Dear,
first of all she have to complete one month notice period then she will be liable to get any payment,
You may give her full & final on the basis of your Policy after the deduction of one month notice period
Rajbir
From India, Coimbatore
15first of all she have to complete one month notice period then she will be liable to get any payment,
You may give her full & final on the basis of your Policy after the deduction of one month notice period
Rajbir
From India, Coimbatore
Dear Vijay
First you talk to the employee why she has resigned immediately? Does she know if she resigns, she has to give notice period? Most of the managements are playing with employees\' life. For example employee might have got better opportunity that time, management demands the notice period.During that period, management has to take alternative arrangements but not.They ask notice period again.After that, better opportunity will be cancelled.That time management relives
Regards
v.subbarao
From India, Madras
First you talk to the employee why she has resigned immediately? Does she know if she resigns, she has to give notice period? Most of the managements are playing with employees\' life. For example employee might have got better opportunity that time, management demands the notice period.During that period, management has to take alternative arrangements but not.They ask notice period again.After that, better opportunity will be cancelled.That time management relives
Regards
v.subbarao
From India, Madras
Dear Vijay
It depends on the problem, you need to talk to that employee in person, call that person to the office and find out what is the exact problem, because everyone has different problems in life, being a HR we need to identify the exact problem as why the employee did that and if you can help that person in anyways, then try it, also try to retain that employee if they are productive for the company.. even if its our enemy and when they come to us for requesting information, we have to face them because HR must serve the purpose, now like i said if your so strong to fall for your company then try not paying your employee last month salary as a fine or reverse settlement for not completing the serving period, but try to give her the relieving letter, ELSE if you feel the problem was genuine then try to pay her salary as well.
Here,we people here can give you many ways to handle it, but it all really matters \"what policies does your company has\" and how far you can help yo
From Kuwait
It depends on the problem, you need to talk to that employee in person, call that person to the office and find out what is the exact problem, because everyone has different problems in life, being a HR we need to identify the exact problem as why the employee did that and if you can help that person in anyways, then try it, also try to retain that employee if they are productive for the company.. even if its our enemy and when they come to us for requesting information, we have to face them because HR must serve the purpose, now like i said if your so strong to fall for your company then try not paying your employee last month salary as a fine or reverse settlement for not completing the serving period, but try to give her the relieving letter, ELSE if you feel the problem was genuine then try to pay her salary as well.
Here,we people here can give you many ways to handle it, but it all really matters \"what policies does your company has\" and how far you can help yo
From Kuwait
Dear Vijay,
I don't understand why all our colleagues are explaining what you should do, when all the mistakes are on the part of the employee who has left the services without intimation, prior permission or sanction of leave. She is bound to follow the rules and regulations and the appointment terms and conditions in letter and spirit then only she will have the right to raise the question of her dues and the relieving certificate.
Since she is basically at fault, you should act against her on disciplinary grounds and first issue her a charge sheet for her unauthorised absence from duty, Call her written explanation, if not satisfactory order a domestic enquiry into the charges and then taken suitable action including termination or dismissal of her services on disciplinary grounds as per certified Standing orders of the company or the model standing orders.
She is certainly not eligible for the final settlement or the relieving/service certificate. Deal with her firmly.
All the best.
Joga Rao
From India, Eluru
I don't understand why all our colleagues are explaining what you should do, when all the mistakes are on the part of the employee who has left the services without intimation, prior permission or sanction of leave. She is bound to follow the rules and regulations and the appointment terms and conditions in letter and spirit then only she will have the right to raise the question of her dues and the relieving certificate.
Since she is basically at fault, you should act against her on disciplinary grounds and first issue her a charge sheet for her unauthorised absence from duty, Call her written explanation, if not satisfactory order a domestic enquiry into the charges and then taken suitable action including termination or dismissal of her services on disciplinary grounds as per certified Standing orders of the company or the model standing orders.
She is certainly not eligible for the final settlement or the relieving/service certificate. Deal with her firmly.
All the best.
Joga Rao
From India, Eluru
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