Dinesh Divekar
Business Mentor, Consultant And Trainer
Am - Hr
Hr Manager
+1 Other

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Hello everyone,

Seeking your guidance on below..

I joined an University as HR Manager in March'17 and had to leave due to some family problem as i am moving back to my home town. I put down my papers on 29th June and asked my HR head to relive on urgent basis but he denied to accept my resignation and asked me to speak to the Chairman directly. I spoke to him as i wanted reliving any how as i was not able to continue due to urgency.

I spoke to him and explained all the situation and he agreed. After Chairman's verbal approval, i wrote a resignation to HR head and requested to waive off my notice period, considering the situation. He neither signed on my resignation nor reverted back to me. He just said that handover the work to xyz.

After completing my handover, i left. But when i followed up for my Experience/reliving letter and F&F, he said that they will not be waiving off.

Please suggest what can be done in this situation to get my full and final done and to get my remaining dues. Thanks!

From India, Mumbai
Dear Shivangi,

Your post will surprise members of this forum in all respects. Not that this forum is new to the quixotic posts but when it comes from practising HR Manager, the quixotism of the post becomes prominent.

You have served in the organisation barely for three months. You are trying to acquire the service-cum-experience certificate for the time spent in that organisation. Your HR Head is refusing to provide the certificate. However, even if he issues the certificate, it will have no practical value. On completing your stint at your hometown, once you start looking for the job again, can you quote experience of three months on your CV? If you quote, what justification will you be able to give for your tenure of three months? Whatever the reasons you quote, will any HR accept it? As a HR, will you accept the reasons from a job candidate on quitting the job only after three months? Even if the reasons quoted are real ones then what inference average HR will draw about such candidate?

Rather than service-cum-experience certificate, you could have asked for "No Due Certificate". It's acquirement is important as after few weeks or months you should not get notice for some dues against you.

Your HR should have clarified about what happens if the notice period is not completed. What was the notice period and what are terms of appointment letter? How many days salary is outstanding?

Generally HR Managers, who are members of this forum address this type of queries that come from non-HR. It is unfortunate to note that HR will be required to address this type of query for fellow HR!


Dinesh Divekar

From India, Bangalore
You are bound to give notice as per your appointment or if the organisation permits, pay notice pay. Therefore, the employer is right. You may pay notice pay and settle the issue as they are not agreeing for waiving notice pay.
PH : 8921883907

From India, Bangalore
I fully agree with Mr Divekar.
Just for more clarity , did you have any probation period in your appointment letter ? Generally probation period of 6 months is mentioned during which notice period may be 01 day.
If there is no probation period in your Appointment letter, you have no choice but to pay salary in lieu there of for the period mentioned in your terms of appointment.
Don't get carried away by verbal assurances of Chairman. They seldom mean what they promise !!!
Anil Raina

From India, Delhi
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