He initially agreed to serve 1 month then he "forgot" that he agreed ! When he did not get the full payment and release letter, he changed track and again became ready to serve for 1 month. We were fed up with his "anger" responses.
From India, Kolkata
From India, Kolkata
Somehow, i am not getting the full picture.
In many cases, it is just better to pay what you promised and get rid of the nuisance value.
Else, you have to decide to stand firm and say : you did not serve notice period, we are deducting the same and after that there is no money we owe you. And security will not allow you inside the office. But can you do that ?
From India, Mumbai
2392In many cases, it is just better to pay what you promised and get rid of the nuisance value.
Else, you have to decide to stand firm and say : you did not serve notice period, we are deducting the same and after that there is no money we owe you. And security will not allow you inside the office. But can you do that ?
From India, Mumbai
we pay by cash and get receipts signed. we already paid some amount to get the nuisance out peacefully. His Sudden appearance may be due to moral support of present employees as they could not blackmail firm into increasing salary.
From India, Kolkata
From India, Kolkata
Your last post reveals that there are underlying problems with your HR practices.Otherwise how other employees are morally supporting him. Varghese Mathew
From India, Thiruvananthapuram
From India, Thiruvananthapuram
Wonder how others keeps employees responsible and decent.
Release letter is one such tool.
I guess we need online local HR groups on net. Plz suggest if you know any for kolkata, bangalore & Chennai. Would also love to Group Buy professional consultancy services from HR seniors who may want to share knowledge on weekends.Let me know if there are any such paid meetup/seminar.
From India, Kolkata
Release letter is one such tool.
I guess we need online local HR groups on net. Plz suggest if you know any for kolkata, bangalore & Chennai. Would also love to Group Buy professional consultancy services from HR seniors who may want to share knowledge on weekends.Let me know if there are any such paid meetup/seminar.
From India, Kolkata
Tools do not keep the employee responsible and decent
You need to select the right person, give a good and fair work environment, good leaders at work and things generally stay in line.
Earlier people used to go by references and family background (in Kolkata all job applications used to say : I am from a respectable family). Today it does not matter.
Release letters again are not even required by all employers. Mostly they even believe if someone says I am being victimised by my previous employer and they are not giving my release. Today with talent crunch and high cost of recruitment,, employer will say ok.
From India, Mumbai
You need to select the right person, give a good and fair work environment, good leaders at work and things generally stay in line.
Earlier people used to go by references and family background (in Kolkata all job applications used to say : I am from a respectable family). Today it does not matter.
Release letters again are not even required by all employers. Mostly they even believe if someone says I am being victimised by my previous employer and they are not giving my release. Today with talent crunch and high cost of recruitment,, employer will say ok.
From India, Mumbai
Palakindia,
If the employee has gone on wrong track by not serving notice period or being stubborn, then you have also not followed the correct path by getting his signature on amount which he did not get under false pretext. Two wrongs can never make it right!
When you say moral support of present employees,its giving a sense that present employees are aware of the current scene very well. How do you expect to employees to behave responsibly or be engaged? present employees can either help or damage your image.
There are many articles available on this site itself which can give you fair idea on retaining employees. Experience letter can never be a guarantee to keep employees "responsible & decent" .There are many ways to prove the experience person carries or what kind of work a person is capable to do, if you do not issue "release letter". If you want your employees to be consistent / performing well then even your management style needs to follow the same! Are your employees having clarity on job expectations? Do they receive timely feedback about their performance? Too many questions to be asked! You could also take help of a professional consultant to direct and guide you/department/ management.
For a quick review do read : How companies retain high potential workers - Times Of India , Retaining High Potential Employees | Strategic Human Resources Management | SHRM India
From India, Vadodara
If the employee has gone on wrong track by not serving notice period or being stubborn, then you have also not followed the correct path by getting his signature on amount which he did not get under false pretext. Two wrongs can never make it right!
When you say moral support of present employees,its giving a sense that present employees are aware of the current scene very well. How do you expect to employees to behave responsibly or be engaged? present employees can either help or damage your image.
There are many articles available on this site itself which can give you fair idea on retaining employees. Experience letter can never be a guarantee to keep employees "responsible & decent" .There are many ways to prove the experience person carries or what kind of work a person is capable to do, if you do not issue "release letter". If you want your employees to be consistent / performing well then even your management style needs to follow the same! Are your employees having clarity on job expectations? Do they receive timely feedback about their performance? Too many questions to be asked! You could also take help of a professional consultant to direct and guide you/department/ management.
