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In most of the organizations acceptance of resignation is a responsibility assigned to the Manager to whom the employee reports. For direct reports of the MD, the resignation is thus to be accepted by MD.
Please note that delegation of responsibility is a standard practice in all organizations. Thus acceptance of resignation by the concerned manager (to whom the employee reports) is an authorized transaction & is beyond the scope of any debate or clarifications.
However, it is advisable to formally lay down a 'Responsibility delegation matrix' for the various HR related decisions & to issue the same under the signatures of MD. This helps in ensuring compliance as well as silencing those who are in the habit of creating issues.
As brought out by others, it is an internal administration issue & their are no legal bindings associated with it.

Hi,
It all depends on management of the company. Employee giving his/her resignation letter to his/her Department head, department head Submitting to his Unit Head of the Company & finally Unit Head submitting to HR department to process the full & Final Settlement. It is not compulsory that Factory Manager has to sign that letter, more important is HR Head & Unit head sign is compulsory.
I hope u will get the proper idea.
Thanks
Neelima

generally the employee will submit his resignation letter to the concerned head of the department and this will be approved by the hod and forwarded it to hr.dept. hr hod will inform the top management if necessary or else full and final settlement will be done with the discretion of hr hod.
I feel the appointing authority should normally be the one to accept the resignation letter.But in all these years the person concerned must have climbed up the career ladder and the appointing authority to his present grade should be consulted once before accepting his resignation letter.However do not accede to his insistence on getting the resignation letter signed by a director.This may unnecessarily annoy the director.
Hi,
As per me F&F need to be settle subject to clearance from the reporting officer & other departmental heads against no dues clearance. Reporting officer can give clearance only to his department but over all some one authorized to sign the final clearance. Few companies follow different structure as employee need to take clearance from his RO and other departmental HOD's (like accounts/Hr/Admin etc.)
I suggest to take signature from your director on the F&F settlement form instead of resignation.
Then you can advise your accounts team to release the payment accordingly.
Regards,
Kapil Kotwal
Sr. Manager- Corporate HR (India)

Dear Vishal,
Please keep it simple. Do you have a process of exit interview. If so, it will suffice your need since it will be routed to the Director for his review and approval. If there is no such process, then, as rightly said by our members, it is an internal issue, which needs to be sorted out within your organisation. Have a discussion with the management and design a policy covering all these aspects and other left over issues, if any, and circulate it amongst all employees and start implementing the new procedure. KEEP IT SIMPLE & SMART.
Regards,
P. Vathiraj

Hi,

As many members said, the Manager approval will suffice and Director signature is only optional not mandatory. For F & F settlement, the important things to be noted is whether the resignation letter given by the employee is voluntarily or not. If it is not voluntarily, then the worker can approach the labour commissioner to raise disputes under the ID Act or any other appropriate Act, secondly, after receiving the resignation letter. the HR department/Manager and worker/employee will have to enter into 12(3) settlement as per Act for the purpose of settling the statutory dues wherein management side and worker side shud put their signature after obtaining no due clearance certificate from the concerned department and Atleast two witness should put their signatures on the 12(3) settlement . Even if the company complied all the formalities in settling the dues, the employee/worker can approach the Labour Commissioner/Labour Officer/Labour Forum to raise dispute if statutory dues are not settled properly to him/her in accordance with law.

Jeevanantham S

Advocate,

High Court, Chennai

9841366993

HI Friends Can any one share the full process map for acceptance of resignation or Seperation. Kishor
Mr. Siva is actually right on his part, the employee is been for 25 years with the company , he must have contributed so much for the organization that's the reason he was been associated for such a long time, at this stage where in he just require a signature for his 25 years of work, should not be big deal.
Dear
Generally there remains procedural sequence of “recommendation” and “acceptance” of the “Resignation” and varies from company to company.
However it is seen that the “Higher Level” of manager equivalent to “Appointing Authority” should accept (approve) the resignation.
Reasons are:
• Logically ad also legally the authority to separate an employee cannot be lower than the appointing authority.
• Person at “Top Management Level “need to take final call, especially in view of “organizational requirement” and “retention strategy”
• Authority at level equal or 1-2 level higher than that of resigning employee may play “victimization” and “bullying” game.
• The separating person will feel “valued” and will get “recognized”.
(Dear members..all have been quoting that the resigning employee has put in 25 years in the organization, the question has mentioned that the Finance manager who is insisting for director's sign. is in service since last 25 years.)


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