Hi Seniors, I am working with a company for the last 3 years, where a lot of confusion is going on during the separation of the employee.
As per the appointment letter, the notice period is 2 months. If the employee fails to serve the notice period he/she has to pay the notice period recovery amount (which is normal & most companies follow the same policy)
Now below are the contradictory points, where I am facing the issues:
1) In this organization, management asked me to calculate the notice period from the date of accepting the resignation.
2) They are asking me not to initiate the exit formalities of the outgoing employee until a new replacement come
My questions are:
1) If the employee is ready to pay the notice period recovery amount, is he/she liable to do the handover formalities?
2) If the employee pays the recovery amount does it really matter whether his/her notice period will get accepted or not? Does the employee still have the right to get his relieving & experience letter?
Now they are asking me to revise the appointment letter with the clause where I need to mention that the notice period will be calculated from the date of acceptance.
I asked them to send me an email communication as I am not the policymaker. can you please suggest if there are any alternate solutions where I can really avoid this situation?
As per the appointment letter, the notice period is 2 months. If the employee fails to serve the notice period he/she has to pay the notice period recovery amount (which is normal & most companies follow the same policy)
Now below are the contradictory points, where I am facing the issues:
1) In this organization, management asked me to calculate the notice period from the date of accepting the resignation.
2) They are asking me not to initiate the exit formalities of the outgoing employee until a new replacement come
My questions are:
1) If the employee is ready to pay the notice period recovery amount, is he/she liable to do the handover formalities?
2) If the employee pays the recovery amount does it really matter whether his/her notice period will get accepted or not? Does the employee still have the right to get his relieving & experience letter?
Now they are asking me to revise the appointment letter with the clause where I need to mention that the notice period will be calculated from the date of acceptance.
I asked them to send me an email communication as I am not the policymaker. can you please suggest if there are any alternate solutions where I can really avoid this situation?