumsy; can you please simplify it? Secondly, the heading of your post is "Rule for Notice Period." Still, in the main body, you have emphasized post-separation behavior. Therefore, what do you want exactly?
Though provisions for employee separation are made in the appointment letter itself, well-organized companies design a separate policy on employee separation. In this policy, the entire process is outlined from the receipt of the resignation until the Full and Final Settlement (FFS) is made. You may do this to bring clarity to the separation process.
The portion of the last sentence reads "not to spread negativity about the organization." Why are you anxious about employees speaking negatively? Why are you (I mean the leadership of your organization) fraught with queasiness? If somebody were to speak negatively, they would do it anyway. How can you stop it after an employee's exit or even monitor it?
If the company's brand image is strong, if the systems and processes are well-defined, if the company has value-based administration, if the leadership promotes impeccable moral soundness, then why should anyone worry? No company has stopped growing or obtaining good candidates because of 1-2 negative incidents. Take the case of the fiasco that HR had in Tech Mahindra while removing one of the employees. Despite the apology arising from the shoddy handling of the employee's removal, Tech Mahindra is growing and continues to attract quality manpower. Therefore, ignore bad publicity from ex-employees unless your company is truly involved in shady activities!
Thanks,
Dinesh Divekar
From India, Bangalore
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Employee reference policy.doc
Negative Feedback.pdf