Hi, Is it ok to accept the resignation mail sent by my employee through a client provided mail id. Regards, Lloyd.
From India, Bangalore
From India, Bangalore
Lloyd,
Please insist on hard copy always.
Intimation of Resignation could be however be thorugh mail, that too only after discussions with the functional head.
A proper resignation is always on a hard copy.
Regards,
From India, Madras
4Please insist on hard copy always.
Intimation of Resignation could be however be thorugh mail, that too only after discussions with the functional head.
A proper resignation is always on a hard copy.
Regards,
From India, Madras
I agree with both the previous replies. Always and only accept resignations on hard copy with an original signature. And, in duplicate. You retain one copy and hand the other after acknowledging its receipt with a date stamp.
As for email ID, it doesn't really matter whose or where it came from. At the end of the day, an email is an email.
But, a resignation has to be on paper and signed. In fact, I would go as far as saying that it must be signed in blue ink - for obvious reasons!
From India, Gurgaon
As for email ID, it doesn't really matter whose or where it came from. At the end of the day, an email is an email.
But, a resignation has to be on paper and signed. In fact, I would go as far as saying that it must be signed in blue ink - for obvious reasons!
From India, Gurgaon
The resource has been working with your organization and for whatever reason, if he is not able to use your company mail id, he should use public mail id at the most but not client mail id. It indicates ignorance or carelessness towards your organization. More so, if he is joining the client organization from where he had sent the mail.
Now it is upto you if you would excuse the employee for the mistake or reject his mail saying that he has to comply to the organization policies.
If your employee is deputed at the client site, generally the client provides an email id for confidentiality and security of information. It is possible that your employee has joined the client organization without intimation. If this situation is true, there are a few concerns,
1.Your employee might have joined the client organization without resignation from your organization. This is illegal. Do you have procedures in place to address this ?
2. you have little binding on your employees which makes your organization more vulnerable to increased rate of attrition. You need to have strong policies and controls to ensure that your employees who work for the clients do not dump your organization half way when the client offers better opportunities.
3. The client is indulging in poaching of your resources. You need to discuss with the client and get such practices restricted or compensated. that is either the client would stop recruiting your resources or he would agree with you to pay a amount to compensate for the training, maintenance and salary of the resource poached from you. You need to have an agreement with him.
It is not mandatory to get hard copy resignations. Today electronic evidence is enough for policy compliance. One has to accept responsibility and accountability for his mail.
From United States, Ogden
Now it is upto you if you would excuse the employee for the mistake or reject his mail saying that he has to comply to the organization policies.
If your employee is deputed at the client site, generally the client provides an email id for confidentiality and security of information. It is possible that your employee has joined the client organization without intimation. If this situation is true, there are a few concerns,
1.Your employee might have joined the client organization without resignation from your organization. This is illegal. Do you have procedures in place to address this ?
2. you have little binding on your employees which makes your organization more vulnerable to increased rate of attrition. You need to have strong policies and controls to ensure that your employees who work for the clients do not dump your organization half way when the client offers better opportunities.
3. The client is indulging in poaching of your resources. You need to discuss with the client and get such practices restricted or compensated. that is either the client would stop recruiting your resources or he would agree with you to pay a amount to compensate for the training, maintenance and salary of the resource poached from you. You need to have an agreement with him.
It is not mandatory to get hard copy resignations. Today electronic evidence is enough for policy compliance. One has to accept responsibility and accountability for his mail.
From United States, Ogden
Mr. Praveen is correct. Courier, speed post, e-mail, fax etc are all good services in the eye of law. If your company wants to release him simply reply him to come in person for the final clearance. Once he is at your place you should complete the formality.
regards
NKT
From United States, Cambridge
regards
NKT
From United States, Cambridge
Thank you all for the clarification espically to Mr. Praveen for the detailed clarification.
The employee is not joining the client, the client has provided this email Id for him to communicate whenever he is at the client location. They have very limited access to the mail Id provided by the parent company. So they keep using the client provided mail Id.
Regards,
Lloyd.
From India, Bangalore
The employee is not joining the client, the client has provided this email Id for him to communicate whenever he is at the client location. They have very limited access to the mail Id provided by the parent company. So they keep using the client provided mail Id.
Regards,
Lloyd.
From India, Bangalore
Not to forget that in this age and day where you have staff sent to remote areas with possibility of not having access to a scanner, I think HR practitioners should be less stuffy in their approach to issues and move with the flow of the times. A staff with just a Blackberry as a tool of communication should be allowed to resign by just a mail, properly worded.
I believe the information you should not overlook is the effective date. That must be provided.
Thank you.
From Nigeria
I believe the information you should not overlook is the effective date. That must be provided.
Thank you.
From Nigeria
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