Dear All,
Our company gives increments every year in April. In March, one of our employees resigned but worked in the month of April as a notice period. Will that employee be eligible to get the April increment? Kindly suggest your views.
Thanking you,
Biju
From India, Vadodara
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Our company gives increments every year in April. In March, one of our employees resigned but worked in the month of April as a notice period. Will that employee be eligible to get the April increment? Kindly suggest your views.
Thanking you,
Biju
From India, Vadodara
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Biju, For the outgoing employees, increment is not considered in many organisations. If he was in the good books of the management, nothing wrong in giving increment. pon
From India, Lucknow
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616From India, Lucknow
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If you have given him an Increment in with effect from April then obviously you will have to pay him as per revised salary............rgrds
From India, Mumbai
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From India, Mumbai
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Hello! If the increment amount is applicable from April 1st, this employee is eligible for the same. Also, such practices create a good impression for the current employees, and the outgoing employee is surely to be converted to a brand ambassador. Small gestures like this are very fruitful in the long term.
Regards,
From India, Delhi
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Regards,
From India, Delhi
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I too agree with Ms. Archana that the person who resigned should be provided an increment for the 11 months period he served for the company. Additionally, as a goodwill gesture, an increment should be considered.
Good luck & regards,
PB Badri Vishal
Manager (P&A)
SBEC Sugars Ltd, Malakpur, UP
Mobile No. +91 9012161974 / +91 9873223216
From India, Delhi
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Good luck & regards,
PB Badri Vishal
Manager (P&A)
SBEC Sugars Ltd, Malakpur, UP
Mobile No. +91 9012161974 / +91 9873223216
From India, Delhi
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Hello Biju,
Archna is right—take her advice. Looking at it from the company's perspective, the amount involved wouldn't be much, but the payback would be quite high and long-lasting too. I tried it out in 2006 in the case of an employee (actually paid her the pay-hike arrears promised verbally—but couldn't be paid due to a cash crunch in the company—a few months after she left) and the effect was really good—how to utilize the goodwill generated is up to the organization concerned.
Regards,
TS
From India, Hyderabad
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Archna is right—take her advice. Looking at it from the company's perspective, the amount involved wouldn't be much, but the payback would be quite high and long-lasting too. I tried it out in 2006 in the case of an employee (actually paid her the pay-hike arrears promised verbally—but couldn't be paid due to a cash crunch in the company—a few months after she left) and the effect was really good—how to utilize the goodwill generated is up to the organization concerned.
Regards,
TS
From India, Hyderabad
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Dear Biju,
As per your query, the concerned employee shall be liable to receive the salary with an increment whether he/she is in the notice period. The HR policy of the organization may vary from your organization to another. Since the employee has worked in April, he is also liable to receive benefits, including the month of the notice period, i.e., April.
Thanks & Best Regards:
From India, Hyderabad
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As per your query, the concerned employee shall be liable to receive the salary with an increment whether he/she is in the notice period. The HR policy of the organization may vary from your organization to another. Since the employee has worked in April, he is also liable to receive benefits, including the month of the notice period, i.e., April.
Thanks & Best Regards:
From India, Hyderabad
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RE: Increment after resignation
Dear Biju,
This issue can be looked at from three perspectives - Labour laws (National), Company policy, and good practice. Some countries' national labor laws prescribe what should happen under such circumstances, so you will need to confirm the position. Secondly, the provisions of your own company policy may dictate what should happen. If it is silent, then good practice dictates that you pay him the increment. As Archna and TS have indicated, it is a small gesture but a lifetime investment in goodwill, which modern companies cannot afford to miss.
Rgds,
Njorio
From Netherlands, Hengelo
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Dear Biju,
This issue can be looked at from three perspectives - Labour laws (National), Company policy, and good practice. Some countries' national labor laws prescribe what should happen under such circumstances, so you will need to confirm the position. Secondly, the provisions of your own company policy may dictate what should happen. If it is silent, then good practice dictates that you pay him the increment. As Archna and TS have indicated, it is a small gesture but a lifetime investment in goodwill, which modern companies cannot afford to miss.
