Hi, I have resigned from my company as a BPO due to health reasons. It was an immediate resignation, and I was working as a part-timer. I received my July salary along with my incentives. When the finance department requested my signature, it was mentioned that a 30-day notice period is required, and I was asked to pay 4000 rs for not serving the notice period.
I need help understanding what is considered during the notice pay recovery process by the finance department. It states that only the basic salary is included, and my basic pay is 1500 as a part-timer. I would like to know if other components like incentives or HRA are also included in the recovery process.
Please help!
From India, Pune
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I need help understanding what is considered during the notice pay recovery process by the finance department. It states that only the basic salary is included, and my basic pay is 1500 as a part-timer. I would like to know if other components like incentives or HRA are also included in the recovery process.
Please help!
From India, Pune
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It depends on the company. Many companies deduct the notice period from the basic pay, while others incorporate it into the gross salary. I believe your company follows the latter approach. Please refer to your appointment letter, as it should specify this information.
From India, Ahmadabad
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From India, Ahmadabad
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Thank you. I have checked my offer letter and my salary slip, and the basic pay is 1500 as a part-timer. My salary is approximately 10000, and the amount for a 30-day recovery is 4300. I was a confirmed employee. Do I need to give a 30-day notice or 15 days? If I want to learn more about the rules, where can I find them?
From India, Pune
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From India, Pune
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Hi Kewlmick,
Please check your employee manual. You can take it from the HR dept. Usually, the rules are different for part-timers, probationers, and confirmed employees. Based on your replies, I feel that during your probation period, your notice pay recovery was based on your basic salary only. However, once you are confirmed, your gross salary may be considered for calculation.
As a confirmed employee, you should have had leave balance that could be encashed, which might have been adjusted against your notice pay recovery of $10,000, and the remaining $4,300 was deducted. I recommend reaching out to your HR dept or the Finance dept for clarification.
Please let me know if you need further assistance.
From India, Hyderabad
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6Please check your employee manual. You can take it from the HR dept. Usually, the rules are different for part-timers, probationers, and confirmed employees. Based on your replies, I feel that during your probation period, your notice pay recovery was based on your basic salary only. However, once you are confirmed, your gross salary may be considered for calculation.
As a confirmed employee, you should have had leave balance that could be encashed, which might have been adjusted against your notice pay recovery of $10,000, and the remaining $4,300 was deducted. I recommend reaching out to your HR dept or the Finance dept for clarification.
Please let me know if you need further assistance.
From India, Hyderabad
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Dear Kewlmick,
I would suggest you to go through the appointment letter issued to you. In every organization, the conditions for the applicability of the notice period are specified in the appointment letter. Based on the conditions, you will be able to speak to your finance professionals regarding the same.
Thanks,
Amit Gera
From India, New Delhi
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I would suggest you to go through the appointment letter issued to you. In every organization, the conditions for the applicability of the notice period are specified in the appointment letter. Based on the conditions, you will be able to speak to your finance professionals regarding the same.
Thanks,
Amit Gera
From India, New Delhi
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Notice of Employee Change.doc