Hi,
I joined a software company as a fresher 8 months back. I resigned due to certain reasons and didn't go to work from the next day. After a week, I received an email from HR about my absence from work post-resignation. I told HR I cannot serve the notice period, and HR asked me to contact my manager. I sent an email to my manager asking if the notice period can be waived. He replied that the notice period can be waived only if there's a valid reason, and even if it is waived, I need to be there at least for parting formalities. I again emailed him stating my inability to come to work and kindly requesting him to waive my notice period. There was no response from him, but after 5 or 6 days, I received a letter from HR asking me to report to work as soon as possible, but I could not log in to my company account. It looks like they deactivated it. What should I do now? Should I respond to this email again?
And by the way, I was not on a project if that matters, and I have the company ID card with me.
From India, Coimbatore
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I joined a software company as a fresher 8 months back. I resigned due to certain reasons and didn't go to work from the next day. After a week, I received an email from HR about my absence from work post-resignation. I told HR I cannot serve the notice period, and HR asked me to contact my manager. I sent an email to my manager asking if the notice period can be waived. He replied that the notice period can be waived only if there's a valid reason, and even if it is waived, I need to be there at least for parting formalities. I again emailed him stating my inability to come to work and kindly requesting him to waive my notice period. There was no response from him, but after 5 or 6 days, I received a letter from HR asking me to report to work as soon as possible, but I could not log in to my company account. It looks like they deactivated it. What should I do now? Should I respond to this email again?
And by the way, I was not on a project if that matters, and I have the company ID card with me.
From India, Coimbatore
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You will be in deep trouble if you do not complete the exit formalities. Is it ethical on your part to abscond after serving there for 8 months? Introspect on your omissions and commissions.
Pon
From India, Lucknow
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616Pon
From India, Lucknow
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Hi pon1965, I told my HR I am ready to pay up for the notice period as stated in my offer letter,what else can I do ?Can you advice me what I should do now
From India, Coimbatore
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From India, Coimbatore
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Hello,
I find your actions very unethical and unprofessional. You are definitely an absconding employee, and we in HR departments face a lot of harassment due to employees like you. Paying the notice period is not the only formality; you definitely need to complete all exit formalities. If you had taken the time to complete the joining formalities when you joined the company, then you should have the professionalism to complete all formalities when leaving the company. Moreover, you are also carrying the company ID card, which is another incorrect action, as no employee should carry any official documents or belongings when not working for the company.
From India, New Delhi
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I find your actions very unethical and unprofessional. You are definitely an absconding employee, and we in HR departments face a lot of harassment due to employees like you. Paying the notice period is not the only formality; you definitely need to complete all exit formalities. If you had taken the time to complete the joining formalities when you joined the company, then you should have the professionalism to complete all formalities when leaving the company. Moreover, you are also carrying the company ID card, which is another incorrect action, as no employee should carry any official documents or belongings when not working for the company.
From India, New Delhi
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I completely understand this, though I am not in a situation to continue my work there (due to several personal problems). Can anyone please suggest to me what to do next? I even told my HR about my inability to continue, and when I said I am ready to pay, she just said okay. I am just wondering how to proceed next.
From India, Coimbatore
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From India, Coimbatore
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I will not comment further on your act, as the other seniors have already shared their views, and mine are no different. However, you can take the following steps:
1. Send an email to your manager to schedule a discussion. Mention that, if necessary, you are willing to meet in person to explain the circumstances under which you took this action. Be apologetic and remorseful throughout.
2. Following the discussion, send a letter to HR providing your details, employee number, date of joining, last working day, manager's name, etc. Explain that due to unforeseen circumstances, you were unable to complete your exit formalities and request guidance on the process and checklist for completion.
3. Follow up with the relevant departments (Admin, IT, HR, transport, etc.) to obtain necessary clearances. If needed, visit these departments in person and seek their assistance to expedite the clearance process.
4. Once you have collected all clearances and returned company belongings (ID, laptop, corporate cards) to your manager/HR, request them to process your full and final settlement and issue a relieving letter.
