Is It Resignation or Absconding? Navigating Notice Period Challenges in HR

Hi, facing a problem. We have a policy that an employee has to serve a two-month notice period when he/she resigns. Now, an employee gave one month's notice on his resignation. The same was not accepted by the group head, who insisted that he has to serve the complete notice period as per the terms of his employment. However, the employee stopped coming after one month and asked for his relieving letter and full and final settlement. Now, my query is whether this should be considered a case of resignation or an absconding employee. How should I deal with the situation? Please help me out.

Please set a one-month notice period and deduct the one-month notice amount from the employee's salary. Do not withhold or delay the salary of those who have given one month's notice.

Thank you.

Dear Darshan,

This is a resignation case. In this scenario, you need to calculate the employee's working days, salary for the period worked, and include any earned leave or privilege leave. Deduct the employee's contribution to P.F. and E.S.I. if applicable. Then, calculate the notice period amount and subtract it from the gross earnings. If the resulting amount is negative (indicating that the employee owes money), inform the employee to make the required deposit. Otherwise, clearly communicate that the relieving letter will not be issued until the amount is settled.

Regards,
Rajeev