What are the best practices that an HR should include in the notice period process?

What are the best practices that an HR should include in the notice period process so as employee must pay their shortfall notices period recovery amount?

Hi,

Any shortfall in notice period to be recovered from the full and final settlement of employees after mutual discussion and agreement. In case of insufficient balance in Full and Final Settlement difference payment in the form of Demand Draft should be obtained from the employees ( in the name of the Company) and a supporting letter to be collected from employees.

Thank you so much for your response. with reference to notice period non-recovery, how an employer can safeguard his interest, please suggest some guidelines or terms which can be added in appointment letter or while resignation acceptance. Look forward to your inputs.

Hi,

You may add the following point in the Appointment letter.

" The Company will be entitled to terminate your employment by giving you, 1 Month written notice. In case you want to terminate this employment , you will be required to give 1 Month written notice or forfeit in lieu thereof, the gross pay for 1 Month or pro-rated for the period by which such notice falls short of 1 Month.".

Also during resignation discussion with the employee make it clear to the employee that one month notice is compulsory and proper relieving will be given only if the employee serves proper notice period.