Suresh, If one’s difficult job is accomplished even before one has started, he/she should be happy about it! Saurabh
From China, Leizhou
5From China, Leizhou
Suresh: Just allow all concerend to know the reason for terminating employee concerned.
Although it is better to relieve employee against resignation submitted, however there could be grave attitute issue for terminating this employee, hence it is better to know the reason for terminating an employee before arriving any such conclusions.
Krishan
From India
Although it is better to relieve employee against resignation submitted, however there could be grave attitute issue for terminating this employee, hence it is better to know the reason for terminating an employee before arriving any such conclusions.
Krishan
From India
First querry : How should you treat him after he puts in his resignation ?
Joining and leaving an organisation is a bilateral exercise. As one can not join without an offer made by the organisation and acceptance by the recrutee, similarly resignation has to be accepted or rejected within the notice period. So by tendering the resignation the employee cannot be said to have left unless it is accepted by the organisation. So you can treat him to be in your rolls till his resignation is accepted within the notice period.
What you are not disclosing is the reason for which you would want to terminate his services.
If it is for a misconduct then put him under suspension,institute an enquiry and get the findings. If he does not appear in spite of the notice, hold the enquiry ex-parte i.e. without his participation. Then take action as deemed fit under the situation.
But whatever you do must do within the notice period and pay him subsistence allowance during this period of suspension.
From India, Mumbai
Joining and leaving an organisation is a bilateral exercise. As one can not join without an offer made by the organisation and acceptance by the recrutee, similarly resignation has to be accepted or rejected within the notice period. So by tendering the resignation the employee cannot be said to have left unless it is accepted by the organisation. So you can treat him to be in your rolls till his resignation is accepted within the notice period.
What you are not disclosing is the reason for which you would want to terminate his services.
If it is for a misconduct then put him under suspension,institute an enquiry and get the findings. If he does not appear in spite of the notice, hold the enquiry ex-parte i.e. without his participation. Then take action as deemed fit under the situation.
But whatever you do must do within the notice period and pay him subsistence allowance during this period of suspension.
From India, Mumbai
Dear Suresh,
The employee has resigned before you could terminate him. It is immaterial whether he came to know that the management was going to terminate his services or not. The factual position, as I understand, is as under:
1. The management had decided to Terminate an employee.
2. He resigned before the termination could happen.
3. Your query is, can you now terminate his services.
The answer is No. You may like to accept his resignation and relieve him of his charge on an early date, maybe with immediate effect. The decision is yours. If you releive him earlier than the date when his notice period gets over, you will be obliged to pay him salary for the revelant period.
Trust this answers your query.
Cheers !!!!
Vasant Nair
From India, Mumbai
The employee has resigned before you could terminate him. It is immaterial whether he came to know that the management was going to terminate his services or not. The factual position, as I understand, is as under:
1. The management had decided to Terminate an employee.
2. He resigned before the termination could happen.
3. Your query is, can you now terminate his services.
The answer is No. You may like to accept his resignation and relieve him of his charge on an early date, maybe with immediate effect. The decision is yours. If you releive him earlier than the date when his notice period gets over, you will be obliged to pay him salary for the revelant period.
Trust this answers your query.
Cheers !!!!
Vasant Nair
From India, Mumbai
Resignation is the safest way to terminate an employee unless you want him to show something that he / she terminated for what he / she has done.
From Philippines, Quezon
From Philippines, Quezon
The best course of action is to accept his resignation, pay him salary in lieu of the prescribed Notice period and relieve him of his duties ASAP.
The fact that the management had decided to terminate him goes on to show the employee in poor light. Therefore his exit from the Co. would be most satisfactory.
Vasant Nair
Director
Karma-HR
09717726667
From India, Mumbai
The fact that the management had decided to terminate him goes on to show the employee in poor light. Therefore his exit from the Co. would be most satisfactory.
Vasant Nair
Director
Karma-HR
09717726667
From India, Mumbai
Dear Sir,
My Self Piyush,I have been working with a Recruiting Firm in Lucknow since April 2011 and i have given resignation on April 12 with 19 days notice period, but my last company accepted my resignation immediately, including this my last company has already deduct 12000 from my salary as a security, so in this case, i wants to know whether i am liable to get my rest salary and my security deposit.
Thanks
From India, Lucknow
My Self Piyush,I have been working with a Recruiting Firm in Lucknow since April 2011 and i have given resignation on April 12 with 19 days notice period, but my last company accepted my resignation immediately, including this my last company has already deduct 12000 from my salary as a security, so in this case, i wants to know whether i am liable to get my rest salary and my security deposit.
Thanks
From India, Lucknow
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Termination-emp loyment_563.pdf
Resignation Letter.jpg
Resignation cum relieving letter.doc