Voluntary separation can be categorised as under:
1. Employee disappears and does not return even to ask for certificates and settlement
2. Employee disappears (absconds) and returns after a few months requesting for settlement and certificate
3. Employee gives just one or two days notice as against a month
4. Employee gives 2 to three weeks notice
5. Employee giving full notice period
6. Employee giving shorter notice but pays the money due to shorter notice
1. In cases mentioned in 1 and 2, there is no problem in issuing a certificate saying the person has absconded
2. In case of 5, there is no problem in issuing certificate
3, In case of 3 and 4, if the employee has paid the shortfall in notice period, the management can not issue a certificate saying he left in shorter notice,
as he has fulfilled contractual obligation.
4. In case if you have waived the notice period, again, it is your decision to relieve him early and it is not correct to issue such a certificate
5, In case if you have recovered the notice pay from final dues, the same shall be mentioned in full and final settlement and there is no need to repeat it in
a certificate
Hence, if you analyse the issue logically, you will arrive at a decision that making a mention about shortfall in notice period in certificate is not required and does not serve any purpose.
I used to mention in acceptance of resignation letter the following
1. If the shortfall is waived, the same shall be mentioned in the acceptance letter.
2. If there is a need for recovery, I used to mention in acceptance letter saying that shortfall ( mention number of days) in notice period shall be recovered from final settlement
T Sivasankaran