Rgds,
Njorio
From Netherlands, Hengelo
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Sub-Increment after Resign.
As per the standard good HR practices, the increment amount should be given to the outgoing employee as it reflects the organization's commitments and image to the staff members. However, it also depends upon the management and the current HR policy of the organization.
Regards, YATENDRA KUMAR
From India, Gurgaon
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As per the standard good HR practices, the increment amount should be given to the outgoing employee as it reflects the organization's commitments and image to the staff members. However, it also depends upon the management and the current HR policy of the organization.
Regards, YATENDRA KUMAR
From India, Gurgaon
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Dear All,
Granting an annual increment to an employee is not mandatory, but it is an act of appreciation by management to respect the talents and to encourage him/her to continue with the organization in the long term. In the present case, if a staff member is about to leave the organization, then there is no meaning in granting them an increment. Being a brand ambassador is not as significant nowadays. Furthermore, most managements may not come forward to act in the name of goodwill gestures. However, if any management decides to release an increment to such an employee, it is well and good.
Regards, A Elangovan
From India, Madras
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Granting an annual increment to an employee is not mandatory, but it is an act of appreciation by management to respect the talents and to encourage him/her to continue with the organization in the long term. In the present case, if a staff member is about to leave the organization, then there is no meaning in granting them an increment. Being a brand ambassador is not as significant nowadays. Furthermore, most managements may not come forward to act in the name of goodwill gestures. However, if any management decides to release an increment to such an employee, it is well and good.
Regards, A Elangovan
From India, Madras
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Dear Biju,
For the outgoing employee who worked in April and resigned after giving prior notice, it shows that he follows the regulations set up by your organization. Therefore, he is also entitled to receive benefits including the month of the notice period.
Regards,
Kumar Malay Kishor
+91-9128208534
From India, Ranchi
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For the outgoing employee who worked in April and resigned after giving prior notice, it shows that he follows the regulations set up by your organization. Therefore, he is also entitled to receive benefits including the month of the notice period.
Regards,
Kumar Malay Kishor
+91-9128208534
From India, Ranchi
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I agree with Pon that, in consideration of an increment for outgoing employees in many organizations, if you and your organization are willing to do so, it will be a good HR practice.
Thanks and best regards,
Sumit Kumar Saxena
9899669071, 0120-4131277
From India, Ghaziabad
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Thanks and best regards,
Sumit Kumar Saxena
9899669071, 0120-4131277
From India, Ghaziabad
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He is eligible to yearly increment as per the terms of employment, service conditions of the Company. It will be unfair if he is not given his yearly increment when others got the yearly increment on April 01. Moreover, if there is a policy of yearly increment in April every year, he must get the increment before his retirement; else it will be unfair labor practice, and he will get relief if he raises a dispute.
Madan Salgaunker
From India, Hyderabad
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Madan Salgaunker
From India, Hyderabad
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if it is not to much benifital to him / her or the company (Depend upon the quantum of increment or employee’s services), we can aviod to do extra work while person is on notice period. manoj
From India, Shimla
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From India, Shimla
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Dear Biju, Norms are norms and rule is rule. You cannot consider some thing based on being in GOOD BOOK and BAD BOOK. Take guidance from jnjorio.
From India, Ahmadabad
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From India, Ahmadabad
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Dear All,
This is a good point for discussion. Most companies do not sanction any type of increment once an employee submits their resignation. We are also practicing the same.
In my perception, if we sanction an increment to the outgoing employee, other employees may not feel good.
Regards,
K. Ranga Raju
From India, Hyderabad
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This is a good point for discussion. Most companies do not sanction any type of increment once an employee submits their resignation. We are also practicing the same.
In my perception, if we sanction an increment to the outgoing employee, other employees may not feel good.
