Request suggestion ...
In our organization, there is a trend of employees leaving the job before completion of the notice period(1 month). For these ppl we have to face much of a hassle while processing for the full & final settlement of the candidate, issuance of Release letter etc.
Hw to tackle such situations...
pls note, we have nothing as such called annual component of the employees (like leave balances, med all or other allowances) to be adjusted with the notice pay.
cheers
Suchandra
From India, Calcutta
1In our organization, there is a trend of employees leaving the job before completion of the notice period(1 month). For these ppl we have to face much of a hassle while processing for the full & final settlement of the candidate, issuance of Release letter etc.
Hw to tackle such situations...
pls note, we have nothing as such called annual component of the employees (like leave balances, med all or other allowances) to be adjusted with the notice pay.
cheers
Suchandra
From India, Calcutta
Hi Everybody! 27 views and stl no feedback . :? Seniors .. ur earnest suggestions ..hope u all r viewing. Rgds Suchandra
From India, Calcutta
From India, Calcutta
Hi Suchandra
The best thing in this scenario may be to not to release the relieving letter & experience letter and also you can hold back the last settlement salary.
Actually it is not required to do this but if you just manage to pretend this in a way that all the employees get aware of something like this hapening in HR, this will make everyone aware about there notice period and resultant would be a changed attitude towards completion of notice period.
Hope this may help you.
Best Regards
Gunjan
From India, Bangalore
The best thing in this scenario may be to not to release the relieving letter & experience letter and also you can hold back the last settlement salary.
Actually it is not required to do this but if you just manage to pretend this in a way that all the employees get aware of something like this hapening in HR, this will make everyone aware about there notice period and resultant would be a changed attitude towards completion of notice period.
Hope this may help you.
Best Regards
Gunjan
From India, Bangalore
Hi Suchandra,
Organisation has a policy of either one month's notice or one month's Pay....This kind of situation which you are talking about generally takes place in Sales organisation where target is given to the employees...There is a lot of pressure from the boss in this regard...
Sometimes employees cant take this much load and leaves without informing..
Exits are of three types...Resigned, Absconded & Terminated..
Your problem is of Absconded one..
To avoid Chaos, F & F should be done for the employees who have performed well in their service period....We cant hold back their exit salaries just because the reason that they didnt give notice period..It might encourage a person to file a case which inturn spoil company's image...
So, factors like Employee's performance, conduct, behaviour should be taken in consideration while doing F & F...As you have already said that your organisation doesnt have any leave encashment policy or something...Then F & F would become easy..
We can have Relieving letter & Experience Letter....For a non-performer Exit employee..Relieving letter can always be issued..and for a good performer Experience letter.......But only after F & F..
Hey Guys!..Wake up....Good topic to be discussed...!
Regards,
Chaitali
Surat, Gujarat..
From India, Vadodara
Organisation has a policy of either one month's notice or one month's Pay....This kind of situation which you are talking about generally takes place in Sales organisation where target is given to the employees...There is a lot of pressure from the boss in this regard...
Sometimes employees cant take this much load and leaves without informing..
Exits are of three types...Resigned, Absconded & Terminated..
Your problem is of Absconded one..
To avoid Chaos, F & F should be done for the employees who have performed well in their service period....We cant hold back their exit salaries just because the reason that they didnt give notice period..It might encourage a person to file a case which inturn spoil company's image...
So, factors like Employee's performance, conduct, behaviour should be taken in consideration while doing F & F...As you have already said that your organisation doesnt have any leave encashment policy or something...Then F & F would become easy..
We can have Relieving letter & Experience Letter....For a non-performer Exit employee..Relieving letter can always be issued..and for a good performer Experience letter.......But only after F & F..
Hey Guys!..Wake up....Good topic to be discussed...!
Regards,
Chaitali
Surat, Gujarat..
From India, Vadodara
Hi I have some confussion between "absconded" or "abandoned" from the services. Are they both same or they have different meaning. Regards Poonam Sonawane
From India, Mumbai
From India, Mumbai
Hi Poonam,
There is a Difference between "Abandoned" and "Absconded"..
Abandoned are the employees of whom we got rid off..(termination)
Absoconded are the one who themselves run away...(leave without informing)..
Hope this will help...
Regards,
Chaitali
Surat, Gujarat...
From India, Vadodara
There is a Difference between "Abandoned" and "Absconded"..
Abandoned are the employees of whom we got rid off..(termination)
Absoconded are the one who themselves run away...(leave without informing)..
Hope this will help...
Regards,
Chaitali
Surat, Gujarat...
From India, Vadodara
Hello Suchandra,
Well, its hard to say that it does'nt happen in any organization,... I'm sure that all of us here would agree.
We would classify, any "no-shows" beyond a period of three days, under employees who have abandoned their jobs. For those "abandoned jobs", we provide no experience certificate or full and final settlement. They are considered "terminated" and we record it in their files. This is to ensure appropriate communication to anyone who might call in for an employment verification.
Hope this helps.
Joshua
From India, Bangalore
Well, its hard to say that it does'nt happen in any organization,... I'm sure that all of us here would agree.
We would classify, any "no-shows" beyond a period of three days, under employees who have abandoned their jobs. For those "abandoned jobs", we provide no experience certificate or full and final settlement. They are considered "terminated" and we record it in their files. This is to ensure appropriate communication to anyone who might call in for an employment verification.
Hope this helps.
Joshua
From India, Bangalore
Dear Friend, Add a clause in the appointment letter that an candidates have to give a notice of ___ period or the payment in lieu of. Regards Jaya :lol:
From India, Mumbai
From India, Mumbai
Hi Friends !
Thnx a lot for all ur suggestions...
Actually for cases of absconding or termination, its easier ... bt when somebody is not completing his/her full notice period and on some cases their immediate line manager has no option left but to release the person, then what..
Cm gone guys ... few more suggestions reqd.
Rgds
Suchandra
From India, Calcutta
Thnx a lot for all ur suggestions...
Actually for cases of absconding or termination, its easier ... bt when somebody is not completing his/her full notice period and on some cases their immediate line manager has no option left but to release the person, then what..
Cm gone guys ... few more suggestions reqd.
Rgds
Suchandra
From India, Calcutta
Hi,
I agree with Jaya's comment that in the appointment letter there should be a clause that there has to be one months notice in either case the party wants to seperate.
Also in case of employees not serving there notice period or leaving before that you can cut short notice pay for the days not present.
Also the releving letter and f&f copy should be given only on the day of seperation i. e. the last day of notice period.
From India, Madras
I agree with Jaya's comment that in the appointment letter there should be a clause that there has to be one months notice in either case the party wants to seperate.
Also in case of employees not serving there notice period or leaving before that you can cut short notice pay for the days not present.
Also the releving letter and f&f copy should be given only on the day of seperation i. e. the last day of notice period.
From India, Madras
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