Dear All,
I have made a separation policy as per the management guidenes ( since we found many people take leave after give the notice time) for my company. please find it below.
Before that i will explain our company set up, there was no HR earlier, so there was no proper Appt letter eyc. The strength is 40-50.
Separation Policy
This policy is the guidelines for facilitating employees and the organization to know about the separation policy &, its procedure.
Notice period:
Every Employee has to serve the notice period for Separation. Either it has been mentioned or not in your appointment letter.
The Probation and Confirmed/ Regular category has to give one month as notice period.
The Training, Temporary and Consultant category has to give 15 days as notice period.
During the notice period, the presence of the employee on regular working hours is must. Absence will not be entertained unless if you got the approval from the concerned Manager & HR. If the management feels that the leave taken is not reasonable or acceptable and due to this, the handing over charges was not able to done properly then reliving date will be extended by 2 ( two) working days for each leave taken after the resignation date.
Settlement Procedure:
Generally One month salary or 30 days of salary will be kept hold for company security purpose. It can be exceeded; the final decision is at the sole discretion of the Management & HR. It can be paid as Final Settlement either after or along with the Service/Experience certificate.
The Final Settlement & Service/Experience Certificate will be issued after 10 - 30 days from the date of Last working Day.
Normally the relieving letter will not be entertained but in case f you require it, it can be given only in this format. ( i have made oe format).
The Management expects that everyone should give the notice period as mentioned above as per eligibility. But if the department head and the management have mutually agreed on shortfall notice period, then it can be waived off. Otherwise, the candidate has to work as per eligibility of notice period or compensation in lieu of notice as decided by the Management & HR.
Before the Last working date, the candidate has to submit the filled form (view form at --- )with the approval of Department Head, Accounts & HR. Until unless, Handing over charges or Staff Settlement Form approval gets complete, the Relieving letter, Service/Experience certificate and Final Settlement will not be issued.
I have faced a problem such as
1. Unfair Practice - for one day leave ask to work for 2 days?
2. For extention days, how the payment will be done? As per my knowledge, co. has to pay till last working day. But management says
For ex. if one has to relieve on Friday, but he took leave & not properly handover so he has to work for 2 days extra ( actually one day), so mgt says they can pay only for mon & tuesday not for sat & Sunday. Is it possible? Since sat & sunday are holiday. it is ready to pay for those extention days not for holiday since he is resigning.
Anyone has faced like this, if anyone has policy please help me out.
I will be greatfull if i get reply at the earliest.
Thanks
Ramya Shankar
I have made a separation policy as per the management guidenes ( since we found many people take leave after give the notice time) for my company. please find it below.
Before that i will explain our company set up, there was no HR earlier, so there was no proper Appt letter eyc. The strength is 40-50.
Separation Policy
This policy is the guidelines for facilitating employees and the organization to know about the separation policy &, its procedure.
Notice period:
Every Employee has to serve the notice period for Separation. Either it has been mentioned or not in your appointment letter.
The Probation and Confirmed/ Regular category has to give one month as notice period.
The Training, Temporary and Consultant category has to give 15 days as notice period.
During the notice period, the presence of the employee on regular working hours is must. Absence will not be entertained unless if you got the approval from the concerned Manager & HR. If the management feels that the leave taken is not reasonable or acceptable and due to this, the handing over charges was not able to done properly then reliving date will be extended by 2 ( two) working days for each leave taken after the resignation date.
Settlement Procedure:
Generally One month salary or 30 days of salary will be kept hold for company security purpose. It can be exceeded; the final decision is at the sole discretion of the Management & HR. It can be paid as Final Settlement either after or along with the Service/Experience certificate.
The Final Settlement & Service/Experience Certificate will be issued after 10 - 30 days from the date of Last working Day.
Normally the relieving letter will not be entertained but in case f you require it, it can be given only in this format. ( i have made oe format).
The Management expects that everyone should give the notice period as mentioned above as per eligibility. But if the department head and the management have mutually agreed on shortfall notice period, then it can be waived off. Otherwise, the candidate has to work as per eligibility of notice period or compensation in lieu of notice as decided by the Management & HR.
Before the Last working date, the candidate has to submit the filled form (view form at --- )with the approval of Department Head, Accounts & HR. Until unless, Handing over charges or Staff Settlement Form approval gets complete, the Relieving letter, Service/Experience certificate and Final Settlement will not be issued.
I have faced a problem such as
1. Unfair Practice - for one day leave ask to work for 2 days?
2. For extention days, how the payment will be done? As per my knowledge, co. has to pay till last working day. But management says
For ex. if one has to relieve on Friday, but he took leave & not properly handover so he has to work for 2 days extra ( actually one day), so mgt says they can pay only for mon & tuesday not for sat & Sunday. Is it possible? Since sat & sunday are holiday. it is ready to pay for those extention days not for holiday since he is resigning.
Anyone has faced like this, if anyone has policy please help me out.
I will be greatfull if i get reply at the earliest.
Thanks
Ramya Shankar