Reg :- Salary

vprabhu61 · #31 04-07-2009, 12:18 PM

Dear Priyanka.
Afterall the employee has worked in your institute, he has to get his pay. You be bold and talk to him and put forward the rumor what you have heard. If the employee is so important try to retain him but not against his will. Do not stop any one's salary after all he has worked he has to get his pay.Keep in mind you cannot stop a person going.

regards
K. Venkatesh Prabhu

Quote:

Originally Posted by PriyankaDangey

Dear All,

I am working with an Educational Company as AM- HR.

I would like to take a suggestion from all of you.

There is an employee in my Company about whom i came to know that he is planning to leave the Company; but if we are asking him he is straightforward denying it. and now, it's the month end, and we need to give the salaries, i had full doubt, then he'll leave the Company once he'll get the Salary, so what should we do.

He is taking the classes and also is taking care of the Center; so in case he'll leave all at once. The center will be in trouble. What should I do ?? Please suggest..

jaiprakash000 · #32 04-07-2009, 01:47 PM

If the employee is not willing to serve notice period as per the terms of his employment then it cannot be termed as professionalism. Every employee has his/her responsibility and it is his/her duty to serve notice period. In most of the cases, relieveing someone during notice period or waiving off notice period is discretion of the Management and it is not his/her right. Acceptane of leaves in lieu of notice period is also left to the management. If some one is not serving notice period and runs away after getting his salary is just unprofessionalism which no employer will tolerate. If your employee is not serving notice period and if you have this provision in letter of appointment, you can very well institutue legal action against such employee.

sub.sharmaHR · #33 04-07-2009, 06:43 PM

Dear,
Thouh you have no right to stop any body salary, but as you mention he is determined to leave the company he also can not leave the comany withot prior notice of doing so with reason of leaving the job. If he do so you are free to deduct some amount or precent of salary as per your agreement signed by him at the time of joining and more you can stop all his incentive, compansation and increment.
Thanks and regard
Subhash Sharma
Manager P & A

Sagar R. Shewalkar · #34 05-07-2009, 01:31 PM

Don't hold his salary. Try to convince him & if not let him go....

parthasarthi · #35 05-07-2009, 02:54 PM

PRIANKA,

THis attitude of employer to see employee as slave and not make career elsewhere is narrow minded approach. Evary Employee will see his or her interest and will not work for your institute's interest over his personal interest.

Therefore it is wise to attract him by rewarding best salary to retain him because employee will leave comapny if he find that this current employer is paying below market price to his job he will search new option.

therefore he shallbe paid at par with his current market price to retain him with the existing company.

Partho

Rupendra Chahar · #36 06-07-2009, 10:37 AM

Quote:

Originally Posted by tpankhuri

Hi Priyanka

Ethically you have no rights to stop the salary of the person. If he has decided to leave your company he will no one can have a hold on that....... All what you need is to talk to the person taking him in confidence if he is not open to it the let him put his paper then before accepting his resignation you can ask your management to sit with him and find out the reason for quitting and can eradicate the reason.... there could be a reason with that employee for leaving your company and if he is such a asset to your company that your company should do all possible measures to stop him from going......

Rightly said, the HR is HR not a detective, by way of confirming whether the employee is going to resign we have already offended him, better to do your work instead of creating unwanted hassles in organisation, till you get it black on white paper.

Rupendra Chahar · #37 06-07-2009, 10:38 AM

Quote:

Originally Posted by tpankhuri

Hi Priyanka

Ethically you have no rights to stop the salary of the person. If he has decided to leave your company he will no one can have a hold on that....... All what you need is to talk to the person taking him in confidence if he is not open to it the let him put his paper then before accepting his resignation you can ask your management to sit with him and find out the reason for quitting and can eradicate the reason.... there could be a reason with that employee for leaving your company and if he is such a asset to your company that your company should do all possible measures to stop him from going......

Rightly said, the HR is HR not a detective, by way of confirming whether the employee is going to resign we have already offended him, better to do your work instead of creating unwanted hassles in organisation, till you get it black on white paper.

firaqueahmed · #38 06-07-2009, 05:03 PM

Hi, All HR professional

I would like to say that in my organisation Gratuity is applicalbe but giving us fressh contract for three year in fresh contract if our serivce is continue more than 5 years than is gratuity applicable where any break in the service for few days.

please reply soon.

Thanks
Firaque

firaqueahmed · #39 06-07-2009, 05:09 PM

Hi, All HR professional

I would like to say that in my organisation Gratuity is applicalbe but giving us fressh contract for three year in fresh contract if our serivce is continue more than 5 years than is gratuity applicable where any break in the service for few days.

please reply soon.

Thanks
Firaque

Allmighty · #40 06-07-2009, 05:32 PM

Hi Priyanka,

When the employee would approach you for the relieving letter or experience letter, then you can as well ask him to serve his notice. In the meantime you can fill his post by either a new applicant else someone from internal to take over his role.
I am sure any employee who moves on to a different org would require a experience letter & would stick on & abide to the company policy.