Hi all,
I go with Ritu that the employee who has put his resignation lose his interest and not enthusiastic enough towards his job role.
Also, there are times when people have 10 - 15 leaves in their balance and they submit their notice period of say, 15 days that too not "working days" that means 15 days also include holidays/weekly offs. So in that case, the basic purpose of serving a notice period is not realised. What can be done in that situation?

From India, Gurgaon
yes. If leave balance is there you can count it as leave. If no leave balance is there ,then in addition to salary deduction for the absence period, the following action also to be initiated as per company's SOP.
1. Extend NP
OR
2. Make NP salary deduction also during the absence period.
Regards,
Binu Pillai

From India, Bangalore
Generally company policies are made tough to safe guard the company's business interest.
But in practical field, if there is no adverse effect on company's bussiness, more importance should be given on humanitarian ground and company-employee relation.
In my opinion, Policy is not the "mantra" of "bhut-vidya" which must be followed. If a policy is betterment of none, then it is nothing but a golden trap/cage.
Regards,

From India, Hyderabad

This discussion thread is closed. If you want to continue this discussion or have a follow up question, please post it on the network.
Add the url of this thread if you want to cite this discussion.






About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2021 Cite.Co™