Navigating Exit Policies: How Do You Handle These Common Employee Scenarios?

Good Evening All, I just need assistance in understanding the exit policy.

Exit Policy Queries

For example:

1. What all is included in F and F?

2. If an employee takes leave during the notice period, how should we proceed?

3. If an employee resigns on the spot, is he eligible for his salary for the previous month?

4. If an employee has completed only 25 days in the organization, is he eligible to serve the notice period? If not, is he eligible for his 25 days' salary?

5. When should we hand over the relieving letter?

6. Can we mention his experience duration in the relieving letter itself?

7. If an employee resigns on 31st Jan and agrees to serve the notice period until 15th of Feb, should we give him salary till 31st Jan on 1st Feb or should we hold it till 15th Feb and give it as F and F (including Jan 30 days and Feb 15 days)?

8. If a new employee who has joined 15 days ago is not following any timings and not serious about the job, can we terminate him on the spot? Should we take a letter from the employee? Is he eligible for that 15 days' salary?

Kindly help me find answers to the above. Previous answers have really helped to analyze.

Thanking you in advance.

Presuming that all these questions are related to one particular employee only.

1. What all is included in F and F?

Ans. Only his salary. Not eligible for gratuity, bonus, ex-gratia, etc.

2. If an employee takes leave during the notice period, how should we proceed?

Ans. For every twenty days worked, he is entitled to one day of paid leave.

3. If an employee resigns on the spot, is he eligible for his salary for the previous month?

Ans. If you accept his resignation on the spot, he is eligible for the salary for his service to the company from the date of his joining till the date of acceptance of his resignation.

4. If an employee has completed only 25 days in the organization, is he eligible to serve the notice period? If not, is he eligible for his 25 days' salary?

Ans. If he has only served 25 days, he will be considered on probation period, not liable to serve the notice period, and yes, he is eligible for his 25 days' salary.

5. When should we hand over the relieving letter?

Ans. Yes, on acceptance of a resignation, the employee is eligible for a relieving letter on the last day of his job.

6. Can we mention his experience duration in the relieving letter itself?

Ans. For 25 days in the organization, yes, you can include that in the relieving letter.

7. If an employee resigns on 31st Jan and agrees to serve the notice period until 15th of Feb, in this case, should we give him salary till 31st Jan on 1st Feb or should we hold it until 15th Feb and give it as F and F (including Jan 30 days and Feb 15 days)?

Ans. Like I earlier said, he is on probation period and not liable to serve the notice period. However, if you force him to work until 15th Feb, you will have to pay him until his last day of service.

8. If a new employee who has joined 15 days ago is not following any timings and not serious about the job, can we terminate them on the spot? Should we take a letter from the employee? Is he eligible for that 15 days' salary?

Ans. If an employee has served only for 15 days, he is still on the probation period. And during the probation period, an employee is liable to be terminated with or without reason or notice period. However, you will have to take responsibility for the period of his engagement in the company and pay him for the number of days served in the organization.

What I can easily understand from your post is that you are still unclear about the Terms and Conditions you have to mention in the 'Appointment letter'. Please redraft the company appointment letter strongly to ensure that there is no confusion on either side, i.e., the employer and the employee.

All the best.