Hi Riya,
It is always good & safe for the employer not to force the employee who is not willing to serve the notice period, because once the employee has decided to leave the organisation,there is no point in forceing him to be with the organisation, there is chance of misuse or damage of company data. In case if the contract says that the person has to pay the notice period, you can recover the same from his/her full and final settlement if required.
Thanis & regards
Jerosia
From India, Bangalore
It is always good & safe for the employer not to force the employee who is not willing to serve the notice period, because once the employee has decided to leave the organisation,there is no point in forceing him to be with the organisation, there is chance of misuse or damage of company data. In case if the contract says that the person has to pay the notice period, you can recover the same from his/her full and final settlement if required.
Thanis & regards
Jerosia
From India, Bangalore
[QUOTE=das.jerosia;923499]Hi Riya,
It is always good & safe for the employer not to force the employee who is not willing to serve the notice period, because once the employee has decided to leave the organisation,there is no point in forceing him/her to be with the organisation, there is chance of misuse or damage of company data. In case if the contract says that the person has to pay the notice period, you can recover the same from his/her full and final settlement if required.
Thanis & regards
Jerosia
From India, Bangalore
It is always good & safe for the employer not to force the employee who is not willing to serve the notice period, because once the employee has decided to leave the organisation,there is no point in forceing him/her to be with the organisation, there is chance of misuse or damage of company data. In case if the contract says that the person has to pay the notice period, you can recover the same from his/her full and final settlement if required.
Thanis & regards
Jerosia
From India, Bangalore
Dear Riya
It is nice to know that the idea was not yours !!!!
I understand your predicament and empathise with you.
Many good HR persons face this kind of problem quiet often. We have to find a balance between our personal values, corporate ethics and the suggested imperatives. It is not an easy situation and one wants to work for an organization where one can contribute from the heart without any fear or for any favour.
Warm regards.
From India, Delhi
1426It is nice to know that the idea was not yours !!!!
I understand your predicament and empathise with you.
Many good HR persons face this kind of problem quiet often. We have to find a balance between our personal values, corporate ethics and the suggested imperatives. It is not an easy situation and one wants to work for an organization where one can contribute from the heart without any fear or for any favour.
Warm regards.
From India, Delhi
Hey Guys!!
As HR practitioners lets all be positive in our appraoch to handling people related issues.
All this about Legal Action, Police Complaints etc..pains me.
Can we not train ourselves to demonstrate a caring attitude even towarsd people who have left the Co. or who are o the verge of leaving the Co.
Somehow, suggestions of Legal Action etc...against an employee who has not served his notice period does not appeal to me.
There are several more effective and better ways of handling people related issues that will lead to a Win Win Situation.
I know of a situation where the MD of a Co. in sheer frustration, had in the same letter, terminated the services of an employee four times. One can only laugh at such juvenile acts.
Best Wishes,
Vasant Nair
From India, Mumbai
As HR practitioners lets all be positive in our appraoch to handling people related issues.
All this about Legal Action, Police Complaints etc..pains me.
Can we not train ourselves to demonstrate a caring attitude even towarsd people who have left the Co. or who are o the verge of leaving the Co.
Somehow, suggestions of Legal Action etc...against an employee who has not served his notice period does not appeal to me.
There are several more effective and better ways of handling people related issues that will lead to a Win Win Situation.
I know of a situation where the MD of a Co. in sheer frustration, had in the same letter, terminated the services of an employee four times. One can only laugh at such juvenile acts.
Best Wishes,
Vasant Nair
From India, Mumbai
It sounds good to hear that HR is by the employer for the employees but ultimatly HR is always working as employers wish they can never fight for employee rites.... :(
From India, Delhi
From India, Delhi
Dears,
The person who decided to resign from the company actually not working for the company afterwards. He is looking around for the skills, information or whatever it is that can take along with him when he/leaves the company (if he is intelligent).
If someone is kept by force has a tendency to shoot troubles which may appear months after his/resignation! Why don't you think about such cautions?
I normally suggest the management to release the employee with notice period from the next day we accepted the resignation! He/She will not be allowed to use PCs or any other official things from then onwards.
If someone really wants to resign from HR & Admin department DO NOT let him to serve the notice period. Dont recieve his Resignation until you find a substitute. As soon as you recieve the resignation, pay him notice period and release him as early as possible.
You can THINK the reasons behind this, right?
Mammu
From Djibouti
The person who decided to resign from the company actually not working for the company afterwards. He is looking around for the skills, information or whatever it is that can take along with him when he/leaves the company (if he is intelligent).
If someone is kept by force has a tendency to shoot troubles which may appear months after his/resignation! Why don't you think about such cautions?
I normally suggest the management to release the employee with notice period from the next day we accepted the resignation! He/She will not be allowed to use PCs or any other official things from then onwards.
If someone really wants to resign from HR & Admin department DO NOT let him to serve the notice period. Dont recieve his Resignation until you find a substitute. As soon as you recieve the resignation, pay him notice period and release him as early as possible.
You can THINK the reasons behind this, right?
Mammu
From Djibouti
hi riya,
this is not a suggestion but my opinion on the issue.
i suspect this is a case of personal relationship gone bad between the two parties.it seems to me that the employee is willing to bear the necessary damages. but the employer/s having a personal vendetta against him/her!! this is,not only unprofessional, but also outrageous.your decision to resign further strengthens my opinion.my greatest appreciation for being true to yourself.
i wish you the best.
From India, Delhi
this is not a suggestion but my opinion on the issue.
i suspect this is a case of personal relationship gone bad between the two parties.it seems to me that the employee is willing to bear the necessary damages. but the employer/s having a personal vendetta against him/her!! this is,not only unprofessional, but also outrageous.your decision to resign further strengthens my opinion.my greatest appreciation for being true to yourself.
i wish you the best.
From India, Delhi
:icon6: Ha haa... That's what I said! I know there are few oversmart people out there like you. I am talking about them only.
Data sourcing out cannot be stopped. Not 101, 10001 ways are there. To avoid this, maximum what we can do is... all of a sudden, stop the employee.
I play a step forward. Where ever I work, I have my synchronized online storage folder which I manage for more than 4 and half years now. Even if my employer doesnt allow pendrive or laptop, my works are safe with me.:)
Impossible is NOTHING! right?
Mammu:icon10:
From Djibouti
Data sourcing out cannot be stopped. Not 101, 10001 ways are there. To avoid this, maximum what we can do is... all of a sudden, stop the employee.
I play a step forward. Where ever I work, I have my synchronized online storage folder which I manage for more than 4 and half years now. Even if my employer doesnt allow pendrive or laptop, my works are safe with me.:)
Impossible is NOTHING! right?
Mammu:icon10:
From Djibouti
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Notice of Employee Change.doc