HI All,
What should be done in this case.
An employee particiaptes the appraisal process in April.His raise in salary decided by the management.The letter distrbution process was on but he resigned before getting the letter.Now he is asking for the appraisal letter.
1.can he be given letter?
2.Had he given appraisal letter and would have accepted then what should have been the case.
3.How is april month salary will be calculated for F&F based on raised salary or the old salary.
Please guide
Regards,
Ashish
From India, Delhi
4What should be done in this case.
An employee particiaptes the appraisal process in April.His raise in salary decided by the management.The letter distrbution process was on but he resigned before getting the letter.Now he is asking for the appraisal letter.
1.can he be given letter?
2.Had he given appraisal letter and would have accepted then what should have been the case.
3.How is april month salary will be calculated for F&F based on raised salary or the old salary.
Please guide
Regards,
Ashish
From India, Delhi
Hello Ashish,
There are others in this Forum who are better equipped to suggest as far as the Rules are concerned--so I won't touch those aspects.
But looking @ the situation/case logically & ethically, I don't think you should release the Appraisal Letter. there's every chance he will use it to get a higher hike @ his new company.
But before you arrive @ this conclusion, suggest talk to him & find the reasons why he resigned--some guys resign during the Appraisal time to build-up the pressure to get a better hike. While speaking to him, suggest don't link the letter with your conversation--else he might give you the answers YOU WANT TO HEAR [the chances are high in such situations]. And if indeed this is true [that he resigned to build-up pressure], it's upto you to handle the way you wish. Frankly, At least, I wouldn't buy it--I recollect such a case early in my career where we understood the game & just accepted the Resignation [the guy had to be jobless for a couple of months after that].
Reg your Point-2, since that situation hasn't come-up, why think of it--it's a hypothetical situation under the present context.
Reg your point-3, technically, his salary will be as per the OLD framework/scale--since neither the Giving NOR the Acceptance of the Letter has happened so far. But if the difference isn't very high [on a monthly level], maybe you could consider paying as per the new/raised scale--to use it to create an impression with the other employees who are still with you. But also keep in mind that this could form a Precedence for similar situations in the future-take care to ensure it such a situation won't occur if you want to do it this way. If not, forget it.
Suggest wait for others also to advise.
Rgds,
TS
From India, Hyderabad
There are others in this Forum who are better equipped to suggest as far as the Rules are concerned--so I won't touch those aspects.
But looking @ the situation/case logically & ethically, I don't think you should release the Appraisal Letter. there's every chance he will use it to get a higher hike @ his new company.
But before you arrive @ this conclusion, suggest talk to him & find the reasons why he resigned--some guys resign during the Appraisal time to build-up the pressure to get a better hike. While speaking to him, suggest don't link the letter with your conversation--else he might give you the answers YOU WANT TO HEAR [the chances are high in such situations]. And if indeed this is true [that he resigned to build-up pressure], it's upto you to handle the way you wish. Frankly, At least, I wouldn't buy it--I recollect such a case early in my career where we understood the game & just accepted the Resignation [the guy had to be jobless for a couple of months after that].
Reg your Point-2, since that situation hasn't come-up, why think of it--it's a hypothetical situation under the present context.
Reg your point-3, technically, his salary will be as per the OLD framework/scale--since neither the Giving NOR the Acceptance of the Letter has happened so far. But if the difference isn't very high [on a monthly level], maybe you could consider paying as per the new/raised scale--to use it to create an impression with the other employees who are still with you. But also keep in mind that this could form a Precedence for similar situations in the future-take care to ensure it such a situation won't occur if you want to do it this way. If not, forget it.
Suggest wait for others also to advise.
Rgds,
TS
From India, Hyderabad
Hi Folks,
I need to know few things
1. from which month You are planning to give increment or promotion (January or April).
2. When the resigned person join your organization?
3. Have you given any HR Hand Book related to Contract of employment, if yes, what is the condition mention on promotion part?
4. was your employee resigned same month? (April)
From India
I need to know few things
1. from which month You are planning to give increment or promotion (January or April).
2. When the resigned person join your organization?
3. Have you given any HR Hand Book related to Contract of employment, if yes, what is the condition mention on promotion part?
4. was your employee resigned same month? (April)
From India
Thanks for your valuable inputs tajsateesh sir.I have spoken to him, there is no pressure building act to get a better raise, from his end.He has got a offfer from a very renowned company and soesnot want to stay with us.
Coming to Vikash's question......below are the details
1.Its getting effective from April
2.He had joined the company around 1.5 yrs back.
3.His contract says he has to serve 1 month notice
4.He resigned on 4th April and geeting released on 25th April
Please advice.
Regards,
Ashish
From India, Delhi
Coming to Vikash's question......below are the details
1.Its getting effective from April
2.He had joined the company around 1.5 yrs back.
3.His contract says he has to serve 1 month notice
4.He resigned on 4th April and geeting released on 25th April
Please advice.
Regards,
Ashish
From India, Delhi
Hello Ashish,
Given the latest facts of the case you mentioned, it's clear that he doesn't need to be given the Appraisal Letter--no change in this aspect. Even though it may not make any difference to you whether you give it or not, why generate a chance for it be misused [not that he WILL do it, but why take a chance from YOUR end at all?].
Coming to the April month Salary, status-quo again--as per the old scale/salary only. I am sure he too will see the fair logic--just needs to be handled appropriately. And going by your postings/replies so far, I am sure you can.
Rgds,
TS
From India, Hyderabad
Given the latest facts of the case you mentioned, it's clear that he doesn't need to be given the Appraisal Letter--no change in this aspect. Even though it may not make any difference to you whether you give it or not, why generate a chance for it be misused [not that he WILL do it, but why take a chance from YOUR end at all?].
Coming to the April month Salary, status-quo again--as per the old scale/salary only. I am sure he too will see the fair logic--just needs to be handled appropriately. And going by your postings/replies so far, I am sure you can.
Rgds,
TS
From India, Hyderabad
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Employee Appraisal Form new.doc
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