Mr. Aman,
Recruitment process, drawl of salary for working period of an employee and disciplinary action or recovery of the notice period pay are three different processes, not to be clubeed in any manner. So, irrespective of the waste of time by the company in recruitment/ training process, the salary has to be drawn, not to say of 10 days, but even for one day of work of an employee. No law permits a company not to draw salary of any employee irrespect of his work period being a few days or a longer period.
Contrarily, the management is free to take two kinds of action against the employee, i.e., (1) disciplinary action, as per rules prescribed for conduct and discipline of the employees, for unauthorised absence or desertion from duty, if he has left service without getting due approval of his resignation/ formal relief from his job; and (2) initiate action for recovery of notice period pay from the employee subject to adjustment of the duty pay toeards the dues recoverable from the employee.
So, nothing informal should be there or out of record of the organisation.. Notice period pay is just like compensation for the expenditure or overheads of recruitment or say waste of time of the company in making recruitment or training. However, if the organisation works only by hit and trial basis without having or following any set of rules, only the organisation can be blamed for not following the law of the land.
By the way, what type of training can be possible within 10 days. He must have rendered his service in doing work of the company?
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