How can we ensure that the employees leaving the organisation serve 30 days notice period. Most of them take their salary and join new companies. Pls pour ur suggestions.
From India, Delhi
1From India, Delhi
If in case the employees are permanent employees, he should be given monetary benefits applicable only after serving notice of 30 days, like leave encashment. I have also come across one case where in the company can make a provision of gratuity in the CTC of the employee and promise them the figure of gratuity even with out non-completion of 5 years of service. Basic idea is to hold back their money to return back on resignation. Hope my suggestion are of value to you.
From India, Pune
From India, Pune
Dont give the employee the relieving letter; Most of the new organisations would ask for the relieving letter from the candidate. Hold back the terminal benefits such as Provident Fund, Superannuation and Gratuity (services may differ in your area). Please also ask your salary division to set up a mail id where unit/branch heads can report non-attendence/resignations of staff so that they can immediately hold back the salary for the month. Some organisation, nowadays, have corporate salary relationships whith Banks; In such instances the account of the candidate can also be blocked for the amount of salary.
Regards
SHIR
From India, Mumbai
Regards
SHIR
From India, Mumbai
We have to hold their when they submit resignation to his head. If he fails to serve notice period, 1 month salary can be duduct from his F&F. Regards, arunananth2007
From India, Madras
From India, Madras
Hello Deepa,
Coming to your query as herein ;
How can we ensure that the employees leaving the organisation serve 30 days notice period.
Most of them take their salary and join new companies. Pls pour ur suggestions.
From employer's standpoint of view serving resignation is akin to employee telling his boss that he/she is sacked! :-)
Besides the suggestions given by my colleagues on compensation front and to ensure that he/she serves 30 days notice period, one needs to do the following; Of course it is assumed that all efforts have attempted to retain the employee.
* Make a structured plan for the exit and also list out the things she/he must do before leaving the organization. It is here most organizations fail to do that - to put down in writing and give it to the would be ex-employee.
* Also depending upon the complexities/nature of the job handled incase if the replacement required from outside ;then involve the person as a panel member for the interviews.
* Make the notice period as a very normal just like any other time; at any time she/he should not feel that she is marking her time in the organization. A decidedly hard time is staring at the employee's face as coworkers sympathies change for a soon-to-be-former employee.
* At the time of the acceptance make very clear the terms for compensation like leave encashment, bonus payout if applicable etc . All the dues should be clear to the person if he/she completes her notice period.
* If he/ she was scheduled to attend the training program - please don;t change the same.
Make the phase a very smooth and transparent as don't forget other employees would be watching the situation as how you are dealing with them.
Hope this helps...
Best Regards,
Rajat Joshi
From India, Pune
Coming to your query as herein ;
How can we ensure that the employees leaving the organisation serve 30 days notice period.
Most of them take their salary and join new companies. Pls pour ur suggestions.
From employer's standpoint of view serving resignation is akin to employee telling his boss that he/she is sacked! :-)
Besides the suggestions given by my colleagues on compensation front and to ensure that he/she serves 30 days notice period, one needs to do the following; Of course it is assumed that all efforts have attempted to retain the employee.
* Make a structured plan for the exit and also list out the things she/he must do before leaving the organization. It is here most organizations fail to do that - to put down in writing and give it to the would be ex-employee.
* Also depending upon the complexities/nature of the job handled incase if the replacement required from outside ;then involve the person as a panel member for the interviews.
* Make the notice period as a very normal just like any other time; at any time she/he should not feel that she is marking her time in the organization. A decidedly hard time is staring at the employee's face as coworkers sympathies change for a soon-to-be-former employee.
* At the time of the acceptance make very clear the terms for compensation like leave encashment, bonus payout if applicable etc . All the dues should be clear to the person if he/she completes her notice period.
* If he/ she was scheduled to attend the training program - please don;t change the same.
Make the phase a very smooth and transparent as don't forget other employees would be watching the situation as how you are dealing with them.
Hope this helps...
Best Regards,
Rajat Joshi
From India, Pune
How if we make them sign an agreement at the time of joining that it would be mandatory to serve 30 days notice?
From India, Delhi
From India, Delhi
Hi Deepa,
Nowadays signing of Agreement at the time of joining is of no value since terms and condition mentioned in the agreement is generally compensating the Liquidated dameges occured due to his/her leaving the organisation.
Now this is legally not approved. you can not do this way to keep someone tied by signing an agreement. In some cases the new employer who is hiring he/she are ready to pay compensation and get away easily.
To over come such situation we must introduce Multi skill/Multitasking training method to staff , who in case of such situation will take over and do the damage control till replacement is found.
Regards
mahesh k prasad
From India, Mumbai
Nowadays signing of Agreement at the time of joining is of no value since terms and condition mentioned in the agreement is generally compensating the Liquidated dameges occured due to his/her leaving the organisation.
Now this is legally not approved. you can not do this way to keep someone tied by signing an agreement. In some cases the new employer who is hiring he/she are ready to pay compensation and get away easily.
To over come such situation we must introduce Multi skill/Multitasking training method to staff , who in case of such situation will take over and do the damage control till replacement is found.
Regards
mahesh k prasad
From India, Mumbai
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