Dear All,
Our company gives increment every year in April. In March one of our employee has resigned but had worked in the month of april as notice period.
Will that employee be eligible to get April Increment?
Kindly suggest your views.
Thanking you
Biju
From India, Vadodara
Our company gives increment every year in April. In March one of our employee has resigned but had worked in the month of april as notice period.
Will that employee be eligible to get April Increment?
Kindly suggest your views.
Thanking you
Biju
From India, Vadodara
604
If you have given him an Increment in with effect from April then obviously you will have to pay him as per revised salary............rgrds
From India, Mumbai
From India, Mumbai
Hello!!
If the increment amount is applicable from April 1st this employee is eligible for the same... also such practices creates good impression for the current employees and the outgoing employee is surely be converted to a Brand ambassador.
Small gestures like this are very fruitful in long term...
Regards,
From India, Delhi
If the increment amount is applicable from April 1st this employee is eligible for the same... also such practices creates good impression for the current employees and the outgoing employee is surely be converted to a Brand ambassador.
Small gestures like this are very fruitful in long term...
Regards,
From India, Delhi
I too agree with Ms. Archna and the person resigned should be provided increment for the 11 months period he served for the company and also as a goodwill gesture, increment to be considered.
Good luck & regards.
PB Badri Vishal
Manager (P&A)
SBEC Sugars Ltd, Malakpur, UP
Mobile NO. +91 9012161974 / +91 9873223216
From India, Delhi
Good luck & regards.
PB Badri Vishal
Manager (P&A)
SBEC Sugars Ltd, Malakpur, UP
Mobile NO. +91 9012161974 / +91 9873223216
From India, Delhi
Hello Biju,
Archna is right--take her advice.
Looking @ it from the Company's perspective, the amount involved wouldn't be much, but the pay-back would be quite high & long-lasting too.
I tried it out in 2006 in the case of an employee [actually paid her the pay-hike arrears promised verbally--but couldn't be paid due to a cash-crunch in the company--a few months after she left] & the effect was really good--how to utilize the goodwill generated is upto the organization concerned.
Rgds,
TS
From India, Hyderabad
Archna is right--take her advice.
Looking @ it from the Company's perspective, the amount involved wouldn't be much, but the pay-back would be quite high & long-lasting too.
I tried it out in 2006 in the case of an employee [actually paid her the pay-hike arrears promised verbally--but couldn't be paid due to a cash-crunch in the company--a few months after she left] & the effect was really good--how to utilize the goodwill generated is upto the organization concerned.
Rgds,
TS
From India, Hyderabad
Dear Biju,
As per your query the concern employee shall be liable to receive the salary with increment either he/she is in notice period. The HR policy of organisation may vary from your organisation to other. Since, employee has worked in April, so he is also liable to get benefit including the month of notice period i.e. April.
Thanks & Best Regards:
From India, Hyderabad
As per your query the concern employee shall be liable to receive the salary with increment either he/she is in notice period. The HR policy of organisation may vary from your organisation to other. Since, employee has worked in April, so he is also liable to get benefit including the month of notice period i.e. April.
Thanks & Best Regards:
From India, Hyderabad
RE: Increment after resignation
Dear Biju,
This issue can be looked at from three perspectives - Labour laws (National), Company policy, and good practice. Some countries national labour laws prescribe what should happen under such circumstances so you will need to confirm the position. Secondly, the provisions of your own company policy may dictate what should happen BUT if it is silent, then good practice dictate that pay him the increment. As Archna and TS have indicated, it is a small gesture but a lifetime investment in goodwill which modern companies cannot afford to miss.
Rgds,
Njorio
From Netherlands, Hengelo
Dear Biju,
This issue can be looked at from three perspectives - Labour laws (National), Company policy, and good practice. Some countries national labour laws prescribe what should happen under such circumstances so you will need to confirm the position. Secondly, the provisions of your own company policy may dictate what should happen BUT if it is silent, then good practice dictate that pay him the increment. As Archna and TS have indicated, it is a small gesture but a lifetime investment in goodwill which modern companies cannot afford to miss.
Rgds,
Njorio
From Netherlands, Hengelo
sub-Increment after resign.
As per the standerd good HR Practices the increment amount should be given to the outgoing employee as it reflects the organisation commitments & image to the staff members..but it also depends upon the the management & the current HR Policy of the organisation..
Regarrds,
YATENDRA KUMAR
From India, Gurgaon
As per the standerd good HR Practices the increment amount should be given to the outgoing employee as it reflects the organisation commitments & image to the staff members..but it also depends upon the the management & the current HR Policy of the organisation..
Regarrds,
YATENDRA KUMAR
From India, Gurgaon
Dear All,
granting annual increment to an employee is not mandatory; but it is an act of appreciation by management to respect the talents and to make him/her to continue in the same concern for a long term . In the present case, staff is about to leave the concern; then there is no meaning in granting him increment;brand ambassador etc is no worthy now a days . Further no management will come forward to act in the name of good gesture etc.How ever if any management is releasing increment to such employee it is well and good.
Regards,
A Elangovan
From India, Madras
granting annual increment to an employee is not mandatory; but it is an act of appreciation by management to respect the talents and to make him/her to continue in the same concern for a long term . In the present case, staff is about to leave the concern; then there is no meaning in granting him increment;brand ambassador etc is no worthy now a days . Further no management will come forward to act in the name of good gesture etc.How ever if any management is releasing increment to such employee it is well and good.
Regards,
A Elangovan
From India, Madras
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