Good Evening All,
I just need an assistance in understanding exit Policy.
for ex :
1)what and all includes in F and F?
2)If employee takes leave on notice period, how we should go about it
3) If employee resignes on spot, is he eligible for his salary for the previous month?
4) Employee has completed only 25 days in the organisation , is he elible to serve notice period.. if not is he is eligible for his 25 days salary?
5) When should we handover relieving letter.
6) Can we mention his experience duration in relieving letter itself?
7) If employee resignes on 31st Jan , and he agrees to serve notice period till 15th of feb.. in this case should we give him salary till 31st jan on 1st feb or should we hold it till 15th feb and give as F and F ( including Jan 30 days and Feb 15 days)
8) If a new employee who has joined 15 days ago and not at all following any timings, and not serious about job, can we sent them on spot.. it is called as termination.. should we take a letter from employee? is he eligible for that 15 days Salary?
kindly help me to find answers for the above.
Previous answers have really helped to analyse.
thanking you in advance.
From India, Mysore
1I just need an assistance in understanding exit Policy.
for ex :
1)what and all includes in F and F?
2)If employee takes leave on notice period, how we should go about it
3) If employee resignes on spot, is he eligible for his salary for the previous month?
4) Employee has completed only 25 days in the organisation , is he elible to serve notice period.. if not is he is eligible for his 25 days salary?
5) When should we handover relieving letter.
6) Can we mention his experience duration in relieving letter itself?
7) If employee resignes on 31st Jan , and he agrees to serve notice period till 15th of feb.. in this case should we give him salary till 31st jan on 1st feb or should we hold it till 15th feb and give as F and F ( including Jan 30 days and Feb 15 days)
8) If a new employee who has joined 15 days ago and not at all following any timings, and not serious about job, can we sent them on spot.. it is called as termination.. should we take a letter from employee? is he eligible for that 15 days Salary?
kindly help me to find answers for the above.
Previous answers have really helped to analyse.
thanking you in advance.
From India, Mysore
Dear Savitha,
Presuming that all these questions are related to one particular employee only
1.what and all includes in F and F?
Ans . Only his salary. Not eligible for gratuity, bonus, ex-gratia etc.
2)If employee takes leave on notice period, how we should go about it.
Ans . For every twenty days worked, he is entitled for one day paid leave.
3) If employee resignes on spot, is he eligible for his salary for the previous month?
Ans. If you accepts his resignation on the sport, he is eligible for salary for this service to the company from date of his joining till date of acceptance of this resignation.
4) Employee has completed only 25 days in the organisation , is he elible to serve notice period.. if not is he is eligible for his 25 days salary?
Ans. If he has only served 25 days, he will be considered on Probation period, he is not liable to serve the Notice Period, and yes, he is eligible for his 25 days salary..
5) When should we handover relieving letter.
Ans. Yes, on acceptance of a resignation, the employee is eligible for a relieving letter on the last day of this job.
6) Can we mention his experience duration in relieving letter itself?
Ans. For 25 days in organisation, yes you can include that in the relieving letter.
7) If employee resignes on 31st Jan , and he agrees to serve notice period till 15th of feb..in this case should we give him salary till 31st jan on 1st feb or should we hold it till 15th feb and give as F and F ( including Jan 30 days and Feb 15 days)
Ans, Like i earlier said, he is on probation period and not liable to serve notice period. However, if you force him to work uptill 15 feb, you will have to pay him till his last day of service.
8) If a new employee who has joined 15 days ago and not at all following any timings, and not serious about job, can we sent them on spot.. it is called as termination.. should we take a letter from employee? is he eligible for that 15 days Salary?
Ans, If any employee has served only for 15 days, he is still on probation period. And during probation period, an employee is liable to be terminated with or without reason or notice period. However , you will have take responsibility of the period of his engagement in the company and pay his for number of days served in the organisation.
What I can easily understand from you post that you are still unclear about the Terms and Conditions you have to mention in the 'Appointment letter' Please redraft the company appointment letter strongly to ensure that there is no confusion on the either side, i.e. the employer and the employee.
All the best.
From India, Mumbai
Presuming that all these questions are related to one particular employee only
1.what and all includes in F and F?
Ans . Only his salary. Not eligible for gratuity, bonus, ex-gratia etc.
2)If employee takes leave on notice period, how we should go about it.
Ans . For every twenty days worked, he is entitled for one day paid leave.
3) If employee resignes on spot, is he eligible for his salary for the previous month?
Ans. If you accepts his resignation on the sport, he is eligible for salary for this service to the company from date of his joining till date of acceptance of this resignation.
4) Employee has completed only 25 days in the organisation , is he elible to serve notice period.. if not is he is eligible for his 25 days salary?
Ans. If he has only served 25 days, he will be considered on Probation period, he is not liable to serve the Notice Period, and yes, he is eligible for his 25 days salary..
5) When should we handover relieving letter.
Ans. Yes, on acceptance of a resignation, the employee is eligible for a relieving letter on the last day of this job.
6) Can we mention his experience duration in relieving letter itself?
Ans. For 25 days in organisation, yes you can include that in the relieving letter.
7) If employee resignes on 31st Jan , and he agrees to serve notice period till 15th of feb..in this case should we give him salary till 31st jan on 1st feb or should we hold it till 15th feb and give as F and F ( including Jan 30 days and Feb 15 days)
Ans, Like i earlier said, he is on probation period and not liable to serve notice period. However, if you force him to work uptill 15 feb, you will have to pay him till his last day of service.
8) If a new employee who has joined 15 days ago and not at all following any timings, and not serious about job, can we sent them on spot.. it is called as termination.. should we take a letter from employee? is he eligible for that 15 days Salary?
Ans, If any employee has served only for 15 days, he is still on probation period. And during probation period, an employee is liable to be terminated with or without reason or notice period. However , you will have take responsibility of the period of his engagement in the company and pay his for number of days served in the organisation.
What I can easily understand from you post that you are still unclear about the Terms and Conditions you have to mention in the 'Appointment letter' Please redraft the company appointment letter strongly to ensure that there is no confusion on the either side, i.e. the employer and the employee.
All the best.
From India, Mumbai
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Exit Policy.xls
EXIT INTERVIEW POLICY.doc