How Can I Resolve Issues with My Resignation and Final Settlement at My Last Job?

Hello everyone, seeking your guidance on the situation below:

Resignation Process and Challenges

I joined a university as an HR Manager in March '17 and had to leave due to a family problem as I am moving back to my hometown. I submitted my resignation on 29th June and asked my HR head to release me on an urgent basis, but he denied accepting my resignation and instructed me to speak directly to the Chairman. I conversed with him as I urgently needed to be relieved since I was unable to continue in the current situation.

I explained the circumstances to the Chairman, and he agreed to my request. After receiving the Chairman's verbal approval, I submitted a formal resignation to the HR head, asking for a waiver of my notice period due to the urgency of the matter. However, he neither signed my resignation nor responded to me. He simply instructed me to hand over my work to xyz.

Upon completing the handover, I departed. When I followed up for my Experience/Relieving letter and Full and Final settlement, the HR head informed me that they would not be waiving off the requirements.

Seeking Advice on Next Steps

I would appreciate your suggestions on how to proceed in this situation to obtain my Full and Final settlement and receive my remaining dues. Thank you!

Dear Shivangi, your post will surprise members of this forum in all respects. Not that this forum is new to quixotic posts, but when it comes from a practicing HR Manager, the quixotism of the post becomes prominent.

You have served in the organization barely for three months. You are trying to acquire the service-cum-experience certificate for the time spent in that organization. Your HR Head is refusing to provide the certificate. However, even if he issues the certificate, it will have no practical value. On completing your stint at your hometown, once you start looking for a job again, can you quote experience of three months on your CV? If you quote, what justification will you be able to give for your tenure of three months? Whatever the reasons you quote, will any HR accept it? As an HR professional, will you accept the reasons from a job candidate quitting the job after only three months? Even if the reasons quoted are real ones, then what inference will an average HR draw about such a candidate?

Rather than a service-cum-experience certificate, you could have asked for a "No Due Certificate." Its acquisition is important as after a few weeks or months, you should not receive notice for some dues against you.

Your HR should have clarified what happens if the notice period is not completed. What was the notice period and what are the terms of the appointment letter? How many days' salary are outstanding?

Generally, HR Managers who are members of this forum address this type of query that comes from non-HR. It is unfortunate to note that HR will be required to address this type of query for fellow HR!

Thanks,

Dinesh Divekar

You are bound to give notice as per your appointment, or if the organization permits, pay notice pay. Therefore, the employer is right. You may pay notice pay and settle the issue as they are not agreeing to waive notice pay.

MOHAN KUMAR PH: 8921883907

I fully agree with Mr. Divekar.

Just for more clarity, did you have any probation period in your appointment letter? Generally, a probation period of 6 months is mentioned during which the notice period may be 01 day. If there is no probation period in your appointment letter, you have no choice but to pay salary in lieu thereof for the period mentioned in your terms of appointment. Don't get carried away by verbal assurances of the Chairman. They seldom mean what they promise!!!

Anil Raina