Hello,
I wanted to clear a doubt regarding resignation after long leaves. Scenario:
An associate went on long leave (2 months) with effect from 24-Mar-2011. They returned on 25-May-2011 and resigned. Now, the questions are:
1. What should be the last working day and term date?
2. Please explain the difference in LWD, resignation date, and term date.
3. Is it mandatory that the last working day and term date should be the same, or should they be different in this scenario?
4. Should we consider the long leaves as LOPs and give the PLs in FnF?
5. Or should we give the associate long leaves as PLs?
6. Until what date should we prepare the experience letter?
7. What if an associate has approval for long leaves from their managers and HR representative, and they promised their term date as 25-May-2011?
Please explain the process/procedure for absconding cases, as we have different opinions regarding this.
Thanks & Regards,
Ritu Arora
From India, Madras
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1I wanted to clear a doubt regarding resignation after long leaves. Scenario:
An associate went on long leave (2 months) with effect from 24-Mar-2011. They returned on 25-May-2011 and resigned. Now, the questions are:
1. What should be the last working day and term date?
2. Please explain the difference in LWD, resignation date, and term date.
3. Is it mandatory that the last working day and term date should be the same, or should they be different in this scenario?
4. Should we consider the long leaves as LOPs and give the PLs in FnF?
5. Or should we give the associate long leaves as PLs?
6. Until what date should we prepare the experience letter?
7. What if an associate has approval for long leaves from their managers and HR representative, and they promised their term date as 25-May-2011?
Please explain the process/procedure for absconding cases, as we have different opinions regarding this.
Thanks & Regards,
Ritu Arora
From India, Madras
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If the long leave was approved, then his last working day would be the day he resumed his duty and was actually relieved from his duties, i.e., 25th May in your example. If he had PL to his credit, you can mark the leaves as PL; otherwise, it would be LOP only. Having sufficient PL to his credit and marking the approved leaves as LOP will not benefit you anyway because on his full and final settlement, you will have to encash the PL anyway. His experience letter should be up to the date of his actual relieving, i.e., 25th May.
I don't know what the Term date is. Please bear with me.
Regards,
Madhu.T.K
From India, Kannur
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I don't know what the Term date is. Please bear with me.
Regards,
Madhu.T.K
From India, Kannur
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Hi all,
What if the employee just informs about his leaves and without an approval from the concerned authority he takes 1 week's leave and then, after a week, drops in a resignation mail. Should we still give him a relieving letter for the date he resigned on, or should his last working day be only until his last sanctioned leave?
Awaiting your reply!!!
Thanks,
Shweta :)
From India, Pune
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What if the employee just informs about his leaves and without an approval from the concerned authority he takes 1 week's leave and then, after a week, drops in a resignation mail. Should we still give him a relieving letter for the date he resigned on, or should his last working day be only until his last sanctioned leave?
Awaiting your reply!!!
Thanks,
Shweta :)
From India, Pune
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