Hi all, I am an HR Manager in an IT company and I have a query related to an employee's resignation. An employee completed 6 months in May, but she took a one-month sick leave afterward and resigned once her sick leave was completed. Should I provide her with an experience and relieving letter? She is not in a condition to work the notice period as mentioned in her resignation. What should be done?
Thanks
Regards
From India, Indore
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Thanks
Regards
From India, Indore
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Handling Employee Resignation and Documentation
This is a situation where you might have ample doubts, or you can simply let it go. If we think positively, she is not in a position to work. However, I guess she must have found a job elsewhere. On a positive note, yes, you can provide her with the due letters, provided the company has no liability on her.
From India, New Delhi
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This is a situation where you might have ample doubts, or you can simply let it go. If we think positively, she is not in a position to work. However, I guess she must have found a job elsewhere. On a positive note, yes, you can provide her with the due letters, provided the company has no liability on her.
From India, New Delhi
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Have you given any appointment order? If so, follow the rules and regulations of your organization. If not, please obtain approval from their team leader or Head of Department. There are no pending dues from her to be relieved from the company.
Regards,
Eswar.K
Manager - HR
From India, Chennai
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46Regards,
Eswar.K
Manager - HR
From India, Chennai
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The terms and conditions specified in the offer of appointment will be the basis to act. By your short note, it appears to me that the post is not necessary since the work went on without her. Otherwise, you would have appointed an alternate person, in which case, it is not useful to insist on this staff member working the notice period.
Ensure that she pays for all liquidated damages and gets relieved, or as per your top management decision.
Regards,
Raghuram.S
From India, Bangalore
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Ensure that she pays for all liquidated damages and gets relieved, or as per your top management decision.
Regards,
Raghuram.S
From India, Bangalore
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I suggest you should follow the company policy. If no such policy is defined, then proceed as per management's decision. You can ask her to provide a medical certificate clarifying her ailment, which could help you determine the genuineness of her condition. However, if she is genuinely sick and not joining another company, she won't need the relieving or experience letters urgently. You may prolong the process until you are clear.
Regards
From India, Pune
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From India, Pune
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Withdrawl of Resignation and Notice period.doc
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