Hi All,
I am a HR Manager in an IT company. I have a query related to an employee resignation. An employee has completed 6 months in month of May but she took sick leave of one month after that and soon resigned when her sick leaves were completed. Shall I give her experience and relieving letter? She is not in condition to to work in notice period as stated in her resignation. What should be done ?
Thanks
From India, Indore
I am a HR Manager in an IT company. I have a query related to an employee resignation. An employee has completed 6 months in month of May but she took sick leave of one month after that and soon resigned when her sick leaves were completed. Shall I give her experience and relieving letter? She is not in condition to to work in notice period as stated in her resignation. What should be done ?
Thanks
From India, Indore
This is the situation where you can have ample doubts or you can simple let it go. If we think positively, she is not in position to work. But I guess, she must have got job elsewhere...To a positive note, yes, you can give her the due letters provided company has no liability on her.
From India, New Delhi
From India, New Delhi
Have you given any appointment order. If so go by your rules and regulations of your organization.
Else get approved from their team leader or HOD there is no dues from her to relive her from the company.
Regards
Eswar.K
Manager-HR
From India, Chennai
46Else get approved from their team leader or HOD there is no dues from her to relive her from the company.
Regards
Eswar.K
Manager-HR
From India, Chennai
Hi
terms and conditions specified in offer of appointment will be the basis to act. by your short note it appears to me that post is not necessary since the work went on with out her. Otherwise you would have appointed an alternate person in which case no use insisting on this staff to work in notice period.
Ensure that she pays for all liquidated damages and gets relieved or as per your top management decision
regards
Raghuram.S
From India, Bangalore
terms and conditions specified in offer of appointment will be the basis to act. by your short note it appears to me that post is not necessary since the work went on with out her. Otherwise you would have appointed an alternate person in which case no use insisting on this staff to work in notice period.
Ensure that she pays for all liquidated damages and gets relieved or as per your top management decision
regards
Raghuram.S
From India, Bangalore
Hello Mini,
I suggest you should go by the company policy. If no such policy is defined, then as per management's decision.
You can ask her to provide a medical certificate clarifying her ailment, which could help you to find out the genuineness.
However, if she is really sick & not joining anywhere, then she wont need the relieving / exp letters urgently. You may prolong the process untill you are clear.
Regards
From India, Pune
I suggest you should go by the company policy. If no such policy is defined, then as per management's decision.
You can ask her to provide a medical certificate clarifying her ailment, which could help you to find out the genuineness.
However, if she is really sick & not joining anywhere, then she wont need the relieving / exp letters urgently. You may prolong the process untill you are clear.
Regards
From India, Pune
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