Hello Seniors,
We are IT company. Recently one experienced person joined our company. Now at end of the month she told us that she is not able to continue with us as she is not performing in training and she can\'t do this kind of work. We have accepted her resign and we also feel that she was not preforming in training period. Now my question is in this case company is liable to pay her salary, even company have invested in her training which is not gave any benefit.
Thanks,
Kinjal
From India, Surat
1We are IT company. Recently one experienced person joined our company. Now at end of the month she told us that she is not able to continue with us as she is not performing in training and she can\'t do this kind of work. We have accepted her resign and we also feel that she was not preforming in training period. Now my question is in this case company is liable to pay her salary, even company have invested in her training which is not gave any benefit.
Thanks,
Kinjal
From India, Surat
Notice period is depends always on mutual understanding.
Your going to terminate her later once you found that she is not performing well, in such case you need to pay this notice period amount right.
Pls find the reason why she wants leave the organization if she is intentionally not performing well.
Is there any chance to mentor her and get the good performance? (if the reason is genuine)
From India, Hyderabad
Your going to terminate her later once you found that she is not performing well, in such case you need to pay this notice period amount right.
Pls find the reason why she wants leave the organization if she is intentionally not performing well.
Is there any chance to mentor her and get the good performance? (if the reason is genuine)
From India, Hyderabad
hello
in my opinion its too early to accept the resignation. find out the root cause why she is not performing well. because it take 2 or 3 months to gel with new people and new environment. give her time for 2 -3 months and see the performance and then take the decision.
From India, New Delhi
in my opinion its too early to accept the resignation. find out the root cause why she is not performing well. because it take 2 or 3 months to gel with new people and new environment. give her time for 2 -3 months and see the performance and then take the decision.
From India, New Delhi
On one hand you say that she is an experienced person. On the other hand you say she is on training. Both these statements do not go together.
If an experienced person joins, he or she would have joined on Probation or directly as a confirmed employee
From India, Chennai
If an experienced person joins, he or she would have joined on Probation or directly as a confirmed employee
From India, Chennai
Your recruitment system appears to be faulty. If a candidate's skill & competencies map well on the job profile and the candidate does not suffer from 'attitudinal sickness', this situation should not have arisen.
Managing such issues is not difficult if your Appointment Letter or the Company HR Policies define adequately the clauses for separation, but to avoid recurrence of similar situation, I may advice review of your recruitment & induction/ on-boarding process.
From India, Delhi
Managing such issues is not difficult if your Appointment Letter or the Company HR Policies define adequately the clauses for separation, but to avoid recurrence of similar situation, I may advice review of your recruitment & induction/ on-boarding process.
From India, Delhi
Hello Concerned,
Looking at the situation, please find my suggestion below:
Firstly we should check the appointment letters being issued to her at the time of joining.
Secondly in my opinion, Company is not liable to pay her for the full notice period, as she has resigned with her own wish. Employer never asked he to put down her papers.
Serving notice period totally depends on the mutual agreement, if the resource is not productive, then there is no point asking her to stay back and serve the full notice period.
Company should pay her only for the number of days she has extended her services.
Thanks-Ana
From India, Calcutta
Looking at the situation, please find my suggestion below:
Firstly we should check the appointment letters being issued to her at the time of joining.
Secondly in my opinion, Company is not liable to pay her for the full notice period, as she has resigned with her own wish. Employer never asked he to put down her papers.
Serving notice period totally depends on the mutual agreement, if the resource is not productive, then there is no point asking her to stay back and serve the full notice period.
Company should pay her only for the number of days she has extended her services.
Thanks-Ana
From India, Calcutta
Being a "fit" or not, for the role she was hired; is an issue related to the company's recruitment system, which seems to need fine-tuning.
Such things keep happening; and it is good that this has been accepted and settled amicably.
However, not-with-standing the above; it is un-ethical and downright deplorable NOT TO PAY SALARY for the period worked.
The fact that it was training period and the company has incurred expenses, has no meaning.
If the company is so COST-CONSCIOUS would not it be correct to recover the cost of Tea that may have been given to her, or the cost involved in offering her cold glass of water ???
See, how ridiculous it sounds !!!
That's exactly the case; if she is denied the salary for the period. Good companies do not take account of such trifles !!
And if some seedy and shabby companies do it; then I think the ex-employees should pay them for the tea and refreshment served to them during training; preferable along with some tip !!
Warm regards.
From India, Delhi
Such things keep happening; and it is good that this has been accepted and settled amicably.
However, not-with-standing the above; it is un-ethical and downright deplorable NOT TO PAY SALARY for the period worked.
The fact that it was training period and the company has incurred expenses, has no meaning.
If the company is so COST-CONSCIOUS would not it be correct to recover the cost of Tea that may have been given to her, or the cost involved in offering her cold glass of water ???
See, how ridiculous it sounds !!!
That's exactly the case; if she is denied the salary for the period. Good companies do not take account of such trifles !!
And if some seedy and shabby companies do it; then I think the ex-employees should pay them for the tea and refreshment served to them during training; preferable along with some tip !!
Warm regards.
From India, Delhi
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