Dear all,
Please give you suggestion on, If employee is resigning after 2 months from his last date of working or date of leaving due to any reasons.
While writing your suggestion please mention the reasons also.
regards
From India, Mumbai
Please give you suggestion on, If employee is resigning after 2 months from his last date of working or date of leaving due to any reasons.
While writing your suggestion please mention the reasons also.
regards
From India, Mumbai
Dear amar,
At the time of exit of employee two dates are very important they are DOR (date of resignation) and DOL (date of living also known as last working date).
DOR should be before DOL if it is not then most of the organisation will consider DOL as a DOR. (For processing full and final settlement DOR can not be after DOL because on the bases of this date we will count notice period. if DOR is after DOL that means employee had not given notice period.)
Now question arise How DOR can be after then DOL. In most of the cases employee absconding from work and afterward he send resignation letter, employee was on leave and insist of joining back he send resignation letter etc. and till that time HR had not taken action against employee(terminated).
Now coming directly to your question--If employee is resigning after 2 months from his last date of working or date of leaving due to any reasons.
whether employee can resign after 2 months of DOL will depend upon case to case and reason of delay. Most of the organisation do not accept resignation letter after such a long time. They have set procedure by which they will terminate employee and send voluntary absconding letter (in absconding case). Some how if HR accept the resignation letter (Due to any reason) then he will take DOL as a DOR and process full & final settlement. If you put DOR after DOL then it can create practical and legal issue.
For more HR information: http://kuldeeprathore.blogspot.com/
From India, Hyderabad
22At the time of exit of employee two dates are very important they are DOR (date of resignation) and DOL (date of living also known as last working date).
DOR should be before DOL if it is not then most of the organisation will consider DOL as a DOR. (For processing full and final settlement DOR can not be after DOL because on the bases of this date we will count notice period. if DOR is after DOL that means employee had not given notice period.)
Now question arise How DOR can be after then DOL. In most of the cases employee absconding from work and afterward he send resignation letter, employee was on leave and insist of joining back he send resignation letter etc. and till that time HR had not taken action against employee(terminated).
Now coming directly to your question--If employee is resigning after 2 months from his last date of working or date of leaving due to any reasons.
whether employee can resign after 2 months of DOL will depend upon case to case and reason of delay. Most of the organisation do not accept resignation letter after such a long time. They have set procedure by which they will terminate employee and send voluntary absconding letter (in absconding case). Some how if HR accept the resignation letter (Due to any reason) then he will take DOL as a DOR and process full & final settlement. If you put DOR after DOL then it can create practical and legal issue.
For more HR information: http://kuldeeprathore.blogspot.com/
From India, Hyderabad
Dear Amar,
These are gray areas...Thats why most of the organisation do not accept resignation letter after long duration. Acceptance copy/date do not say that you have worked till that date or not. It means you have given resignation letter and you will receive reliving letter (If there are no dues). Organisation will consider employee muster for dol & payment.
One more important thing for DOR & DOL.... It should not be on Sunday & holiday.....
For more HR information:White Eagle: Reporting To Two Bosses
From India, Hyderabad
These are gray areas...Thats why most of the organisation do not accept resignation letter after long duration. Acceptance copy/date do not say that you have worked till that date or not. It means you have given resignation letter and you will receive reliving letter (If there are no dues). Organisation will consider employee muster for dol & payment.
One more important thing for DOR & DOL.... It should not be on Sunday & holiday.....
For more HR information:White Eagle: Reporting To Two Bosses
From India, Hyderabad
how can an employee do that?
if he is on leave for any genuine reason he should inform the concerned person in office.
what if he is absconded, joined some other company, satisfied with the job and came back to get the relieving letter?
and if he is not satisfied with the job in the new office he would come back.
if he is resigning then he must serve the notice period for full & final settlement.
From India, Hyderabad
if he is on leave for any genuine reason he should inform the concerned person in office.
what if he is absconded, joined some other company, satisfied with the job and came back to get the relieving letter?
and if he is not satisfied with the job in the new office he would come back.
if he is resigning then he must serve the notice period for full & final settlement.
From India, Hyderabad
Dear ddddd,
Yes it is wrong and unethical on part of employee but it is true. It is happening in market and many organisation is facing problem because of this. As a HR you have to be careful and follow right procedure.
For more HR related information: White Eagle
From India, Hyderabad
Yes it is wrong and unethical on part of employee but it is true. It is happening in market and many organisation is facing problem because of this. As a HR you have to be careful and follow right procedure.
For more HR related information: White Eagle
From India, Hyderabad
The practical approach would be to accept his resignation from the date he has submitted and recover the Notice Pay as per terms of his Appointment Letter and process his F & F Settlement.
This appears to be a clear case of prolonged unalwful absence from work. What happened during the period of his last day of working until the date of his resignation. Mere absence from a certain date cannot be construed as the DOL.
Trust this answers the query.
Cheers!!!!
Vasant Nair
From India, Mumbai
This appears to be a clear case of prolonged unalwful absence from work. What happened during the period of his last day of working until the date of his resignation. Mere absence from a certain date cannot be construed as the DOL.
Trust this answers the query.
Cheers!!!!
Vasant Nair
From India, Mumbai
Please note when we are issuing appointment letters we need to be specific about termination/resignation clause. The Company has to have a policy of unauthorized absenteeism and hence when a case of such indiscipline is brought to the notice of the HR department a warning letter and then a termination letter needs to be forwarded to the last known address of the employee.
You are not bound to accept such a letter. You may take a decision about accepting / not accepting this letter after consulting your management and simultaneously frame a policy to address this.
Best wishes
Dwipna
From India, Calcutta
You are not bound to accept such a letter. You may take a decision about accepting / not accepting this letter after consulting your management and simultaneously frame a policy to address this.
Best wishes
Dwipna
From India, Calcutta
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