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Notice period recovery legal action - separation happened on medical conditions
Hi i left my company without serving a notice period of 30 days was on probation. now they sent me a letter saying i need to pay rs200000/ for company notice. otherwise they take legal action. in the appointment letter there are several clauses for separation however this separation happened on medical conditions. i was not in a situation to serve notice. company too provided immediate sameday release in march of 2022. but now december they want me to pay for notice period remuneration. what is the best way to handle this
Employee separation
Dear all some mncs have 3 month notice policy for separation. is it a good policy? thanks jivan
Need format for sending legal notice
Hi please help me to with the legal notice format . one employee has send resignation to our hr and it has excepted by management. as per company policy she has to serve notice period for 6 weeks. but she has left the company without serving the notice period and she has not informed about that. management wants to send the legal notice to her on the basis of not serving the notice period . please help me with the legal notice format thanks & regards hussain
Separation policy
Hi friends good evening had a couple of queries on separation policies.needed clarity more from the legal angle lets take three instances ; a; employee status: confirmed notice period as per company policy : 2 months now supposing the company has a notice period recovery clause of 2 months basic of ctc if the employee decides to quit having completed just short of 2 months by a few dayscan the company still enforce the above b; employee status: probation notice period : 2 month if the employee has been working for abt 6 months and yet to be confirmed quits without any notice or say short of the notice periodcan the company enforce the above c; employee status: senior management level cadre...no probationary period notice period : 2 months employee quits on medical grounds on the very first day ...can the company enforce notice period recovery clause of 2 months basic of ctc i would like to have clarity on the above regards satya:icon1:
Employee separation process - if the employee is ready to pay the notice period recovery amount, is he/she liable to do the handover formalities?
Hi seniors i am working with a company for the last 3 years where a lot of confusion is going on during the separation of the employee. as per the appointment letter the notice period is 2 months. if the employee fails to serve the notice period he/she has to pay the notice period recovery amount which is normal & most companies follow the same policy now below are the contradictory points where i am facing the issues: 1 in this organization management asked me to calculate the notice period from the date of accepting the resignation. 2 they are asking me not to initiate the exit formalities of the outgoing employee until a new replacement come my questions are: 1 if the employee is ready to pay the notice period recovery amount is he/she liable to do the handover formalities? 2 if the employee pays the recovery amount does it really matter whether his/her notice period will get accepted or not? does the employee still have the right to get his relieving & experience letter? now they are asking me to revise the appointment letter with the clause where i need to mention that the notice period will be calculated from the date of acceptance. i asked them to send me an email communication as i am not the policymaker. can you please suggest if there are any alternate solutions where i can really avoid this situation?
Need suggestion to manage this separation policy
Dear all i have made a separation policy as per the management guidenes since we found many people take leave after give the notice time for my company. please find it below. before that i will explain our company set up there was no hr earlier so there was no proper appt letter eyc. the strength is 4050. separation policy this policy is the guidelines for facilitating employees and the organization to know about the separation policy & its procedure. notice period: every employee has to serve the notice period for separation. either it has been mentioned or not in your appointment letter. the probation and confirmed/ regular category has to give one month as notice period. the training temporary and consultant category has to give 15 days as notice period. during the notice period the presence of the employee on regular working hours is must. absence will not be entertained unless if you got the approval from the concerned manager & hr. if the management feels that the leave taken is not reasonable or acceptable and due to this the handing over charges was not able to done properly then reliving date will be extended by 2 two working days for each leave taken after the resignation date. settlement procedure: generally one month salary or 30 days of salary will be kept hold for company security purpose. it can be exceeded; the final decision is at the sole discretion of the management & hr. it can be paid as final settlement either after or along with the service/experience certificate. the final settlement & service/experience certificate will be issued after 10 30 days from the date of last working day. normally the relieving letter will not be entertained but in case f you require it it can be given only in this format. i have made oe format. the management expects that everyone should give the notice period as mentioned above as per eligibility. but if the department head and the management have mutually agreed on shortfall notice period then it can be waived off. otherwise the candidate has to work as per eligibility of notice period or compensation in lieu of notice as decided by the management & hr. before the last working date the candidate has to submit the filled form view form at with the approval of department head accounts & hr. until unless handing over charges or staff settlement form approval gets complete the relieving letter service/experience certificate and final settlement will not be issued. i have faced a problem such as 1. unfair practice for one day leave ask to work for 2 days? 2. for extention days how the payment will be done? as per my knowledge co. has to pay till last working day. but management says for ex. if one has to relieve on friday but he took leave & not properly handover so he has to work for 2 days extra actually one day so mgt says they can pay only for mon & tuesday not for sat & sunday. is it possible? since sat & sunday are holiday. it is ready to pay for those extention days not for holiday since he is resigning. anyone has faced like this if anyone has policy please help me out. i will be greatfull if i get reply at the earliest. thanks ramya shankar