Dear Seniors,
I would like to thank you all for your kind support & suggestion in the thread below.
https://www.citehr.com/433751-unempl...r-company.html
Updates;
A labour inspector visited our company premises seeking clarity on the issue. Appointment letter with all email communication with the employee in question was shown to him.
We were suggested by him to pay the salary for the month less salary in lieu of notice period i.e. 30 days liability - 15 days notice = 15 days salary cheque with F'n'F statement & no due certificate via registered post & deposit a copy of the same to labour department. Hence I see the issue to be solved as of date unless otherwise the employee has anything further to do.
Thank you all once again.
From India, Ahmedabad
204I would like to thank you all for your kind support & suggestion in the thread below.
https://www.citehr.com/433751-unempl...r-company.html
Updates;
A labour inspector visited our company premises seeking clarity on the issue. Appointment letter with all email communication with the employee in question was shown to him.
We were suggested by him to pay the salary for the month less salary in lieu of notice period i.e. 30 days liability - 15 days notice = 15 days salary cheque with F'n'F statement & no due certificate via registered post & deposit a copy of the same to labour department. Hence I see the issue to be solved as of date unless otherwise the employee has anything further to do.
Thank you all once again.
From India, Ahmedabad
Hi,
The link does not happen to type correctly & hence posting it again.
https://www.citehr.com/433751-unempl...r-company.html
From India, Ahmedabad
The link does not happen to type correctly & hence posting it again.
https://www.citehr.com/433751-unempl...r-company.html
From India, Ahmedabad
Dear Hiral Mehta,
I presume you are treating the matter closed with this arrangement. Fine, no issues.
But, for the curiosity sake I got some questions to ask you, there could be some possibility of the Lab.Inspector having some truck with your left employee, this impression I get only because of the insistence for issue of a NDC. I get a feeling the Inspector could have extracted something in return promising the NDC. Of course he is not going to leave you. Now You could only solve the NP of 15 days. What happened to your charge of 'deleting the data' ? Have you weighed the impact of the same? Actually no handing over has taken place isn't ? Presuming there is nothing to hand over let it be so on record and hence she didn't hand over anything. If I were to be you I won't issue the NDC on this matter and let it be so.
kumar.s.
From India, Bangalore
I presume you are treating the matter closed with this arrangement. Fine, no issues.
But, for the curiosity sake I got some questions to ask you, there could be some possibility of the Lab.Inspector having some truck with your left employee, this impression I get only because of the insistence for issue of a NDC. I get a feeling the Inspector could have extracted something in return promising the NDC. Of course he is not going to leave you. Now You could only solve the NP of 15 days. What happened to your charge of 'deleting the data' ? Have you weighed the impact of the same? Actually no handing over has taken place isn't ? Presuming there is nothing to hand over let it be so on record and hence she didn't hand over anything. If I were to be you I won't issue the NDC on this matter and let it be so.
kumar.s.
From India, Bangalore
Hello Hiral Mehta,
Kumar S has a point--what happened to the 'deleting the data' issue?
Whether the Labor Inspector did a deal with your ex-employee or not IS NOT an issue from your end--that's between both of them & it's THEIR problem. But where you definitely need to exercise caution is to ensure the company's interest is protected.
Another angle to the 'deleting the data' issue COULD be the example you MAY be setting for other employees in such situations--could be dangerous in the long-run.
Reg giving the NDC to the employee, I think it shouldn't matter a lot--AS LONG AS you get everything in-writing.
Rgds,
TS
From India, Hyderabad
Kumar S has a point--what happened to the 'deleting the data' issue?
Whether the Labor Inspector did a deal with your ex-employee or not IS NOT an issue from your end--that's between both of them & it's THEIR problem. But where you definitely need to exercise caution is to ensure the company's interest is protected.
Another angle to the 'deleting the data' issue COULD be the example you MAY be setting for other employees in such situations--could be dangerous in the long-run.
Reg giving the NDC to the employee, I think it shouldn't matter a lot--AS LONG AS you get everything in-writing.
Rgds,
TS
From India, Hyderabad
Hello,
I appreciate your concern & observation. Thank you!!
We've analyzed the same at our end. Like I've also mentioned in the master thread that it is difficult to prove that she's deleted the data, it would be pointless to fight on such a ground as the matter would have never been settled. To put an end to this gratuitous argument & weighing the loss the company had due to such data thrash this was a graceful end. And this might not be the end to it if the employee further goes & claims more then what is entitled. In that case the company is ready to fracas.
From India, Ahmedabad
I appreciate your concern & observation. Thank you!!
We've analyzed the same at our end. Like I've also mentioned in the master thread that it is difficult to prove that she's deleted the data, it would be pointless to fight on such a ground as the matter would have never been settled. To put an end to this gratuitous argument & weighing the loss the company had due to such data thrash this was a graceful end. And this might not be the end to it if the employee further goes & claims more then what is entitled. In that case the company is ready to fracas.
From India, Ahmedabad
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