Handling Early Departure During Notice Period: What Should HR Do Next?

Dear Sirs, I would like to know more about the aforementioned topic very clearly. Suppose an Executive/Officer/laborer resigned today, i.e., on 24/04/2017, stating that he will continue with the current company until 24/05/2017. This means his resignation will take effect from 24/05/2017. Management also accepted the resignation by the deadline on 25/04/2017. However, the employee did not complete or continue his job until the agreed date. He was absent after completing 15 days of the notice period.

In this regard, as an HR executive, what actions should I take? What are the necessary next steps? Should he be classified as a resigned employee or not? If yes, how can I initiate his full and final settlement procedures? Kindly provide me with a logical and lawful solution to this issue that I can implement going forward.

Thank you for your assistance.

With kindest regards, Sabyashachi Purokyesta Executive - HRD & COMPLIANCE Dept. A large Textile Company of BD.

Dear friend, you can be a little clearer. Descriptive words are not required, just mention it like this:

Date of resignation: 24.4.2017

Notice period of one month to end on 24.5.2017. However, the employee would have worked only for 15 days, i.e., up to 9.5.17, and therefore, he didn't complete the full one-month notice period, i.e., up to 24.5.17. This is a hypothetical case I can see. However, your query is answered like this—how to treat this balance of 15 days, i.e., up to 24.5.17. Am I correct? It's simple; either he/she has to work the full notice period and would earn a salary, or failing which, recover the shortfall from the salary. That's all. "No work, no pay."

Accordingly, he'll be marked absent on the days he didn't work, and he will be entitled to F & F till the last date of his presence on duty. He will be treated as a "resigned employee" from the date of his submission of resignation or from the date it was accepted, whichever is later, and that period will be known as the "Notice Period."

I have corrected the spelling and grammar errors in your text to ensure clarity and coherence. Let me know if you need further assistance.

Employee Resignation and Notice Period

An employee will be relieved from service after completing the notice period as per the terms of appointment. If an employee remains absent from duty during the notice period, they will not be eligible for salary, as pointed out by Mr. Kumar under the principle of "No work, No pay."

Furthermore, as an employer, you are entitled to recover salary for any shortfall in the notice period. Your topic "About one month notice resignation" reflects your sharpness. The resignation will be effective from the date of receipt of resignation. The employee will remain in service until they are relieved, which should be after the completion of the notice period.

Handling Unauthorized Absence

What is this sharp HR executive doing when an employee remains absent without intimation? Was any intimation sent to the employee about unauthorized absence? Please do not apply logic in this particular case; apply the terms and conditions of the appointment.

I hope this reply will make you humble and dignified from now on. Please note that "little knowledge is dangerous."