Suresh, If one’s difficult job is accomplished even before one has started, he/she should be happy about it! Saurabh
From China, Leizhou
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5From China, Leizhou
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Suresh: Just allow all concerned to know the reason for terminating the employee in question. Although it is preferable to address the employee's resignation instead of termination, there may be significant attitude issues leading to the decision to terminate. Therefore, it is important to understand the reasons for terminating an employee before making any final decisions.
Krishan
From India
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Krishan
From India
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First query: How should you treat him after he puts in his resignation?
Joining and leaving an organization is a bilateral exercise. One cannot join without an offer made by the organization and acceptance by the recruit, similarly, resignation has to be accepted or rejected within the notice period. By tendering the resignation, the employee cannot be said to have left unless it is accepted by the organization. Therefore, you can treat him to be in your rolls until 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 misconduct, then put him under suspension, institute an inquiry, and get the findings. If he does not appear despite the notice, conduct the inquiry ex-parte, i.e., without his participation. Then take action as deemed fit under the situation.
Whatever you do must be within the notice period and pay him a subsistence allowance during this period of suspension.
From India, Mumbai
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Joining and leaving an organization is a bilateral exercise. One cannot join without an offer made by the organization and acceptance by the recruit, similarly, resignation has to be accepted or rejected within the notice period. By tendering the resignation, the employee cannot be said to have left unless it is accepted by the organization. Therefore, you can treat him to be in your rolls until 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 misconduct, then put him under suspension, institute an inquiry, and get the findings. If he does not appear despite the notice, conduct the inquiry ex-parte, i.e., without his participation. Then take action as deemed fit under the situation.
Whatever you do must be within the notice period and pay him a subsistence allowance during this period of suspension.
From India, Mumbai
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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 follows:
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 relieve him earlier than the date when his notice period gets over, you will be obliged to pay him a salary for the relevant period.
Trust this answers your query.
Cheers!
Vasant Nair
From India, Mumbai
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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 follows:
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 relieve him earlier than the date when his notice period gets over, you will be obliged to pay him a salary for the relevant period.
Trust this answers your query.
Cheers!
Vasant Nair
From India, Mumbai
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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
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From Philippines, Quezon
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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 as soon as possible. The fact that the management had decided to terminate him reflects poorly on the employee. Therefore, his exit from the company would be most satisfactory.
Vasant Nair Director Karma-HR 09717726667
From India, Mumbai
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Vasant Nair Director Karma-HR 09717726667
From India, Mumbai
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Dear Sir,
My name is Piyush. I have been working with a recruiting firm in Lucknow since April 2011. I submitted my resignation on April 12 with a 19-day notice period. However, my previous company accepted my resignation immediately. Additionally, my last company has already deducted 12000 from my salary as security.
In this case, I would like to know if I am eligible to receive the remaining salary and my security deposit.
Thank you.
From India, Lucknow
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My name is Piyush. I have been working with a recruiting firm in Lucknow since April 2011. I submitted my resignation on April 12 with a 19-day notice period. However, my previous company accepted my resignation immediately. Additionally, my last company has already deducted 12000 from my salary as security.
In this case, I would like to know if I am eligible to receive the remaining salary and my security deposit.
Thank you.
From India, Lucknow
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