Dear Anamika,
I have dealt with several such cases. Most of the time employees gets another job offer and because the next Co. pressurizes them to join early they make up such excuses.
If you have got the medical documents verified from your Dr. and he/she says that the employee's condition does not require her to quit her job then stick to it. Treat her resignation as " resignation on personal grounds" (because medical grounds have not been proved), she should have either served notice or paid in lieu of notice and taken a clean relieving.
Also, she informed you verbally about her resignation, you have to consider that date as the start date of her notice period. Complete her FnF calculation and check if any amount is payable/recoverable. If payable then make the payment promptly; if recovery send her a letter for recovery.
Don't worry about the employee suing the Co. at most you may get a notice from her Advocate stating that you have caused grievous mental and physical harassment etc, etc... you can ask your advocate to reply to that letter and refute each and every allegation in point wise/para wise format.
From my experience, a letter/notice from an Advocate is not much to worry about. If you get a notice from court then you would need to engage a experienced lawyer to handle the case, but possibility of this happening is negligible.
Hope this helps,
Regard,
Ritesh Shah
I have dealt with several such cases. Most of the time employees gets another job offer and because the next Co. pressurizes them to join early they make up such excuses.
If you have got the medical documents verified from your Dr. and he/she says that the employee's condition does not require her to quit her job then stick to it. Treat her resignation as " resignation on personal grounds" (because medical grounds have not been proved), she should have either served notice or paid in lieu of notice and taken a clean relieving.
Also, she informed you verbally about her resignation, you have to consider that date as the start date of her notice period. Complete her FnF calculation and check if any amount is payable/recoverable. If payable then make the payment promptly; if recovery send her a letter for recovery.
Don't worry about the employee suing the Co. at most you may get a notice from her Advocate stating that you have caused grievous mental and physical harassment etc, etc... you can ask your advocate to reply to that letter and refute each and every allegation in point wise/para wise format.
From my experience, a letter/notice from an Advocate is not much to worry about. If you get a notice from court then you would need to engage a experienced lawyer to handle the case, but possibility of this happening is negligible.
Hope this helps,
Regard,
Ritesh Shah