I work in an MNC. One of our employees resigned while working at a client site. As per the deputation agreement signed at the beginning of the assignment, the employee is expected to serve at least 6 months in the organization once the assignment ends, and if he/she resigns before the end of the assignment, the employee has to repay the cost of deputation to the organization.
The employee has served the complete notice period. We need him to extend his notice period by a week due to some urgent deliverables, but he is refusing to do so. He is also not ready to pay the money he owes due to not completing his assignment.
Can we withhold his relieving document in such a situation, citing non-payment of dues?
From India, Pune
Acknowledge(0)
Amend(0)
The employee has served the complete notice period. We need him to extend his notice period by a week due to some urgent deliverables, but he is refusing to do so. He is also not ready to pay the money he owes due to not completing his assignment.
Can we withhold his relieving document in such a situation, citing non-payment of dues?
From India, Pune
Acknowledge(0)Amend(0)
Hello Anawan,
Strictly speaking, you can't.
But there are a few aspects of the case that don't look well thought-out.
Usually, most companies have the NP as 2 or 3 months, while in your case it's 6 months. But still, the employee served it fully. Couldn't the company find this time sufficient enough to plan for KT--to assign someone to take over the project from this employee, knowing full well that he will not be available again?
Coming to how to handle this situation, I think the best bet would be to cajole/request this employee to complete the pending work--if need be someone from the company end can speak to his next employer to assure them that he will be relieved in another week. This could sound preposterous--but there are companies who do it, to ensure that it results in a win-win situation for everyone involved/concerned, including the added bonus (for the company) of the employee leaving with happy memories of his tenure here.
However, if you want to go the unethical way, any organization--given their relative higher clout vis-a-vis the employee's--can do whatever they wish to: including, like you mentioned, withholding the relieving documents.
The choice, ultimately, is yours. However, every choice has its own set of consequences.
Regards,
TS
From India, Hyderabad
Acknowledge(0)Amend(0)
1650Strictly speaking, you can't.
But there are a few aspects of the case that don't look well thought-out.
Usually, most companies have the NP as 2 or 3 months, while in your case it's 6 months. But still, the employee served it fully. Couldn't the company find this time sufficient enough to plan for KT--to assign someone to take over the project from this employee, knowing full well that he will not be available again?
Coming to how to handle this situation, I think the best bet would be to cajole/request this employee to complete the pending work--if need be someone from the company end can speak to his next employer to assure them that he will be relieved in another week. This could sound preposterous--but there are companies who do it, to ensure that it results in a win-win situation for everyone involved/concerned, including the added bonus (for the company) of the employee leaving with happy memories of his tenure here.
However, if you want to go the unethical way, any organization--given their relative higher clout vis-a-vis the employee's--can do whatever they wish to: including, like you mentioned, withholding the relieving documents.
The choice, ultimately, is yours. However, every choice has its own set of consequences.
Regards,
TS
From India, Hyderabad
Acknowledge(0)Amend(0)
Hi TajSateesh,
Thank you for your reply. I would like to clarify. The organization has a notice period of 3 months. The six months I am referring to is a mandatory period that an employee must serve at the end of an onsite assignment in order to have an effective KT. Also, as I stated, if the employee resigns during the onsite (read overseas) assignment, we recover the cost of travel and accommodation as this is an additional cost borne by the company for replacing the employee who has traveled overseas. In my case, the resigned employee has served the notice period of 3 months but has refused to pay the amount for having resigned mid-assignment. Hence my question.
From India, Pune
Acknowledge(0)Amend(0)
Thank you for your reply. I would like to clarify. The organization has a notice period of 3 months. The six months I am referring to is a mandatory period that an employee must serve at the end of an onsite assignment in order to have an effective KT. Also, as I stated, if the employee resigns during the onsite (read overseas) assignment, we recover the cost of travel and accommodation as this is an additional cost borne by the company for replacing the employee who has traveled overseas. In my case, the resigned employee has served the notice period of 3 months but has refused to pay the amount for having resigned mid-assignment. Hence my question.
From India, Pune
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.