5. If the company requires payment for the notice period, decide on your course of action. Since you mentioned willingness to pay, settle the amount and obtain an acknowledgment.
6. Obtain the relieving letter from HR once it is prepared.
7. Remember to express gratitude by sending a brief thank you note to your manager and HR for their support throughout the process.
8. Reflect on this experience and ensure such incidents are not repeated. Understand that actions like these can create challenges for HR managers. Give the function a break!!!
All the best!
From Netherlands
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1. Send an email to your manager to schedule a discussion. Mention that, if necessary, you are willing to meet in person to explain the circumstances under which you took this action. Be apologetic and remorseful throughout.
2. Following the discussion, send a letter to HR providing your details, employee number, date of joining, last working day, manager's name, etc. Explain that due to unforeseen circumstances, you were unable to complete your exit formalities and request guidance on the process and checklist for completion.
3. Follow up with the relevant departments (Admin, IT, HR, transport, etc.) to obtain necessary clearances. If needed, visit these departments in person and seek their assistance to expedite the clearance process.
4. Once you have collected all clearances and returned company belongings (ID, laptop, corporate cards) to your manager/HR, request them to process your full and final settlement and issue a relieving letter.
5. If the company requires payment for the notice period, decide on your course of action. Since you mentioned willingness to pay, settle the amount and obtain an acknowledgment.
6. Obtain the relieving letter from HR once it is prepared.
7. Remember to express gratitude by sending a brief thank you note to your manager and HR for their support throughout the process.
8. Reflect on this experience and ensure such incidents are not repeated. Understand that actions like these can create challenges for HR managers. Give the function a break!!!
All the best!
From Netherlands
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Thank you, balaji345. This is what I was looking for. I will surely do what you suggested. I can only hope the horrid things that paralyzed me and resulted in my inability to return to work will not happen again. Thanks again.
From India, Coimbatore
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From India, Coimbatore
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Hi,
It was very simple, dude. You should have contacted your manager or HR to know the process and formalities. It's very simple - you need to fill the exit/separation form and complete the formalities. Make sure you visit your office and do it.
Thanks. I hope you will follow the procedure set by your company and never repeat such mistakes in the future. Wishing you a good and motivated career ahead.
From India, Mumbai
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It was very simple, dude. You should have contacted your manager or HR to know the process and formalities. It's very simple - you need to fill the exit/separation form and complete the formalities. Make sure you visit your office and do it.
Thanks. I hope you will follow the procedure set by your company and never repeat such mistakes in the future. Wishing you a good and motivated career ahead.
From India, Mumbai
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I could have not commented, but this statement infuriated me: "You are definitely an absconding employee and we in HR departments face lots of harassment for employees like you. Paying notice period is not the only formality."
To All HR Managers,
Let me first apologize as I will be very blunt from now on in whatever I have to say and at the same time will request you guys to think about what I mentioned before bringing in your emotions and reacting to this comment.
Do you think you guys have the guts to argue or reason with a project manager or the delivery head with respect to a resource? Even if some of you have, will you think of overstepping their decision? Think for yourself!
The majority of employees resign due to internal factors; the boss doesn't treat them well, they are not respected as individuals, etc. Why don't you jump in then and prevent the employee from resigning? Now comes the real thing, no matter how long you have served the company with whatever loyalty, you will definitely be treated as an outsider once you resign, and serving the notice period is a pain. Then at times an individual faces a situation where he is unable to serve the entire notice period, due to whatever reasons; he is not allowed to pay in lieu of that and is told he cannot go early. This guy risks losing both jobs now and is left with no other option but not to come to the office.
Just think, who is responsible for this kind of end result? Except for a few, it's not the employee.
Over the years, I have realized that the HR department rarely works for the employee. Most of the time, they just manipulate employees as per the requirement of influential people in the organization, irrespective of whether it is beneficial for the organization or not. So don't say HR people are harassed by acts of employees; after all, it's your job.
