Anonymous
Hi Everyone,
I am pretty new to the domain, and have no seniors in my organisation to seek counsel from.
While doing some calculation for Full-and-Final (FnF) settlement of an ex-employee, I have found one absence in his punch-in record, but no application or any record of leave or remote work is there for him on that day.
His manager has also recently left the organisation, hence there is no one to validate if this was a leave or remote work or error in punch-in.
(Please note that I am talking about a new, small organisation where systems are not set up very much)
Without the clarification I cannot forward his attendance data to payroll for settlement.
Seeking urgent suggestions from experienced and senior people on a work around on this situations.
Will be obliged.
Thank you and stay well!
S. Ray
HR Professional

From India, Pune
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Asso.prof.(commerce & Management)
Pvenu1953@gmail.com
Retired Government Servant/advocate
Gannahope
Deputy Commissioner Of Labour..a.p.

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shobhit-kumar-mittal
50

Dear Mr. Ray,
If there is no leave application or any record of leave, then most probably, the employee was absent on that day. No salary is earned by the employee when he is not present. For further clarification, you may call me.

From India, Faridabad
gannahope
67

Sir
No issue
Think liberally. Now are the days of corona lockdown s. Sufferings are a lot to even crorepathi.
Calculate his working years. A month salary for every worked year. This covers gratuity.
Notice pay one month salary outright.
No issue of absence days and leaves verifications.

From India, Nellore
panchsen
49

If it is a one day attendance ( without a supporting record) , you have no other option than to give the employee the benefit of doubt by treating that day as being present for work and start processing the F*F settlement . If need be you can generate a note to your Boss or CEO ,explaining the situation and get it approved before processing the F & F Settlement.
Pachsen
P.Senthilkumar'

9884009193

From India, Chennai
pvenu1953@gmail.com
115

Was he paid for the particular day? If so, the period need to be taken as on duty.
From India, Kochi
loginmiraclelogistics
1063

First of all indicate how many of such days are involved and when? Only one day? or more?
I also agree with Mr.Venu's views. Verify your pay roll records. If you find that he was paid full month's salary you can safely take it that he was on duty. If there are more days and there's no records found check whether there's any inquiry was pending on this and any break-in-service was ordered. If there's no record to say whether there was any instance of break-in-service in his past service you should record the facts, take approval of head of office and proceed to settle the FnFs.

From India, Bangalore

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