Lets Join Hands For Clean Exit!!!!-Let A Movement Begin ....

Hi Sowjanya,

You are in trouble only if you think you are in trouble. They know that you are not interested in punishing anyone, right? Make that clear to them. I will not go digging out the number for you since I do not agree with the idea that he has to be punished. Take that stand. The rest is their headache. Let them do it if they want to, or chuck it if they cannot! You have not been part of this Terminator team! Keep your conscience clear and act professionally at the same time!

Good luck!

Hi Indrani,

I have been following the proceedings. My story so far is that I have not heard from HO after my report went. I am under pressure to issue notices to all these employees from the regional guys. Any suggestions? I am meeting the HO soon. I thought I will wait till then and bring it up. What do you say, Indrani? Anyone, any suggestions?

Hi Indrani!

This has been a marathon discussion, I feel.

What is your line of action regarding the movement you want to begin?

I feel you are in the process of building the atmosphere for the movement by making people think and reflect on their views on the problem. Thanks for the initiative.

My views:

What is the problem? Is it people leaving without intimation? Is it organizations not taking care of joining formalities?

The answer to the above questions is - Yes, in some cases.

What I want to point out here is, what is the magnitude of the problem?

What is the percentage of total attrition that leaves without intimation - unclean/dirty exit?

I suggest you start a poll about this - to find out the percentage of employees leaving without proper intimation. Let the answer be objective. Let the industry-wise, position-wise details be gathered, and then try for a solution.

How grave is the problem? Where is it grave? Some objective data is a prerequisite.

I am afraid that after thousands of views and hundreds of comments (nearly half of them are yours), we don't find the movement shaping up because people are discussing views, cases, arguments, counter-arguments. I agree that these should be done but not at the cost of data, which I feel should be the base of discussions.

Hope you will understand my point of view and give a new direction to the discussions.

- Hiten

Hey, let me share my experience. I was a Recruitment Executive working with a HeadHunting firm for the past 8 months.

During my time with the company, I have closed 18 positions and generated over 3 Lacs in revenue.

Due to personal differences with my manager, yesterday I informed my management and HR that I couldn't work under her anymore and would like to leave.

My performance pay exceeds 20,000, which will be paid in January (haven't received it yet).

They presented me with 3 alternatives for a proper exit:

1) Accept a 1-month salary deduction and be relieved in November.
2) Serve a 1-month notice period and leave on January 1st.
3) Receive November's salary and leave without a relieving letter.

Considering the options, I won't receive my 20,000 performance pay if I choose to leave before mid-January. Once an employee resigns, they forfeit the pay. I can't continue even for a day longer as my manager was making my work life unbearable despite my performance.

I informed HR that I will opt for the 3rd option – to be credited with my November salary and leave without official documentation.

I negotiated for a win-win approach, mentioning my revenue generation and pending performance pay. However, the HR changed their stance, stating they would provide the letter but withhold my November salary.

This situation raises the question – should everyone be allowed a clean exit, especially when faced with such behavior?

In my case, I feel like the loser. Today, I contacted HR again to request my relieving letter, and they mentioned it would be couriered.

When faced with such situations, what's the value of talking about a clean exit?

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Dear Mr. Parekh,

Nice to see you on my post once again. How are you doing? Yes, almost half the posts on this topic are mine because I feel that if I do not reply to the comments posted by the site members, then their painstaking efforts go unattended.

Thank you very much for such constructive feedback. I will definitely take a poll, but how do I categorize the results industry-wise? Nevertheless, I feel your post is the best on this topic (my personal views), so here you go with 5 points from my side. :D

Thanks and Regards,
Indrani Chakraborty

Hi!

How about linking the clearance/relieving certificate from the previous employer as one of the ratings to the PMS of the employee in the first year. This may, to some extent, reduce false clearance/relieving certificates.

Anil.Ch

Hi, Indrani!

You may find the attachment useful. You may ask for other members' data either through email or simple post and fill the table, which may give you some idea whether the problem is chronic. If yes, where the intensity is more. After finding the area to concentrate on, you can go into details of reasons, etc.

Hope this is of some use.

- Hiten

Dear Jacob,

I must say that this situation is very depressing. I feel ashamed of myself being an HR, that this is the way employees are being treated after they have put up their best efforts.

I would just like to point out that the performance pay you are supposed to get in January, so in case you are not working until January, you cannot claim the performance pay, but you deserve it; that is 100% truth, since it is your hard-earned money.

One more thing I wanted to say is that you opted for November's salary and the relieving letter. Now the HR said that you are not going to get your November's salary since you are not serving the notice period, but she promised to issue the relieving letter. Now when she has changed her stance once again, I think you should go and have a word with the management directly, that you want your papers before leaving the company.

All the best to you. Keep posting.

Thanks and Regards,
Indrani Chakraborty

Dear Mr. Parekh,

Thank you for the document. I must honestly say that after reviewing it, I am inspired to pursue a doctorate on this topic, utilizing data collected from various industries. I have saved this document for future reference.

Thank you once again.

Thanks and Regards,
Indrani Chakraborty

Dear Mr. Parekh,

I take offense to your statement. You were not harsh; you made a personal remark. Until now, I have shown respect for your posts, and I have always appreciated them.

I guess I was empathetic towards the situation, and whatever comments I made were my personal opinion. I have never dragged the entire community into it. Whatever comments we put forward on this site are based on the assumption that the post made by the member is a true and real situation. There is hardly any scope to verify the other party's situation, so it is bound to be one-sided.

Dear Ms. Nandita,

I am so sorry for the delayed reply. I guess I somehow missed your post. I don't want to suggest anything more right at this point in time. I would just like to add that you have a clear-cut conversation with the HO first.

Keep posting.

Thanks and Regards,
Indrani Chakraborty

I want to share in these issues...

First, there has to be loyalty on the part of the employee towards the company, as he earns bread and butter for himself and his family.

Secondly, the company has to take care of its employees, as they have served the organization with honesty and hard work.

However, the problem arises when there is an imbalance in the level of satisfaction on any issue. It is beneficial for both parties to resolve it because both are the only ones who suffer in the long term; one may be more affected than the other.

Bharat

Unethical practices are rampant. I have come across an instance wherein the HR official writes that our ex-employee has joined his company, and we may kindly relieve him. In the first place, our employee resigned without fulfilling the basic formality of handing over the company's property. We know for sure that this employee had been poached, and he had been assured that everything will be taken care of!

In senior-level interviews, many HR persons cut sorry figures as there is no particular protocol being followed. Irrelevant questions are being asked, and no transparency is maintained when it comes to negotiating for the CTC. When these senior managers join the company, the HR persons get paid back in the same coin.

Many employees get unjustly sacked or are forced to resign. Many deserving candidates are not selected. What does HR do?

The HR primary job is to convince the joining candidates of the harmonious working atmosphere in the company, but it is not effectively conveyed. It's like, "You join us, we take care of the rest," and the unethical practices continue!