From Singapore, Singapore
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To All HR Managers,
Let me first apologize as I will be very blunt from now on in whatever I have to say and at the same time will request you guys to think about what I mentioned before bringing in your emotions and reacting to this comment.
Do you think you guys have the guts to argue or reason with a project manager or the delivery head with respect to a resource? Even if some of you have, will you think of overstepping their decision? Think for yourself!
The majority of employees resign due to internal factors; the boss doesn't treat them well, they are not respected as individuals, etc. Why don't you jump in then and prevent the employee from resigning? Now comes the real thing, no matter how long you have served the company with whatever loyalty, you will definitely be treated as an outsider once you resign, and serving the notice period is a pain. Then at times an individual faces a situation where he is unable to serve the entire notice period, due to whatever reasons; he is not allowed to pay in lieu of that and is told he cannot go early. This guy risks losing both jobs now and is left with no other option but not to come to the office.
Just think, who is responsible for this kind of end result? Except for a few, it's not the employee.
Over the years, I have realized that the HR department rarely works for the employee. Most of the time, they just manipulate employees as per the requirement of influential people in the organization, irrespective of whether it is beneficial for the organization or not. So don't say HR people are harassed by acts of employees; after all, it's your job.
From Singapore, Singapore
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Hi Saytogaurav,
I think you are not in the HR profession. You will understand the impact of an employee leaving without formalities or before the decided date. And one more thing, please don't teach us what our job responsibilities are. It is the employee's responsibility to complete the formality; why are you not focusing on that...??? We know very well what we have to do. Sorry because I'm behaving rudely, but I'm helpless.
Coming back to the point, I agree with Balaji. VKTS has to meet his manager and HR and has to close this matter. In the future, please be calm and think about the impact of this kind of rash decision.
All the very best...!!! Take care...
From India, Pune
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I think you are not in the HR profession. You will understand the impact of an employee leaving without formalities or before the decided date. And one more thing, please don't teach us what our job responsibilities are. It is the employee's responsibility to complete the formality; why are you not focusing on that...??? We know very well what we have to do. Sorry because I'm behaving rudely, but I'm helpless.
Coming back to the point, I agree with Balaji. VKTS has to meet his manager and HR and has to close this matter. In the future, please be calm and think about the impact of this kind of rash decision.
All the very best...!!! Take care...
From India, Pune
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Dear All,
Relax! First of all, I think when we discuss in an open forum like this, we need to understand the criticality of such issues. We should not be sending out wrong information under any situation. Also, when we talk of Organizational Issues, it's not me or you, it's always "WE"! "WE" means each and every member/employee of the organization, irrespective of Operations, HR, or other Support Functions.
Coming to the point of educating the employees, it's the duty and responsibility of both employees and employers (HR and Direct Supervisors) to guide each and every employee to know all the policies, procedures, rules, ethics, and values of the given organization. Since I come from an HR background, I feel it's our greater responsibility to keep them updated with these policies and guide them on where they can find them in our books, Intranet, handouts, etc. We all have to keep ourselves updated, anyways.
If anyone does not follow the process, we need to deal with them as per the procedure laid out by the company. I am sure everyone is well acquainted with these policies, so just reiterating.
Thanks!
From India, Mumbai
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Relax! First of all, I think when we discuss in an open forum like this, we need to understand the criticality of such issues. We should not be sending out wrong information under any situation. Also, when we talk of Organizational Issues, it's not me or you, it's always "WE"! "WE" means each and every member/employee of the organization, irrespective of Operations, HR, or other Support Functions.
Coming to the point of educating the employees, it's the duty and responsibility of both employees and employers (HR and Direct Supervisors) to guide each and every employee to know all the policies, procedures, rules, ethics, and values of the given organization. Since I come from an HR background, I feel it's our greater responsibility to keep them updated with these policies and guide them on where they can find them in our books, Intranet, handouts, etc. We all have to keep ourselves updated, anyways.
If anyone does not follow the process, we need to deal with them as per the procedure laid out by the company. I am sure everyone is well acquainted with these policies, so just reiterating.
Thanks!
From India, Mumbai
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