Hi,
The FNF payment should be made.
check his date of joining in the other company. if he is taking some break in between, HR can request him to come for 1-3 days as per the need and complete the task. However this should have been taken care by the senior when he submitted the resignation letter. The senior and HR were well aware about his notice period. So if possible try to get things done through mutual understanding.
regards,
sheetal
The FNF payment should be made.
check his date of joining in the other company. if he is taking some break in between, HR can request him to come for 1-3 days as per the need and complete the task. However this should have been taken care by the senior when he submitted the resignation letter. The senior and HR were well aware about his notice period. So if possible try to get things done through mutual understanding.
regards,
sheetal
There is no escape. You have to settle his account. If he is possession of some file/documents you can tell him that his FNF is subject to his returning those documents. If he returns the docs, good, settle his account.
If he doesnt, hold his FNF for sometime, let him request once then threaten next time, and then settle his account to avoid falling into legalities.
Choice is yours.
Prashant
From India, Delhi
25If he doesnt, hold his FNF for sometime, let him request once then threaten next time, and then settle his account to avoid falling into legalities.
Choice is yours.
Prashant
From India, Delhi
Alok
The exit process of your company should hae not allowed this individual to keep possession of co's goods/files while leaving. However, you should inform him to return the files to avoid any kind of distasteful relation in future. Under law, you are liable to settle and give his FnF but let him know that incase he fails to return files/docs then he will not get his Experience letter from the company. That way he might come to terms with you.
In future, make sure that if a similar incident happens then during the employee's exit formalities, exit form should highlight the pending material with the employee to which agrees and signs. This way, you will have in writing that he is liable to return co material.
Kanika
From India, New Delhi
The exit process of your company should hae not allowed this individual to keep possession of co's goods/files while leaving. However, you should inform him to return the files to avoid any kind of distasteful relation in future. Under law, you are liable to settle and give his FnF but let him know that incase he fails to return files/docs then he will not get his Experience letter from the company. That way he might come to terms with you.
In future, make sure that if a similar incident happens then during the employee's exit formalities, exit form should highlight the pending material with the employee to which agrees and signs. This way, you will have in writing that he is liable to return co material.
Kanika
From India, New Delhi
Hi Alok,
I do agree with other friends. Once person completes the notice period you cannot stop his F&F.
But at the same time it needs to see that whaterever assignment is given to him and possible to complete in the given time, has to be completed by the person in time. If he will not complete it then you can extend his period after mutual discussion.
Regards,
Hrushikesh
From India, Mumbai
I do agree with other friends. Once person completes the notice period you cannot stop his F&F.
But at the same time it needs to see that whaterever assignment is given to him and possible to complete in the given time, has to be completed by the person in time. If he will not complete it then you can extend his period after mutual discussion.
Regards,
Hrushikesh
From India, Mumbai
Hi Alok,
As per the Indian Labour Laws, you cannot hold his FnF even if he had not completed the project or assignament with-in one month notice. But make sure he returns all the office stationary allocated to him by the company like laptops (if any), cell phones etc.
The fact that he had completed his notice period makes him liable to recieve the FnF from the company. Moreover he is hired on a regular basis and not on project basis, hence you cannot hold his FnF based on the incompleteion of a project.
To avoid such situations in future, what u can do is hire a replacement for a particular manager when he is still serving the notice period and ask the manager to groom his successor before he leaves. This would ensure smooth flow of the on-going projects which the out-going amanger is handling.
If you have any other queries regarding the same please write to me at
Regards---
Debashish Pal
From India, Delhi
As per the Indian Labour Laws, you cannot hold his FnF even if he had not completed the project or assignament with-in one month notice. But make sure he returns all the office stationary allocated to him by the company like laptops (if any), cell phones etc.
The fact that he had completed his notice period makes him liable to recieve the FnF from the company. Moreover he is hired on a regular basis and not on project basis, hence you cannot hold his FnF based on the incompleteion of a project.
To avoid such situations in future, what u can do is hire a replacement for a particular manager when he is still serving the notice period and ask the manager to groom his successor before he leaves. This would ensure smooth flow of the on-going projects which the out-going amanger is handling.
If you have any other queries regarding the same please write to me at
Regards---
Debashish Pal
From India, Delhi
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