Context:
I am currently in a situation where I urgently need an early release from my current organization due to a severe cardiac condition affecting my father, along with our family’s history of heart issues. I have already provided all the necessary medical documentation to HR.
Details:
- I have been on the bench since October 23, 2024, and officially resigned on November 6, 2024. There are no active projects or dependencies, and I completed all required knowledge transfers by October 15, 2024.
- My immediate manager (N+1) is out of the office until February 3, 2025, so I have escalated my request to my N+2 and N+3 for urgent approval.
- The organization has offered the option to apply for leave (including Leave Without Pay) until my official last working date. However, I am requesting a formal early release to be with my family during this critical time.
HR's Response:
- HR has informed me that an early release is subject to approvals from my N+2/N+3, Business Unit Head, and an in-house doctor’s recommendation.
- Additionally, they have pointed out that as per the company's contract clause (“at the Company’s discretion, payment of gross salary in lieu of notice”), the organization can still deny an early release based on a lack of approvals.
- I have been advised to wait for the necessary approvals and doctor's recommendation before sending any further follow-up emails.
My Ask:
Given this situation, I am seeking advice on how to best approach this request for an early release, considering the HR's stance and the urgent medical need.
- Are there any additional steps or strategies I could take to strengthen my case?
- How can I respectfully navigate this process while emphasizing the urgency of my request?
- Is there any way to leverage the contract clause effectively to expedite the approval?
Any guidance or suggestions would be greatly appreciated. Thank you in advance!
From India, Kanpur
I am currently in a situation where I urgently need an early release from my current organization due to a severe cardiac condition affecting my father, along with our family’s history of heart issues. I have already provided all the necessary medical documentation to HR.
Details:
- I have been on the bench since October 23, 2024, and officially resigned on November 6, 2024. There are no active projects or dependencies, and I completed all required knowledge transfers by October 15, 2024.
- My immediate manager (N+1) is out of the office until February 3, 2025, so I have escalated my request to my N+2 and N+3 for urgent approval.
- The organization has offered the option to apply for leave (including Leave Without Pay) until my official last working date. However, I am requesting a formal early release to be with my family during this critical time.
HR's Response:
- HR has informed me that an early release is subject to approvals from my N+2/N+3, Business Unit Head, and an in-house doctor’s recommendation.
- Additionally, they have pointed out that as per the company's contract clause (“at the Company’s discretion, payment of gross salary in lieu of notice”), the organization can still deny an early release based on a lack of approvals.
- I have been advised to wait for the necessary approvals and doctor's recommendation before sending any further follow-up emails.
My Ask:
Given this situation, I am seeking advice on how to best approach this request for an early release, considering the HR's stance and the urgent medical need.
- Are there any additional steps or strategies I could take to strengthen my case?
- How can I respectfully navigate this process while emphasizing the urgency of my request?
- Is there any way to leverage the contract clause effectively to expedite the approval?
Any guidance or suggestions would be greatly appreciated. Thank you in advance!
From India, Kanpur
Here’s a strategic approach to maximize your chances of securing an early release:
1. Strengthening Your Case
Reinforce the Humanitarian Aspect:
Highlight that this is a critical medical emergency, not just a personal preference.
Offer any additional medical documentation if required to reinforce the urgency.
If possible, obtain a letter from your father’s treating doctor stating that your presence is essential.
Leverage Managerial Support:
Since your N+1 is unavailable, try reaching out to trusted colleagues or other managers who can advocate for your case.
If you have past project leads or senior colleagues who support your request, ask them to send an endorsement email to HR or leadership.
2. Navigating the Process Respectfully
Engage the In-House Doctor Proactively:
Instead of waiting for HR to process it, request an appointment with the in-house doctor and explain the situation directly.
Provide them with all relevant medical records upfront to avoid delays.
Request an Official Meeting with N+2/N+3 or Business Unit Head:
Politely ask for a brief meeting or call to explain the gravity of the situation.
Reinforce that you have completed all responsibilities, and your absence will not disrupt operations.
3. Leveraging the Contract Clause for Early Release
Since the contract states that early release is at the company’s discretion, you can:
Propose that they invoke the salary-in-lieu clause instead of requiring you to serve the notice.
Offer to waive any remaining salary (if financially viable) to make the approval easier.
Highlight that granting an exception in compassionate cases aligns with ethical and employee-friendly policies.
4. Suggested Next Steps
Follow up with HR, N+2/N+3, and Business Unit Head with a polite but firm email reiterating the urgency.
Request a direct discussion with the in-house doctor to expedite their recommendation.
If no response within a reasonable timeframe, escalate to higher leadership or Employee Relations. Snow Rider 3D
1. Strengthening Your Case
Reinforce the Humanitarian Aspect:
Highlight that this is a critical medical emergency, not just a personal preference.
Offer any additional medical documentation if required to reinforce the urgency.
If possible, obtain a letter from your father’s treating doctor stating that your presence is essential.
Leverage Managerial Support:
Since your N+1 is unavailable, try reaching out to trusted colleagues or other managers who can advocate for your case.
If you have past project leads or senior colleagues who support your request, ask them to send an endorsement email to HR or leadership.
2. Navigating the Process Respectfully
Engage the In-House Doctor Proactively:
Instead of waiting for HR to process it, request an appointment with the in-house doctor and explain the situation directly.
Provide them with all relevant medical records upfront to avoid delays.
Request an Official Meeting with N+2/N+3 or Business Unit Head:
Politely ask for a brief meeting or call to explain the gravity of the situation.
Reinforce that you have completed all responsibilities, and your absence will not disrupt operations.
3. Leveraging the Contract Clause for Early Release
Since the contract states that early release is at the company’s discretion, you can:
Propose that they invoke the salary-in-lieu clause instead of requiring you to serve the notice.
Offer to waive any remaining salary (if financially viable) to make the approval easier.
Highlight that granting an exception in compassionate cases aligns with ethical and employee-friendly policies.
4. Suggested Next Steps
Follow up with HR, N+2/N+3, and Business Unit Head with a polite but firm email reiterating the urgency.
Request a direct discussion with the in-house doctor to expedite their recommendation.
If no response within a reasonable timeframe, escalate to higher leadership or Employee Relations. Snow Rider 3D
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