Dear sir,
I have a query regarding the notice period. I am an employee in a BPO and I have to serve a notice period of 30 days as per the policy. I sent the resignation on the 9th of November and mentioned my last day of working as the 8th of December. I received a reply from HR via email, and they asked my supervisor to update it in the internal HR system. My supervisor discussed this with me. As I was unable to maintain a balance between studying and working, I expressed my desire to quit. He requested me to reconsider, offering to provide me with leaves. However, I reiterated my final decision to resign. He advised me to take my time and respond. He mentioned that if it's not possible to retract my resignation, I could extend for a few more days.
After 15 days passed without further discussion, I confirmed that the 8th would indeed be my last day. Now, he states that since I was unsure about my decision, he did not update the system. If updated now, I would have to serve an additional month from that date; otherwise, it could result in job abandonment and termination as per the relieving letter.
I had already informed that the 8th of December would be my last day and have been serving the notice period since the 9th of November. However, according to my supervisor, he claims that I never made my decision clear, even though I mentioned it in the email and did not retract my resignation.
Please advise me on what steps I should take. What are the implications of job abandonment, and will it have a negative impact on future job verifications? Do I need to compensate the company if, as per my supervisor, I am not serving the notice period? Can I claim that since I had already stated in the email that the 8th of December would be my last day and have been serving the notice, I am not abandoning the job?
Please suggest ASAP.
From India, New Delhi
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I have a query regarding the notice period. I am an employee in a BPO and I have to serve a notice period of 30 days as per the policy. I sent the resignation on the 9th of November and mentioned my last day of working as the 8th of December. I received a reply from HR via email, and they asked my supervisor to update it in the internal HR system. My supervisor discussed this with me. As I was unable to maintain a balance between studying and working, I expressed my desire to quit. He requested me to reconsider, offering to provide me with leaves. However, I reiterated my final decision to resign. He advised me to take my time and respond. He mentioned that if it's not possible to retract my resignation, I could extend for a few more days.
After 15 days passed without further discussion, I confirmed that the 8th would indeed be my last day. Now, he states that since I was unsure about my decision, he did not update the system. If updated now, I would have to serve an additional month from that date; otherwise, it could result in job abandonment and termination as per the relieving letter.
I had already informed that the 8th of December would be my last day and have been serving the notice period since the 9th of November. However, according to my supervisor, he claims that I never made my decision clear, even though I mentioned it in the email and did not retract my resignation.
Please advise me on what steps I should take. What are the implications of job abandonment, and will it have a negative impact on future job verifications? Do I need to compensate the company if, as per my supervisor, I am not serving the notice period? Can I claim that since I had already stated in the email that the 8th of December would be my last day and have been serving the notice, I am not abandoning the job?
Please suggest ASAP.
From India, New Delhi
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Hi Vikas,
Please do not abscond. Also, your manager is not the person who is supposed to decide your exit status. Speak with the Head of HR in your company with the supporting email records and anything of that sort, and ask him/her to provide a solution. Forward all the resignation and transition emails to your personal ID. If you are not moving to another company, then sort this issue amicably to avoid unnecessary discrepancies.
From India, Bangalore
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505Please do not abscond. Also, your manager is not the person who is supposed to decide your exit status. Speak with the Head of HR in your company with the supporting email records and anything of that sort, and ask him/her to provide a solution. Forward all the resignation and transition emails to your personal ID. If you are not moving to another company, then sort this issue amicably to avoid unnecessary discrepancies.
From India, Bangalore
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Thank you, sir. If, sir, I still need to get relieved on the 8th of December, what should I do if they are not ready to release? I still have 10 leaves left on my HRMS. May I ask to adjust the leave for the notice period?
I also talked to one of my friends working in an HR firm. He told me, "If it's your fault, then it's their fault as well, as they never replied to the mail that they can't process the resignation. They are just trying to make me afraid as there is a high level of attrition."
Please suggest, as my exams are from the 10th, and I am moving back to my hometown after my exams for a few months.
From India, New Delhi
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I also talked to one of my friends working in an HR firm. He told me, "If it's your fault, then it's their fault as well, as they never replied to the mail that they can't process the resignation. They are just trying to make me afraid as there is a high level of attrition."
Please suggest, as my exams are from the 10th, and I am moving back to my hometown after my exams for a few months.
From India, New Delhi
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