Hello,
I am posting details on various labor laws and related checklists. The work herein is the result of the efforts of many individuals; I have simply compiled and presented it. I hope members here will find it enjoyable.
Thank you,
Octavious
For various links to my posts, kindly visit the links provided below:
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From India, Mumbai
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580I am posting details on various labor laws and related checklists. The work herein is the result of the efforts of many individuals; I have simply compiled and presented it. I hope members here will find it enjoyable.
Thank you,
Octavious
For various links to my posts, kindly visit the links provided below:
[Major HR Links](https://www.citehr.com/99968-major-hr-links.html)
From India, Mumbai
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Hi Octavios,
I joined an organization and left it in 27 days. I was a rehire in that organization, but because of personal reasons, I had to make a move to another firm. I resigned without serving the notice period, as I was in training and was not aware of who my manager is. I took the trainer's help and contacted a PM who was supposed to be my manager if I had stayed in the company. I had a chat with him, explained everything, and resigned. I gave him my contact details in the resignation email for further communication and forwarded the same email to the HR mailbox.
It has been a month now, and I have been moving in circles to get my relieving letter and F&F statements. Nobody responds properly, and they say they have treated it as a case of absconding or involuntary exit. I contacted the manager with whom I discussed my resignation, and he now says he is not the concerned person to talk to. He mentioned that I should talk to the HR and the resource manager (as I was in training).
In this case, as I have already missed my joining date by a month, somehow I have kept the offer on hold. Also, if that person was not the concerned manager, why did he initially take my interview regarding my resignation? He never informed me, nor did the HR, that he is not my manager, and the real manager responsible for starting the termination process does not know everything about my resignation. I am mentally and physically exhausted from following up with these individuals for my relieving letter and other documents, and I never see a positive response.
Can you also differentiate between absconding and involuntary exit processes? How does the company treat the employee in such cases?
I am in need, and I would appreciate it if you could reply ASAP.
Kind regards,
Deepu
From India, Madras
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I joined an organization and left it in 27 days. I was a rehire in that organization, but because of personal reasons, I had to make a move to another firm. I resigned without serving the notice period, as I was in training and was not aware of who my manager is. I took the trainer's help and contacted a PM who was supposed to be my manager if I had stayed in the company. I had a chat with him, explained everything, and resigned. I gave him my contact details in the resignation email for further communication and forwarded the same email to the HR mailbox.
It has been a month now, and I have been moving in circles to get my relieving letter and F&F statements. Nobody responds properly, and they say they have treated it as a case of absconding or involuntary exit. I contacted the manager with whom I discussed my resignation, and he now says he is not the concerned person to talk to. He mentioned that I should talk to the HR and the resource manager (as I was in training).
In this case, as I have already missed my joining date by a month, somehow I have kept the offer on hold. Also, if that person was not the concerned manager, why did he initially take my interview regarding my resignation? He never informed me, nor did the HR, that he is not my manager, and the real manager responsible for starting the termination process does not know everything about my resignation. I am mentally and physically exhausted from following up with these individuals for my relieving letter and other documents, and I never see a positive response.
Can you also differentiate between absconding and involuntary exit processes? How does the company treat the employee in such cases?
I am in need, and I would appreciate it if you could reply ASAP.
Kind regards,
Deepu
From India, Madras
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I feel it's up to the employee to inform HR along with the reporting manager while submitting the resignation. If any employee doesn't follow this, they are more likely to be treated as absconding.
In your case, as you mentioned, even though you have informed your manager, you are unsure if it was the correct procedure to follow. It would have been safer if you had obtained a resignation acceptance letter or email before your last day at work in that particular company. However, normally companies won't provide a resignation acceptance when the employee is not serving the notice period.
Now, you can provide the new company with copies of your communication with the old company and try to convince them.
Regards,
Sandeep
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In your case, as you mentioned, even though you have informed your manager, you are unsure if it was the correct procedure to follow. It would have been safer if you had obtained a resignation acceptance letter or email before your last day at work in that particular company. However, normally companies won't provide a resignation acceptance when the employee is not serving the notice period.
Now, you can provide the new company with copies of your communication with the old company and try to convince them.
Regards,
Sandeep
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