in our company, one employee has just completed one month and he is planning to leave, coz he got offer from somewhere else...so now he want to join that company and he is not fulfilling our policy of notice period which is of 1 month........so in such case, whether he will be eligible for relieving letter, experience letter and dues/ pay of this month..........
From India, Thana
9From India, Thana
Dear Chanchal
Its always better to relieve an employee who wants to leave even after our request to stay back.By all means deduct the notice pay or adjust the leaves available to his credit provided he/she wants to leave before the notice period expiry.You must give all his dues along with necessary certificates.
Pl. do remember one golden principle...always send people out with respect ...after all..they are going to be our ambassadors.
Sincerely
Pip
From India, Hyderabad
Its always better to relieve an employee who wants to leave even after our request to stay back.By all means deduct the notice pay or adjust the leaves available to his credit provided he/she wants to leave before the notice period expiry.You must give all his dues along with necessary certificates.
Pl. do remember one golden principle...always send people out with respect ...after all..they are going to be our ambassadors.
Sincerely
Pip
From India, Hyderabad
Thats a gr8 thought!!! relieving with respect. but people shouldnot take advantage of this principle and misuse it. regards shyam s mantha
From India, Hyderabad
From India, Hyderabad
Hi Sudha
Thanks for your reply. You are right. The basic purpose of framing a policy is to have uniformity in an organization otherwise anybody and everybody can take things into their own hands
If there is a policy stating, employee has to serve a notice period of X month(s) or pay in lieu of the notice period - he/she has to do it and it remains same with everybody. It cannot be changed with employee to employee
Regards
Shyam
From India, Hyderabad
Thanks for your reply. You are right. The basic purpose of framing a policy is to have uniformity in an organization otherwise anybody and everybody can take things into their own hands
If there is a policy stating, employee has to serve a notice period of X month(s) or pay in lieu of the notice period - he/she has to do it and it remains same with everybody. It cannot be changed with employee to employee
Regards
Shyam
From India, Hyderabad
Hello Everyone
I agree that the employee should follow the rules. If he is ready to pay the said amount in lieu of notice period he should be relieved without creating a fuss. One thing to remember here is once an employee decides that he wants to leave the organisation, there is no point in retaining him forcefully giving reasons like replacement required. Because even if he abides by this, he wont deliver anything. He wont perform because he knows he is going to leave soon & that he is here just because the organisation is forcing him to. He will be just an extra cost to the company. So its better to speak to him first, know why he is leaving, if as an employee you feel that he has a valid reason, then let him go. But adhering to the policies is a must.
Regards
Jyothi
From India, Mumbai
I agree that the employee should follow the rules. If he is ready to pay the said amount in lieu of notice period he should be relieved without creating a fuss. One thing to remember here is once an employee decides that he wants to leave the organisation, there is no point in retaining him forcefully giving reasons like replacement required. Because even if he abides by this, he wont deliver anything. He wont perform because he knows he is going to leave soon & that he is here just because the organisation is forcing him to. He will be just an extra cost to the company. So its better to speak to him first, know why he is leaving, if as an employee you feel that he has a valid reason, then let him go. But adhering to the policies is a must.
Regards
Jyothi
From India, Mumbai
I have a question with regards to the notice period. Can the HR of an org amend the NP policy and state that, starting so n so date the notice period for all is revised to 30 days.
In my organisation(BPO), there was a situation where different employees were given diff notice periods in their appointment/offer letter. Now they have changed this and have put a standard 30 day notice across the company.
I was not very sure if this is a valid move on the part of our HR..
Your opinions please....
Pratima
From India, Bangalore
In my organisation(BPO), there was a situation where different employees were given diff notice periods in their appointment/offer letter. Now they have changed this and have put a standard 30 day notice across the company.
I was not very sure if this is a valid move on the part of our HR..
Your opinions please....
Pratima
From India, Bangalore
As far as i know, yes - HR can amend the NP provided they have written consent / approval from the management.
Also this needs to be communicated to all the employees well in advance. Management / HR should take consensus of employees - may not be all but key stakeholders like Managers above
Shyam
From India, Hyderabad
Also this needs to be communicated to all the employees well in advance. Management / HR should take consensus of employees - may not be all but key stakeholders like Managers above
Shyam
From India, Hyderabad
Derar Friends.Good afternoon. I have clearly mentioned that the the requisit notice period amount should be deducted.This should be a uniform policy across the company. Pip
From India, Hyderabad
From India, Hyderabad
The notice period is required to handover the responsibitlites to some one else in the company. If an outgoing employee does not honour such a committment, then cooercive methods like stoppage of benefits, releiving letters etc are justifiable.
Normally deduction of notice period salary is an adequate penalty to an outgoing employee.
Bharat
From Japan
Normally deduction of notice period salary is an adequate penalty to an outgoing employee.
Bharat
From Japan
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