Dear all,
i had problem in our organization regarding resignation, one of the manager had left the organization in Dec 21st 2013 , we had intimated him about unauthorized absentism , he did not respond , we had showed his name till may2014 later on he had decided to remove his name . we had closed his pf in may month .now he had send the resignation stating that to close his full and final account ,he did not serve the notice period which was included in his appointment letter. is company has to pay all his due please advise to resolve the problem
regards,
Naveen
From India, Visakhapatnam
i had problem in our organization regarding resignation, one of the manager had left the organization in Dec 21st 2013 , we had intimated him about unauthorized absentism , he did not respond , we had showed his name till may2014 later on he had decided to remove his name . we had closed his pf in may month .now he had send the resignation stating that to close his full and final account ,he did not serve the notice period which was included in his appointment letter. is company has to pay all his due please advise to resolve the problem
regards,
Naveen
From India, Visakhapatnam
Dear Friend,
In all such incidents, personal interest(selfish improvement), or progress go with the developments..an organisation certainly suffer in many a cases there are hidden mistrust and unknown developments did play a great role. As an organisation your organisation should have followed systematic procedure in either terminating the manager or removing the manager or discharge the manager with or without final settlement, this should have been done ex-parte, however, it seems your organisation might have terminated the manager for long absence which did speak a bad repute as absence with out information and bound to endorse unsatisfactory services. Let, you consider the resignation at this time, and issue a terminal letter for the absence and endorse your organisations dissatisfaction in the letter and put a full stop. Let the whole period of absence be treated as null and void as no service rendered in accordance to the rules of your organisation. The benefits be restricted for the served period in case your organisation found him eligible provided no other benefits attached, and this criteria will always be issued/included in the termination letter itself. And every organisation suffer, as some one in the higher echelons always help this type of people for their benefits and the benefits of the absentism...
best of luck ...
From India, Arcot
175In all such incidents, personal interest(selfish improvement), or progress go with the developments..an organisation certainly suffer in many a cases there are hidden mistrust and unknown developments did play a great role. As an organisation your organisation should have followed systematic procedure in either terminating the manager or removing the manager or discharge the manager with or without final settlement, this should have been done ex-parte, however, it seems your organisation might have terminated the manager for long absence which did speak a bad repute as absence with out information and bound to endorse unsatisfactory services. Let, you consider the resignation at this time, and issue a terminal letter for the absence and endorse your organisations dissatisfaction in the letter and put a full stop. Let the whole period of absence be treated as null and void as no service rendered in accordance to the rules of your organisation. The benefits be restricted for the served period in case your organisation found him eligible provided no other benefits attached, and this criteria will always be issued/included in the termination letter itself. And every organisation suffer, as some one in the higher echelons always help this type of people for their benefits and the benefits of the absentism...
best of luck ...
From India, Arcot
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