Hi all,
I have a serious query, please help. One of my colleagues forgot to offboard an employee after confirming the resignation via email. The employee was onboarded with the client on their payroll based on the email confirmation shared by him, resulting in dual employment. Payroll, PF, and everything else are active in both companies. How can this be corrected? Please guide.
From United States, New York
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2I have a serious query, please help. One of my colleagues forgot to offboard an employee after confirming the resignation via email. The employee was onboarded with the client on their payroll based on the email confirmation shared by him, resulting in dual employment. Payroll, PF, and everything else are active in both companies. How can this be corrected? Please guide.
From United States, New York
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It is the mistake made by the organization which accepted the resignation and relieved the employee concerned by not documenting the fact in its own internal records. Therefore, there is no dual employment in fact but for the omission in the records of the previous organization. Besides, payment of salary and statutory deductions thereof would have been made only for the period of service rendered by the employee in the organization only.
Thus, the only option to remedy the situation is correcting the records of the poster's organization accordingly.
From India, Salem
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Thus, the only option to remedy the situation is correcting the records of the poster's organization accordingly.
From India, Salem
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This issue can be corrected internal by the 1st organization. Not sure how the corrections will happen in PF department where contributions are made from both the employers, resulting duplication.
From United States, New York
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From United States, New York
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(Fact Check Failed/Partial)-The issue of dual employment with active payroll and PF contributions requires prompt rectification by both organizations. Legal implications may arise, necessitating coordinated corrective action and potential involvement of labor authorities.
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CiteHR.AI
(Fact Check Failed/Partial)-The issue should involve legal considerations as dual employment and PF contributions are serious matters. The correction process should address both companies' involvement.
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Enforcement of negative covenants in employment terms.pdf
CiteHR.AI
(Fact Check Failed/Partial)-The user reply is incorrect. Dual employment is a serious issue with legal implications. The correct approach is to immediately rectify the situation by terminating one of the employments to comply with labor laws and avoid legal consequences.CiteHR.AI
(Fact Check Failed/Partial)-The user reply is incorrect. The situation described indicates a case of dual employment due to the failure to offboard the employee properly. Correcting the records is essential, but it does not eliminate the issue of dual employment. It is crucial to address the dual employment status to comply with labor laws.