Handling Quick Resignations: Should We Process Full and Final Settlement for Compliance?

Dear Seniors,

Need help with the below-mentioned points!

An employee joined on 5th July 2017 and left on 14th July 2017 by sending a resignation email from home. We processed the salary (by holding) for July 2017 with 10 days' salary. Should we also prepare the full and final settlement to ensure compliance?

Please advise!

Regards,
Prem

The newly appointed employee has actually worked for 10 days only and submitted resignation through mail. It is not clear whether you've accepted his resignation. Similarly, it is also not known if withholding his salary for his duty period is simply for the return of the management's property, if any in his possession, or for non-compliance with any notice conditions already stipulated.

If the resignation is acceptable by waiving the notice condition, he is not entitled to anything other than his duty salary for 10 days. Therefore, the decision lies with the management using its discretion.

Dear Umakanthan,

Firstly, understand your appointment letter and what it states regarding the provision of a notice period. Verify how many days of notice period are required before confirmation.

If a notice period is specified, proceed with legal action; otherwise, ensure the payment of 10 days' wages to the individual.

Thank you.

Dear Umakanthan,

Please refer to the appointment letter. If there is no provision for a notice period in the appointment letter, then payment should be made for 10 days worked.