One of my very close relatives is employed as the Regional Head for an Insurance Broking Firm for the past year. He has been confirmed after probation, and the company has sent him for training. As he has submitted his resignation due to personal reasons, the company has instructed him to give 3 months' notice as per the appointment letter, to which he has agreed. Furthermore, after accepting his resignation, the company informed him to reimburse the training costs, which were not mentioned anywhere else in the appointment letter.
During the notice period, he took 5 days of Earned Leave (E.L.), and even though he had 26 days of E.L. and 10 days of Casual Leave (C.L.) to his credit, his salary was deducted for 5 days.
I would appreciate an opinion from seniors to assist my friend.
Regards,
Ravi
From India, Mumbai
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7During the notice period, he took 5 days of Earned Leave (E.L.), and even though he had 26 days of E.L. and 10 days of Casual Leave (C.L.) to his credit, his salary was deducted for 5 days.
I would appreciate an opinion from seniors to assist my friend.
Regards,
Ravi
From India, Mumbai
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This seems somewhat unorganized, or this may be due to the company's policy where it doesn't grant any leaves during the notice period. This may also be due to unauthorized absence from duty, where your friend may have taken leave without any approval or perhaps even verbal approval. Your friend needs to speak to HR; if they don't clarify the reasons for deductions, then he may submit an application to the HR Head, CEO, or Director (whichever is applicable) for scrutiny of the mentioned case. This is probably the best course of action he can take. Although, I hope his balance leave (ELs) will be encashed in his full and final settlement of accounts.
Warm regards,
Umesh Chaudhary
[Email Removed For Privacy Reasons]
From India, Delhi
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Warm regards,
Umesh Chaudhary
[Email Removed For Privacy Reasons]
From India, Delhi
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Dear Mr. Umesh, Thank you for the reply. I would like to know whether he has to re-imburse the training course which he underwent during his probation? Solicit your reply. Reagards. Ravi
From India, Mumbai
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From India, Mumbai
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Not at all, unless he has signed any specific bond for undergoing such training; the employee is not required to compensate any cost for on-the-job training (OJT). The training helps employees to perform better and helps them become more productive.
Warm regards,
Umesh Chaudhary
[Email Removed For Privacy Reasons]
From India, Delhi
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Warm regards,
Umesh Chaudhary
[Email Removed For Privacy Reasons]
From India, Delhi
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Withdrawl of Resignation and Notice period.doc
Resignation-Not ice Period- T._Purushotham_ Reddy_vs_United _India_Insuranc e_Company_..._o n_21_Nove.pdf