Thank you so much for all the suggestions from experts.
I also told her not to expect a salary. All she needs to get is a relieving letter. She resigned on the same day, and no acknowledgment was given by the company. It's been a week now. Here will be the next step she should take.
Regards, Vasavi
From India, Bangalore
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3I also told her not to expect a salary. All she needs to get is a relieving letter. She resigned on the same day, and no acknowledgment was given by the company. It's been a week now. Here will be the next step she should take.
Regards, Vasavi
From India, Bangalore
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Dear Vasavi,
You are incorrect to assume that she should not expect a salary because she is legally entitled to claim payment for the period worked. One necessary step is to have her sign documents indicating that the full and final account has been settled before issuing the relieving letter.
From India, Mumbai
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You are incorrect to assume that she should not expect a salary because she is legally entitled to claim payment for the period worked. One necessary step is to have her sign documents indicating that the full and final account has been settled before issuing the relieving letter.
From India, Mumbai
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Yes, we have no information on how long she has served the establishment and what she's entitled to. FnF is yet another issue the management has to address to satisfy legal requirements. Noncompliance may lead to claims being brought to the attention of competent authorities, including salary issues.
From India, Bangalore
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From India, Bangalore
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Playing the devil's advocate here...
The management can always deny her salary and F&F (other than gratuity if applicable) by saying they are deducting it from her notice pay due to the company. In addition, they can take legal action for not serving the notice period by asking her to pay 3 months' salary to the company.
Mr. Vasavi, I think the best thing is if you have anyone who can be a mediator and help her get a relieving letter. If you have any common connections or other senior partners in the firm, take their help. But please remember that it will always reflect negatively in BVG in the future if she has upset the CEO/Promoter.
From India, Mumbai
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The management can always deny her salary and F&F (other than gratuity if applicable) by saying they are deducting it from her notice pay due to the company. In addition, they can take legal action for not serving the notice period by asking her to pay 3 months' salary to the company.
Mr. Vasavi, I think the best thing is if you have anyone who can be a mediator and help her get a relieving letter. If you have any common connections or other senior partners in the firm, take their help. But please remember that it will always reflect negatively in BVG in the future if she has upset the CEO/Promoter.
From India, Mumbai
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Sir/Madam, Think, if I do not want an employee to work with me. What I have to do. Always I find to try a mistake in his work and then reprimanded, why because he/she leave the job.
From India, Indore
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From India, Indore
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For kind attention of Mr.Saswata, Herewith I attach the article which I wish, you consider the observations w.r.t.complaints of 'harassment in work places'.
From India, Bangalore
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From India, Bangalore
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Employee Appraisal Form new.doc
Saswatabanerjee
Interesting case. Yes, such an approach can always create a problem for the management.