Regards,
K. Ranga Raju
From India, Hyderabad
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Hello 
,
I am NOT quite sure I agree with your view: "Norms are norms and rule is rule." It's after all WE who made the rules. And when there's something noticed which can make a POSITIVE difference for all concerned, there's nothing wrong in modifying/changing those rules. How many times was the Constitution of India not changed/modified since 1950? Quite a few times—though not sure of the EXACT number.
Also, I didn't quite understand your line: "Take guidance from jnjorio." Please elaborate on it.
As far as I know, he is a member of CiteHR and lives and works in a Government Department in Kenya. Not that the HR problems in Kenya are any different or his caliber is in any way inferior, but I was just curious to know your reason for the 'very specific' suggestion of 'only' him.
Regards,
TS
From India, Hyderabad
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I am NOT quite sure I agree with your view: "Norms are norms and rule is rule." It's after all WE who made the rules. And when there's something noticed which can make a POSITIVE difference for all concerned, there's nothing wrong in modifying/changing those rules. How many times was the Constitution of India not changed/modified since 1950? Quite a few times—though not sure of the EXACT number.
Also, I didn't quite understand your line: "Take guidance from jnjorio." Please elaborate on it.
As far as I know, he is a member of CiteHR and lives and works in a Government Department in Kenya. Not that the HR problems in Kenya are any different or his caliber is in any way inferior, but I was just curious to know your reason for the 'very specific' suggestion of 'only' him.
Regards,
TS
From India, Hyderabad
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Dear Biju, Greeting of the day!! I am too agree with Ms.Archna. Kindly take her advise if possible. With regards, Sameer K Ghosh
From India, Daman
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From India, Daman
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Dear all,
Giving an increment is a good practice but not legally necessary. Thus, before making these kinds of decisions, involve the management and try to form a policy on these matters. I suggest considering Archna's views on it. Long-term gains are much better than short-term losses in these cases.
Regards,
Manish Gupta
From India, Mumbai
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Giving an increment is a good practice but not legally necessary. Thus, before making these kinds of decisions, involve the management and try to form a policy on these matters. I suggest considering Archna's views on it. Long-term gains are much better than short-term losses in these cases.
Regards,
Manish Gupta
From India, Mumbai
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dear Mr.biju archna is right, the resigned employee have the rights to get the increment. Basha telecommunication manager MIOT Hospitals Chennai
From India, Madras
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From India, Madras
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Hi... I have different perception on this, there is no point in rewarding a resigned employee who is not on the roll of the Organisation on the date of grant of annual increment.
From India, New Delhi
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From India, New Delhi
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Yes, it is good practice to give him the increment for a month - it will go a long way in promoting goodwill and would result in positive feedback of your company not only of the leaving employee but also current employees.
From India, Pune
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From India, Pune
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Dear Biju,
I worked with Indian Bank in Dubai since 2011. As per the bank's standard, our increment pay year is from April to any time. However, our bank policy dictates that the increment is payable in the month of September or October.
I apparently resigned from my position at the bank in September '14. Am I eligible to receive my increment from April '14 to September '14? Additionally, my incentive and airfare have also not been provided.
To the best of my knowledge, if you resign, the last salary drawn entitles you to this increment. If this is incorrect, please clarify. Is this determined by HR policy, management decision, or a mid-management decision?
I kindly request your assistance with this matter. Your help would be greatly appreciated.
Regards,
Amit
From United States, Mountain View
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I worked with Indian Bank in Dubai since 2011. As per the bank's standard, our increment pay year is from April to any time. However, our bank policy dictates that the increment is payable in the month of September or October.
I apparently resigned from my position at the bank in September '14. Am I eligible to receive my increment from April '14 to September '14? Additionally, my incentive and airfare have also not been provided.
To the best of my knowledge, if you resign, the last salary drawn entitles you to this increment. If this is incorrect, please clarify. Is this determined by HR policy, management decision, or a mid-management decision?
I kindly request your assistance with this matter. Your help would be greatly appreciated.
Regards,
Amit
From United States, Mountain View
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