Dear All,
I would like to know if the employee has resigned from service. May I have the rights to roll out the letter of non-performance? We have asked the employee to leave within 3 days of a 45-day notice period by compensating with a month's salary. Additionally, the employee is not giving the assets handover such as a laptop and phone, and says that only after clearing the cheque will she hand over the same. Are all these actions ethical, and what is the role of the HR person in this situation?
I believe I can put a black mark in the concerned person's reference check in the future, and even in the relieving letter, I can write my comments about the non-performance.
Thanks,
Vishnu Pryal
9004609127
From India, Mumbai
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I would like to know if the employee has resigned from service. May I have the rights to roll out the letter of non-performance? We have asked the employee to leave within 3 days of a 45-day notice period by compensating with a month's salary. Additionally, the employee is not giving the assets handover such as a laptop and phone, and says that only after clearing the cheque will she hand over the same. Are all these actions ethical, and what is the role of the HR person in this situation?
I believe I can put a black mark in the concerned person's reference check in the future, and even in the relieving letter, I can write my comments about the non-performance.
Thanks,
Vishnu Pryal
9004609127
From India, Mumbai
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Dear Vishnu,
Please don't do that. Please don't mind that as an HR, your thinking is very aggressive, not up to the mark of an HR Level. A HR or Manager always has to balance between employees and the organization. Try to resolve this problem with the help of verbal or written communication. Step into her shoes and then think about the situation. Just as you are concerned with your assets, she is also concerned with her assets, i.e., money. What if someone puts a black mark or notes non-performance on your relieving letter?
I am sorry to say, but you are behaving inhumanely. Relax and think about sorting out the situation without any discrepancies from either side. Why do you want to destroy her future when she may have dependents relying on her? You mentioned that she has resigned and served the notice period, so what is wrong?
A possible solution may be to communicate with her, ask her to return all the assets of the company, and collect her full and final settlement.
I apologize if my words have hurt you in any way.
From India, Mumbai
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49Please don't do that. Please don't mind that as an HR, your thinking is very aggressive, not up to the mark of an HR Level. A HR or Manager always has to balance between employees and the organization. Try to resolve this problem with the help of verbal or written communication. Step into her shoes and then think about the situation. Just as you are concerned with your assets, she is also concerned with her assets, i.e., money. What if someone puts a black mark or notes non-performance on your relieving letter?
I am sorry to say, but you are behaving inhumanely. Relax and think about sorting out the situation without any discrepancies from either side. Why do you want to destroy her future when she may have dependents relying on her? You mentioned that she has resigned and served the notice period, so what is wrong?
A possible solution may be to communicate with her, ask her to return all the assets of the company, and collect her full and final settlement.
I apologize if my words have hurt you in any way.
From India, Mumbai
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For your information - last week we have disucssed a lot on your concern topic i.e ACTION AGAINST EMPLOYEES AFTER RESIGNING - EMPLOYERS TAKING HELP OF THE LOVELY WORDINS NON PERFORMANCE.
From India, Mumbai
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From India, Mumbai
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Hello Vishnu,
I would go by Yaasmin's response, but for a different reason.
When someone takes the stand the employee mentioned to you, there can be only 2 possible reasons: (1) there MUST have been some such occasions in the Company's history where employees were made to run around for the dues/certificates due to him/her & he/she has heard about it from other employees. (2) The employee concerned must have had such an experience earlier in his/her career & is trying to be cautious in this instance—even if such caution is unjustified here.
As HR, it's your duty to figure out WHICH possibility is the right one applying to the concerned employee & ONLY then take suitable/appropriate action. If it's (1), you need to take it to the management's notice—so that the how & why of it can be analyzed & corrective measures put into place & if it's (2), then as HR it's YOUR job to allay the fears.
You didn't mention the ACTUAL reasons why she resigned. Just talk to her & see how to resolve things amicably. If such a case is a one-off situation, then you may not have much to worry. But if such situations repeat, then you could be laying the ground for ex-employees to bad-mouth about the company outside [nowadays Social Media Networks are also being used] & in the long run it's the Company that suffers—& consequently the concerned HR person.
Rgds,
TS
From India, Hyderabad
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I would go by Yaasmin's response, but for a different reason.
When someone takes the stand the employee mentioned to you, there can be only 2 possible reasons: (1) there MUST have been some such occasions in the Company's history where employees were made to run around for the dues/certificates due to him/her & he/she has heard about it from other employees. (2) The employee concerned must have had such an experience earlier in his/her career & is trying to be cautious in this instance—even if such caution is unjustified here.
As HR, it's your duty to figure out WHICH possibility is the right one applying to the concerned employee & ONLY then take suitable/appropriate action. If it's (1), you need to take it to the management's notice—so that the how & why of it can be analyzed & corrective measures put into place & if it's (2), then as HR it's YOUR job to allay the fears.
You didn't mention the ACTUAL reasons why she resigned. Just talk to her & see how to resolve things amicably. If such a case is a one-off situation, then you may not have much to worry. But if such situations repeat, then you could be laying the ground for ex-employees to bad-mouth about the company outside [nowadays Social Media Networks are also being used] & in the long run it's the Company that suffers—& consequently the concerned HR person.
Rgds,
TS
From India, Hyderabad
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Hi Vishnu, my suggestion is that with this kind of attitude, don't even give a time of 3 days for this employee for the notice; you can terminate her on disciplinary and performance basis immediately. Give her a termination letter, not the relieving letter.
Regards,
Sasi Rekha.
From India, Madras
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Regards,
Sasi Rekha.
From India, Madras
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Dear Vishnu,
Kindly provide the following information:
1. Has the resignation been acknowledged and/or accepted?
2. Has your organization provided the relieving letter?
3. What is laid down in the Terms & Conditions of the HR policy for the same?
4. A letter of non-performance could be given when the employee is in employment and not when the resignation has been accepted and acknowledged, and the HR department has proceeded with the same.
5. The employee's behavior, as mentioned, is not ethical, no doubt.
6. Inserting a black mark is not ethical without knowing the grounds for why the employee is behaving as described by you.
7. Please also describe the reasons that led your employee to act as mentioned by you for an appropriate reply.
Thanks
From India, Delhi
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Kindly provide the following information:
1. Has the resignation been acknowledged and/or accepted?
2. Has your organization provided the relieving letter?
3. What is laid down in the Terms & Conditions of the HR policy for the same?
4. A letter of non-performance could be given when the employee is in employment and not when the resignation has been accepted and acknowledged, and the HR department has proceeded with the same.
5. The employee's behavior, as mentioned, is not ethical, no doubt.
6. Inserting a black mark is not ethical without knowing the grounds for why the employee is behaving as described by you.
7. Please also describe the reasons that led your employee to act as mentioned by you for an appropriate reply.
Thanks
From India, Delhi
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Dear HR professionals,
The matter is sorted out with mutually agreed terms between us and the employees. I would like to thank all for the valuable suggestions and time.
Sometimes, such cases happen, and as HR professionals, we have to act diplomatically and smartly so that such issues do not leave a scar in the minds of other employees, which could affect the company in the long run.
Regards,
Vishnu Pryal
From India, Mumbai
Acknowledge(0)Amend(0)
The matter is sorted out with mutually agreed terms between us and the employees. I would like to thank all for the valuable suggestions and time.
Sometimes, such cases happen, and as HR professionals, we have to act diplomatically and smartly so that such issues do not leave a scar in the minds of other employees, which could affect the company in the long run.
Regards,
Vishnu Pryal
From India, Mumbai
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