I was working with an CMMI level 5 company and due to some medical emergency in family I resigned and ask my management to relieve me early (asap) and I was ready to pay the amount of short days in notice period as per company policy. I have given proper handover of all my work to other team member and I followed all the policy and guidelines except 90 days hoping that management will understand problem and release me as there was no dependency on me or any critical task/assignment in my team/project.
Below is T&C mentioned in offer letter which I had signed during joining the company:
3. Termination of Employment (a) Either party can terminate this employment by serving a notice of 90 days on the other. The Company may at its absolute discretion make a payment representing salary (basic) in lieu of notice of termination. However, for cause like misconduct, gross negligence, willful insubordination or disobedience, misbehavior or non-performance, Tech Mahindra Limited. may terminate your services with immediate notice. The Company shall have the right to place you under suspension on subsistence allowance and benefits as applicable pending any investigation into potential dishonesty, gross misconduct, misappropriation, gross negligence, fraud or other circumstances, which expressly provides for termination of your employment which if proved, would entitle The Company to dismiss your services summarily. (b) In the event of your serving on The Company a notice of termination of employment by submitting a resignation letter, your release will be governed by the relevant policies in force at that point in time, subject to satisfactory handing over of your duties, responsibilities, Company documents, Company assets, etc. to the relevant parties. (c) In case of Associates who are governed by any other service agreement(s) for serving a minimum stipulated period, the associate will need to mandatorily fulfill requirements of Clause 3(a) along with applicable exit policy clauses under stipulated service period agreed to and provided therein. (d) Unauthorized absence or absence without permission from duty for a continuous period of 7 working days would make you lose your lien on employment. In such case your employment shall automatically come to an end without any notice of termination. (e) You will be governed by The Company's laid down Code of Conduct and if there is any breach of the same or nonperformance of contractual obligation or the terms and conditions laid down in this agreement, your service could be terminated as per the procedure mentioned in Clause 3(a) herein above. The Company further reserves the right to invoke other legal remedies as it deems fit to protect its legitimate interests. (f) Reference check will be made from your previous employers and other references as may be deemed appropriate. In case there is any adverse report against you which may be detrimental to the interests of The Company or if the information furnished by you is not true, The Company reserves the right to terminate your services as per the procedure mentioned in Clause 3(a) herein above on the grounds of misrepresentation of facts. (g) In addition to The Company's right to carry the above verifications, you shall fill in and sign the Criminal Disclosure Declaration Form. In the event you have been accused, charged and/or convicted for any criminal offence, at any time whether prior or subsequent to your joining The Company, you shall make full disclosure of the same and furnish all necessary documents in support thereof. In the event you have been accused, charged and/or convicted for any criminal offence, your joining shall be subject to specific written confirmation from The Company. The Company at its sole discretion reserves the right to terminate your employment as mentioned in Clause 3(a) or take appropriate disciplinary action against you or revoke this Offer Letter. In the event of suppression of any facts, The Company shall be entitled to take such other action at any time as it may deem fit. (h) The Company reserves the right to carry out banned/ illegal drugs/narcotic substance screening tests on you at any point of time during your tenure. You understand and acknowledge that this is a requirement and you have no objections whatsoever if such checks, banned/ illegal drugs/narcotic substance screening tests and verifications are carried out by The Company or a third party agency engaged by The Company. Arising out of such verification or check or otherwise, if it is detected that the information furnished by you in your application is mis-stated or is unstated or document submitted by you are not correct or banned/ illegal drugs/narcotic substance screening tests, results are positive, The Company shall, at its sole discretion be entitled to fore with terminate your employment as per the procedure mentioned in Clause 3(a) herein above and/or revoke your appointment with The Company, without further reference in the matter.
Please suggest what to do. How I can reveling and experience letter... HR is saying it will be absconding case and no letter will be given.
From India, Delhi
I think that the only option available to you now is that you have to pay the salary for the unserved notice period and get yourself smoothly relieved since you already accepted the exit clause (3(a)) mentioned above. When you do this the contention of the HR would become infructuous.
From India, Salem
You have willingly accepted all the clauses of joining letter.
Ask the management in polite manner to accept payment for shortfall in notice period and give you exit with all documents.
Companies have policies geared to enable smooth running of theri operations and as an employee need to abide by them while leaving also.
From India, Pune
In this case... can company/HR have the right legally to raise absconding against employee ?
As employee was unable to follow only 90 days notice period, other than this employee followed everything and nothing is pending from employee side.
Pls answer above and suggest what to do.
From India, Delhi
Do the employee has informed to the HR or Manager that we would like to get relieved on the specific date without serving notice period and pay the amount against the notice? If he haven't informed and left the organisation then as per the policy company will request employee to submit papers issuing the absconding letter.
If later associate pays the amount then the normal relieving process will be followed by HR like issuing experience letter.
From India, Hyderabad
If you are knowledgeable about any fact, resource or experience related to this topic - please add your views using the reply box below. For articles and copyrighted material please only cite the original source link. Each contribution will make this page a resource useful for everyone.