Can anybody sugest an S.O.P for company property submission by the field employees when they resign.
From India, Ahmadabad
1From India, Ahmadabad
Hi.
This is an excerpt from an Employee Handbook Sample posted on CiteHR:
Employment Termination. Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Below are a few examples of some of the most common circumstances under which employment is terminated:
Resignation – voluntary employment termination initiated by an Employee.
Termination – involuntary employment termination initiated by the Company.
Layoff – involuntary employment termination initiated by the Company for non-disciplinary reasons.
When a confirmed Employee intends to terminate his/her employment, he/she shall give the Company a written notice in accordance with the appointment letter. For Employees under probation, please refer to section 4.7. Any Employee who terminates employment shall return all files, records, keys, and any other materials that are property of the Company to immediate Superior. No final settlement of an Employee’s pay will be made until all items are returned in appropriate condition and payment in lieu, of any, is fully settled and a no dues certificate is issued by the accounts and personnel dept. The cost of replacing non-returned items will be deducted from the Employee’s final pay cheque. If the deduction from the Employees’s final cheque is insufficient, the Employee is required to settle the outstanding before leaving the Company. Furthermore, any outstanding financial obligations owed to the Company will also be deducted from the Employee’s final cheque. All accrued vested benefits that are due and payable at termination will be paid. Managerial designatories will have to give a written notice of Three months prior to resignation from service while other employees will have to give a written notice of one month prior to resignation from service. However once a notice is given, The management reserves the right to prematurely terminate the employment under certain conditions such as 1) A suitable replacement is found in which case all accrued benefits will be paid to the employee upto the date of termination 2) The Employee’s conduct with fellow employees and the management is not cordial and respectful in which case premature termination of employment without a board of inquiry will be observed uniformly for all employees. In such cases the management will decide on a case by case basis if the accrued benefits will be paid at all and if paid whether in full or in part. Though committed to a progressive approach to corrective action, certain rule infractions and violations of standards are grounds for immediate termination of employment. These include but are not limited to: theft in any form, insubordinate behavior, vandalism or destruction of Company property ,inadequate care of company equipment, the use of Company equipment and/or Company vehicles without prior authorization from Management, untruthfulness about personal work history, skills, or training, divulging Company business practices, and misrepresentations of the Company to a contractor/supplier, a prospective customer, the general public, or an Employee.
From India, Secunderabad
This is an excerpt from an Employee Handbook Sample posted on CiteHR:
Employment Termination. Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine. Below are a few examples of some of the most common circumstances under which employment is terminated:
Resignation – voluntary employment termination initiated by an Employee.
Termination – involuntary employment termination initiated by the Company.
Layoff – involuntary employment termination initiated by the Company for non-disciplinary reasons.
When a confirmed Employee intends to terminate his/her employment, he/she shall give the Company a written notice in accordance with the appointment letter. For Employees under probation, please refer to section 4.7. Any Employee who terminates employment shall return all files, records, keys, and any other materials that are property of the Company to immediate Superior. No final settlement of an Employee’s pay will be made until all items are returned in appropriate condition and payment in lieu, of any, is fully settled and a no dues certificate is issued by the accounts and personnel dept. The cost of replacing non-returned items will be deducted from the Employee’s final pay cheque. If the deduction from the Employees’s final cheque is insufficient, the Employee is required to settle the outstanding before leaving the Company. Furthermore, any outstanding financial obligations owed to the Company will also be deducted from the Employee’s final cheque. All accrued vested benefits that are due and payable at termination will be paid. Managerial designatories will have to give a written notice of Three months prior to resignation from service while other employees will have to give a written notice of one month prior to resignation from service. However once a notice is given, The management reserves the right to prematurely terminate the employment under certain conditions such as 1) A suitable replacement is found in which case all accrued benefits will be paid to the employee upto the date of termination 2) The Employee’s conduct with fellow employees and the management is not cordial and respectful in which case premature termination of employment without a board of inquiry will be observed uniformly for all employees. In such cases the management will decide on a case by case basis if the accrued benefits will be paid at all and if paid whether in full or in part. Though committed to a progressive approach to corrective action, certain rule infractions and violations of standards are grounds for immediate termination of employment. These include but are not limited to: theft in any form, insubordinate behavior, vandalism or destruction of Company property ,inadequate care of company equipment, the use of Company equipment and/or Company vehicles without prior authorization from Management, untruthfulness about personal work history, skills, or training, divulging Company business practices, and misrepresentations of the Company to a contractor/supplier, a prospective customer, the general public, or an Employee.
From India, Secunderabad
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