Wht U Wil Do In To Recover Notice Period 4rm Resigned Employee?

If you have given a 1-month notice (e.g., from March 10 to April 10) to a resigned employee, and if he takes 3-4 leaves in that month, what will you do?

1. You will adjust his leave from PL, SL, CL.
2. You will deduct his salary.
3. You will extend his notice period by 3-4 days.

Reply to this; it will be useful for me and also for those who are in the learning stage.

Regards,
Prasad

Hi Prasad,

If you have leave balance in the company, then the leaves will be adjusted to PL or CL. If there is no leave balance for the employee who has resigned, then the deduction in salary is justified.

The extension of the notice period may or may not happen, depending upon the company and the individuals handling the situation. Generally, I have not seen an extension of the notice period unless there is a need for proper handover from the departing employee. I hope this resolves your queries.

Regards, Archna

I don't think the extension of the notice period makes sense. I agree with Archana. Try salary deduction; it'll never affect him mostly.

Dear Prasad,

As Archana has given you all the right pointers, I would like to suggest first please also check the organization's policy. In some firms, they have a policy that no leaves can be taken when an employee is serving the notice period. Similarly, no leaves will be encashed and/or adjusted against any notice period shortfall.

Warm regards,

Sourabh

Dear Prasad,

This varies from company to company. Please refer to your HR Manual to see what is stated there. Generally, in most MNCs, the number of days of leave taken will be extended to their relieving date if there is a mutual understanding between the employee, their reporting manager, and HR. If not, they will have to extend their notice period. However, this policy may differ for each organization. You can also follow the advice given by Archana.

Regards,
Avanthi G
Macher - Exclusive Talent Management Specialists
HR Solutions Provider

[http://www.machertech.com](http://www.machertech.com)

Ya, it's totally dependent on the company's policy. Like few MNCs adjust their shortfall of notice period against leaves. For example, if the notice period is for 3 months but the superior is ready to relieve him after 2 months, in that case, his shortfall will be adjusted against his available leave balance.

Regards,
Dinesh

Hi Prasad,

If the employee is taking leaves, adjust accordingly. If he does not have any leaves left, deduct the salary for those days during the settlement.

Regards,
Raghav

According to me, a 1-month notice is one calendar month, not from date to date, i.e., 30 days. In responsible organizations, leaves taken may be adjusted against the leave to your credit. If none exists, the salary may be deducted.

Tka
Ramaswamy PS

I also agree with Archana.

Normally, what happens if any employee resigns is that he/she is not willing to work with full enthusiasm and just pretends. Therefore, it's better to adjust his balance leave if he takes any leave and release him on the last day of the notice period without extending the notice period.

Regards,
Ritu

I agree with Archana. Leave, if available in one's balance, may be adjusted, or otherwise, deductions may be made. As far as the extension of the notice period is concerned, I think it is not justified, but it could be considered in the worst situation. As HR practitioners or advisors, we should avoid the practice of extending the notice period, and separations should be handled amicably.

Sincerely, Tanveer Ahmad Malik

Hi all,

I agree with Ritu that the employee who has submitted his resignation loses interest and enthusiasm towards his job role. Additionally, there are instances when employees have 10-15 leaves remaining in their balance and then submit a notice period of, let's say, 15 days, which may not necessarily be "working days." This means that the 15 days also include holidays and weekly offs. In such cases, the fundamental purpose of serving a notice period is not fully realized. What actions can be taken in such a situation?

Yes. If leave balance is available, you can count it as leave. If there is no leave balance, then in addition to the salary deduction for the absence period, the following action should also be initiated as per the company's SOP.

1. Extend NP
OR
2. Make NP salary deduction also during the absence period.

Regards,
Binu Pillai

Generally, company policies are made tough to safeguard the company's business interests. However, in practical fields, if there is no adverse effect on the company's business, more importance should be given to humanitarian grounds and company-employee relations.

In my opinion, policy is not the "mantra" of "bhut-vidya" that must be followed. If a policy brings no improvement, then it is nothing but a golden trap or cage.

Regards,