I wish to present these cases for your review and opinion
Case 1: Emp CM - on probation, frequent absentee. Goes on leave due to illness, info telephonically conveyed to HR by the spouse. HR tries contacting CM and after much deliberation is able to speak to the 'CM'. On inquiry, the nature of ailment not conveyed, tentative return date also not informed. CM is informed that due to frequent absenteeism, emp might be terminated. To avoid a blotch in career, emp offers to resign but wants to be relieved immediately with notice period waived off , as emp cannot serve NP now due to illness but will do so after recovery, but return date cannot be predicted. on sympathetic grounds emp is relieved, NP waived, salary in lieu of NP also waived. After a few months, CM contacts HRD for relieving letter. HRD refuses since NP was not served by CM. CM places a veiled threat. In this situation: Should the company issue one, though NP not served? Should the company ask for a doctor's certificate showing the nature of ailment which disabled emp to serve NP?
Case 2: Emp PM - confirmed employee. tenders resignation. A few days later, while on NP goes on SL. HRD informs PM to report to work after recovery with a medical certificate and complete notice period. After 1.5 months, on not hearing from the employee, the company contacts PM asking the employee to report back to work with a medical certificate. The employee replies that the emp has relocated and cannot serve NP but wants a relieving letter. The HRD reverts saying that if PM cannot serve NP then PM has to pay salary in lieu. the employee is silent. HRD follows up with a reminder. PM reverts saying neither serving NP nor payment in lieu of NP is possible. But wants a relieving letter issued. What should the company do?
Case 3: Emp SG: Confirmed employee - Resigns on health grounds. The company offers to provide 3-6 months of leave on LOP, to recoup and revert. Reconsider the decision, on return if still want to resign, do so serve NP and move on. This way there would not be a break in the service record. HRD comes to understand that SG expects a 50% pay raise to set aside resignation. Incidentally, SG was given a 50% raise which was revised to 68% as requested by the emp just 3-4 months prior to this incident. HRD informed SG that the request would be reviewed, but needed time to execute it as the pay was increased only a few months earlier. After payday, SG abruptly abstained from work. On inquiry, the emp informs that it is not possible to report to work due to the severity of illness. and wants to get relieved immediately and initially expresses the wish to payoff NP. Later insists HRD issue relieving letter waiving NP, since emp's ailment is too severe to serve NP. HRD then requests for a medical certificate to show that SG is too ill to even serve an NP. SG reverts saying that the emp's family insisted that SG quits and takes rest due to emp's frail health which was not fit enough as per the family to serve NP. So the only option left is to pay in lieu of NP. HRD informs the emp accordingly. Now SG is silent. what should the company do?
Case 1: Emp CM - on probation, frequent absentee. Goes on leave due to illness, info telephonically conveyed to HR by the spouse. HR tries contacting CM and after much deliberation is able to speak to the 'CM'. On inquiry, the nature of ailment not conveyed, tentative return date also not informed. CM is informed that due to frequent absenteeism, emp might be terminated. To avoid a blotch in career, emp offers to resign but wants to be relieved immediately with notice period waived off , as emp cannot serve NP now due to illness but will do so after recovery, but return date cannot be predicted. on sympathetic grounds emp is relieved, NP waived, salary in lieu of NP also waived. After a few months, CM contacts HRD for relieving letter. HRD refuses since NP was not served by CM. CM places a veiled threat. In this situation: Should the company issue one, though NP not served? Should the company ask for a doctor's certificate showing the nature of ailment which disabled emp to serve NP?
Case 2: Emp PM - confirmed employee. tenders resignation. A few days later, while on NP goes on SL. HRD informs PM to report to work after recovery with a medical certificate and complete notice period. After 1.5 months, on not hearing from the employee, the company contacts PM asking the employee to report back to work with a medical certificate. The employee replies that the emp has relocated and cannot serve NP but wants a relieving letter. The HRD reverts saying that if PM cannot serve NP then PM has to pay salary in lieu. the employee is silent. HRD follows up with a reminder. PM reverts saying neither serving NP nor payment in lieu of NP is possible. But wants a relieving letter issued. What should the company do?
Case 3: Emp SG: Confirmed employee - Resigns on health grounds. The company offers to provide 3-6 months of leave on LOP, to recoup and revert. Reconsider the decision, on return if still want to resign, do so serve NP and move on. This way there would not be a break in the service record. HRD comes to understand that SG expects a 50% pay raise to set aside resignation. Incidentally, SG was given a 50% raise which was revised to 68% as requested by the emp just 3-4 months prior to this incident. HRD informed SG that the request would be reviewed, but needed time to execute it as the pay was increased only a few months earlier. After payday, SG abruptly abstained from work. On inquiry, the emp informs that it is not possible to report to work due to the severity of illness. and wants to get relieved immediately and initially expresses the wish to payoff NP. Later insists HRD issue relieving letter waiving NP, since emp's ailment is too severe to serve NP. HRD then requests for a medical certificate to show that SG is too ill to even serve an NP. SG reverts saying that the emp's family insisted that SG quits and takes rest due to emp's frail health which was not fit enough as per the family to serve NP. So the only option left is to pay in lieu of NP. HRD informs the emp accordingly. Now SG is silent. what should the company do?