For a quick review do read : How companies retain high potential workers - Times Of India , Retaining High Potential Employees | Strategic Human Resources Management | SHRM India
From India, Vadodara
Dear Member
There are few things that strike me :-
1. Company has also not respected its own commitment of paying the balance amount.
2. Company has deliberately taken a receipt signed from the employee towards the amount that it has not paid.
3. Your own employees are supporting the ex-employee.
All these show the attitude of the company and big HR issues. Dont be surprised if the ex-employee files a case against you as you have already admitted that the ex-employee is very stubborn and what he is asking for is what the company had promised him.
It is in the better interest of the company to make a proper full and final settlement and pay the amounts that are legally due to the employee.
Dont ever forget that a separated employee is also your brand ambassador and with todays technology he is more powerful.
Regards
Preetam Deshpande
From India, Mumbai
There are few things that strike me :-
1. Company has also not respected its own commitment of paying the balance amount.
2. Company has deliberately taken a receipt signed from the employee towards the amount that it has not paid.
3. Your own employees are supporting the ex-employee.
All these show the attitude of the company and big HR issues. Dont be surprised if the ex-employee files a case against you as you have already admitted that the ex-employee is very stubborn and what he is asking for is what the company had promised him.
It is in the better interest of the company to make a proper full and final settlement and pay the amounts that are legally due to the employee.
Dont ever forget that a separated employee is also your brand ambassador and with todays technology he is more powerful.
Regards
Preetam Deshpande
From India, Mumbai
We got the payslip signed for safety. We did not say we will pay amount . We asked him to sign old payslips and the manager also got signed the last months. As we had not calculated the loses or amount he should pay for not serving notice period. He asked for dues amount and we told we need to calculate whether we need to pay or recieive money. Our HR consultant has told us not to pay anything or give any document as he was abandoning the work. He was talking non sense all day.He Agreed to stay for a month . Then after few days he said i dont remember anything. We cant document everything in writing.. We had to urgently hire a less skilled guy at higher pay for his sudden change of mind.
We settle about increments and pay once in a year. They negotiate hard to get their best pay structure. Problem arises when a competitor gives a "better package".They drop everything and run for "better" brand and pay. They dont even want to handover the job or serve minimum 1 month. They want higher pay when project is in very critical stage.They want increment when another guy with similar skill set has just left.
And most MNC ask for release letter and confirm with prev employer about their attitude. We give best ratings to most guys.
From India, Kolkata
We settle about increments and pay once in a year. They negotiate hard to get their best pay structure. Problem arises when a competitor gives a "better package".They drop everything and run for "better" brand and pay. They dont even want to handover the job or serve minimum 1 month. They want higher pay when project is in very critical stage.They want increment when another guy with similar skill set has just left.
And most MNC ask for release letter and confirm with prev employer about their attitude. We give best ratings to most guys.
From India, Kolkata
Palakindia,
You can very well not pay dues as suggested by other members. Your first post said that you promised him to pay the remaining amount. The latest post of yours states you did not say you will pay the amount. It's all contradictory! it is appearing from your posts that you have already framed a belief in your mind. If employees are leaving at critical stage of projects, then you need to seriously look into devising a policy and developing checks, I am sure your consultant can help you with it.
By the way, you wanted to know if you are supposed to pay or not. and I beleive it has been answered. When you talk about confirming from MNC's then by far and large it's about date of joining, leaving and reasons for leaving, at times about remuneration too. You need to actively look into reasons and do some fact finding /probing.
I've seen people stuck with all devotion to companies which offer competitve remuneration,employee friendly policies, have positive work atmosphere that too with small and medium companies. I know of employees who for different reasons have left 'MNC's' and are enjoying being a part of such companies.
From India, Vadodara
You can very well not pay dues as suggested by other members. Your first post said that you promised him to pay the remaining amount. The latest post of yours states you did not say you will pay the amount. It's all contradictory! it is appearing from your posts that you have already framed a belief in your mind. If employees are leaving at critical stage of projects, then you need to seriously look into devising a policy and developing checks, I am sure your consultant can help you with it.
By the way, you wanted to know if you are supposed to pay or not. and I beleive it has been answered. When you talk about confirming from MNC's then by far and large it's about date of joining, leaving and reasons for leaving, at times about remuneration too. You need to actively look into reasons and do some fact finding /probing.
I've seen people stuck with all devotion to companies which offer competitve remuneration,employee friendly policies, have positive work atmosphere that too with small and medium companies. I know of employees who for different reasons have left 'MNC's' and are enjoying being a part of such companies.
From India, Vadodara
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