As per prevailing practices in most of the industries, No Organisation is generally allows earned leave to employees, who are on Notice Period. Instead they prefer encashment of balance leave or adjust the shortfall of notice period against the balance leave.

Here, we don't understand why the employee or the HR personnel is insisting date of releasing as 29th March, 2021, when the employee will not be physically available at workplace and or doing any job for you.

I foresee the following reasons.

1. The employee may be thinking that if he releases on 29th March, he will get benefit of earned leave for the month of March.

2. He may be trying to encash employment offers and negotiate from other organisations and wanting to prove that he is still continuing in your employment.

3. He may be completing 5 yrs. of services by 29th March.

4. Your Company will be incurring additional cost for 25 days salary plus benefits, if not released on 4th March.

It is normally risky to continue such employees because you don't discontinue access to his / her mail id, your laptop may be in his / her possession, security matters and lastly Employment Compensation, unfortunately the employee meets with an accident.

Therefore the last date of exit should be considered as 4th March, 2021 (His physical last working day) and adjust the shortfall of 25 days notice period against his balance leave, which has already been advised by the Senior Members.



From India, Thane
Relieving date should be the exit date 29/03 instead of 04/03 thanks & regards, from, sumit kumar saxena
From India, Ghaziabad
Dear Members,
Since salary is proposed to be paid till 29/03/21, the last working day will be 29/3/21. For calculation of gratuity and other benefits, 29/03/21 should be taken in to account.

From India, Guntur

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